Out of the countries surveyed, the United States has the highest percentage of job hunters who have experienced discrimination in the hiring process at 56%. 

France and the United Kingdom follow in second and third place, both with more than half of applicants claiming to have faced discrimination in the hiring process. 

Across all countries surveyed, self-reported discrimination occurs more with male applicants than female applicants on average, with 44% of female applicants reporting discriminatory experiences compared with 52% of male applicants.

Young people appear to be the most vulnerable to workplace discrimination, with two-thirds (69.23%) of applicants between 18-24 having experienced discrimination in the hiring process. Reasons for this spike could be increased consciousness of issues related to race, gender, and other potential factors for discrimination in younger applicants.

55% go on to experience discrimination in the workplace after the hiring process 

Our investigation discovered that discrimination becomes slightly more prevalent after the hiring process ends, with 55% of employees reporting that they have experienced workplace discrimination and 59% saying they have witnessed it.

Once again, the people who report experiencing discrimination the most are between the ages of 18-24. By gender, 56% of male employees said they experience discrimination at work, while 52% of female employees reported the same.

See below the experiences of employees in the workplace split across the UK, Germany, France, the US, and Canada.

At 59%, the United Kingdom and Germany are the countries with the highest percentage of employees who have faced discrimination in the workplace.

See also: Remote work mental health resource pack

What does diversity and inclusion mean to employers?

Our unique backgrounds, personal attributes, and life experiences all directly influence how we define diversity and inclusion in the workplace, which explains why the concept means something slightly different to everyone.

To find out how definitions vary from employer to employer, we asked business owners and hiring managers, “What does inclusivity and diversity mean to you the most as an employer?” The top five answers are included in the table below. 

Educating employees is deemed the most important for employers, with the most popular answer (37%) being “acknowledging and educating team members on unconscious bias and working to eliminate this within the organization and recruitment process.”

When it comes to setting targets for improving diversity and inclusion, it can be helpful to start with one agreed-upon definition for these terms. Ideally, this is a combination of different viewpoints from people working within the company. 

From there, employees can work collectively towards a common goal that meets everyone’s criteria, and satisfies several definitions of workplace diversity and inclusion.

The most commonly used practices to promote diversity and inclusion in the hiring process 

Just as definitions for diversity and inclusion differ from one workplace to another, the practices companies use to incorporate DEI in their hiring processes vary widely too.

See also: 10 inclusive workplace practices for your remote team

We asked our survey group which practices they use to promote diversity and inclusion in their hiring processes to explore the most commonly used methods. The table below shows their top ten responses.

When it comes to attracting diverse employee candidates from different backgrounds, workplace flexibility is the most popular offering for employers. Just under a quarter (23%) of hiring managers and employers internationally stated that offering workplace flexibility was their company’s most common approach.

After that, 21% of companies acknowledge the holidays of all cultures, and another 20% offer awareness training as well as implementing diversity and inclusion policies for their HR or people teams and hiring managers.

Curiously, while employers seem to agree that diversity is important, only 18% of respondents said they are tracking diversity and inclusion as part of their hiring processes.

Implementing hiring practices that promote diversity and inclusion is essential for each and every workplace, but it’s important that employers use the most effective methods for their unique workplace. There’s no one-size-fits-all approach to promoting diversity and inclusion when hiring, and companies should periodically review their practices to ensure that the most successful methods are always being used. 

The benefits of hiring diverse talent in the workplace

Actively seeking out and hiring diverse talent brings a host of benefits to a business, from improved retention rates and happier staff to a better understanding of consumers and improved creative thinking.

See also: How to support neurodivergence in the workplace with remote and async work

To explore the full scope of benefits that diverse talent can bring to a workplace, we asked employers and hiring managers to outline the ways that hiring diverse talent had a strong positive impact on their workforce. 

Employers stated the three main benefits of implementing inclusive hiring practices are a widened talent pool, improved employee engagement and performance, and increased creativity and innovation.

Employers should keep in mind that it’s not enough to simply hire diverse candidates, they must also ensure that they are empowered in their positions at work too. Failure to do so would mean the company loses out on the many benefits that a diverse workforce brings.

The top challenges businesses face when implementing an inclusive work environment

Despite the many benefits that diversity brings, it’s common for businesses to face challenges in creating an inclusive work environment.

