Advancing Inclusive Innovation: Meeting the Surge in Demand for STEM Jobs

The United States has long been a global leader in innovation, setting the pace for technological advancements that drive the international economy. However, to maintain this leadership role in an increasingly competitive global landscape, strengthening the nation’s science, technology, engineering, and mathematics (STEM) talent pipeline is essential. As industries around the world adopt emerging technologies such as artificial intelligence, biotechnology, and quantum computing, countries that excel in STEM innovation will set the standards for the global economy. For the United States, this means fostering a diverse and highly skilled workforce capable of driving the next wave of breakthroughs.

It is no secret that innovation and technological advancement are rapidly disrupting labor markets, changing skill requirements and shifting labor demand. Growth in STEM jobs over the next decade is projected to significantly outpace the growth of non-STEM jobs. In fact, employment in STEM occupations is expected to increase by almost 11 percent, compared to a projected 2.3 percent change in non-STEM occupations. To meet that demand, U.S. policymakers should significantly strengthen the county’s STEM talent pipelines over the next decade.

This talent pipeline is supplied by two sources. First, immigration plays a crucial role. Today, approximately 50 percent of the nine hundred thousand international students in the United States are enrolled in STEM fields. Moreover, international students are awarded almost half of all STEM PhDs. Consequently, the recent executive order on artificial intelligence by the Joe Biden administration incorporates specific measures aimed at attracting and retaining foreign STEM talent. 

Additionally, it is important to expand, diversify, and retain the second source of the pipeline: domestic STEM talent. Overall, a relatively low proportion of female workers and members of specific racial and ethnic groups make up the STEM workforce. While women account for almost half of the country’s total workforce, their share among STEM workers is only 36 percent. Similarly, African Americans, as well as Hispanics and Latinos, are underrepresented compared to their share in the total workforce.

Strengthening domestic STEM talent should encompass the foundational stages of education through professional employment. With regard to K–12 education, empirical research indicates that female, Black, Hispanic, and low socioeconomic status students are less likely to exhibit, sustain, and cultivate an interest in STEM careers during their middle- and high-school years. In fact, early experiences and decisions during those formative years seem to have a more significant impact on students’ engagement with STEM than later stages in their educational journey.

At the college level, research indicates that racial microaggressions against students of color within STEM disciplines significantly impede their representation in higher STEM education. These microaggressions, often entrenched within campus culture, disproportionately affect Black students pursuing STEM majors. In addition, a recent study highlights that the way gender roles and expectations are perceived and enacted in coeducational colleges significantly influences gender differences in the choice of academic fields that then contributes significantly to the gender gap in STEM.

Regarding the professional sphere, a few studies have explored the relatively high attrition rates of women in STEM occupations. Results indicate that dissatisfaction with low and/or inequitable pay, a lack of promotion opportunities, and a lack of recognition are among the most common reasons for women to leave a STEM job.

A more recent study highlights the general high attrition rates in STEM occupations. In fact, the study reports that around 45 percent of STEM majors pursue non-STEM jobs upon graduation and a further 20 percent continue with a non-STEM graduate degree. In this context, it appears crucial to consider which aspects of working conditions need to improve to strengthen the appeal of STEM jobs. 

Expanding access to STEM careers for underrepresented groups and retaining top domestic and international talent is not just a matter of fairness—it is vital for sustaining U.S. competitiveness. The lack of diversity in the STEM workforce represents a potential loss of untapped talent that could otherwise fuel innovation. Research shows that diverse teams are more innovative, and countries that prioritize diversity in STEM lead the way in developing cutting-edge technologies. By creating a more inclusive STEM pipeline, the United States can harness the full potential of its population, ensuring that it remains a global powerhouse in the technology-driven economy of the future.

Ultimately, promoting diversity and inclusion within the STEM workforce is not only a matter of equity but also a strategic advantage. Diverse teams drive innovation and improve financial outcomes, making the case for a strengthened and inclusive STEM talent pipeline even more compelling. Looking toward the future, it is vital to implement policies and practices that support those goals, ensuring that the United States remains at the forefront of global innovation and competitiveness.

Matthias Oschinski is a senior fellow at Georgetown University’s Center for Security and Emerging Technology (CSET).