Even with increasing awareness, women continue to be underrepresented in the STEM field; however, women of color are even less represented and cared for. STEM stands for science, technology, engineering and mathematics. With over 73% of STEM occupations being held by men, the field is known to be predominately dominated by the male sex (Bureau). Furthermore, women of color are the least represented division of people, holding only about 5% of all STEM careers (Bureau). This is not groundbreaking news. In fact, women of color have always been the largest underrepresented group of people in the STEM industry as recorded by The U.S. Bureau of Labor Statistics. The discrimination faced by women of color in male dominated industries, primarily STEM, is uncalled for and has serious consequences.

It is not just the STEM industry that suffers by women of color not entering into careers in STEM, but also the economy as a whole. In general, women bring different values and viewpoints to any workplace, whether it be STEM or not. Having only one narrow viewpoint is never good, regardless of whoever’s viewpoint it is. In fact, research conducted by Professor Zhang of Harvard University found that “gender diversity relates to more productive companies, as measured by market value and revenue” (“Research”). Moreover, Zhang found that gender diversity in the workforce can encourage diverse idea exchange and more creative thought which is required in a career in STEM (“Research”). In sum, since women are underrepresented in the STEM field, this suggests that encouraging more women to go into it could produce more budding ideas which in turn could produce more revenue for the company.

Not only is gender diversity proven to produce more productive companies, but also racially diverse companies as well. A study done from 2008 to 2010 by McKinsey, the global management consulting group, found that there is a strong correlation between racial diversity and work performance. Their research suggests that “fielding a team of top executives with varied cultural backgrounds and life experiences can broaden a company’s strategic perspective” (Barta). McKinsey examined the United States, United Kingdom, Germany and France by looking at the earnings before interest and tax (EBIT) for each executive board that McKinsey owned. They found that in all countries, the EBIT was higher for more diverse companies. In their own words, “the most diverse companies were 14 percent higher, on average, than those of the least diverse companies” (Barta). Therefore, the more racially diverse companies were producing more money for the company. With both the study done by Professor Zhang and McKinsey, it can be stated that women of color would bring a plethora of knowledge to any business, especially STEM businesses which lack women of color the most.

The intersection of race and gender puts women of color at a great disadvantage when entering into a career in STEM. Not only do they face discrimination for the gender that they are, but also for the color of their skin. Unfortunately, gender and racial discrimination is not uncommon in the STEM workplace or in any workforce in general; however, racial and gender discrimination is elevated in the STEM industry.

With over 73% of all STEM jobs being held by men, it cannot be argued that males dominate the STEM field; however, that does not call for discrimination against females that choose to pursue a career in it. Studies have found that over “50% of women in STEM jobs say they have experienced discrimination in the workplace” (Funk and Parker). Considering women must break the gender norms placed on them throughout their childhood, it is a great feat for them to hold a degree in STEM and actually work in it; however, what is concerning and upsetting is the fact that females that do break the barriers must also deal with the consequences of entering into a career STEM due to gender discrimination by their peers. For instance, almost 40% of women who earned engineering degrees either quit or never entered the profession due to the “hegemonic masculine culture of engineering” (“Why Do”).

The hostile environment placed on females who enter into a career in STEM is elevated when they are of color. Women of color face a significant amount of discrimination due to their gender and race in the STEM workplace. A study published in the Journal of Geophysical Research in 2017 found that women of color in astronomy and other related fields face greater risks of gendered and racial harassment than any other marginalized group of people. In further detail, of all the women of color surveyed, they found that “40% reported feeling unsafe in the workplace as a result of their gender or sex”, 28% reported feeling unsafe as a result of their race, and 18% skipped professional events because they did not feel safe attending them (Clancy). All of these statistics imply that the STEM workplace is not welcoming to women and especially to women of color.

As the study suggests, women of color in STEM cannot complete their daily assignments and tasks to the best of their ability. They simply cannot go to a work event without feeling some sort of discriniation. This could lead to a “significant loss of career opportunities due to a hostile climate” (Clancy). Hence, women, specifically of color, do not get as many career opportunities as white women and men in general in the STEM industry.

Across all STEM occupations, women of color get paid substantially less than any other marginalized division of people. Although money is not the most essential thing to look for in a career, it is an important factor. A career in STEM is known to have many benefits, including the pay. In general, STEM occupations make more than $30,000 a year compared to non-STEM jobs; however, this statistic is not the same when dividing amongst males and females (Fry). The average salary of men in STEM is roughly $83,750 per year. Women rank less, making roughly $67,000 (Fry). Just between men and women, this is a difference of roughly $15,000, which cuts the difference in salary between non-STEM occupations and STEM occupations in half.

Women make significantly less than their male counterparts; however, Black and Hispanic women make significantly less than white women. White women make roughly $66,000 per year. Although this is already well less than what men in STEM make, Black and Hispanic women make only $57,000 (Fry). This generous pay gap between men and women, especially seen between women of color is a major issue. The pay gap discredits the same exact work of those of a different race, ethnicity, and gender which aids in the underrepresentation of women of color in STEM.

Women of color face challenges every day working in male dominated industries, especially in STEM. Although race and gender are out of a person’s own control, the intersection between the two puts women of color at a major disadvantage when entering into a career in STEM. This major drawback can be seen in their pay, as well as in their ability to attend professional events. This continuous cycle of the marginalization of women of color is an injustice to the human race. Not only do women of color suffer consequences going into a career in STEM, but also STEM employers and the economy as a whole. As Malala Yousafzai says, “We cannot succeed when half of us are held back”.