Effective Strategies to Develop Essential Skills for Women in STEM
As companies strive to close the gender gap in STEM, hiring more women is just the beginning. Retaining and empowering these talented individuals requires a deeper investment in their success. One of the most impactful ways organizations can support women is by fostering Bridge Skills early in their careers.
Bridge Skills—such as time management, accountability, professional communication, and humility—are essential for success in the workplace. Yet these foundational skills are rarely prioritized in academic programs. For many women entering STEM fields, the transition from classroom to workplace is challenging, marked by unspoken rules and unclear feedback. To bridge this gap, organizations need a proactive and tailored approach. Here’s how.
1. Start Early, Even Earlier
One of the most common mistakes organizations make is waiting too long to invest in employee development. Research by AdaMarie and the Healthcare Businesswomen’s Association (HBA) shows that many companies delay mentorship and upskilling programs until employees have been with the organization for three years or more. By this point, skill gaps have often become entrenched, and frustration has taken root on both sides.
“The perspective needs to be the complete opposite,” explains Sara Sanford, AdaMarie’s DEI Consulting Director. “Organizations need to show their employees that they believe in them enough to invest in their growth from day one.”
Starting Bridge Skills development during onboarding sends a powerful message: We are invested in your success. By integrating training into the onboarding process, companies create a system that supports employees from the moment they join the organization, ensuring no one falls through the cracks.
Practical Tips for Early Investment
Integrate Skills Training into Onboarding: Develop a curriculum that introduces key Bridge Skills such as punctuality, professional communication, and teamwork within the first 90 days.
Set Clear Expectations: Provide employees with a transparent understanding of workplace norms, performance standards, and what success looks like in their role.
Pair New Hires with Mentors: Connect new employees with experienced mentors who can help them navigate their first months and build confidence.
2. Assess, Tailor, Reassess
Every employee enters the workplace with unique strengths and developmental needs. A one-size-fits-all approach to upskilling is unlikely to be effective. Organizations must assess each new hire’s skillset to identify specific gaps and create tailored development plans.
Tailoring the Approach Start with a standardized assessment during onboarding to evaluate key competencies, such as time management, communication, and accountability. Use this information to create individualized development plans that address specific gaps. Regular check-ins and reassessments are essential to measure progress and adjust the plan as needed.
Key Principles for Tailored Development
Focus on Collaboration: Encourage team leaders to work with employees in identifying skill gaps and setting achievable goals.
Emphasize Growth, Not Punishment: Frame assessments as tools for growth, not as punitive measures. Reinforce that these gaps are common and that the organization is committed to helping employees succeed.
Build Ongoing Feedback Loops: Schedule regular one-on-one meetings to review progress, celebrate achievements, and provide constructive feedback.
3. Proactively Share Expectations for the Role
Many early-career employees struggle to meet expectations because they are unclear or unwritten. Women in STEM often face additional challenges navigating these unspoken workplace norms. Employers can address this by clearly communicating what is expected from day one.
“I hear employees say, ‘I have my job description, but it’s just words on a piece of paper. What are the real performance expectations?’” shares Nikki Jones, Chief People and DEI Officer at HBA. Transparency around expectations fosters confidence and helps employees prioritize their efforts.
How to Clarify Expectations
Go Beyond Job Descriptions: Provide concrete examples of what success looks like in the role, including examples of desired behaviors and outcomes.
Explain Organizational Culture: Share insights into the company’s values, norms, and unwritten rules to help employees acclimate more quickly.
Set Measurable Goals: Work with employees to establish clear, measurable objectives tied to their role and the organization’s broader goals.
4. Build a Culture of Feedback and Accountability
Actionable feedback is one of the most valuable tools for employee development. Yet, research shows that performance evaluations of women and employees of color often focus on personality traits rather than job performance. This not only undermines confidence but also fails to address critical Bridge Skills gaps.
Organizations should prioritize frequent, constructive feedback that ties performance to business outcomes. Regular evaluations—even as brief as five minutes—help employees understand what they are doing well and where they need to improve.
Feedback Best Practices
Use Structured Criteria: Develop a standardized rubric for evaluations to ensure consistency and fairness.
Tie Feedback to Business Goals: Show employees how their performance contributes to the organization’s success.
Be Frequent and Specific: Short, frequent evaluations focused on specific projects are more effective than annual reviews.
The ROI of Bridge Skills Development
Investing in Bridge Skills is not just about supporting individual employees; it’s a strategic advantage. Employees who receive tailored support and actionable feedback are more likely to thrive, contribute meaningfully, and stay with the organization. For companies, this translates into lower turnover, higher engagement, and a stronger reputation as a leader in diversity and inclusion.
By starting early, tailoring development plans, and fostering a culture of transparency and feedback, organizations can bridge the gap between potential and performance. When women in STEM are empowered to succeed, everyone benefits—from teams and managers to the bottom line.