Answer

As of now, women constitute 43% of STEM graduates in India, yet their workforce participation in STEM jobs remains as low as 14% (UNESCO). The Global Gender Gap Report 2023 ranks India 116th in educational attainment but 36.7% parity in economic participation, highlighting a stark gap. Deep-rooted socio-cultural norms and institutional biases continue to hinder women’s career progression and retention in STEM fields.

Policy Interventions to Represent Women in STEM Fields

• Gender Advancement for Transforming Institutions (GATI): Launched by the Department of Science and Technology (DST) in 2020, GATI aims to foster an inclusive research ecosystem by promoting gender equity and leadership opportunities for women in science.
• Women in Science and Engineering-Knowledge Involvement in Research Advancement through Nurturing (WISE-KIRAN): Encourages women researchers through funding and mentorship, ensuring their active engagement in scientific advancements.
• Women Scientists Scheme (WOS): Offers research grants to women scientists, particularly those facing career breaks, to facilitate re-entry into academia and industry.
• Biotechnology Career Advancement and Re-orientation (BioCARe): Aims to support women scientists returning to research after career breaks by funding independent projects in biotechnology and allied fields.
• INSPIRE (Innovation in Science Pursuit for Inspired Research): The INSPIRE program targets young women, encouraging them to pursue careers in science and technology through scholarships, internships, and research fellowships. It helps women with funding opportunities to continue research after completing their degrees.
• Women in Engineering, Science, and Technology (WEST) Program: Aimed at promoting the participation of women in STEM in India especially, science, the WEST program offers skill-building workshops, access to research funding, and opportunities for collaboration with international institutions.

Reasons for Women’s Underrepresentation in STEM Despite Policy Interventions

• Limited Implementation of Policies: Many gender-inclusive programs lack institutional accountability, leading to poor enforcement of workplace diversity measures in STEM institutions
• Funding and Promotion Disparities: Women receive fewer research grants and leadership positions, resulting in slower career progression and higher dropout rates.
  For example: Around 10% of senior faculty positions in IIT Madras are occupied by women, despite policy support.
• Lack of Role Models and Mentorship: The absence of visible female leaders in STEM discourages young women from pursuing long-term careers in scientific research.
  For example: Fewer women in Nobel Prize-winning research teams limits representation in top scientific achievements.
• Unconscious Gender Bias in Hiring and Workplaces: Hiring committees and workplace cultures often favor men, reinforcing gendered stereotypes in research leadership.
  For example: Women’s contributions in collaborative research are often overlooked, reducing their career advancement opportunities.
• Work-Life Balance Challenges: Family responsibilities disproportionately affect women, making it difficult to balance research commitments with personal life.
  For example: Maternity-related career breaks result in women losing research grants and tenure-track positions.
  

Socio-Cultural and Institutional Barriers Hindering Women’s Participation

Socio-Cultural Barriers

• Traditional Gender Roles: Societal norms prioritize family responsibilities for women, discouraging them from pursuing demanding STEM careers.
  For example: Many Indian families prefer daughters to pursue “stable” careers like teaching rather than research.
• Stereotypes in STEM Fields: The perception that engineering and physics are “male-dominated” fields discourages women from choosing these careers.
• Limited Encouragement in Early Education: Girls are less likely to receive STEM exposure in schools, reducing their confidence and interest in science and technology.
  For example: Fewer girls opt for advanced mathematics and physics in high school, leading to fewer STEM graduates.
  

Institutional Barriers

• Gender Pay Gap and Unequal Research Opportunities: Women face lower salaries, fewer grants, and fewer leadership opportunities compared to male colleagues.
  For example: Women researchers in India earn 15-30% less than men in similar STEM roles.
• Harassment and Workplace Hostility: Lack of strict policies against discrimination discourages women from pursuing long-term careers in STEM.
• Absence of Gender-Sensitive Infrastructure: Lack of childcare support, flexible work hours, and maternity benefits makes STEM careers less accessible for women.
  For instance: Only a few IITs and research labs offer childcare facilities, making it hard for mothers to continue research.

Policy Measures to Improve Retention and Career Progression

• Expanding Flexible Work Policies: Strengthen work-from-home options, parental leave policies, and part-time research roles to help women balance careers and family responsibilities.
  For example: DST-funded research grants with flexible tenure allow women to re-enter academia after career breaks.
• Mandatory Gender Sensitization in STEM Institutions: Implement anti-discrimination training and bias-awareness programs to counter workplace gender bias.
  For example: BiasWatchIndia, an initiative tracking gender disparities in academia, monitors and exposes biases in STEM hiring and conferences.
• Mentorship and Leadership Development Programs: Establish structured mentorship networks and leadership training to promote women in senior STEM roles.
  For example: Women Leadership in STEM programs provide coaching and networking for mid-career women scientists.
• Higher Representation in Decision-Making Bodies: Enforce quotas for women in research committees, grant allocations, and faculty recruitment panels to ensure equal opportunities.
• STEM Education and Outreach for Girls: Strengthen early STEM education initiatives in schools, provide scholarships, and create awareness programs to encourage more girls to enter STEM fields.
  For example: Niti Aayog’s Atal Tinkering Labs in schools can encourage more girls to pursue careers in AI, robotics, and space sciences.
  

Bridging the STEM gender gap requires a multi-pronged approach , embedding gender-sensitive curricula, enforcing strict anti-discrimination laws, and promoting inclusive workplaces. Scholarships, mentorship programs, and flexible work policies can enhance retention. A STEM revolution led by women role models and policy-backed incentives will not only empower women but also drive innovation and economic growth.

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