How to support women in high-paying majors

We rank 129th out of 146 countries on gender pay gap. While equal pay ensures that men and women earn the same for identical tasks, the wage gap captures the broader disparities in earnings across sectors, roles, and lifetimes. So a physician is likely to earn more than a interior decorator, all other things being equal - if you have 20 years of experience you will earn more than someone with half of that… on average... Here are some contributing factors and solutions we can all champion: 1️⃣ Occupational Choices: A quick Google search for "best careers for women in India" surfaces predictable and lower-paying options like teaching, nursing and social media management. Compare that to men’s results—data science, investment banking, engineers, architects, and pilots. These results appear beacuse these careers are getting searched and I worry as women we often "satisfice," balancing societal and familial expectations, while men "optimize" for the highest-paying roles on day 1. It’s time for authentic conversations about these choices. Let’s guide young women to evaluate career paths based on averages, not outliers, and encourage them to aim higher. 2️⃣ Subject Selection in School: Math is often dropped too soon. Many girls give it up because they "don’t like it," but this limits access to high-paying fields like architecture and product design. Schools and parents must help students understand how early subject choices shape long-term opportunities - and that grades will only matter so much. 3️⃣ Continuous Employment: Caregiving responsibilities often push women out of the workforce. Staying employed—whether through flexible roles or reduced hours—builds future earning potential. Women, let’s have honest conversations with our managers about what we need to stay in the game. 4️⃣ Workplace Biases: Even when salaries start equally, biases creep in, slowing women’s growth over time. Transparency in pay and promotions is crucial, but so is equipping women with negotiation skills to fight for what they deserve. Role play with colleagues before your annual appraisal chats, read 'how to be effective' at these, find your path but find it. Some argue that women’s "choices" are their agency and many choose the lower paying tracks to lead fulfilling lives. But if those choices perpetuate disparities, they’re shaped by structural inequities, not freedom. The truth is simple: money is power. If we continue earning less, we’ll keep holding less power—socially and economically. We owe it to ourselves and the next generation to change this narrative. What are your thoughts? How can we address the gender wage gap in your industry? Let’s start a conversation. 💬 #futureofwork #genderequality #equalpay #wagegap

I've often been the only stiletto in a room full of flats. Literally. And metaphorically. Cutting my teeth in engineering, mining and energy was both isolating and polarising. With 11 February marking the United Nations International Day of Women and Girls in Science, it really is time to break the mould. Despite progress, barriers persist, hindering women's full participation in STEM. Here's my recommendations to flip the script and ignite REAL change: 1️⃣ Reverse Mentoring: Pair seasoned pros with emerging talents for a fresh perspective exchange. Watch innovation soar as insights flow both ways. 2️⃣ Hackathons for Change: Empower women to lead hackathons tackling real-world challenges. Repeat after me: diverse viewpoints drive better solutions. 3️⃣ Storytelling Showcases: Spotlight female trailblazers in STEM through vibrant storytelling events. No boring write ups please. From podcast series to TED-style talks, we can creatively amplify voices and inspire the next generation. 4️⃣ Intersectional Insights: Embrace intersectionality in STEM initiatives. Let's celebrate diverse identities, experiences, and talents, fostering a richer, more inclusive STEM community. 5️⃣ Pay Parity Parties: Host pay equity celebrations! Shine a spotlight on those championing equal pay, inspiring others to do their part in closing the gender pay gap. 💡 It's time to disrupt the status quo and pave new paths for women and girls in STEM. What's your ideas to spark innovation, foster inclusivity, and propel progress to increase #womeninstem? #BreakTheMould #InnovationInspiration #linkedinnewsaustralia #changemangement

