21 Years of Women in STEM: The Small Things That Change Everything Part One

My family had taken me to the train station in Edinburgh and helped me onto the train with my belongings—clothes, a pot (that I would cherish and keep for far too many years), and a few bits and pieces just to get by.

As they walked away, waving goodbye and sharing meaningful looks, I allowed myself a small tear. I turned my head and looked forward as the train pulled away from the platform.

It was June 12th, 2004, and I was leaving Scotland to start my career in STEM.

It had taken me a full year to find a job after graduating. I simply didn’t have the “right” experience to get through the doors of the big engineering firms. In the end, it was a small company looking for an office junior that gave me a shot. It was all I needed to begin.

I wrote this blog in my head many times. Each version left me frustrated. Then someone offered me a better question to hold:

If you were building a company from scratch, what would you implement that would better serve women in the workplace?

Or more simply: what do I wish that younger version of me had?

And now we are cooking.

A safe space to challenge

One of the unconscious biases we all have is that women must be likeable. The likeability bias corners women: challenge something, and you risk being labelled “difficult” or “aggressive”—language rarely applied to men in the same situation.

In one role, I wasn’t given the space to challenge. In the end I lost my job.

If we want a workplace where different voices are welcomed and respected, we have to accept discomfort. Debate and discourse are signs of a healthy culture. Are you willing to listen without defensiveness? To ask yourself what better looks like if we didn’t design for the average… (male)?

A female voice at the top… anywhere

You can’t be what you can’t see, amiright?

It took 21 years before I had a woman as a boss.

Twenty-one.

And what’s more, I still don’t see many ahead of me. In my UK-based engineering network of over 5,000 people, I can count on my hands the women in senior roles I’ve connected with directly.

I love that bigger companies now offer ERGs (Employee Resource Groups) where women can meet, share stories, and support each other. If your team has access to one, tell the new joiners. They matter.

What would it look like to sponsor someone in your team who just needs a shot?

Allyship training programs

Allies have taken my career places I never thought possible. Their belief and advocacy changed everything.

SharpMinds was born from a desire to support women in STEM—but we can’t do this alone. There are many empowerment programs for women, but far fewer that educate men on how to be effective allies. And yet that’s where real progress lives.

If you’re not sure where to start, look up Lee Chambers or Jeremy Stockdale on the importance and perspectives of male allyship.

It always starts with a choice.

Regular check-ins and structured 1:1s

In my first job, I had one 1:1 a year.

It was unstructured and short. It didn’t connect to a development plan, learning goals, or even a useful conversation. I was quietly panicking about my performance. I had no feedback, no affirmation, no direction.

One day I overheard that a colleague consistently pitched me for projects. It had never been shared with me directly.

At the time, my imposter syndrome was thriving. I doubted myself constantly and had nowhere to take those doubts. Performance discussions were irregular and often too late to be useful.

My boss—an important ally—would genuinely listen. I left those conversations clear and confident.

Now as a leader myself, regular 1:1s are a non-negotiable. Whether my team fully use them or not is up to them, but the space is always there.

Ask yourself what type of culture you want to create? One where unsure people leave because the self doubt pushes then over the edge or one where you take people on a path to recognising their strengths instead of focusing on their weaknesses?

Structured onboarding

Nobody likes being the new person. And it’s even worse when no one is ready for you.

In the UK, companies usually know 4–5 weeks in advance when someone new is joining. Yet I’ve turned up on Day One with no desk, no email, no laptop—just silence.

It wasn’t until ten years into my career that I experienced structured onboarding. It made all the difference.

Walking into a room full of men who don’t know who you are, have assumed you are less experienced than you are, you’re far more likely to be ignored, talked over, or dismissed.

Set your people up for success. Give them the context and clarity they need.

A culture of constructive brainstorming

In my mind, engineering teams brainstormed with giant tables, Post-its, and sparks of collaborative joy.

In reality, I often sat in silence, surrounded by others doing the same. Sharing early ideas wasn’t encouraged—sometimes it wasn’t even allowed. It hadn’t been budgeted for.

As a perfectionist, it was torture. On my podcast, I’ve spoken often about the fear of speaking up. Sometimes, when I did, I was met with laughter or scoffing. So I stopped asking.

If the loudest scoff in the room comes from the top, what culture are you building about co-creation and collaboration?

Building a Better Future for Women in STEM

None of these things are expensive. Most of them aren’t even difficult. They just take intention.

A 1:1 in the calendar. An ally who speaks up. An onboarding checklist. A pause before interrupting someone. A culture where it’s safe to say, “I’m not sure, but here’s what I’m thinking.”

Twenty-one years in STEM has taught me that real change doesn’t come from policies alone—it comes from the small, human moments that tell someone: you matter here.

And I’m not done. There’s more to say in Part Two.

I’ve got more ideas, more lessons, and more real-world stories to share—so if you found this helpful, stay tuned for more.

In the meantime — What resonated for you from that list? What’s made the biggest difference in your own journey?

I’d love to hear from you in the comments.

I’m rooting for you.