To find out what kinds of hurdles inclusive workplaces have to overcome, we asked our survey group about their experiences. The table below shows the most common challenges that companies encounter on their journey towards creating a more inclusive work environment.

Managing inequitable inclusion is the biggest challenge that UK employers and hiring managers face, with 36% listing this as the difficulty they face the most. Inequitable inclusion refers to the concept that diversity means different things to different people, which we explored earlier on in our survey.

This is closely followed by communication issues relating to language barriers, slang, colloquialisms and cultural misunderstandings (35%), and the third most common challenge is finding the time to train employees about different ways of thinking and approaching a scenario.

See also: Understanding and supporting LGBTQ+ inclusion in the workplace

Remote’s stance on facilitating belonging, inclusion, diversity, and equity in the workplace

At Remote, we believe an inclusive work environment is a necessity. We proactively embrace, nurture and support job candidates and employees of different backgrounds and identities, and we encourage all other organizations to do the same. 

To learn more about how Remote embraces diversity in a remote environment — and to borrow our strategies for yourself! — view our public company handbook, which highlights not only our commitment to belonging and diversity, but also our policies on remote work, async communication, and even global compensation.

All data collected in this study was based on a survey of 1,250 hiring managers, employees and business owners across the UK, the US, Canada, Germany, and France in September 2022.

Resources and methodology

The importance of inclusive hiring practices 

Inclusive hiring practices are crucial to the success of any organization. They have a significant influence on whether an organization is able to attract and retain top talent, foster a positive work environment, and create a rich company culture.

When inclusive hiring practices are not in place, organizations risk missing out on a key source of innovation and creativity. However, by prioritizing diversity and inclusion, they can ensure that they are able to tap into the full potential of the workforce and create a more inclusive environment for all.

At Remote, we spoke to 1,250 hiring managers, employees, and business owners across the UK, the US, Canada, Germany, and France to investigate the state of diversity and inclusion in the hiring process in 2022.

Our survey explores what diversity means to businesses, its impact on the workforce, and the difficulties faced when trying to implement an inclusive work environment. 

See also: Building a globally inclusive hiring strategy (Webinar)

49% of job hunters have faced discrimination in the hiring process 

Our survey asked employees across the world whether they’d ever experienced or witnessed discrimination in the hiring process, nearly five in 10 (49%) said they had experienced it themselves and more than half (52%) of respondents said they had witnessed it.

See below the experiences of job applicants in the hiring process split across the US, France, the UK, Germany, and Canada.

Remote surveyed 1,250 hiring managers and business owners across the world to investigate the use of inclusive hiring practices in 2022.

Global Study: Inclusive Hiring Practices to Start Today | Remote

Global Study: Inclusive hiring practices to start today

Finance and Insurance industry is the best for life-work balance

Our analysis reveals that the industry offering its employees the best life-work balance across all metrics analyzed is the Finance and Insurance sector. 

Whilst this may seem surprising, there are a number of areas where Finance and Insurance ranked above other sectors. For example, the industry has the highest average salary at £62,244, which is over four times the salary of those working in Accommodation and Food Services, who receive an annual salary of £15,048. With the cost of living on the rise at the moment, how much you earn is incredibly important to achieving a positive life-work balance. 

In addition to salary, the average weekly working hours in the Finance and Insurance industry sits at 35 hours, which is slightly lower than the average number worked by full-time workers in the U.K. at 36.5 hours per week. The Construction sector has the highest weekly working hours at just under 40.

The BBC reports that fewer weekly working hours can help employees feel more rested and more able to juggle their responsibilities outside of work, as well as keep burnout at bay, making this metric key to a good life-work balance.

Preventing burnout is easier when employees have plenty of opportunities for time away from work. The Finance and Insurance industry ranks in the top 10 for number of days annual leave, with employees granted an average of 27 days a year to spend away from their jobs. 

This industry also ranks among the top 10 industries for job satisfaction, with employees reporting an average score of 3.85 out of 5. Employees in this industry also report a score of 3.67 out of 5 for life/work balance, which despite being the 14th highest score out of all industries, is still a decent rating. The highest score reported is just 3.9, so Finance and Insurance is not far behind.

Better life-work balance means lower employee turnover

Finance and Insurance professionals have the lowest employee turnover rate of every industry we analyzed — with just 25%, compared to an average turnover of 65% across other industries. 

