Abstract
Science, Engineering, Technology and Mathematics (STEM) remain among the least diverse sectors in the UK. Women and ethnic minority professionals continue to face barriers to career progression and leave these fields at higher rates than their White male counterparts. While Equality, Diversity and Inclusion (EDI) initiatives have largely focused on the education pipeline and recruitment, considerably less attention has been paid to supporting career development and progression. Moreover, much of the existing research examines diversity through a single characteristic, overlooking how intersecting identities shape professional experiences, thereby limiting the effectiveness of EDI efforts. This study seeks to advance understanding of equitable career progression for marginalised employees (MEs), particularly at the intersections of gender and ethnicity/race. Drawing on in-depth interviews with early- and mid-career MEs in STEM, the paper examines how intersecting identities influence career trajectories by identifying the systemic and organisational barriers that hinder progression. This offers a nuanced account of how structural inequalities shape lived experiences of career development in STEM. The findings aim to inform more inclusive practices that support retention and equitable advancement within the STEM workforce.