




































AGORA International Journal of Economical Sciences, http://univagora.ro/jour/index.php/aijes 

ISSN 2067-3310, E-ISSN 2067-7669 

Vol. 19, No. 1 (2025), pp. 315-328 

 

315 

 

UNDERSTANDING STEM EMPLOYMENT CHALLENGES IN 

GEORGIA: A QUALITATIVE ANALYSIS OF EMPLOYER 

PERSPECTIVES 
 

A. VASHAKMADZE, N. MIKAVA, T. ZHGHENTI, D. SIKHARULIDZE 
 

Ani Vashakmadze¹, Nino Mikava², Tsotne Zhghenti³, Davit Sikharulidze⁴ 

¹ ² ³ Business and Technology University, Georgia 

¹ orcid.org/0000-0002-2072-6904, E-mail: ani.vashakmadze@btu.edu.ge 

² orcid.org/0000-0002-9567-3958, E-mail: nino.mikava@btu.edu.ge  

³ orcid.org/0000-0002-6779-172X, E-mail: tsotne.zhghenti@btu.edu.ge  

⁴ Ivane Javakhishvili Tbilisi State University, Georgia  

orcid.org/0000-0003-1738-9828, E-mail: davit.sikharulidze@tsu.ge   
   

Abstract: This paper explores the challenges and opportunities within Georgia’s STEM 

(Science, Technology, Engineering, and Mathematics) labor market from the perspective of 

employers. Drawing on qualitative data from in-depth interviews and focus group discussions 

with representatives from key sectors—including ICT, healthcare, engineering, and research—

the study examines structural issues hindering STEM workforce development. The analysis 

identifies six major challenges: talent drain, low salaries and limited career growth, mismatch 

between education and labor market demands, limited STEM awareness, gender disparities, 

and regional inequalities. Findings show that employers face persistent difficulty in attracting 

and retaining qualified professionals, largely due to inadequate training systems, underfunded 

research infrastructure, and limited career incentives. The study concludes that improved 

collaboration between academia, industry, and government is essential for enhancing 

workforce preparedness and promoting sustainable economic growth. Policy 

recommendations include aligning academic programs with labor market needs, investing in 

regional infrastructure and promoting inclusive STEM participation through early 

engagement and targeted reforms. 

Keywords: STEM, labor market, skills mismatch, talent drain. 

 

1. INTRODUCTION  

Science, Technology, Engineering, and Mathematics (STEM) fields are fundamental to 

economic growth, technological advancement, and national competitiveness. Countries that 

successfully develop and sustain a skilled STEM workforce benefit from increased 

productivity, innovation, and long-term economic resilience. In Georgia, as in many other 

countries, STEM employment plays a crucial role in shaping industrial and technological 

progress. However, despite the growing demand for STEM professionals, various structural 

and systemic challenges hinder workforce development and retention.  Following the collapse 

of the Soviet Union, many post-Soviet states, including Georgia experienced the dismantling 

of their once-robust research and development (R&D) sectors. During the Soviet era, R&D 

institutions were heavily funded and integrated into industrial and technological development 

strategies. However, the transition to a market economy led to severe funding cuts, brain drain, 

and the fragmentation of research infrastructure, leaving STEM fields struggling to recover. 

Currently, approximately 10.5% of employees in Georgia work in STEM-related 

professions (source: authors' calculation based on Labour Force Survey). However, STEM 

employment is highly gender-segregated, with men dominating ICT and engineering fields, 

while women are more represented in healthcare and certain science disciplines. 

http://www.orcid.org/0000-0002-2072-6904
mailto:ani.vashakmadze@btu.edu.ge
http://www.orcid.org/0000-0002-9567-3958
mailto:nino.mikava@btu.edu.ge
http://www.orcid.org/0000-0002-6779-172X
mailto:tsotne.zhghenti@btu.edu.ge
http://www.orcid.org/0000-0003-1738-9828
mailto:davit.sikharulidze@tsu.ge


UNDERSTANDING STEM EMPLOYMENT CHALLENGES IN GEORGIA: A 

QUALITATIVE ANALYSIS OF EMPLOYER PERSPECTIVES 

 

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Through qualitative data from in-depth interviews and focus group discussions with 

employers and industry representatives, the research will evaluate challenges based on the 

employer’s perspective regarding STEM employment. By analyzing them, the research aims 

to identify structural gaps and propose policy recommendations to enhance STEM workforce 

retention, strengthen R&D capabilities, and foster innovation-driven economic growth in 

Georgia and other developing nations facing similar obstacles.  

