Closing the STEM Gender Gap: The Role of Bridge Skills
Recently, the narrative around women in STEM has focused heavily on recruitment. Companies have made strides in increasing the number of women entering the field. Yet, a glaring issue remains: retention. Women still comprise only 34% of STEM positions, and even fewer occupy leadership roles or hold high-paying technical positions. Why is it that after achieving the hard-earned milestone of hiring women in STEM, many organizations fail to retain them? The answer often lies in the overlooked importance of Bridge Skills.
What Are Bridge Skills?
Bridge Skills are foundational, transferable skills essential for thriving in the workplace. These include time management, professional communication, accountability, and humility—all critical competencies that transform a technically skilled hire into a high-performing team member. Unfortunately, traditional educational systems rarely prioritize these skills, focusing instead on technical expertise and academic performance. For many women in STEM, the gap in Bridge Skills becomes a significant barrier to long-term success and satisfaction.
An aspiring woman enters the workforce with technical proficiency, fresh ideas, and unmatched dedication. Yet, as she navigates the workplace, friction arises. Meetings may feel overwhelming, unspoken workplace norms remain a mystery, and constructive feedback is rare or misaligned with her developmental needs. On the employer side, frustration grows as the perceived potential of a new hire seems unrealized. Both parties enter the relationship committed but leave disillusioned. This disconnect underscores the urgent need for intentional Bridge Skills development.
Why Bridge Skills Matter for Retention
The challenges women face in STEM are not simply a matter of cultural or organizational misalignment—they are systemic and rooted in a lack of preparation for the professional world. Without the tools to navigate workplace dynamics, many women feel excluded, undervalued, or overwhelmed. The result? High turnover rates and missed opportunities for innovation and diversity within organizations.
Research by the Healthcare Businesswomen’s Association (HBA) and AdaMarie highlights that the first few years of a woman’s STEM career are critical. Employers often assume that new hires arrive fully equipped to meet workplace expectations. When these expectations go unmet, they’re often seen as a "poor fit" rather than individuals needing support. This misstep has long-term consequences for both employees and organizations, perpetuating the gender gap in STEM.
“Companies have no system in place for these folks when they show up right out of college,” explains Mary Stutts, CEO of HBA. “They need more support than someone who’s been in the organization for three years already.”
Organizations that invest in Bridge Skills development early—starting as early as onboarding—create an environment where women are empowered to succeed. Beyond benefiting employees, this focus helps organizations cultivate a competitive advantage by fostering a more inclusive, engaged, and productive workforce.
How Employers Can Build Bridge Skills
To close the Bridge Skills gap, companies need to take proactive steps:
Early Investment
Many organizations wait years before offering development opportunities to employees, but the first 6-12 months on the job are critical. Employers should integrate Bridge Skills training into onboarding programs, setting the foundation for success from day one.
Tailored Support
Every new hire comes with a unique set of strengths and developmental areas. Companies should assess each employee’s skillset early, identifying gaps in areas like communication, time management, or accountability. Tailored development plans can address these gaps systematically.
Proactive Feedback
Clear, actionable feedback helps employees understand expectations and improve. Regular check-ins focused on specific competencies—rather than vague critiques—foster trust and enable growth.
Transparent Expectations
Many new hires struggle to adapt because expectations are not clearly communicated. Employers should go beyond job descriptions and provide a detailed understanding of workplace norms, performance standards, and organizational culture.
A Win-Win Solution
Investing in Bridge Skills is not just a strategy for improving retention; it’s a way to unlock untapped potential. Women who are equipped with these skills are more likely to excel, contribute meaningfully, and stay engaged with their organizations. For employers, the payoff includes lower turnover, stronger team performance, and a reputation as a leader in fostering diversity and inclusion.
“Organizations often tell us they’re committed to closing the gender gap in STEM, but actions speak louder than words,” says Rebecca Tierney, CEO of AdaMarie. “Investing in Bridge Skills is one of the most impactful ways to demonstrate that commitment.”
As companies continue their efforts to recruit women into STEM, it’s imperative to go beyond hiring. By addressing the Bridge Skills gap, organizations can create workplaces where women not only survive but thrive. In doing so, they not only advance gender equity but also unlock the full potential of their teams, driving innovation and business success.