Science, technology, engineering, and mathematics (STEM) fields are the engines driving innovation, economic growth, and solutions to our most pressing global challenges. From developing sustainable technologies to advancing medical breakthroughs, STEM expertise is crucial. However, Europe faces a significant challenge: the continued underrepresentation of women in these vital sectors. Achieving gender equality and gender equity in STEM is not just a matter of fairness; it’s an economic and social imperative. This problem can be most effectively addressed at the source: in schools and higher education institutions (HEIs), in Open Science practices, and beyond. 

The current landscape: A persistent gap 

Despite progress, the statistics reveal a concerning picture. While women make up nearly half of the EU’s doctoral graduates (48%), their numbers dwindle significantly within STEM research and careers. According to the European Commission’s She Figures 2025 report, only 34% of researchers in the EU are women (2021 survey). This disparity is even starker in specific fields like information and communications technology (ICT), where women account for a mere 22% of doctoral graduates. Globally, UNESCO reports that women represent only 35% of STEM graduates. 

This “leaky pipeline,” where women drop out at various stages of their education and careers, is fueled by several complex factors: 

1. Gender stereotypes 

According to articles from both MIT Professional Education and Uncover IE, deep-rooted societal biases often still portray STEM fields as ‘masculine’, discouraging girls from pursuing these subjects from a young age. This lack of early encouragement and confidence can significantly impact future choices, says a House of Lords Library article published on International Women’s Day 2025 earlier this year. 

        2. Lack of role models 

The scarcity of visible female leaders and mentors in STEM makes it harder for girls and young women to envision themselves in these careers, according to both the CLIMOS Project, and MIT Professional Education.

        3.Workplace challenges 

Women in STEM often face significant hurdles, including unconscious bias in hiring and promotion, a persistent gender pay gap (around 16% in technology according to one report cited by IE University), inflexible working arrangements, and even harassment (EMBRC, MIT Professional Education). 

         4.Work-life balance

The demands of STEM careers and societal expectations around childcare disproportionately affect women. Research highlighted by Frontier Economics suggests over 40% of new mothers in STEM leave full-time employment after their first child, a rate significantly higher than for fathers. 

Why diversity in STEM matters 

Closing the gender gap is crucial for several reasons:

• Greater gender equality in STEM could boost the EU’s GDP per capita by 2.2% to 3% by 2050 – equivalent to €610-€820 billion – and create up to 1.2 million new jobs (according to a report by the European Institute for Gender Equality and Frontier Economics). 

• Diverse teams bring varied perspectives, experiences, and approaches to problem-solving, leading to more creative and robust innovation (EMBRC). Addressing complex challenges requires leveraging all available talent. 

• Ensuring equal opportunities in STEM education and careers is fundamental to building a fairer and more just society (MIT Professional Education). 

Opportunities and pathways forward 

Recognising the urgency of the problem, numerous initiatives across Europe are working toward fostering increased gender equity in STEM: 

• Horizon Europe, the EU’s key funding programme for research and innovation, now requires higher education institutions (HEIs) and research organisations applying for funding to have Gender Equality Plans (GEPs) in place (European Commission R&I, Western Balkans Info Hub). Integrating the gender dimension into research content is also mandatory. 

• Several educational programmes, like the CLIMOS Project, aim to encourage girls from an early age, challenge stereotypes in teaching, and provide mentorship. Initiatives like W-STEM (UNESCO, EULAC Foundation) focus on attracting and retaining women in STEM higher education. Projects like Road-STEAMer and STEAMBrace aim to develop inclusive STEAM (including Arts) education roadmaps (European Commission R&I). 

• Companies are increasingly recognising the need for inclusive workplace policies, equal pay, flexible working options (including remote/hybrid roles), robust parental leave for both parents, and ‘Returnship’ programmes to help women re-enter the workforce (IE University, Frontier Economics). 

While many of these interventions target formal education and workplace reform, a parallel opportunity lies in how science is practised and shared. Open Science, an approach rooted in transparency, inclusivity, and public accessibility, holds untapped potential to advance gender equity more systemically. 

Open science: A pathway to structural inclusion 

The principles of open science align closely with gender equity goals. As highlighted by the European University Association, incorporating a feminist perspective into these practices is crucial for creating a truly inclusive research ecosystem. UNESCO’s INSPIRE project, for example, is developing knowledge hubs to support inclusive GEPs and policy. 

Projects such as FEMLEAD, co-funded by the European Union, are at the forefront of this work. By promoting female leadership in science and enhancing institutional capacities for equitable practice, particularly within Open Science, FEMLEAD is helping to reshape the future of research across Europe’s HEIs and STEM sectors. 

Achieving gender equality in STEM requires more than isolated policy shifts. It demands systemic change, from how we teach and mentor to how we fund and disseminate knowledge. Open Science offers a powerful tool in that broader transformation.