It’s no surprise this industry ranks highest in our life-work balance score. This industry has one of the highest percentages of remote job offerings, high compensation rates, and high annual leave provisions. Employers who can provide a combination of competitive monetary compensation alongside flexible working conditions can create a strong total rewards program that can attract and retain top talent.

Workers who feel that their employers actively support their life-work balance typically experience higher levels of job satisfaction and are therefore less likely to jump ship to competitors who can offer a higher salary alone.

This is an important consideration for employers looking for ways to bolster their recruitment processes and attract a consistent stream of high-quality candidates. In fact, Forbes reports that more than 80% of millennial workers — who now make up 50% of the workforce — say they “seriously consider how a position will affect their work-life balance” when searching for a new role.

Sources and methodology

A healthy life-work balance is one in which the demands and opportunities of your personal life are not overshadowed by the demands of your responsibilities at work. Achieving this balance means having enough time to socialize, relax, rest and pursue leisure activities, completely independent of work hours.

At Remote, we take the view that life comes first. That’s why when we discuss this topic, we use the term life-work balance rather than work-life balance. It’s our way of challenging unhealthy attitudes towards work and reframing the conversation.

To find out which industries offer the best life-work balance, we’ve analyzed jobs in 22 different fields to create an overall ranking based on a range of factors that contribute toward a healthy life-work balance. The factors we considered were:

The best industries for healthy life-work balance

While work-from-home policies have given employees more freedom over their schedules, those same policies have also made it much harder for some people to switch off and stop working.

Since March 2020, the lines between work time and personal time have become blurred like never before. Communication technologies such as Slack and Zoom mean we’re able to contact (and be contacted by) work colleagues at home and outside of work hours. In the era of asynchronous work, “work hours” may not even exist for many companies.

Asynchronous work and location flexibility provide incredible freedom, but they can also create pressure to always be available, making it more difficult to achieve a real life-work balance and truly switch off outside work hours. Some people even feel a need to replace the time that they would have spent commuting to and from work with extra tasks, which means they’re starting earlier and finishing later — and, often, never fully logging off.

Employees and employers should both care about addressing this problem. Consistently poor life-work balance can cause lasting damage to a company’s culture, resulting in poor job satisfaction levels, high absenteeism, decreased quality of work, and a high employee turnover rate. To prevent these situations from arising, employers should follow in the footsteps of companies in our top three best industries for a healthy life-work balance.

The table below ranks the best industries to work in for a healthy life-work balance.

There’s more to life than work, but it can be difficult to find a healthy balance. Remote has conducted research to find out which industries offer the best life-work balance.

Out of office hours: Which industries offer the best life-work balance?

Many career and job opportunities which were formerly reserved for university graduates are now accessible to people without degrees, reshaping the job market and ushering in new attitudes around the value of a degree.

Making hiring decisions based on experience, attitude, and value-match rather than focusing on specific academic achievements advances equality and opens up the playing field for talented individuals from a range of different backgrounds.

To find out how much a degree matters in securing the best jobs and the highest potential earnings, we analysed job posts on Indeed, Glassdoor and Payscale to find out the level of education required to access different types of jobs and salaries in the UK.

Salaries with a degree vs. without a degree

In the past, the qualifications a candidate held had a significant influence on the salary they could be offered by an employer. In some instances, wages could even be automatically capped at a certain level if employees didn’t have a degree - regardless of their experience, skill set, references, or desire to learn on the job.

However, our research shows the gap between salaries offered to people with and without degrees is in many cases marginal, and there are a surprising number of roles where those without degrees can actually earn just as much (or even more) than those with bachelor's degrees.

The table below shows the average salary available for candidates in 20 high-paying roles with varying levels of education, ranked from highest to lowest in terms of average salary across all degree levels.

From our research, we can see that while academic achievements are still relevant for certain positions, the absence of a degree no longer serves as a barrier to higher paying jobs.

For example, the average salary for a marketing position requiring a degree is £33,416 and the salary for a candidate without a degree in the same position can be offered £33,226 - a difference of less than £200 a year.

For some, this could call into question the value of studying for a bachelor’s degree when the salary increase in comparison to those who do not have a degree is less than £200, especially when you consider how much time and money is invested into gaining a degree.

Some of the jobs roles we analysed actually offer a higher average to employees without a degree than those with a degree. 

