Table of Contents
Pay equity in science technology engineering and mathematics remains one of the defining challenges of our time. The skills that power modern economies are increasingly technical yet the rewards are not shared evenly. Women enter STEM with strong credentials but too often find themselves paid less than men for similar roles and responsibilities. This gap appears at entry level and widens at mid career where promotion and specialism influence pay. Understanding the sources of the gap and how it varies by country is essential for leaders who want to recruit and retain the best talent and for women who want to navigate the system with clarity and confidence.
This report brings together the latest public datasets and credible analyses to show where the gaps persist and why they matter. It also offers practical steps that individuals and organisations can take to narrow the gap in the near term while systemic reforms take hold.
Why Pay Equity In STEM Matters
STEM roles command some of the fastest growing salaries in the labour market. When gaps persist in these roles the lifetime consequences are significant. Lower pay reduces pension contributions limits access to wealth building through equity and options and constrains the ability to invest in further education or entrepreneurial ventures. At the organisational level pay inequity undermines morale increases attrition and weakens the pipeline of future leaders. At the national level it results in lost productivity and a slower pace of innovation.
The problem is not a mystery. Research shows that gaps arise from a mix of structural and behavioural factors. Structural factors include occupational segregation where women are clustered in lower paid specialisms patterns of part time work and unequal access to leadership tracks. Behavioural factors include inconsistent salary transparency negotiation practices that favour those who have insider information and performance evaluation systems that inadvertently reward visibility over outcomes.
What The Global Picture Shows
International bodies continue to track representation and pay in STEM. The global perspective shows progress on participation but persistent gaps in pay as roles become more senior and more specialised.
The UNESCO Institute for Statistics provides an essential starting point for understanding where women are present in research and where they are still missing. According to the latest UNESCO Data Browser (2023 update), women now account for about one third of researchers globally. However, they remain underrepresented in engineering and computing, which tend to command higher wages. Complementary insights from the UNESCO Science Report Dataviz confirm that while parity is near in the life sciences, participation drops sharply in high value technical fields. Where women are concentrated in lower paid disciplines, apparent national level parity can mask significant gaps within the most lucrative sectors.
The OECD Data Portal enables country comparisons of labour market indicators including earnings by sector and occupation. Using OECD tables you can compare female to male earnings in information and communication, high technology manufacturing, and professional scientific services. Countries with stronger pay transparency and family policy supports tend to show narrower gaps in STEM intensive sectors, yet no country has eliminated them entirely.
For the United Kingdom, the Office for National Statistics publishes regular analysis of the gender pay gap by industry and occupation. ONS data show steady improvement over time but persistent gaps in core STEM categories, particularly in senior technical roles and bonus awards.
How Gaps Emerge Along The Career Path
Education To First Job
Women earn high grades and complete degrees at growing rates. The first gap often appears at the point of initial job offer. Employers sometimes anchor pay on prior salary or minimum expectations rather than published salary bands. Early underpayment compounds over time because future pay rises are often calculated as a percentage of current salary.
Early Career To Mid Career
At this stage, differences in project assignment and visibility become important. Men may be steered toward revenue generating or patent producing roles. Women report being channelled into coordination or communication functions that, while vital, are rewarded less. When performance reviews emphasise visibility over measurable outcomes, these differences can widen.
Mid Career To Leadership
Leadership appointments carry significant pay and bonus effects. Where sponsorship is uneven, women can find themselves overlooked for stretch roles that lead to leadership. Bonus schemes can also amplify gaps because awards depend on discretionary ratings that are vulnerable to bias if not monitored.
Country Comparisons And What We Can Learn
United Kingdom
ONS data show that the gender pay gap in STEM intensive sectors narrows slowly but remains present, especially at higher pay bands. Organisations that publish salary bands and conduct structured pay reviews show smaller gaps than those that rely on ad hoc negotiation.
North America
In Canada and the United States, OECD and national data show gaps smallest in life sciences and largest in computing and engineering. Pay equity legislation and transparency laws in some states are narrowing starting gaps, but bonus and equity-based pay continue to drive disparities at senior levels.
Western Europe
Nordic countries with strong parental leave policies and public childcare systems report narrower pay gaps, yet still see differences in senior research and corporate technology leadership. Transparency, structured promotion, and collective bargaining have helped, but occupational segregation remains.
Emerging Economies
In emerging markets where digital industries are growing rapidly, entry-level pay gaps are smaller due to fixed hiring bands, but inequities emerge as companies mature and discretion increases. Early policy intervention can prevent gaps from expanding with scale.
What The Data Does Not Explain On Its Own
Numbers show gaps but not causes. To interpret the figures you need context about policy, culture, and practice inside organisations. Two firms in the same sector can have very different outcomes depending on transparency, sponsorship, and decision-making systems. UNESCO, OECD, and ONS data provide baselines — but the story behind the numbers must be told locally.
Practical Steps For Employers
1. Publish Salary Architecture
Share salary bands and promotion criteria so decisions are transparent.
2. Run Annual Pay Equity Reviews
Compare pay by gender controlling for level, location, and performance. Correct unexplained differences.
3. Standardise Offers
Avoid asking for previous salary. Anchor offers near the midpoint of published ranges.
4. Align Performance And Bonus Plans To Outcomes
Use objective measures. Audit ratings by gender annually.
5. Create Parallel Leadership Tracks
Ensure technical and managerial ladders carry equal status and pay.
6. Invest In Sponsorship
Pair mid-career women with senior advocates who can recommend them for promotion and stretch projects.
7. Support Flexible Work With Guardrails
Allow hybrid and remote work but monitor for visibility bias.
8. Measure And Report
Publish gender pay gap data for STEM roles annually, beyond legal minimums.
Practical Steps For Women In STEM
Know The Market
Use OECD Data and industry salary surveys to understand benchmarks.
Use Clear Targets
Base pay discussions on role scope and market rates, not personal need.
Document Impact
Keep records of measurable achievements that demonstrate value.
Find Sponsors As Well As Mentors
Sponsors create opportunities that lead to higher pay.
Negotiate Benefits That Protect Long Term Pay
Confirm that flexible work does not reduce promotion visibility.
Leverage Networks
Join the Women in STEM Network to access mentors, data, and peer support. See also Women In STEM Statistics 2025, The Leaky Pipeline In Academia, and Covid Impact On Women In STEM.
How To Read Pay Gap Figures Responsibly
When reading pay gap data ask four questions.
- Is it median or mean pay.
- Are bonuses or stock included.
- Are part time and full time adjusted.
- Are job families clearly defined.
Without this context, even credible data can mislead.
What Progress Looks Like In 2025
Countries that combine transparency, family policy, and enforcement improve fastest. Companies that align leadership incentives to equity outcomes move further, faster. Teams that adopt objective review criteria reduce unexplained bonus gaps. Networks that scale mentoring and sponsorship convert performance into pay.
Conclusion
The gender pay gap in STEM is not inevitable. It is the result of systems that can be redesigned. UNESCO, OECD, and ONS data show where to act. Employers can publish and correct. Leaders can sponsor and measure. Women can negotiate with data and document their impact. Together, these actions can narrow the gap and ensure that the rewards of innovation are distributed fairly.
If you cite figures from this article, please reference the Women in STEM Network and link back to https://womeninstemnetwork.com/pay-gap-women-stem. Doing so helps more readers access the original data and supports global awareness for equitable pay in STEM.