A safe and secure work environment should be a given. But STEM industries don鈥檛 always deliver when it comes to discrimination, harassment and bullying, as revealed by this year鈥檚 快猫短视频 Jobs Global Employment Report in association with specialist STEM recruitment agency SRG. Despite efforts to tackle these issues and a of the importance of a diverse and inclusive workplace, feelings of mistreatment and prejudice may be on the rise in some areas.
Out of more than 4300 respondents working in the STEM industry in the UK, the rest of Europe and the US, it is reassuring to note that those who reported they had faced no discrimination, harassment or bullying in their workplace were in the majority. However, the proportion of those who did report such experiences increased by 7 per cent for women and 4 per cent for men in the UK compared with last year鈥檚 report.
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In all regions, women appear to be bearing the brunt 鈥� 32 per cent of women versus 23 per cent of men reported being discriminated against or harassed in their jobs in the UK, with similar figures of 32 per cent versus 21 per cent for the rest of Europe and an even greater disparity of 44 per cent of women versus 28 per cent of men in the US. In terms of the grounds of this discrimination, gender, age and ethnicity emerged as key factors (although in Europe, respondents referring to an unlisted reason, such as religion, outnumbered those stating ethnicity).
Women鈥檚 experiences of gender-based discrimination were often tied to an assumed lack of professional skills and capabilities, leading to feelings of being undermined or undervalued. One respondent from the UK said it had 鈥渂een implied that I鈥檓 physically inferior and unable to perform as well because I鈥檓 female鈥�. Some women also said they had experienced sexual harassment or were treated unfairly because they were pregnant or had young children. Meanwhile, some men felt that their organisation鈥檚 targets for diversity and inclusion 鈥� for example, to increase the proportion of women in senior roles 鈥� had affected opportunities for promotion or career progression. This may offer some clues about the increase in negative experiences in the face of efforts to the contrary, but other factors are also likely to be at play.
When it came to age, discrimination was again linked to perceptions about ability, and this went both ways. For example, being younger frequently came with a perceived lack of experience and competence, but it may also help with recruitment in some organisations. 鈥淚n applying for jobs, the recruiting manager always wants the low-cost, younger people with a few years鈥� experience,鈥� said one respondent aged between 45 and 54.
The role of 鈥渙ptics鈥�
Ethnicity was another prominent factor for mistreatment, especially for respondents who aren鈥檛 white. Reported behaviours ranged from microaggressions, such as having their views and contributions dismissed by their colleagues, to more directed actions like sabotage of equipment and being given derogatory nicknames. One respondent also commented that they were presented an opportunity based on the 鈥渙ptics鈥� of them being Asian, but were 鈥渘ever given any trust or responsibility for doing meaningful work鈥�.
Given the breadth of negative experiences, do workers feel their employers are adequately addressing these issues? Respondents were asked to what extent they agreed with the following statements: 鈥淢y workplace has enough measures in place currently to tackle harassment, bullying and discrimination鈥� and 鈥淪TEM is becoming an increasingly diverse and inclusive industry in which to work鈥�. Eighty per cent of those in the UK, 73 per cent in the rest of Europe and 82 per cent in the US either strongly or slightly agreed with the former statement, and roughly 88 per cent on average across all three regions agreed with the latter.
Yet reports of discrimination, harassment and bullying in STEM remain too common and their rise suggests more of the same efforts already under way may not be the solution. With an institutional bias that disproportionately affects 鈥� through their , for example 鈥� diversity and inclusion targets alone may not truly level the playing field. Instead, employers can look to successful schemes and programmes that are aimed at promoting diversity and creating opportunities, such as by investing in training and mentoring. It will be fundamental to broaden awareness and understanding of equality, diversity and inclusion in the workplace, while increasing long-term representation and fostering an inclusive culture.
According to its authors, by shedding light on some of the disparities affecting marginalised groups, the SRG Global Employment Report is one step towards better protection and support for STEM employees.