 

2. Literature Review 

The growing discourse around the mismatch between STEM (Science, Technology, 

Engineering, and Mathematics) education and industry demand highlights challenges in 

workforce development. While STEM education is promoted as a pathway to innovation and 

economic growth, the actual employment landscape presents discrepancies between the skills 

students acquire and those employers seek. This literature review aims to identify the main 

challenges, and their extent related to STEM employment which will be discussed in the 

practical research from the employers’ perspective.  

One of the main challenges on a labor market with regard to STEM professions is talent 

drain. The exodus of skilled professionals in STEM fields, commonly referred to as "brain 

drain," poses a significant threat to economic development, technological advancement, and 

workforce stability. Various factors contribute to the migration of STEM experts, including 

financial incentives, restricted career growth, and suboptimal work environments. Salary 

differences play a crucial role in this mobility, with higher-paying sectors like finance drawing 

STEM graduates away from traditional scientific and technical roles (Marin & Vona, 2017). 

Moreover, the scarcity of career progression opportunities and inadequate research funding 

compel professionals to seek better prospects in other countries (Schwager & Gates, 2024). 

Inferior working conditions, especially in less developed areas, further amplify this trend by 

pushing talent towards nations with superior research facilities (Yu, Piew, & Fai, 2014). 

Political unrest and administrative inefficiencies also contribute to the outflow of skilled 

workers (Zwetsloot, 2021). The effects of this talent drain are debatable, with some researchers 

suggesting that global redistribution of talent can enhance labor market efficiency (Horton et 

al., 2017), while others emphasize the detrimental impact on economic productivity and 

innovation in the countries of origin (Auriol, 2010). To counter this trend, governments can 

bolster STEM education, enhance workplace conditions, and implement programs that 

incentivize expatriates to return (Chen & Tan, 2024; Duran & Lopez, 2019). Fostering stronger 

ties between industry and academia can also play a crucial role in retaining skilled professionals 

by promoting domestic career advancement (Schwager & Gates, 2024). 

The STEM workforce plays a crucial role in driving economic growth and innovation, 

but professionals in this field encounter persistent challenges related to insufficient pay and 

limited career growth opportunities.  Career stagnation in STEM fields is exacerbated by the 

lack of structured promotion pathways, particularly in academia and research, where 

professionals often struggle to advance due to unclear career trajectories and limited leadership 

opportunities (Saras, 2024; Xue & Larson, 2015). Additionally, public sector STEM wages 

remain uncompetitive compared to private sector opportunities, making it difficult to attract 

and retain skilled professionals in government-funded research and technical roles (Edwards, 

McCollester, & Phillips, 2021). Rapid technological advancements also contribute to career 

instability, as evolving industry demands frequently render certain skills obsolete, requiring 

continuous retraining to remain relevant (Deming & Noray, 2018). Compounding these 

challenges, market saturation in STEM fields has led to wage stagnation, particularly in 



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academia and research, where an oversupply of highly educated professionals has outpaced the 

availability of well-paying jobs (Delavallade et al., 2024; Salzman, 2013; Xue & Larson, 2015). 

Furthermore, the mismatch between STEM education and industry demand has 

been widely discussed in the literature (Biagi & Castaño Muñoz, 2020; Smith & White, 2022; 

Pater et al., 2022; Ghaffarzadegan et al., 2017; Ngo et al., 2025; Srivastava, 2025; Ali & 

Bangalore, 2025). The disconnect between STEM education and industry needs leads to 

underemployment, as employers seek practical skills often absent from traditional STEM 

degree programs (Delavallade et al., 2024; Rodríguez et al., 2025), especially STEM curricula 

lag behind emerging technologies (Tajudeen et al. 2025, Zhou et al., 2025, Gao, et al., 2025; 

Wu & Zhou, 2025). Researchers also highlight the lack of industry-specific skills among STEM 

graduates (Kersanszki & Nadai, 2020; Teshome & Oumer, 2024; Morris et al., 2024). 

The growing skills gap in the labor market, especially among women and minorities, is 

largely attributed to insufficient STEM awareness and engagement. Research indicates that 

the absence of early STEM exposure and traditional teaching methods that lack 

interdisciplinary integration contribute to this issue (Owens et al., 2012). Moreover, employers 

report that graduates often fall short in both technical proficiency and crucial problem-solving 

and communication abilities needed for contemporary STEM positions (Karimi & Pina, 2021, 

Hora et al. 2016; Jiang et al., 2024). While programs to boost STEM participation exist, many 

are found to be temporary and fail to provide lasting solutions to workforce deficits (Hodgson 

et al., 2024). Introducing STEM education in early years increases interest and career 

aspirations in STEM fields. Without structured interventions, disengagement occurs (Siregar 

et al. 2023). 

