The Gender Pay Gap in STEMM: Why Fixing the Talent Funnel Matters
Image Credit: Dr. Rachel C
Dr. Rachel C. is an incredible role model for all of us, especially for women in STEMM fields and leadership positions. I recently had the opportunity to sit down with her over coffee, where we discussed her diverse career accomplishments and my newly published paper on closing the Gender Pay Gap.
One of the key takeaways from our discussion was how career and life stages influence talent retention, regardless of gender. A talent funnel that begins with a larger population will ultimately retain more individuals, while a smaller starting pool results in lower retention numbers. Unfortunately, the underrepresentation of women at the very start of the STEMM pipeline in Australia makes closing the Gender Pay Gap even more challenging as women progress through their careers.
Rachel provided a great summary of the latest report, emphasising the urgent need to address every stage of the STEMM funnel to ensure greater participation rates for women.
The STEM Equity Monitor 2024: A Concerning Trend
As STEMM graduates, many of us love data—but the latest findings from the STEM Equity Monitor 2024 are far from encouraging. While we have seen some progress in the representation of women at senior levels, the overall numbers remain disappointingly low:
Women now make up 20% of Level E positions in academia.
In STEMM-qualified industries, 25% of senior management roles are held by women.
At the CEO level, however, representation has dropped to a mere 10%.
These figures are not just below acceptable levels—they highlight a fundamental issue within the STEMM talent funnel. The most alarming aspect? The breakdown of representation starts as early as Year 12, with trends suggesting that fewer girls are entering STEMM pathways even before reaching university.
For Australia to remain innovative and competitive in STEMM industries, we need the most diverse and talented workforce possible. Encouraging more women and girls to enter—and stay in—the sector is crucial. The data suggests that our funnel is not being filled at the front end, and instead of improving, the trend is moving in the wrong direction.
What’s Next?
While the numbers may be discouraging, they also serve as a wake-up call. If we want to close the Gender Pay Gap and build a stronger STEMM workforce, we must take action at every stage of the pipeline. This means:
Investing in early education initiatives to spark interest in STEMM fields.
Supporting women throughout their careers with mentorship, leadership programs, and workplace policies that promote equity.
Addressing biases and structural barriers that contribute to talent leakage at various career stages.
Change is possible, but it requires a sustained and collective effort. The conversation about gender equity in STEMM is far from over—if anything, it’s more important now than ever before.
Let’s work together to fix the funnel and create a future where women in STEMM are not just present, but thriving.