AFBELive 2026: Building the pipeline from access to equity in the STEM sector
How do we move beyond solely creating opportunities in STEM to ensuring everyone can thrive once they're through the door?
This was the focus at this year's AFBELive, which brought together STEM professionals, industry leaders, educators and students to discuss the future of STEM and the action needed to create a more equitable profession.
Across panel discussions, keynote speeches and fireside conversations, speakers challenged attendees to think beyond access and focus on progression, sponsorship, leadership and accountability.
Access must lead to equity
One of the strongest themes throughout the day was the distinction between access and equity.
While increasing representation within engineering remains important, speakers including Dr Iyke Onyegiri, Dame Tamara Finklestein DCB, Loraine Martins OBE, and George Imafidon MBE, highlighted that recruitment alone is not enough. Organisations must also create environments where people are able to contribute, progress and be recognised for their potential.
This aligns closely with our work on belonging, perceptions and pathways. Creating a more equitable STEM sector requires more than attracting diverse talent; it also means challenging stereotypes about who belongs in STEM, widening access to opportunities and ensuring people have the support they need to progress throughout their careers.
Discussions explored how traditional definitions of leadership and talent can sometimes overlook valuable skills such as collaboration, communication and the ability to create psychologically safe environments.
A recurring message was that equity begins when people are not only given a seat at the table but are also empowered to use their voice and influence decisions once they are there.
The conversation also highlighted the importance of bringing different perspectives into decision-making, whether through early-career professionals, employee networks or those with lived experience of the barriers organisations are trying to address.
Moving from mentorship to sponsorship
Another key topic was the role of sponsorship in supporting career progression.
While mentoring remains an important development tool, panellists argued that underrepresented groups are often "over-mentored and under-sponsored". The discussion focused on the need for leaders to actively advocate for talented individuals, create opportunities and use their influence to help others progress.
Visibility, ambition and networking were repeatedly identified as interconnected factors in career development, while sponsorship was positioned as one of the most effective ways of turning potential into opportunity.
The conversation reflected a growing recognition across STEM that creating equitable career pathways requires more than advice alone. It requires active advocacy, meaningful opportunities and leaders who are prepared to champion emerging talent.
These themes will continue to be explored through our upcoming Career Connections: Mentoring and Sponsorship event, which will bring together professionals from across STEM to discuss the role mentoring and sponsorship can play in supporting progression, building networks and creating more inclusive career pathways.
Inclusion and performance go hand in hand
A fireside conversation with Anca Raines, Chief People Officer at Mercedes-AMG PETRONAS Formula One Team, explored how organisations can embed inclusion into business performance rather than treating it as a standalone initiative.
Sharing insights from her experience across multiple countries and industries, Anca spoke about the importance of linking inclusion directly to organisational goals and ensuring it remains part of everyday decision-making.
The discussion highlighted how diversity of thought, experience and perspective can strengthen performance, innovation and problem-solving, while also reinforcing the need to look beyond recruitment metrics.
The session also explored the importance of data, accountability and listening to employee experiences to ensure inclusion efforts translate into meaningful outcomes.
Instead, organisations should ask important questions such as:
- Who is progressing?
- Who is leaving?
- What barriers are people experiencing?
- How can those barriers be removed?
Looking ahead
Creating equitable workplaces requires more than good intentions. Understanding where barriers exist and identifying opportunities for improvement is an important first step.
Through the WISE gender equity framework, organisations can benchmark their progress, identify areas for action and gain practical insights to help create more inclusive workplaces.
Find out more about the WISE gender equity framework.