Current research indicates ongoing gender inequalities in STEM education and 

careers, despite initiatives to enhance diversity. Reviewed literature demonstrates that gender 

disparities in STEM emerge early, influenced by societal expectations, unconscious biases, and 

a scarcity of female exemplars (Martínez-Gómez et al., 2024; Jimenez, Santiago, & Couvertier, 

2024; Burgos-Lopez et al., 2024). Female professionals in STEM often encounter pay 

inequities and obstacles to professional growth, compounded by job segregation and workplace 

bias (Ruiz, Ganuza, & García, 2024; Dolgikh & Potanin, 2025). Sector-specific inequalities 

are particularly evident in aerospace, AI, and green technology industries, where systemic 

obstacles further restrict women's involvement (Costa et.al, 2024; Conde-Ruiz et al., 2024; 

Moso-Diez & Mondaca-Soto, 2025). Policy measures have shown varied outcomes, with 

certain studies recommending more equitable recruitment practices, mentoring initiatives, and 

educational reforms to tackle ingrained biases (El Khawand, 2025; Lucietto & Peters, 2024). 

Still another challenge with regard to STEM professions is the uneven distribution of 

STEM careers across regions. This is influenced by a combination of economic, educational, 

and demographic elements that result in unequal access to opportunities in different 

geographical areas. Studies show that urban centers with robust STEM industries provide 

enhanced job prospects and salary levels, while rural and economically challenged areas 

struggle with ongoing issues due to scarce educational resources and industrial concentration 

(Wright, Ellis, & Townley, 2017; Lysenko & Wang, 2020). These regional imbalances are 

further intensified by gender and racial disparities, as women and minority groups are often 

underrepresented in lucrative STEM positions due to systemic and cultural obstacles (White & 

Smith, 2024). Economic strategies and workforce development initiatives are instrumental in 

shaping these disparities, with regions that actively invest in STEM education and innovation 

centers typically demonstrating stronger labor market results (Gregory, 2015; López‐Bazo, 

Monastiriotis, & Motellón, 2017).  

 

 



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Table 1. Predefined STEM Employment Broad Challenges based on Literature Review 

Challenge Academic Literature 

Talent Drain 

Auriol, 2010; Horton et al., 2017; Marin & Vona, 

2017; Yu, Piew, & Fai, 2014; Zwetsloot, 2021; 

Schwager & Gates, 2024; Chen & Tan, 2024; Duran 

& Lopez, 2019 

Low Salaries and Limited Career Growth 

Salzman, 2013; Xue & Larson, 2015; Deming & 

Noray, 2018; Edwards, McCollester, & Phillips, 2021; 

Saras, 2024; Delavallade et al., 2024 

Mismatch Between Industry Demand and 

Workforce Skills 

Ghaffarzadegan et al., 2017; Smith & White, 2022; 

Biagi & Castaño Muñoz, 2020; Kersanszki & Nadai, 

2020; Pater et al., 2022; Teshome & Oumer, 2024; 

Morris et al., 2024; Delavallade et al., 2024; Ngo et 

al., 2025; Srivastava, 2025; Tajudeen et al., 2025; 

Zhou et al., 2025; Gao, et al.,  2025; Rodríguez et al., 

2025; Wu & Zhou, 2025 

Limited STEM Awareness and Engagement 

Owens et al., 2012, Hora et al., 2016; Karimi & Pina, 

2021; Siregar et al., 2023; Hodgson et al., 2024, Jiang 

et al., 2024; Ali & Bangalore (2025) 

Gender Disparities in STEM 

Jimenez, Santiago, & Couvertier, 2024; Lucietto & 

Peters, 2024; Martínez-Gómez et al., 2024; Ruiz, 

Ganuza, & García, 2024; White & Smith, 2024;  

Dolgikh & Potanin, 2025; Costa et. al, 2024; Conde-

Ruiz et al., 2024; Burgos-Lopez et al., 2024; El 

Khawand, 2025; Moso-Diez & Mondaca-Soto, 2025 

Regional Disparities in STEM 

Gregory, 2015; Wright, Ellis, & Townley, 2017; 

López‐Bazo, Monastiriotis, & Motellón, 2017; 

Lysenko & Wang, 2020 

Source: Developed by authors. 

 

3. Methodology 

3.1 Research Materials 

This academic research is based on transcripts and qualitative data from the 2024 

practical research project- "STEM OPPORTUNITIES AND CHALLENGES IN GEORGIA: 

Analysis of the Education System, Labor Market, and Legislative Framework" which 

examined the challenges, needs, and opportunities faced by employers in STEM fields within 

Georgia’s labor market. The transcripts include interviews and focus group discussions 

conducted as part of the mentioned research project, providing a rich dataset for analysis. 

Rather than collecting new primary data, this study utilizes those existing transcripts to 

examine key labor market trends, skill shortages, and employer perspectives in greater depth. 