According to our research, accountants who do not have any kind of degree can potentially earn more than those with bachelor’s degrees and even doctoral degrees. Accountants with bachelor’s degrees earn an average salary of £38,271.68, this drops down to £33,333 at doctoral level, whilst those with no degree can earn £39,349. 

We found a similar pattern with commodities trader jobs, without a degree candidates can earn a salary of £51,862.75 on average but those with a bachelor’s degree earn less each year with an average salary of £49,868.

These trends indicate that on-the-job experience and non-university education is becoming more highly valued by employers. Job seekers without a degree can bring their own unique backgrounds and perspectives to prospective employers.

Top ten highest paying jobs that don’t require a degree

Our research found that the highest paying job you can get without the need for a degree is an equities trader, a role in the financial sector that involves buying and selling stocks or shares on behalf of a company to help them reach their financial goals. On average, this job pays a salary of £56,284.

The job paying the second highest salary for people without a degree is a commodities trader, which has an average salary of £51,862. This role is similar to an equities trader, except commodities traders buy and sell basic goods such as gold, oil, grains, and natural gas rather than stocks and shares.

In third place, we have ethical hackers. A job in which cybersecurity experts are required to expose digital security vulnerabilities on behalf of organisations and provide improvements to their security strategies.

The top ten highest-paying jobs you can get without a degree are as follows.

For every role in our list, there are more jobs available that do not have degree requirements than jobs that do have degree requirements, which could imply that a higher level of education is not always as important to employers as experience, a willingness to learn, a positive attitude and genuine passion for the role.

The table below shows how many jobs each degree level unlocks for each role.

Some of the roles we analysed do not have any jobs available that require degrees. These include Pilates instructors, firefighters and cabin crew members. 

Benefits of focusing on more than just a degree

Our findings build a strong foundation for the argument that employers now value experience more than degrees, with some jobs not requiring any form of higher education at all and candidates instead being assessed on their experience, cultural fit within the company, and work ethic, amongst other key characteristics.

According to research conducted by the University of Hertfordshire and published by The Guardian, in order of importance, employers look for the following attributes when hiring graduates:

Removing unnecessary, outdated degree requirements prevents employers from missing out on a huge section of the talent pool and people without degrees have skills learned through on-the-job training. This creates greater diversity and engenders a more creative culture, leading to improved problem solving and idea generation, as well as facilitating skills and knowledge sharing. 

Does having a degree still improve your career prospects in today’s day and age? Find out what employers really think in this article.

Degree vs. Experience: How important are degrees to employers?

I am excited to announce our inaugural industry conference, Remote Connect 2022: Building Belonging in the New World of Work, will take place April 5-6 this year. This is a free, live virtual event where global businesses and industry leaders will share bold ideas to help us all build better, grow together, and support our teams and communities in 2022 and beyond. 

Remote Connect is for anyone who wants to:

Learn from the world’s foremost experts in remote work

There are many great reasons to attend, but of course the biggest reason is our incredible lineup of 40+ speakers. Headlining the event are some familiar names: Arianna Huffington, Adam Grant, Priya Parker, Michael C. Bush, and Charles Feltman. We’ll also have a diverse group of authors, CEOs, business leaders, industry experts, community leaders, and more sharing their experiences and perspectives. 

When you attend, you’ll also get access to our rich library of on-demand content that will include practical deep dives on global employment topics spanning legal, finance, engineering, and people teams. Do you have questions about offering equity awards to your global workforce? Scaling a finance team when you’re experiencing hypergrowth? Removing barriers for engineering teams to work better remotely? What about hiring in other countries?

Whether you are a seasoned veteran of international employment, just getting started with a new venture, or an HR professional looking to learn from the best in the world, Remote Connect is the place for you.

We’re also really excited to feature some great musicians from all over the world. There’s nothing like music to bring people together, and we’re happy to support these talented artists who have been impacted by the pandemic as they share their talents.

We have many more surprises to come, and we can’t wait to see you there!

Our inaugural industry conference, Remote Connect 2022: Building Belonging in the New World of Work, will take place April 5-6, 2022. This is a free, live virtual event where global businesses and industry leaders will share bold ideas to help us all build better, grow together, and support our teams and communities in 2022 and beyond. 

