from SkilledUp, by A.J. O'Connell, October 5, 2015
When thought leaders in the United States talk about the retention of women in science, technology, engineering, and mathematics (STEM) fields, emphasis is often placed on women who are just beginning their careers, or on encouraging girls to study STEM subjects in school. But what about women who are already in the pipeline? A 2013 paper published in Social Forces found that women in STEM fields are more likely to leave their jobs than women in other fields. How should companies serve the women who are already employed in STEM fields?
In 2014, Women in Science and Engineering (WISE), a group in the U.K. invited several STEM companies to address the problem. Together the companies came out with The Ten Steps, a comprehensive set of guidelines to address the retention and progression of women in STEM.
Three of those recommendations feature training: development for women, education for leadership and sponsorship for female talent.
This article will explore the training and development companies should invest in to improve the retention of female employees.