Along with the career builders, senior-level STEM workers are core creators of an organization’s culture and economy.  Mention “bench strength,” and they know exactly what that means.  If you play sports, you know it refers to the quality and number of players available to substitute during a game.  In business it is the competence and number of employees ready to fill vacant leadership and other positions.  Having well-developed bench strength is critical to optimal succession planning, which can be a challenge for even the best managed organizations blessed with the best of circumstances.

Organizations in the traditional STEM sector are particularly challenged at this time in generational history where there are, and will continue to be, many Baby Boomer retirements without qualified replacements.  Without qualified Millennial or Gen X replacements, Baby Boomer STEM workers will need to delay retirement or be recalled to the STEM workforce.  STEM workforce sustainability is also impacted through the loss of career builders diverting to STEM-Competitor careers, or others where STEM knowledge, skills, and abilities are desirable. Plugging the leak in the STEM worker pipeline at the career builder position is critical.