Top tips for ensuring greater inclusivity in the STEM space

Inclusivity in the STEM field is a shared responsibility, and employers can take several steps to foster a more welcoming environment. As students return to school and college programmes in September, many will be exploring STEM subjects, with varying backgrounds and lifestyles. However, factors such as gender, race, religion, ethnicity, national origin, and physical ability can still influence a person's professional experiences.

To create a truly inclusive ecosystem, employers and organizations must address the existing policies and regulations that may negatively impact certain groups and be aware of new regulations designed to improve society.

One such regulation is the EU Pay Transparency Directive, which aims to reduce pay inequality by making information more accessible. Similarly, the 2019 Work-Life Balance Directive offers additional personal responsibilities, healthcare, or family obligations a chance to create distance between home and work. Demonstrating a strict adherence to employee rights policies signals to the workforce and potential applicants that a company takes their rights seriously.

To truly embrace inclusivity, companies should proactively engage with the STEM community, especially before developing their teams. By creating STEM programs targeting children and under-represented groups, companies can shape the landscape and provide examples of possible career paths. This doesn't require significant resources; it can be as simple as giving established employees opportunities to share their experiences with others through schools, after-school programs, and post-secondary educational opportunities.

Not everyone has the same opportunities in life, even if they share similar interests, hobbies, or aptitude. While more organizations focus on skills rather than how they were obtained, not all companies do. Micro-credentials, online courses, and other forms of self-learning can provide students with the necessary education for entry-level positions.

Inclusive organizations should consider how they recruit, identify barriers to applicants, and evaluate whether limiting the talent pool to the 'typical few' benefits the business or society.

Technological companies should focus on creating assistive systems for people with disabilities, extending these technologies into the workplace. This includes computers with visual and audio features, adjustable seating and tables, areas with changeable lighting, and inclusive safety elements. There is no one-size-fits-all approach to workplace design, and the most inclusive organizations avoid prescribing to a 'standard' layout.

Lastly, it is crucial to continually learn and adapt. Don't miss out on the knowledge needed to succeed. Sign up for the Daily Brief, Silicon Republic's digest of need-to-know sci-tech news.