Observed every year on 11 February, the International Day of Women and Girls in Science (IDWGIS) was proclaimed by the UN General Assembly in December 2015 (Resolution A/RES/70/212) and first celebrated in 2016.

In 2026, this marks the 11th observance, with UNESCO’s theme “From vision to impact: Redefining STEM by closing the gender gap.”

Why this day exists

The Day recognises that science and gender equality must advance together to tackle global challenges, yet women remain under‑represented, about one in three researchers worldwide, and face persistent barriers from education through to leadership.

UNESCO’s latest snapshots also show women make up roughly 35% of STEM graduates globally, and only around one in ten STEM leaders is a woman, highlighting the long road from classroom to C‑suite.

The state of play: Key facts (global)

• Share of women among researchers: ~31.7% (2021 global estimate); using the most recent comparable country set (2018–2021), ~33.7%.
• STEM graduates: ~35% are women; progress has been slow over the last decade.

These figures matter for energy security, climate transition and health, areas where nuclear science and technology are pivotal.

Zooming in on nuclear: Representation & momentum

• Workforce representation: Across OECD‑NEA countries, women constitute about a quarter of the nuclear workforce and are particularly under‑represented in STEM and upper management/executive roles.
• Global headline: The IAEA reiterates that women account for “only a fifth” of the worldwide nuclear workforce and is scaling programmes to close the gap.

Talent pipeline initiatives are making a difference:

• IAEA Marie Skłodowska‑Curie Fellowship Programme (MSCFP), launched in 2020, had 560 fellows by end‑2023, offering Master’s scholarships plus internships to help graduates move into nuclear roles.
• By Sept 2025, cumulative support had grown to ~760 women from 129 countries, signalling accelerating uptake.
• The IAEA Lise Meitner Programme (LMP), started in 2023, provides multi‑week visiting professional experiences to early‑ and mid‑career women at host laboratories and facilities worldwide.
• The IAEA’s “Nuclear Needs Women” campaign consolidates these efforts and underscores the climate, health and food‑security case for inclusion. UK pipeline signals (relevant to employers and educators)

• A‑level physics, a key gateway into nuclear, saw girls make up ~23.3% of entrants in 2024. Participation is rising, but parity remains distant.
• The UK industry community has set bold targets; for example, Women in Nuclear UK continues to advocate actions aligned to the sector goal of 40% women in nuclear by 2030.

Why the observance matters for the nuclear sector

1. Skills & capacity: Advanced reactor deployment, decommissioning, isotope supply chains and nuclear medicine all depend on a larger, more diverse skills base; under‑representation is a lost innovation opportunity.
2. Safety & performance: Diverse teams improve decision‑making and risk awareness, core to nuclear safety, security and safeguards.
3. Net zero & societal impact: Inclusion directly supports energy transition, cancer care and food security, where nuclear technologies deliver measurable benefits.

Practical actions for organisations (that work)

1) Build the early‑career pipeline intentionally

• Partner with schools and colleges to demystify physics and nuclear pathways; amplify female role models and offer site visits, job‑shadowing and technical tasters.
• Promote sponsored Master’s routes and internships (e.g., signpost candidates to the IAEA MSCFP and create matching in‑house placements).

2) Recruit for breadth, assess for potential

• Use skills‑based hiring and structured interviews; audit job adverts for gender‑coded language; ensure mixed‑gender panels in technical assessments. Evidence from NEA’s international dataset links inclusive practices to better retention and leadership progression.

3) Retain and advance

• Establish sponsorship (not just mentorship), transparent promotion criteria and rotational assignments that give women P&L and operations exposure, stepping stones to executive roles where gaps are widest.
• Support flexible work and return‑to‑practice programmes to reduce mid‑career attrition.

4) Measure what matters

• Track representation by function and level, pay equity, promotion velocity and attrition; publish progress. (UK public bodies such as the NDA group now disclose gender metrics across entities—useful templates for broader industry reporting.)

How long has the Day been celebrated?

• Proclaimed: 22 December 2015 by UNGA (A/RES/70/212).
• First observance: 11 February 2016; marked annually on 11 February ever since.
• 2026 theme: “From vision to impact: Redefining STEM by closing the gender gap.”

For Nuclear‑Careers.com readers: how to engage this week

• Host a spotlight webinar featuring women across reactor operations, decommissioning, fuel cycle, radiopharmacy and safeguards—tie to UNESCO’s 2026 theme with concrete case studies. [unesco.org]
• Publish your metrics and a 12‑month action plan—intern to exec—aligned with the NEA’s evidence‑based recommendations. [oecd-nea.org]
• Create an “MSCFP‑ready” employer pack (mentors, placements, visa support) to attract Fellows and LMP participants into your teams. [iaea.org]
• Amplify UK pipeline partners (e.g., IOP, WISE, IET) and commit to sustained outreach where physics participation gaps are widest. [iop.org], [wisecampaign.org.uk], [theiet.org]

Further reading & resources

• UN General Assembly Resolution A/RES/70/212 (2015)—establishing IDWGIS. [digitallib…ary.un.org]
• UNESCO: International Day of Women and Girls in Science (2026 theme & context). [unesco.org]
• UN list of International Days (confirms 11 February observance). [un.org]
• UNESCO Institute for Statistics: Gender Gap in Science, Status & Trends (2024/2025 updates). [unesdoc.unesco.org], [zenodo.org]
• OECD‑NEA: Gender Balance in the Nuclear Sector (international dataset & recommendations). [oecd-nea.org]
• IAEA: Together for More Women in Nuclear (MSCFP and LMP). [iaea.org], [iaea.org]
• Women in Nuclear UK (Strategy 2021–2026)—industry mobilisation towards 2030 goals. [winuk.org.uk]
• Institute of Physics (A‑level physics participation data, 2024). [iop.org]

Bottom line

IDWGIS isn’t just a date on the calendar. For the nuclear community, it’s a checkpoint on workforce health; are we widening our talent pool, accelerating women’s progression into technical leadership, and showcasing the impact of diverse teams on nuclear safety, performance and innovation? The data, and the opportunity, say we can, and must, do more.