In 2010, the American Association of University Women released a groundbreaking report on the underrepresentation of women in science, technology, engineering and math — or STEM — careers. Now, the AAUW is back with a deeper dive into the two STEM fields where that underrepresentation is at its most extreme: engineering and computing.

Linda Hallman, executive director of the AAUW, introduced the report at a Thursday event in Silicon Valley that brought together a panel of STEM industry leaders. Hallman said the United States will need almost two million new engineering and computing professionals in the next seven years.

“How can we bridge this gap when half our potential technology workforce is not engaged in those fields?” Hallman questioned. “And how can we expect to maximize innovation and create solutions if only one gender is producing them?”

The latest report, "Solving the Equation: The Variables for Women’s Success in Engineering and Computing," presents explanations for the lack of women in these two fields and recommendations for increasing gender diversity. One key to reaching parity in engineering and computer science workplaces will be creating a more welcoming environment for women. 

Another is to hold people accountable for hiring decisions. Presumably, that will make people less likely to rely on stereotypes in their decision-making, forcing them to come to terms with their actual rationales. Already women and men, alike, are willing to hire male candidates over female ones, even if they have the same exact resume. Both genders, too, are just as likely to choose men over women to complete math-related tasks. "Solving the Equation" describes studies revealing both outcomes. 

Scott McGregor, president and CEO of Broadcom, said during Thursday’s panel that it’s important to encourage female students to take STEM classes and consider STEM careers, but coming at the problem from the hiring perspective is also critical.

“One of the most important things is to realize you have unconscious biases because unless you realize that, you’re not going to fix it, or even be sensitive to when it applies,” McGregor said. 

Workplace training is a start when it comes to these managerial choices. Marketing and recruitment is another. "Solving the Equation" encourages companies to highlight the real-world impact engineering and computing jobs have. Women often want some sort of social relevance to their careers, and the stereotypical computer scientist doesn’t have it. But AAUW Vice President of Research Catharine Hill points out engineers and scientists are the ones making the products people use every day. Getting that message out could very much help hiring managers looking to diversify their workplaces. 

And even before it gets that far, colleges and universities could use the same advice to diversify STEM majors. Elizabeth Gunn, AT&T’s west coast vice president of service delivery and assurance, said she wants to hire more women but they simply don’t show up in the candidate pool. 

“If you go look at the people that apply for the types of jobs we have, it’s not women,” Gunn said in the panel. “It’s that starting population that we have a problem with.” 

Harvey Mudd College has had considerable success increasing the number of women earning degrees in computer science. Whereas the portion of computer science grads that are female has stagnated at about 18% nationally since 2007, the average at Harvey Mudd went from being just 6% that year to 38% in 2014. The college revised its introductory coursework to emphasize the broad career potential with computer science degrees and made it easier for less-experienced students to enter the computer science track. It also got students into research opportunities early and helped female students connect with women professionals. 

In Malaysia and Indonesia, women make up about half of all new computer science graduates, according to the AAUW report. The low numbers in the U.S. predictably lead to dismal workforce statistics. There were about as many women computing professionals in 2013 as there were in 1960 — not because gender integration stagnated, but because the number of women in the field rose and then began a long fall. In engineering, women comprise just 12% of the workforce. 

But colleges like Harvey Mudd are already shifting behavior. Sending more women into the labor pool prepared for jobs in engineering and computing is a start. Then it’s up to employers to take it from there.