What the Numbers Say: The Gender Gap in Math & Science

Marie Curie, Ellen Ochoa, Mae Jemison, and so many other incredible women have been making important contributions to science and math for centuries — so why are they still being underpaid and underappreciated? The fact of the matter is that women and non-binary people have been conditioned to feel less confident in their abilities, especially in STEM environments. According to a 2007 report by the U.S. Department of Education, "confidence in girls plummets in high school math and science classrooms, even as girls take as many credits as boys and earn slightly higher grades." Furthermore, "female and non-binary students and graduates are feeling less confident that we will see significant change in representation in STEM in the coming decade and expect a more moderate rate of change (62%)" (STEM Women, 2023). These experiences can shape a person's self-image and negatively impact their confidence.

This mindset continues throughout college and into careers, with women being less likely to land STEM jobs than their male counterparts. Even though women make up almost half of the workers in the U.S., the most recent census states that women only make up 27% of STEM workers. Not only are there fewer women and non-binary people in STEM fields, but they are also paid less than men. According to a 2021 statistic, "the median earnings of women in STEM occupations ($66,200) are about 74% of men's median earnings in STEM ($90,000)." This gap is significantly smaller than it was 20 years ago, but it remains extremely large. A CNBC statistic shows that, unfortunately, the gap is not continuing to shrink — men's incomes are rising while women's stay the same.

The gender gap is not something that only emerges from elementary school through adulthood. Its foundations are laid in early childhood through gender roles that reinforce a narrow view of "women's role in society." According to Pemberton, "gender stereotypes teach boys not to express their emotions, and tell girls to be nice and obedient and to care about their appearance." This rhetoric of women needing to be nice and obedient can lead them to feel the need to "shrink down" or "stay quiet" in workplace settings. This is especially problematic in job interviews, where women are less likely to fully share their skill sets or apply for positions they believe they may "not be qualified for" — even when they are. Men are far less likely to downplay their skills in this way, making them more likely to secure specialized roles.

Some people feel that the gender pay gap is justified, arguing that because women often need to take breaks for maternity leave or childcare, they deserve to earn less. A statistic shows that 28% of people believe the gender gap is a myth — a belief held mostly by men. This rhetoric is both misogynistic and factually incorrect, as it overlooks the systemic barriers and discriminatory practices that penalize women for their caregiving roles while rewarding men for the same life milestones. A 2026 study on "The Motherhood Penalty vs. the Fatherhood Bonus" found that women are less likely to be hired after having children, while men are more likely to be hired for the same reason. This is because childcare is often viewed as "a woman's job," leading employers to assume that working mothers may be hindered by their parental responsibilities.

Don't feel discouraged — people and organizations are still taking meaningful action to bridge the gap. Groups such as the Society of Women Engineers, Girls Who Code, Women Who Code, and the Association for Women in Science are striving toward a more equal future. The Society of Women Engineers "supports women and allies in engineering and technology around the world, with affiliates in over 40 countries and a Global Ambassador leadership program." Girls Who Code and Women Who Code have reached "760,000 girls, women, and non-binary individuals coding worldwide," offering a variety of programs to help participants continue in STEM and explore new pathways. The Association for Women in Science (AWIS) is committed to helping women find resources to support them on their scientific journeys, providing locally specific tools and materials on their website.

Change doesn't only happen at a large scale — there are many things you or your community can do to help close the gender gap. One practical step is researching salary ranges before accepting a job offer. Another is to start openly discussing pay with people in your life. While talking about salary has long been considered impolite, that norm exists largely to keep people unaware of when they're being underpaid. It's also important to reach out to people in your community and build strong networks of support and trust, so that you can ask for help — and offer it — when needed. Childcare, for example, is a major reason many women struggle to maintain employment, as they are often expected to stay home and raise children. You can help by offering to babysit for someone in your community who needs to work, and don't hesitate to ask for that same support when you need it.

In summary, women are underpaid in part because they have been told since early childhood not to be confident in their abilities and not to speak up — making them less likely to pursue and secure jobs in STEM fields. Some people believe this is not a significant issue or that the gender pay gap does not even exist. This is simply untrue: women and non-binary people earn roughly 26% less than men in STEM fields. Change is happening, and by working together through organizations and within our communities, we can continue to close the gender pay gap.