Why Women in Ireland Leave Science, Technology, Engineering and Math (STEM) for Careers in Other Disciplines and Factors Which Could Aid their Retention

Warfield, Kerry (2024) Why Women in Ireland Leave Science, Technology, Engineering and Math (STEM) for Careers in Other Disciplines and Factors Which Could Aid their Retention. Masters thesis, Dublin, National College of Ireland.

Preview

PDF (Master of Arts) Download (723kB) | Preview

Abstract

The main objective of this study was to gain an in-depth understanding into why women leave STEM positions to pursue careers in other disciplines in Ireland.

Sub-objectives were to consider the challenges women face in STEM and to discover the factors which could facilitate their retention in the future. The study considers the field of gender equality and is based on the observation that women leave STEM to pursue alternative career positions. The research employs a qualitative, semi-structured interview designed to gain in-depth insights. Women working full-time in Ireland who progressed or rotated into a position outside of STEM participated. The results were analysed using theoretical thematic analysis.

The findings reveal women exit STEM to progress their careers. Underlying factors such as unclear career paths, limited opportunities, poor management, male dominance in leadership positions, unfair pay, poor work-life balance and a lack of female role models also impact on women’s decisions to leave. Managements impact on employee experience and for retention was imperative. The challenges women face in STEM were gender stereotypes, pressure to prove themselves and unfair pay. The stereotypes most prevalent were benevolent sexism, assumptions that women were more communal focused and less competent in STEM than men. Some women believed these stereotypes resulted in their placement in ‘softer’ roles. The results reveal that alongside management, informal networking, mentorships, enhanced work-life balance, visible female leaders, role models and training could help to enhance retention.

The study concludes that women leave STEM for career progression. It is recommended future employers create clear career paths, have open career planning discussions, train employees and managers on gender stereotypes, create positive employee experiences, offer equal pay, enhance the availability and visibility of flexible work arrangements, offer parental supports, have informal networks, mentors, adequate female role models, provide technical training and introduce technical targets to enhance women’s retention in STEM.

Item Type:	Thesis (Masters)
Supervisors:	Name Email Farrel, Lynn UNSPECIFIED
Subjects:	Q Science > Q Science (General) H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Employee Retention H Social Sciences > HQ The family. Marriage. Woman > Gender H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Classes of Labour > Women and Work
Divisions:	School of Business > Master of Arts in Human Resource Management
Depositing User:	Ciara O'Brien
Date Deposited:	17 Jun 2025 16:22
Last Modified:	17 Jun 2025 16:22
URI:	https://norma.ncirl.ie/id/eprint/7881

Actions (login required)

View Item