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As home to some of the best universities and most innovative companies in the world, the U.S. has long been viewed as a global leader in science and technology. However, recent data points to a consequential shift, with concerning implications for companies that need to tap the rising generation of science, technology, engineering and mathematics (STEM) talent.
Using data sourced from the Organisation for Economic Cooperation and Development, UNESCO, the World Bank, and other organizations, my company collaborated with the Centre for Economics and Business Research to compile a ranking of 36 developed nations’ ability to cultivate, retain, and apply STEM expertise. The U.S. placed 18th overall on our STEM Skills Index. Underlying data on education ranks the U.S. 28th in math education and 12th in science education.
The U.S. ranks 29th out of the 36 countries for the number of years of education its citizens can expect to receive. The low ranking may reflect that the cost of college and postgraduate education continues to grow and is out of reach for an increasing number of Americans. It produces enough computer science graduates to rank 12th on that count (adjusted for population) but is near the bottom in terms of engineering graduates.
Amid growing uncertainty over the future of the U.S. Department of Education and federal education funding, business leaders must step up to support STEM education if they hope to have access to the workforces required to capitalize on growth opportunities. That talent is needed now: According to a recent analysis, in June 2025 more than 450,000 job listings for technology positions were open. In addition, employers face the challenge of replacing aging workers, while changes in immigration policy limit talent flows across borders.
Ways to Support STEM Talent Pipelines
Few would argue that the U.S.’s standing in STEM is vital for good domestic policy and national security, especially in the context of a global race for AI dominance. Here’s what business leaders can do to support the development of STEM skills and talent:
Invest in educational programs. Business leaders can step in where federal support is uncertain by supporting community-based STEM education programs through organizations such as the STEM Next Opportunity Fund and the STEM Ecosystems initiative. Early investments build interest and skills at a local level, especially in underrepresented and rural communities where talent is often stymied by the lack of both resources and exposure to potential career paths.
Support affordable avenues to higher education. The cost of higher education in the U.S. is notoriously prohibitive for many prospective students. Businesses should offer more scholarships targeting STEM students to reduce financial barriers, as well as paid internships that complement educational programs. Business partnerships with universities that align curricula with industry needs will make graduates more likely to find work opportunities.
Promote continuous learning inside organizations to upskill employees. Given the current difficulty in filling tech jobs, companies must do more to develop the people they already have. Learning and development programs in areas like AI, cybersecurity, and data analytics can help build a STEM workforce from within — and also demonstrate to employees that your company is willing to invest in their future, which strengthens loyalty and engagement.
Expand the hiring pool beyond those with advanced credentials. Business leaders should widen their talent search by considering certifications and work experience, not just undergraduate and advanced degrees. Boot camps that teach coding and community colleges that offer STEM certificates are places to find capable candidates who are just as talented but may not have the money to afford more formal education. Supporting those candidates also provides them with the opportunity to get an advanced degree further down the line.
Support diversity and inclusion. Women’s participation in STEM remains low, and that will be a problem as the workforce needs to grow. Given the U.S. ranking of 17th globally in female STEM employment, we can conclude that many companies are overlooking large sectors of the talent pool or failing to support qualified candidates and employees who don’t fit the dominant demographic profile of tech workers. Managers should promote inclusive hiring practices, mentorship programs, and supportive career pathways to build a diverse team so that no talent falls through the cracks.
By taking proactive steps, managers may help improve STEM education resources and build a stronger workforce that’s ready to advance future technologies. Given the lack of clear direction or prioritization of STEM in public education, we are at a fork-in-the-road moment. The U.S. cannot afford to fall further behind in STEM. Where government falters, managers must step up to support workforce development and ensure they can meet the future head-on.