The life sciences industry has always played a key, if underappreciated, role in the American economy. After all, without STEM workers, the country would not be well on the way to finally beating back this deadly virus.

While the pandemic has certainly brought a renewed appreciation for the crucial work done by scientific researchers, it has also highlighted the significant gender gap in the fields of science, technology, engineering and mathematics. With STEM fields projected to continue growing over the next decade, though, we can finally close the gap — and not a moment too soon.

According to U.S. Census Bureau data, women account for only 27% of the country’s STEM workers despite making up nearly half of the overall workforce. While they have made gains in the life and physical sciences fields since the ’70s, when they accounted for just 8% of STEM employees, there is still a massive gulf between female workers and their male counterparts in the technology and engineering fields.

There are structural causes at the root of the problem: a 2020 study found that among college entrants, 18% of men compared with only 8% of women completed STEM or biomedical majors. We see the same trend in high school, where 26% of male high school seniors planned to enter STEM or biomed occupations compared with just 13% of their female counterparts. This is a long-term problem that will require long-term solutions and a systemic change in how we teach our children, but there are still steps that employers can take right now to close the gap.

This begins with the way companies market their positions to potential employees. Recent research shows that the language in job postings can deter women from applying to a job if words aligned with male stereotypes including “leader,” “competitive” and “dominant” are used. STEM industry leaders should attempt to overcome unconscious bias and use feminine-inclusive language in job listings.

But the work doesn’t end there. The industry needs to retain the women it hires by creating an inclusive culture at work, which could include incorporating regular trainings on unconscious bias, diversity and workplace harassment, and allowing for scheduling flexibility where possible, as women are still overwhelmingly tasked with domestic duties and child care. And perhaps most importantly, businesses must establish clear guidelines and processes for every employee to provide equal opportunity for advancement.

Emphasizing skills training can help provide women chances to grow. Offering employees opportunities to learn new skills will not only help them advance within a company but will show them that their employers are invested in their careers.

Finally, the STEM industry should consider utilizing contingent labor. When companies shift some roles from traditional work arrangements to flexible ones, they choose from a much a wider pool of talent and may be more attractive to women. This will not only give women new opportunities to pursue STEM careers but will also help companies become more agile and cost efficient.

The gender gap in STEM industries is not something that will be bridged over night, but that does not mean that companies should wait around for a drastic societal change. Instead, the STEM industry can take the lead and start implementing real changes now — and create a better, more equitable economy in the process.

John Ebeid is senior vice president at Randstad Life Sciences.

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