In Northern Ireland some employers, who need key science, technology, engineering and mathematics (STEM) skills are facing difficulties recruiting and retaining enough staff who have the necessary levels of qualifications and skills.

And this isn’t just a problem for Northern Ireland. The Social Market foundation recently estimated that there is a 40,000 shortfall each year in the number of STEM graduates in the UK. According to the National Skills Forum:

“the limited number of women entering science, engineering and technology (SET) exacerbates skills shortages in these sectors, reducing the productivity of SET organisations and making it harder for them to compete on the international stage”.

Engineers Ireland, in their report Engineering Perspectives, pointed out that “men outnumber women in the engineering profession by nearly nine to one”.

In the Northern Ireland economy, high level STEM posts currently comprise over 11% of the workforce with men outnumbering women by nearly three to one. Contrast this with the overall employment situation in Northern Ireland where women constitute 47% of all those aged 16-64 currently in employment and it is clear that a proactive approach to address the gender imbalance within the STEM industries is needed.

This challenge is recognised by the Government and was highlighted in an oral statement to the Assembly on June 4th by the Minister for Employment and Learning, Stephen Farry MLA, who said:

“I want to ensure our society is aware of these gender issues and their potential impact on key areas for growth. The Executive’s Economic Strategy identifies a number of priority growth sectors which include Telecommunications, ICT, Life and Health Sciences, Agrifood, Advanced Materials and Advanced Engineering. Future growth in jobs will be concentrated in these areas and we must ensure equitable access by gender to maximise our local pool of available talent.”

The ‘Success through STEM’ strategy includes a recommendation on the need to address the issue of gender bias. As part of the work in this area the STEM Business Group (SBG), in partnership with the Equality Commission, recently held a seminar ‘Addressing Gender Balance – Reaping the Gender Dividend’. This seminar, attended by over 70 delegates, looked at the issue of gender bias, the sharing of best practice and identified some additional steps that businesses could take to make careers in the STEM industries more attractive to all – and particularly to women.

So where does the problem first begin? The figures, from 2010/11, show pupils choosing STEM subjects at both GCSE and GCE (A) level are fairly balanced between boys and girls. However, there is a marked difference in Physics and ICT at GCE level. Physics is one of the least favoured choices for girls but interestingly shows the largest difference in achievement as 86% of girls achieved A* to C grade compared with 80% of boys. The difference is more pronounced in tertiary education choices. In Further Education 25% of males opt for STEM courses, compared with only 13% of females.

In Higher Education, females account for 38% of total STEM enrolments. Over the period 2007/08 to 2011/12 the total number of male STEM enrolments increased by 12% but female enrolments decreased by 2%. There is a notable gender difference in Mathematics enrolments: male enrolments were up by 19% and female enrolments down by 12%.

Computer science also follows a similar trend with male enrolments up by 12% and female enrolments down by 8%. Only 8.6% of
participants undertaking apprenticeships in STEM related areas are female. The initiatives being taken by government departments and other organisations designed to attract more girls into STEM sectors are very welcome. However, given the projected growth in these sectors and the projected skills shortages in these areas, a greater collaborative effort is needed from business, government and education to engage, encourage and inspire young women to aspire to STEM careers.

The SBG is preparing a set of Good Practice Guidelines and a Business Charter. Using these documents and continuing to engage within the education artery will enable organisations to demonstrate their commitment to supporting gender diversity and equality and help them to increase the pool of talent in their businesses.

The message that the STEM industries provide exciting and rewarding career options is not yet being heard. Only by attracting and retaining a more diverse better qualified workforce will businesses maximise innovation, creativity, and critically their competitiveness.