Why Gender Equality Adds Up for Advancements in Statistics

I’ve always enjoyed math. When I was in school, I enjoyed working through the puzzle of a question and having a clear right answer. But it was when I started learning statistics that I could really see how it could be used in real-life applications. Today, as head of statistics and data science at Phastar, I oversee a global group of around 100 statisticians and data scientists, and I’m accountable for statistical activities across the company.

It’s fantastic to work with a team who are as passionate about statistics as I am. I also love the problem-solving element of my role — picking apart an issue and finding a solution so the team is set up for success. At Phastar, more than 56% of our data experts are women. This diversity leads to innovative problem-solving and a more inclusive, thoughtful approach to data analysis.

Sadly, this equality is not mirrored across science, technology, engineering and mathematics (STEM)-based industries. In the data science and artificial intelligence professions, fewer than one woman enters the field for every four men.¹ At the current pace of change, we will not see equal representation in STEM until 2070.

There is an obvious ethical imperative to act on gender equality. But there is also a business imperative. The industry is facing a critical skills gap, with data skills among the hardest to recruit.² Businesses with diverse executive teams are more likely to financially outperform their less diverse counterparts.³ Leadership diversity is also associated with overall growth, greater social impact and more satisfied workforces.

This is why it is so fitting that the theme for this year’s International Women’s Day is “Give to Gain.” The campaign emphasizes the power of reciprocity and support; when people and organizations offer opportunities and champion women, everyone benefits. So, what can we Give to Gain gender equality?

Tackle early barriers

Despite the fact that women perform just as well as men on math and science tests, girls are less likely to consider themselves best at a STEM subject at school and less likely to believe a STEM subject will lead to a future job.⁴ Women make up just 30% of students enrolled in STEM programs at universities.⁵

As a starting point, educational systems need to encourage women to enroll in STEM subjects. We also need to challenge male-dominated environments and ensure young women can connect with successful mentors. Better internship opportunities, mentoring and actively recruiting women to leadership roles can all increase the number of women graduating in STEM subjects.⁶ Organizations such as PSI (Statisticians in the Pharmaceutical Industry) play a vital role in advancing gender equality through initiatives like structured mentorship schemes and school outreach programs. These efforts significantly increase awareness, provide visible support and help inspire more women to pursue careers in the industry. I have championed these initiatives throughout my career and now actively encourage my team to get involved and continue building a more inclusive future.

Improved access to the industry should also be a priority. When I completed my degree in mathematics, I was lucky enough to secure a graduate statistician position with a company that sponsored me to do a three-year distance-learning MSc. Sponsorship opportunities like this are harder to find now, but alternatives such as the Medical Statistician Level 7 Apprenticeship Scheme, which Phastar supports, offer an accessible and inclusive route into a STEM-based industry.

Address career pain points

Half of women in tech leave the industry by the midpoint of their career.⁶ They are not necessarily leaving the workforce, but instead moving to industries where they feel more valued, have clearer career progression or are offered the flexibility to manage caring responsibilities. More than 6 in 10 women in tech feel they lack defined career advancement, and women are disproportionately making career sacrifices to serve as caregivers.^7,8

To address these issues, we need to ensure women have clear career pathways, establish broader support networks and introduce more supportive HR policies. Measures like flexible working arrangements and supportive family leave can also positively impact both quality of life and career prospects.¹⁰ Even relatively small changes, like not scheduling meetings at school drop-off and pickup times, can make a big difference to women trying to juggle work and family commitments. Women with a sponsor or advocate are more likely to have their ideas endorsed, developed and implemented, leading to higher job satisfaction.⁹ As a manager, I focus on helping individuals recognize and develop their strengths — not only in technical expertise, but also in professional and interpersonal skills. I strongly advocate for a balanced blend of these capabilities, particularly in leadership roles where both competence and collaboration are essential.

Through engagement with organizations such as PSI, we can highlight diverse career pathways, mentor those at the start of their journeys and promote equitable access to both technical training and professional development opportunities.

Address unconscious biases

To truly achieve gender equality, we need to address the unconscious biases — both internal and external — that continue to hold women back. Women are consistently and incorrectly judged as having less leadership potential despite receiving higher performance scores than men.¹¹ We are also consistently seen as warmer but less competent and independent.¹² Even when we do receive praise, women are more likely to shrug off positive feedback and underestimate our own abilities.¹³

I used to doubt myself and assume that I was underqualified for the next step in my career. I also had a preconception about what management looked like, believing I had to be loud and demanding to lead. After both my maternity leaves, it would have been easy to fall into more comfortable roles. Luckily, my incredibly supportive husband pointed out that the male candidates wouldn’t be anywhere near as self-critical as I was being.

As my career has progressed, I’ve learned to recognize the strengths and skills I possess. I’m extremely organized. I’m pragmatic. I work hard to understand the strengths of the people around me. Perhaps most importantly, I’ve learned that leading with empathy and understanding can often be far more inspiring to the people around you than being the loudest voice in the room.

Conclusion

There is no one solution to achieving gender equality. Encouraging more women to enter and remain in STEM will take systematic changes in education and the workplace, and we need to continue to challenge gender biases.

But International Women’s Day represents an opportunity to reflect on the power of support and visibility as we consider what we all will gain from equality. By working together, we can overcome barriers to inclusion and make our industry more collaborative, creative and effective.

Vicky Marriot, Head of Statistics, Phastar

References

1. https://womenindata.co.uk/pathways-into-data-women-in-data-initiatives-for-gender-parity/
2. https://www.experis.co.uk/blog/2025/03/closing-the-digital-skills-gap-the-2025-talent-shortage
3. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact
4. https://assets.publishing.service.gov.uk/media/5f494064e90e071c78ff79ad/Attitudes_towards_STEM_subjects_by_gender_at_KS4.pdf
5. https://stem4alleurasia.org/gender-in-stem/gender-barriers-in-education
6. https://www.mckinsey.com/capabilities/tech-and-ai/our-insights/women-in-tech-the-best-bet-to-solve-europes-talent-shortage
7. https://www.womentech.net/women-in-tech-stats
8. https://www.progressive-policy.net/publications/press-release-cpps-latest-report-finds-caring-responsibilities-are-disproportionately-impacting-women-in-the-uk
9. https://coqual.org/wp-content/uploads/2020/09/23_athenafactor2point0_keyfindings-1.pdf
10. https://www.cipd.org/uk/knowledge/reports/flexible-hybrid-working/
11. https://insights.som.yale.edu/insights/women-arent-promoted-because-managers-underestimate-their-potential
12. https://www.sciencedirect.com/science/article/pii/S147149062400108X
13. https://www.library.hbs.edu/working-knowledge/how-gender-stereotypes-less-than-br-greater-than-kill-a-woman-s-less-than-br-greater-than-self-confidence