Why it’s time to use reskilling to unlock women’s STEM potential

The Fourth Industrial Revolution marks a new and exciting chapter in human development, bringing profound changes to the way we work and live. But every opportunity inevitably comes with challenges – and none are greater than the urgent need to empower one billion people with better education, skills and economic opportunities by 2030 to create a more inclusive and future-ready global economy.

Bridging the gender gap in STEM (science, technology, engineering and maths) fields is critical to achieving this goal. The global information technology industry, for example, is worth trillions of dollars and is expected to continue to grow by up to 8% per annum in the years to come. Despite this trajectory, women comprise less than one-third of employees (28.2%) within the industry and only 22% of artificial intelligence (AI) professionals. If this glaring inequality is left unaddressed, it will inevitably prevent innovation and economic growth.

Reskilling provides an opportunity to rethink how we are planning for the future of work. We must reconsider not only how we work, but who works. If the Fourth Industrial Revolution is rewriting the rules of work, now is the time to rewrite the rules of opportunity.

Enrolment among women in STEM-related university programmes has stagnated over the past decade, with the causes of this disparity differing across industries and regions. If left unaddressed, however, it will compound reskilling challenges that are already expected to cost G20 countries more than $11 trillion over the coming decade.

Multiple inspiring stories have shown how these barriers can be broken. Ritu Karidhal, one of the "rocket women" of the Indian Space Research Organization has inspired a rise in the number of women pursuing STEM fields in India. And she is not alone: From Esraa Tarawneh’s work on mitigating flash floods that's helped multiple communities tackle one of our century’s largest environmental threats, to Ayanna Howard’s assistive technologies that are revolutionizing accessibility for children with disabilities, women are pioneering ground-breaking innovations.

Gender-diverse teams are also more profitable and productive. Companies in which female representation exceeds 30% are significantly more likely to financially outperform those with less. Gender diverse R&D teams are also more likely to introduce new innovations into the market over a two-year period.

The case for closing the gender divide in STEM is clear, but it will persist without deliberate interventions.

Women face a variety of barriers to accessing STEM fields and solutions must reflect this reality. In some regions, there will be a need to break stereotypes that dissuade girls from pursuing science. Elsewhere, the challenge will be infrastructure and ensuring access to resources and learning tools. Addressing these intersectional challenges demands localized strategies, which are essential for creating interventions that have enduring impact.

By empowering leaders and local experts to take charge of solutions, programmes can foster new ways of thinking that challenge traditional barriers and create sustainable progress.

For many young women, the absence of relatable role models makes the pathway into technical fields seem distant, even unattainable. Connecting aspiring scientists, innovators and engineers with mentors who have navigated similar challenges provides them with practical guidance and the confidence needed to succeed.

Mentorship networks are also more than a support system, they increase confidence, improve academic success and accelerate career advancement. Studies have shown that mentorship programmes can improve promotion and retention rates for women and minorities by 15% to 38% compared to those without mentors.

Through my work with Global Engineer Girls (GEG), I have also witnessed just how effective targeted initiatives can be in addressing the underrepresentation of women in STEM. GEG has supported over 1,200 students and provided employment opportunities to hundreds of women across Türkiye, Kosovo, North Macedonia and Saudi Arabia. Working with these remarkable women has taught me important lessons about tackling the immediate and systemic barriers they face.

The path to bridging the gender divide in STEM lies in fostering collaboration to cultivate mentorship and deliver solutions that are specific to the challenges of individual countries. Public-private-philanthropic partnerships can deliver large-scale outcomes when it comes to encouraging more women into STEM fields.

Governments can provide the framework and regulatory backing to ensure reach and equity, while the private sector contributes efficiency, agility and innovation. Meanwhile, philanthropic partners ensure initiatives are both economically viable and aligned with sustainable human development goals.

When united by a shared mission, these collaborations can create a powerful synergy for impactful change. At Limak, we have put this model to good use in various countries with positive results. In Kuwait, for example, a collaboration with the government and key partners from the private sector has advanced women's inclusion in the Fourth Industrial Revolution through the Kuwait Women's Economic Empowerment Platform.

When public, private and philanthropic organizations collaborate, they can transform ambitious goals into tangible outcomes.

The Fourth Industrial Revolution will see industries evolve; while some jobs will disappear and others will emerge. The reskilling revolution represents a rare chance to rethink the workforce as we know it. And the evidence shows that a world that invests in women in STEM will be a world that innovates faster and solves problems more effectively.

Public and private stakeholders must act decisively to ensure that women are equipped to participate and lead in this new era. We need all hands on deck, including those of people who are often overlooked.