Opinion | Keeping the STEM woman in STEM

Opinion | Keeping the STEM woman in STEM

In addition to implementation, better publicization of these policies can help shape workplace culture, allowing women to feel more accepted. Changes can include collecting and publishing statistics at the end of a performance cycle, reinforcement of company DEI (Diversity, Equity and Inclusion) goals by higher management and regular communication about these initiatives and culture amongst teams. Mandated sex-disaggregated data in areas such as pay, new hires and promotions can both increase gender diversity awareness amongst employees and drive better policy decisions. In 2019, 97.3% of venture capital (VC) funding went to male-founded companies. Publishing gender-disaggregated data on funding within VC firms can help bring awareness to their investment choices. Leader inclusiveness, which refers to “words and behaviors displayed by leaders that encourage others’ involvement and appreciate others’ contributions,” is another strategy that can help employees feel that it is safe to express their concerns, especially since “a lot of companies are early in diversity, equity and inclusion,” according to DEI consultant Melinda B. Epler.

https://stanforddaily.com/2022/02/09/opinion-keeping-the-stem-woman-in-stem/

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