India’s science and technology (S&T) workforce is underutilized, a recent survey reveals. It exposes substantial gaps in the best use of skilled labour across multiple scientific disciplines and domains.

This underutilization stems from a mismatch between skill supply and job demands, gender-based barriers, particularly affecting women, geographic constraints limiting access to jobs, and a lack of awareness about re-entry programmes after career breaks, the survey found.

The Indian National Young Academy of Science (INYAS) surveyed 106 professionals across scientific disciplines to find that many professionals trained in science and technology are not fully engaged in roles that match their expertise.

Gender and age biases

The INYAS survey indicates that the underutilization problem is widespread among both male and female S&T professionals. Nearly 52% of respondents were women, across fields such as physical sciences, biological sciences, and engineering.

A large proportion of respondents cited limited job opportunities as a key barrier to meaningful employment, especially for women. In addition, age-based biases emerged, disproportionately affecting younger professionals below the age of 40. Approximately 80% of respondents on a career breaks were under 40, and more than half of these were under 30.

A complex mix of factors contributes to the underutilization of India’s S&T workforce. “India’s R&D sector faces an unbalanced supply-demand dynamic, with too few jobs available to match the growing influx of trained professionals,” says Neha Sardana, an Assistant Professor at IIT Ropar, who led the INYAS survey along with seven other scientists.

This is compounded by a lack of coordination between academic institutions and industry requirements, leading to a mismatch between graduate skills and available positions.

Gender biases were prominent among survey responses, with many female respondents reporting discrimination related to marital and family status. Social expectations, particularly for married women, often see family responsibilities being prioritized.

Poyni Bhatt, former CEO of the Society for Innovation and Entrepreneurship (SINE) at IIT Bombay emphasizes the need for policies that provide flexibility for women re-entering the workforce. “Institutes could consider childcare support and flexible work hours, which could enable skilled women to maintain their careers while managing family obligations,” she says.

The survey also found that employment opportunities are unevenly distributed geographically, which restricts options for many S&T professionals. Moving to metropolitan areas may not always be feasible due to financial or familial reasons, leaving a large pool of skilled professionals underutilized.

Respondents also showed a lack of knowledge about re-entry schemes and support programs available to those with career breaks. Existing government schemes like DST’s KIRAN program support re-entry for women scientists, but the survey revealed these were not widely known about.

How India can utilize its scientific workforce efficiently

Scientists propose a multi-faceted approach aimed at creating a more inclusive and responsive ecosystem for S&T professionals in India.

One of the immediate recommendations is to increase full-time equivalent (FTE) positions in R&D by creating more opportunities in both the public and private sectors. With India’s FTEs currently at 255 per million people — far below the global average of 1,198 —there is a pressing need to expand R&D capacity, particularly in regions beyond the major urban centres.

Rupamanjari Ghosh, quantum physicist and former Vice-Chancellor of Shiv Nadar University suggests a framework that includes flexible work arrangements, part-time positions, and remote work options. “Policies and supportive leadership that allow women to transition smoothly back into their careers without penalty for time taken off would be transformative,” she adds.

The survey revealed a strong interest among respondents, particularly those with master’s degrees, to create employment opportunities themselves. Supporting entrepreneurial initiatives in the S&T sector could tap into this potential, fostering job creation and innovation within the field. Partnerships between academia and industry could also help bridge the skills gap and align training programmes with the needs of the job market.

Recognizing career breaks as a neutral factor in hiring and promotion, rather than a setback, could reduce the negative impact on professionals who temporarily exit the workforce. Considering ‘academic age’ over ‘biological age’ in evaluations for hiring and promotions would help retain skilled workers and reduce biases.

To address the lack of awareness about re-entry schemes, the government could implement campaigns that inform skilled professionals of available resources, including re-entry grants, skill-building workshops, and mentorship opportunities.

Given the limited availability of positions in academia, partnerships with the private sector and NGOs could provide additional avenues for employment. Respondents expressed a strong belief in the potential of private organizations to contribute to workforce reintegration efforts. Enhanced support from industry could create a broader array of opportunities for underutilized professionals.

For India to fully leverage its strength in the science and technology sector, experts agree on the necessity of a national policy to expand employment avenues within S&T. Such a policy could transform India’s S&T workforce into a more dynamic and resilient ecosystem, Sardana says.

A national policy framework that would support diverse employment options, re-entry programmes, and regional centres of excellence in research would be important, Ghosh adds.