Women are over-mentored and under-sponsored. The Gender Intelligence Report by #Advance and the University of St. Gallen shows minimal progress in gender equality in Swiss workplaces. Women’s share in management has increased by only 0-2%. Men dominate Power Positions with 75%, leading also to a significant financial gap for women over time. Men are encouraged to take P&L roles three times more than women and are evaluated on potential, while women on past performance. Key leader attributes, like assertiveness, are often viewed negatively in women. Women’s ideas are 70% more likely to be heard and 200% more likely implemented if repeated by men, highlighting the need for allyship. Contrary to myths, women HAVE leadership ambitions. A study by Advance, EY, and CCDI revealed 90% of women desire career advancement across all age groups, with and w/o children. They receive less opportunities though. Men are encouraged to take on leadership positions more than three times as often as women. At the Advance CEO-Breakfast in Zurich, we agreed on the need for change to retain our talent. Sponsorship, if properly implemented, can be a powerful tool, yet as Malvika Singh said, “many sponsorship programs are consolation prizes rather than truly driving talent to advance.” Real sponsors have real influence and invest in their sponsee’s success. Sponsees on the other hand must deliver exceptional results, be trustworthy, and have a distinct personal brand. Key actions: ✔️ Implement conscious career sponsorship for talented women and hold leaders accountable. ✔️ Choose influential sponsors to advocate for and promote women’s careers. ✔️ Propose P&L roles to women and support them with training, mentoring, and flexibility. ✔️ Have candid conversations about development and skills. ✔️ Define clear promotion, succession and hiring criteria and use diverse interview panels to avoid bias like ‘mini-me’. ✔️ Support women before, during, and after childcare breaks. ✔️ Foster a modern, inclusive leadership culture – remember: the gardener not the chess player… ✔️ Women, make your aspirations explicit. ✔️ Parents, it all starts with you: consider values and interests you (unconsciously) pass on to your girls and boys. I am proud that at #Dow, we do have formal and informal female sponsorship programs that make a difference. Most importantly, we have strong male and female influential allies who are eager to own change vs. ticking a box. And, while we are not fully there yet, we can clearly see the significant progress we are making. Let’s all strive for power balance and support our talented women with real opportunity. Do something. Start today. Thank you #Advance team for the insights and a thought-provoking panel: Anna Mattsson Malvika Singh Feroz Sheikh Alison Martin Michael Steinmann and many other committed event participants. It has been inspiring. See comments section for links to more information. Pictures: Linda Pollari Photography, Graph: Advance

Today, the International Day of Women and Girls in Science, is dedicated to promoting gender equality in STEM fields. It’s no secret that women and girls are still facing barriers and stereotypes that prevent them from pursuing careers in science. Women make up only one third of STEM academic and research staff, are usually given smaller research grants, hold a minority of top-level positions than men, and face gender pay gap. With all these barriers, how can we promote more inclusivity and encourage more women to study and work in STEM? Here is my suggestion: ✅ Awareness  Raise awareness about stereotypes and biases that women in STEM are facing. The movie “Picture A Scientist” is a great documentary that highlights gender inequality in science. Before watching this movie, consider the image of a scientist. What gender do you imagine, if any? ✅ Nurture  We usually develop interests and skills from an early age. Providing girls with opportunities for exposure and engagement early in STEM subjects and activities is a good way to help them discover their interests and potential career paths. As a woman in STEM, my own interest in science started early. Being encouraged and having the opportunities to pursue my interest certainly nurtured my passion for science. ✅ Inspire Having exposure to female STEM role models plays a significant role to inspire girls with a passion for science to pursue careers in STEM fields. Acknowledge female role models in STEM fields through media, literature, and outreach programs. ✅ Support Provide equal opportunities for women in STEM careers. This includes pay equity, funding and publishing opportunities, parity in senior positions, as well as flexibility to maintain work-life balance. 🔆 Breaking the stereotypes and barriers does not happen overnight. It requires consistent effort, advocacy, and a collective commitment to change. Let's continue to challenge gender gap and create inclusive environments where everyone has the opportunity to thrive. This will lead to greater innovation, creativity, and success in science and technology. 💬 What other tips would you add to attract more women and girls in STEM fields? Please share in the comments. #WomenInSTEM #LinkedinNewsAustralia