Join us for Remote Connect 2022

Jobs requiring STEM skills (science, technology, engineering, and mathematics) are some of the most highly paid in the world. With nearly every business today requiring some sort of technological component — whether that’s just a website or a complete suite of software products — demand for workers with STEM skills is only going up. Most jobs in STEM can be done remotely, creating even more opportunities for this talented pool of workers.

Training in STEM can open all sorts of doors, but one major problem remains: equality.

Women and gender minorities still regularly face discrimination, fall victim to stereotypes, and struggle with a lack of acknowledgment for their work in general. This is especially true in fields like STEM, where women have made significant progress but must continue to compete for recognition and opportunities that remain dominated by men.

Fortunately, the recent boom in remote work has helped to accelerate progress toward equality. Women are now finding more opportunities to pursue STEM careers despite the obstacles in front of them. But how exactly is remote work benefiting women, especially women in STEM, and how can businesses contribute to these improved opportunities?

STEM is an umbrella term referring to four different fields of study: science, technology, engineering, and mathematics. Several careers exist within these fields, including fintech, banking, architecture and design, application development, and software engineering, to name just a few. Without STEM workers, none of the modern technological comforts we depend on would exist.

While STEM fields offer great career paths, women have traditionally faced extra hurdles in joining the STEM workforce. Equality and equal opportunity, not to mention equal pay, have been a distant goal for most. With the rise of remote work opportunities, though, the tide is turning.

The acronym of STEM includes any form of research or technological work, no matter when in history it occurred. Women have historically been a large contributing force to these advancements, though many have had their accomplishments ignored, stolen, or snubbed in the past.

Some notable examples of these groundbreaking women include: 

Nettie Stevens earned her doctorate in biology at Bryn Mawr College in Philadelphia before going on to discover X and Y chromosomes.

Lise Meitner, in a partnership with Otto Hahn, contributed to discoveries concerning nuclear fission. However, in 1944, the Nobel Prize for these discoveries was awarded to Hahn alone, while the committee disregarded Meitner’s contributions.

Chien-Shiung Wu, also known as the “First Lady of Physics,” worked on the Manhattan Project during World War II before later partnering with two male colleagues when she helped disprove the “principle of conservation of parity.” Wu went unrecognized for her contributions while her two colleagues earned a Nobel Prize in 1957.

Hedy Lamarr, an Austrian-American actress and inventor, pioneered the technology that would one day form the basis for Wi-Fi, GPS, and Bluetooth communication systems.

This is only a small sampling of the scores of women who have made strides in STEM fields. The technologies today may be more advanced and exciting than ever, but women continue to see their contributions and talents overlooked. 

A “gender gap” refers to systemic roadblocks in which social, political, professional, and cultural opportunities are not equally achievable depending on one’s gender. 

Historically, these systemic roadblocks do the most harm to those who do not identify as cisgendered men. This gap is particularly notable in STEM fields. Women hold only 27% of STEM jobs in the US, for example. Members of the LGBTQ+ community also face challenges to get involved in STEM, due in part to the harassment and hostility they often receive at work, especially in countries that do not have protections for LGBTQ+ people in their laws.

While gender gaps exist across all of STEM, experiences may vary depending on specific niches and professions.

While 20% of engineering graduates are women, some 40% of those graduates either quit the industry or never practice.

Women earn only 83% of men’s pay for the same jobs on average, and while these percentages shrink to single-digit gaps for many STEM professionals, those gaps still remain.

Gender pay gaps are even greater for Black, Hispanic, and Native American women.

The theme is consistent: women may earn more in STEM, but they still do not earn as much as their male colleagues for the same work. Smaller gaps are good, but the goal is to eliminate the gender pay gap, not just lower it.

How the transition to remote is impacting STEM 

Some STEM fields, like software engineering, flourished during the major shift to remote work over the last two years. Others, like many hands-on sciences, struggled.

From canceled professional conferences to closed in-person labs and active research being put on hold indefinitely, many forms of hands-on scientific work came to a halt when people were sent to work from home. Especially in the life-sciences field, researchers were unable to complete lab work, testing, and other procedures in a home setting without the proper cleanroom tools and safety precautions.

While scientists in many fields may still be able to work at full capacity from home, others have had to put expensive research projects on hold. Many professionals need to consider how to join and host conferences from home, coordinate the writing and editing of papers, and facilitate learning and development in an asynchronous working environment. Due to this indefinite pause on many in-progress research projects, many scientists fear losing their work, losing grants, or losing their lab positions.

