The key barrier to entry into STEM professions for women is a lack of awareness of opportunities, NOT the male-orientated gender imbalance…
… of females cited lack of awareness or opportunities as the key barrier into STEM professions
… of females cited the male-orientated gender imbalance
Key barrier to entry into STEM professions, by gender
Source: Matchtech Candidate Survey (n=2,288)
And the fact that significantly more women (18%) perceive relatively low earnings potential to be a barrier than men (12%) also likely reflects the significant shortfall in female representation at a senior level within STEM professions. Amongst those working in professional Engineering and IT roles across the year to June 2024, women represented an average of just 21%.
… of females perceive relatively low earnings potential
… of males perceive relatively low earnings potential
… shortage of vocational education opportunities
Gender split of UK-based Engineering and IT professionals, June 2024
Civil Engineers 76% male 13% female
Mechanical Engineers 95% male 5% female
Electrical Engineers 96% male 4% female
Electronics Engineers 93% male 7% female
Production and Process Engineers 81% male 19% female
Aerospace Engineers 85% male 15% female
Engineering Project Managers and Project Engineers 80% male 20% female
Engineering Professionals n.e.c. 88% male 12% female
IT Project Managers 64% male 36% female
IT Managers 78% male 22% female
IT Business Analysts, Architects and Systems Designers 79% male 21% female
Programmers and Software Development Professionals 84% male 16% female
Cyber Security Professionals 81% male 19% female
IT Quality and Testing Professionals 63% male 37% female
IT Network Professionals 93% male 7% female
IT Professionals n.e.c. 79% male 21% female
Environment Professionals 57% male 43% female
Research and Development (R&D) Managers 60% male 40% female
In terms of the emerging talent pipeline of women for STEM roles, the picture coming out from UK universities is mixed. Recently published data evidenced that, amongst the class of 2023, just 19% of both undergraduate Computing and Engineering & Technology qualifiers were women. Amongst postgraduates that year, a more encouraging 33% of computing and 25% of Engineering & Technology qualifiers were female.
… of undergraduate Computing and Engineering & Technology qualifiers were female
… of postgraduate Computing qualifiers were female
… of postgraduates Engineering & Technology qualifiers were female
There were much higher overall proportions of women amongst those who had studied Architecture, Building & Planning qualifiers (42%), Mathematical Sciences (39%), Physical Sciences (45%) and Geography, Earth & Environmental Studies (53%).
Architecture, Building & Planning 42%
Mathematical Sciences 39%
Physical Sciences 45%
Geography, Earth & Environmental Studies 53%
UK Higher Education qualifier numbers: total and females, 2020/21 – 2022/23
University graduates are far from being the only talent pipeline into STEM occupations, however, as the profile of Matchtech’s Candidate Survey respondents usefully indicates.
From this cohort of over 2,200 respondents, just a third
… had moved into their profession straight from university
Notably significant proportions had learned on the job
… or re-skilled after a previous career
This growing trend of employers taking the opportunity to deepen their talent pool by broadening their talent acquisition strategies to include those from non-traditional educational backgrounds.
By valuing candidates who have re-skilled or learned on the job, employers can tap into a significant reservoir of capable professionals often overlooked by degree-focused recruitment processes. Investing in training and development for career-switchers not only strengthens the talent pipeline but also fosters a more inclusive and diverse workforce, driving innovation and adaptability. Revisiting rigid degree requirements where appropriate can further expand access to untapped talent, ensuring businesses stay competitive in an evolving STEM landscape.
As such, the task or raising awareness to the opportunities for women within STEM professions is multi-faceted – requiring a programme of messaging and networking across schools, colleges, universities and a wealth of other work arenas and networks where latent talent may reside.
Source: Matchtech Candidate Survey (n=2,288)
Routes into work of STEM professionals
Straight from university after studying a relevant subject 34%
Learning on the job 22%
Re-skilling after a previous career 20%
Apprenticeship/Traineeship 10%
Straight from School with/without relevant training 7%
Straight from 6th form College/Technical College/FE with vocational training 1%
Armed Forces 1%
Other/still studying/did not say 4%
Source: Matchtech Candidate Survey (n=2,288)
Key takeaways and recommendations:
Only one in ten (10%) women in STEM believe that the gender imbalance is the key barrier to entry into their profession. Far more (23%) know that it is the lack of awareness to opportunities that is perpetuating that gender imbalance.
With almost as many STEM professionals learning on the job or changing career into STEM roles than entering straight their studies, the need to increase awareness is not just confined to academic institutions – it is also about spreading the word about career transitioning and/or the potential of being nurtured from within. In addition to the individual efforts of employers, there are countless other networks and societies (including Women in Defence, AFBE, Women in Rail, Equal Skies and Young Rail Professionals) who are working day-in-day-out to spread the word and highlight the potential of STEM professions - and the routes in - to women and girls.
Only one in ten (10%) women in STEM believe that the gender imbalance is the key barrier to entry into their profession. Far more (23%) know that it is the lack of awareness to opportunities that is perpetuating that gender imbalance.
With almost as many STEM professionals learning on the job or changing career into STEM roles than entering straight their studies, the need to increase awareness is not just confined to academic institutions – it is also about spreading the word about career transitioning and/or the potential of being nurtured from within. In addition to the individual efforts of employers, there are countless other networks and societies (including Women in Defence, AFBE, Women in Rail, Equal Skies and Young Rail Professionals) who are working day-in-day-out to spread the word and highlight the potential of STEM professions - and the routes in - to women and girls.