Why Supporting Women in STEM Still Matters

Photo by Felix Mittermeier on Unsplash

International Women’s Day 2025 came and went, and I didn’t post about it on LinkedIn.I was too sad.

I watched a clip from This Morning where someone claimed IWD had “gone too far.” That women “get everything now.” That men were being left behind. My heart sank.

In the US, DEI programs are being quietly dismantled. Women's rights — especially over their own bodies — are being stripped away.

And in the UK? We still have some of the lowest rates of female leadership in tech and engineering across Europe.

It feels like the start of one of those apocalyptic films — only this one is real, and progress is sliding backwards.

If you know me, or the SharpMinds mission, you’ll know this matters deeply to me. We exist to support women — to help more of our voices shape the rooms where decisions get made.

No, we haven’t “gone too far.” In many ways, we haven’t gone far enough.But there are things we can do — practical, everyday things — to create a culture where more women can thrive in STEM.

Here’s where we are. And here’s what actually helps.

Women in STEM UK Numbers: Where Are We Now?

Let’s be clear: things have improved. But we’re still far from parity.

• Women make up just 29% of the STEM workforce in the UK — about one million people.

• And at the top? Just 5% of leadership roles in UK tech are held by women.

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The numbers are worse for women of colour and other marginalised groups.

We’re not dealing with a pipeline issue. The problem is retention. Recognition. Reward.And, most of all, authority — who is trusted, listened to, and backed.

The Authority Gap — and How We Reinforce It

Mary Ann Sieghart’s book The Authority Gap names what many of us have experienced for years: women being overlooked, interrupted, second-guessed — even when we’ve earned our place.

Some of the most sobering stats include:

• Men are 3.3x more likely to interrupt women than other men.

• Male students consistently rate other males as smarter — even when their female peers outperform them.

• And women do it, too. We internalise the same biases. We can unknowingly dismiss, doubt, or diminish other women — often because we’ve had to prove ourselves so fiercely, we forget to look sideways.

It’s not malicious. But it is real.And the first step is seeing it — in ourselves, our systems, our workplaces.

Support Isn’t About Slogans. It’s About Action.

We throw around the word “support” a lot. But what does it actually look like?

Here’s what I’ve learned — and what I try to practice:

1. Listen, fully. Then amplify.

When a woman shares an idea, resist the urge to jump in, finish her thought, or “yes, but” her.Let her finish. Credit her clearly. Especially if someone else repeats her idea.

2. Back her — even when she’s not in the room.

Nominate her for a stretch project. Mention her name in the boardroom. Push back when you hear doubt creeping in: “She’s not ready” or “We’re not sure she’s got the leadership style.”

3. Stop asking her to prove it twice.

We don’t question competence in men nearly as quickly. Be honest about that. Then actively balance the scale.

4. Mentor — or find one.

Mentorship is one of the strongest predictors of retention and progression for women in STEM.If you’ve made it through the door, keep it open behind you.

5. Invite others in — especially men.

Male allies matter. When men advocate for women, outcomes improve. Not because women need saving — but because systems don’t shift unless those with power help move them.

This Isn’t Overreacting. It’s Real.

When you hear someone say, “What’s the problem? Women are doing fine now,” you’re hearing privilege speak.

Because behind every woman in STEM is a story — of being overlooked, of having to work harder for the same respect, of staying quiet to stay in the room.

That doesn’t mean we give up. It means we keep going. Together.

Conclusion: Support Is a Verb

Support isn’t a one-off. It’s how we speak in meetings, how we write emails, how we show up day after day.

It’s who we advocate for. Who we believe in. Who we listen to.And it’s something everyone can do — no matter your role, your gender, your seniority.

If you want to help, start small. Share her work. Say her name. Make space.That’s how we shift things. Not all at once — but steadily, together.

Because supporting women in STEM still matters.

Not because it’s trendy. Because it’s just, it’s right — and we’re not done yet.

Would love to hear from you in the comments, what have you done or seen which was super impactful to support?

References

• Women in STEM Statistics – UK (WISE Campaign): wisecampaign.org.uk

• Over One Million Women Now in STEM Occupations – IET: theiet.org

• The Authority Gap by Mary Ann Sieghart: Penguin Books

• The Authority Gap by Numbers: