Although many women graduate in STEM fields, their presence in technical roles remains disproportionately low. Fortunately, innovative initiatives are emerging to bridge this gap. Specialized job boards, return-to-work programs, and partnerships with inclusive companies now offer concrete opportunities for women to enter or re-enter the industry.
Dedicated job boards for greater visibility
Traditional recruitment platforms often fail to meet the specific needs of women in STEM. That’s where niche job boards come in. Platforms like AdaMarie, created by women for women, aim to connect female STEM talent with employers that are truly committed to diversity.
AdaMarie, for example, provides:
- A network of over 20,000 women in STEM actively seeking new opportunities
- Marketing tools to boost the visibility of job postings
- Talent development programs that build confidence and foster a sense of value
- Clear strategies for making workplaces more inclusive
By working with platforms like AdaMarie, companies not only diversify their workforce but also strengthen their commitment to equity and innovation.
Tailored return-to-work programs
Many women take career breaks for reasons such as motherhood or family responsibilities. Re-entering the STEM sector afterward can be challenging. That’s why returnship programs are on the rise.
There are many programs that help technical professionals return to work through partnerships with major companies like GE Aerospace, Micron, and Schlumberger.
These programs typically include:
- Targeted training and coaching
- Personalized support to ease the transition
- Networking opportunities with mentors and peers
They allow women to reconnect with their careers under optimal conditions, while also meeting the increasing demand for skilled talent in the industry.
Partnerships with inclusive companies
For inclusion efforts to succeed, companies must take proactive steps. Many forward-thinking organizations now recognize the value of gender diversity and have implemented strategies to recruit and retain female STEM talent.
Estée Lauder, for instance, launched networking events for women in the supply chain sector, fostering career connections and professional growth. Similarly, Harbour Energy partnered with STEM Returners to help engineers re-enter the workforce after career breaks.
These partnerships offer:
- Mentorship and professional development programs
- Flexible work policies to support work-life balance
- Active initiatives to challenge gender stereotypes and promote equality
By collaborating with inclusive employers, women in STEM benefit from supportive environments that foster both professional success and personal growth.
Recent initiatives supporting women in STEM
- Nomura launched a return-to-work program featuring a 12-week training course, coaching, and mock interviews for professionals who have been out of the workforce for 18 months or more.
- MBDA Systems partnered with STEM Returners to support 10 professionals in Operations and Engineering roles, with the goal of reaching 30% female representation by 2030.
- Laboratoria, a Latin American nonprofit, offers online bootcamps to train women in tech skills and connect them with employment opportunities boasting a 79% placement rate.
Conclusion
Women in STEM now have access to a range of resources and support systems to build long-term, fulfilling careers. Thanks to specialized job boards, returnship programs, and partnerships with inclusive companies, the barriers of underrepresentation and bias are being actively dismantled.
These initiatives are helping to shape a more diverse, innovative, and equitable STEM industry. For women in these fields, the future is bright powered by collaborative communities and employers truly committed to inclusion.