Many employees in the tech sector were already working from home in varying capacities before the boom in remote work. More experience with remote work meant tech professionals didn’t experience as much disruption in their roles. As such, many tech workers are now more comfortable working remotely than in offices — and do not plan to give up their newfound freedom any time soon. 

This is not to say there aren’t skeptics of remote work within the field. However, the ongoing transition to distributed work in this industry was already in progress, so decisions on where to work are not new to today’s tech workers.

Software engineers can work remotely with ease, but what about more traditional engineering fields, like electrical engineering or mechanical engineering? Some of this work can be done remotely, but in reality, many engineers of varying specialities continue to work in offices. Emerging tools for asynchronous collaboration are helping to bridge the gap, but for now, most positions for engineering work continue to require an in-office presence.

Mathematics in STEM includes fields such as banking, fintech, and accounting.  Many of these niches have a unique relationship with remote work. While these industries are filled with roles that could often be done remotely, they also must meet high standards related to privacy, cybersecurity, and compliance. The divide in mathematical professionals today is primarily one of tradition. More modern fintech companies are happy to allow workers to stay remote, while more traditional banks and other financial institutions may not be so allowing.

Of course, finance is far from the only mathematical discipline in STEM. Because math touches so many different fields, possibilities for remote work vary dramatically from one opportunity to the next.

Benefits of remote work for STEM professionals

Remote work offers tremendous benefits for everyone who can enjoy the privilege, especially in STEM. Women and LGBTQ+ people may find some of the challenges they faced in offices to be diminished or even nonexistent in remote work environments. That’s not to say that women no longer face discrimination in remote work environments — or that employers can afford to be lax about protecting their workers — but overall, remote work does more to reduce disparity than exacerbate it.

Let’s take a look at a few reasons remote work is making life better for women in STEM:

Employers are no longer limited to hiring in one region.

Local STEM communities can be insular. Employers and hiring managers tend to favor candidates they know, which often means men hiring men. However, now that fully remote roles (and fully remote hiring processes) have been normalized, employers are casting their nets wider and relying less on local relationships.

STEM job opportunities have traditionally been concentrated within metropolitan areas. In turn, this has led to higher rents, a higher overall cost of living, and long commutes for employees. For women, who often bear the burden of “invisible work” that goes into maintaining a household, the obstacles of living and working in a city can be even more daunting. All things considered, it’s no surprise women are some of the most likely candidates to apply to open remote positions.

Remote work allows employers to access global talent and hire from anywhere in the world. Employees can not only apply to and be hired by international companies, but they can also find more opportunities to travel around the world while maintaining their income. Many have used this opportunity to move closer to family or to leave expensive cities for areas with lower costs of living.

Improved accessibility of mentorship and networking opportunities.

Where professional and industry-specific conferences used to be hosted in person (and regularly required paid tickets to attend), the shift to remote work has revolutionized large events. Events have gone online, driving prices down and lowering barriers to entry to STEM professionals to expand their skill sets. 

Virtual events don’t require event producers to take on the more expensive aspects of conferences, such as renting a location, parking, and security. This lower cost of production is passed on to attendees, meaning more opportunity for those who otherwise would not have been able to afford to attend on top of travel costs or time off from work.

It’s true that organic connections can be more difficult to make at virtual conferences as opposed to in-person events. However, people who are proactive in their outreach and engaged with the content of these events enjoy great opportunities to meet leaders in their industries and make new connections.

(Looking for the world’s best conference for remote work and global HR? Sign up to attend Remote Connect this April!)

What obstacles do women in STEM face in the remote work world?

Despite the benefits, there are still several opportunities for improvement within the remote working world for women. Issues women and face in remote work often include:

Disproportionate responsibilities at home, including childcare and household labor

Gender-based harassment or discrimination, which is especially common for LGBTQ+ individuals

Women have made great strides in STEM fields, especially in recent history. But with some hurdles still standing in their way, many are finding the boom in remote work to be what they need to find success.

HR

Global Study: Inclusive hiring practices to start today

Out of office hours: Which industries offer the best life-work balance?

Degree vs. Experience: How important are degrees to employers?

Join us for Remote Connect 2022

Bridging the gender gap in STEM with remote work

Written by • Cassidy Williams

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