Women have been at the forefront of scientific innovation, making groundbreaking discoveries and driving technological advancements across industries. However, despite their contributions, a significant gender gap in STEM careers persists.

To bridge this gap, India has implemented several initiatives, including the WISE-KIRAN (Women in Science and Engineering-KIRAN) scheme by the Department of Science and Technology (DST)—a comprehensive program supporting women at various stages of their scientific careers.

Yet, government policies alone are not enough to achieve true gender parity. On this International Day of Women and Girls in Science, People Matters spoke with women leaders in STEM to explore what more can be done to create a truly inclusive and thriving environment.

Empowering women to thrive in STEM

According to Sowmya Venugopal, Director, Software Engineering, Epsilon, creating an inclusive environment doesn't mean giving women preferential treatment or creating separate programs. Instead, organisations should empower and respect women entering the workforce. “This responsibility lies primarily with organisational leaders.”

She suggests cultivating an environment by prioritising training leaders at all levels on the importance of gender equality. “This includes analysing data on the number of female recruits, their career progression within the organisation, and the successful integration of women returning from career breaks.”

When given a level playing field, women will thrive and contribute significantly to an organisation's success," Sowmya emphasises.

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Societal shift is a must

Girija Kolagada, Vice President of Engineering at Progress, believes gender parity in STEM requires a fundamental shift in both societal perceptions and workplace culture.

“To inspire women to pursue careers in technology, establishing dedicated support groups within organisations is a must. This also helps career-mapping opportunities through mentorship from experienced leaders, ensuring they feel valued and supported.”

Girija adds that apprenticeship training and certification programs, mentorship and sponsorship programs play a crucial role in increasing women's representation in STEM leadership. “Organising tech events like hackathons and structured upskilling initiatives will further equip women with the skills needed to excel in various technology roles.” She also recommends providing flexible work arrangements, parental leave policies, and tailored support for working mothers to enable more women to thrive professionally without compromising personal responsibilities.

Pramada Singireddy, Senior Director, SaaS Operations at Model N, highlights the importance of early intervention in shaping future STEM leaders.

“The industry plays a key role by supporting talent through program investments, partnerships with schools and universities, and offering scholarships for women in science fields,” says Pramada.

Regina Thomas, Head of Talent Acquisition, India at Encora, believes that breaking barriers for women in STEM requires actionable steps, not just conversations.

“To drive real change, organisations must actively dismantle barriers through practical steps: providing STEM education access, establishing strong mentorship programs, and ensuring women are visible in leadership roles and have the resources they need to pave the way for the next generation of women in tech and business.” Regina believes that by setting clear diversity goals and measuring progress, organisations can sustain their commitment to inclusion. 

Tulika Sanghi, VP- Product Management at Publicis Sapient, emphasises creating a psychologically safe environment where young women in STEM can thrive. She recognises that supportive organisational policies, such as flexible work schedules, mentorship programs, and leadership development initiatives, play a crucial role in enabling women to succeed. “By offering tailored opportunities like our SPRING program, we give women the chance to resume their careers exactly where they left off, with full-time positions, personalized mentorship, and upskilling programs,” explains Tulika.

Similarly, Kavitha K. Rao, Engineering Project Manager at SBM Offshore India, emphasises that recruitment alone is not enough—companies must focus on sustained career growth.

“Organisations can drive meaningful change by focusing not just on recruitment but on sustained career growth through mentorship, leadership development, and supportive policies,’ suggests Kavitha.  At SBM Offshore, structured training programs and knowledge-sharing initiatives namely the Managers leadership program, Assigning Mentors to key roles, Flexible working hours, and equal opportunity to women in commissioning, yard, and construction are instrumental in enabling diverse talent to thrive.

Shweta Patel - Consulting SAP Leader and Consumer Leader, EY Global Delivery Services who started her role as a young woman in STEM, suggests fostering a deeper passion for STEM disciplines should start from an early age. According to her, organisations must collaborate with schools and educational institutions in cultivating a genuine interest in STEM disciplines. Shweta suggests companies can engage with schools and educational institutions through mentorship programs, offering hands-on experiences like internships, workshops, and site visits. She further adds that organisations can also get involved in shaping academic programmes and help integrate practical applications into coursework.

Organisations are empowering young women to thrive in technology careers through campus recruitment, mentorship programs, leadership development, and community outreach. These initiatives not only support career growth but also create value for businesses, the industry, and society as a whole. 

Additionally, sponsorship opportunities while on the job in STEM careers, mentorship, guest lectures, and hands-on research experiences help women envision STEM careers, and internships or apprenticeships make these fields more accessible and appealing. Early guidance from organszations can break down misconceptions, showing that STEM is welcoming to all genders, including women.

By implementing these initiatives, organisations can drive meaningful change, ensuring greater representation, career growth, and inclusivity for women in STEM.