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Stepping up Women's STEM Careers in Infrastructure

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Stepping up Women's STEM Careers in Infrastructure Stepping Up Women’s STEM Public Disclosure Authorized Careers in Infrastructure An Overview of Promising Approaches Public Disclosure Authorized Public Disclosure Authorized Public Disclosure Authorized © 2020 International Bank for Reconstruction and Development / The World Bank 1818 H Street NW | Washington DC 20433 202-473-1000 | www.worldbank.org This work is a product of the staff of The World Bank, with external contributions. The findings, interpretations, and conclusions expressed in this work do not necessarily reflect the views of The World Bank, its Board of Exec- utive Directors, or the governments they represent. The World Bank does not guarantee the accuracy of the data included in this work. The boundaries, colors, denominations, and other information shown on any map in this work do not imply any judgment on the part of The World Bank concerning the legal status of any territory, or the endorsement or acceptance of such boundaries. Rights and Permissions The material in this work is subject to copyright. Because The World Bank encourages dissemination of its knowl- edge, this work may be reproduced, in whole or in part, for noncommercial purposes as long as full attribution to this work is given. Any queries on rights and licenses, including subsidiary rights, should be addressed to: World Bank Publications, The World Bank Group, 1818 H Street NW, Washington, DC 20433, USA; fax: 202-522-2625; pubrights@world- bank.org. The Energy Sector Management Assistance Program (ESMAP) would appreciate a copy of or link to the publication that uses this publication for its source, addressed to: ESMAP Manager, The World Bank, 1818 H Street NW, Washington, DC, 20433 USA; [email protected]. Attribution—Please cite the work as follows: Schomer, Inka and Hammond, Alicia. 2020. “Stepping Up Women’s STEM Careers in Infrastructure: An Overview of Promising Approaches” ESMAP Paper. Washington, D.C.: World Bank. Cover image: ©iStockPhoto. Back image: ©Getty Images, Inc. Used with permission. Further permission required for reuse. All images remain the sole property of their source and may not be used for any purpose without written permission from the source, unless otherwise indicated. STEPPING UP WOMEN’S STEM CAREERS IN INFRASTRUCTURE AN OVERVIEW OF PROMISING APPROACHES STEPPING UP WOMEN’S STEM CAREERS IN INFRASTRUCTURE ii ©iStockPhoto TABLE OF CONTENTS TABLE OF CONTENTS ACKNOWLEDGMENTS ....................................................................................................................... ix ABBREVIATIONS AND ACRONYMS ................................................................................................. xii EXECUTIVE SUMMARY ........................................................................................................................ 1 1. LAYING THE FOUNDATION ............................................................................................................. 9 Why Promote Women’s STEM Employment in Infrastructure? ....................................................... 10 What Do the Data Tell Us? ......................................................................................................... 10 What is the Business Case for Gender Equality? ...................................................................... 13 Purpose and Framework ................................................................................................................. 15 Organization of this Report .............................................................................................................. 19 2. BARRIERS ALONG THE PATHWAY ............................................................................................... 21 Attraction ......................................................................................................................................... 22 Gender Stereotypes and Biases ................................................................................................ 23 Self-Efficacy, Interest, and Aspirations ....................................................................................... 27 The Role of Educators ............................................................................................................... 28 Curricula, Teaching Materials, and Educational Environment .................................................... 29 Recruitment ..................................................................................................................................... 30 Legal Barriers to the Nature and Type of Work .......................................................................... 30 Gender Biases in the Hiring Process ......................................................................................... 30 Retention ......................................................................................................................................... 31 Lack of Flexible Work Arrangements .......................................................................................... 31 Care Responsibilities ................................................................................................................. 32 Gender Wage Gaps ................................................................................................................... 32 Workplace Biases, and Hostile Working Environments ............................................................. 33 Sexual Harassment in the Workplace ........................................................................................ 34 Failure to Address the Needs of Female Workers ...................................................................... 35 iii STEPPING UP WOMEN’S STEM CAREERS IN INFRASTRUCTURE Advancement .................................................................................................................................... 35 Lack of Mentors and Sponsors for Women ................................................................................ 36 Limited Professional Networks ................................................................................................... 37 Few Opportunities for Effective Training .................................................................................... 37 Exclusion from Opportunities for Advancement and Leadership ����������������������������������������������� 37 3. LEVELING THE PATHWAY TO EMPLOYMENT ............................................................................. 41 Attraction ........................................................................................................................................... 41 Removing Gender Biases in Educational Materials, Strengthening STEM Curricula, and Improving Teaching Practices ............................................................................................. 41 Facilitating Early Exposure to STEM for Girls ............................................................................ 44 Improving Access to Career Information, and Addressing Information Asymmetries................. 44 Connecting Students to Female Role Models and Mentors ....................................................... 45 Experimenting with University Admissions Criteria and Pedagogy ............................................ 47 Improving Women’s Self-Efficacy and Professional Role Confidence in STEM ������������������������ 48 Recruitment ....................................................................................................................................... 49 Removing Legal Restrictions to Women’s Employment ............................................................. 49 Promoting Inclusive Policies and Targets for Women in STEM Infrastructure Jobs....................50 Addessing Gender Biases in Hiring ........................................................................................... 51 Creating Scholarships, and Internship and Apprenticeship Programs ....................................... 53 Developing Job Matching and Placement Programs ................................................................. 53 Profiling Female Role Models During Recruitment .................................................................... 56 Reducing Gender Bias among Managers and Staff ................................................................... 56 Retention ........................................................................................................................................... 58 Creating Parental Leave Benefits and Flexible Work Policies ................................................... 58 Implementing Flexible Work Arrangements ................................................................................ 59 Promoting the Public and Private Provision of Childcare Services ............................................ 60 Closing Gender Wage Gaps ...................................................................................................... 61 Addressing Sexual Harassment in the Workplace ..................................................................... 62 Adapting Workplace Facilities to Address Women’s Occupational Safety and Health Needs ........................................................................................................... 62 Engaging Trade Unions in Collective Bargaining Agreements ................................................... 67 Advancement ...................................................................................................................................
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