The research respondents represent major sectors and organizations that employ STEM 

professionals, ensuring a comprehensive understanding of workforce challenges and 

opportunities. STEM professionals in this research are defined based on the ILO 2024 

classification, which categorizes occupations relevant to science, technology, engineering, and 

mathematics. According to this classification, STEM professions include engineering and 

science specialists (ISCO-08: 21, 31), IT professionals (ISCO-08: 25, 35), and healthcare 

specialists (ISCO-08: 22, 32) involved in scientific and technological work. Additionally, 

business and administrative roles (ISCO-08: 12, 13, 24) are included only when employees 

work in specific industries. ISCO-08: 12 (Administrative and commercial managers) is 

considered STEM if employed in NACE 72 (scientific research and development). ISCO-08: 

13 (Production and specialized services managers) qualifies if employed in NACE 62 

(computer programming, consultancy, and related activities). ISCO-08: 24 (Business and 



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administration professionals) is included if working in NACE 62, 63 (information service 

activities), or 72.  

In total, transcripts are available for thirteen in-depth interviews and six focus group 

discussions, involving 43 participants. These transcripts form the foundation of this study, 

allowing for an in-depth examination of employer challenges and expectations. The list of 

respondents is displayed in Table 2. 

 

Table 2. Overview of Interview and Focus Group Participants  
In-depth Interview Focus Group Discussion 

Research Institutes 

 R. Agladze Institute of Inorganic Chemistry 

and Electrochemistry 

 Ilia Vekua Sukhumi Institute of Physics and 

Technology 

 Institute of Earth Sciences and National 

Seismic Monitoring Center 

 G. Eliava Institute of Bacteriophages, 

Microbiology, and Virology 

 A. Razmadze Mathematical Institute 

 

Government & Innovation Agencies 

 Agency "Produce in Georgia" 

 Georgia’s Innovation and Technology Agency 

 

Industry Associations & NGOs 

 ICT Association of Georgia 

 Georgian Association of Artificial Intelligence 

 Georgian Renewable Energy Development 

Association 

 Georgian Farmers' Association 

 N(N)LE "Healthcare Association" 

 StrategEast 

 Managers of Clinics and Hospitals 

 Representatives of Sectoral Skills Organizations 

 Board Members of the Georgian Laboratory Association 

 Representatives of ICT Companies 

 Managers of Energy Sector Companies 

 Representatives of Technology Startup Companies 
 

 Source: Developed by authors. 

 

3.2 Data Analysis Process 

The qualitative data analysis in this study was used to identify the importance and 

context of key challenges based on findings from the literature review. The predefined 

challenge categories were collected based on academic literature review and included 

following factors: Talent Drain, Low Salaries and Limited Career Growth, Mismatch Between 

Industry Demand and Workforce Skills, Limited STEM Awareness and Engagement, Gender 

Disparities in STEM, and Regional Disparities in STEM (see the Table 1 in previous chapter).  

To systematically analyze the transcripts, we applied a structured classification 

approach using AI-assisted content analysis. Each transcript was assessed based on how 

prominently each challenge was discussed and the sentiment expressed by the respondents. The 

classification system used four categories: Important (discussed in-depth with strong negative 

sentiment), Somewhat Important (mentioned but without strong emphasis), Not Important 

(rarely mentioned or explicitly dismissed), and Not Mentioned (not referenced at all). 

The analysis was conducted in several steps. First, AI tools (ChatGPT-4o) processed 

the transcripts, categorized discussions, and assessed sentiment based on the predefined 

classification criteria. After this initial analysis, we reviewed the results and calculated 

combined values for each sector by determining the median value of the transcript analysis 

for each respondent within that sector. If the responses were tied or varied significantly, 

human intervention was used to determine the final category based on contextual 

interpretation and industry-specific insights. 

 

 



UNDERSTANDING STEM EMPLOYMENT CHALLENGES IN GEORGIA: A 

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Figure 1. Qualitative Data Analysis Process 

 
Source: Developed by authors. 

 

During the sectoral analysis, we manually grouped the findings into four broad 

categories: ICT, Science, Engineering, and Health. These categories align with common 

international classifications used in STEM workforce analysis, particularly those based on 

ISCO-08 and NACE Rev.2 standards, ensuring consistency with global research frameworks. 

Additionally, they were identified as broad and easily understandable sectoral divisions that 

best represent the distribution of STEM employment and challenges across industries. 

 

3.3 Research Limitations 

This study examines STEM employment challenges exclusively from the perspective 

of employers.  

This approach was chosen for two main reasons. First, the dataset consists solely of 

qualitative data from employers, making it the primary lens through which challenges are 

assessed. Second, the challenges faced by employees represent a distinct research question 

requiring different research methods. Employee perspectives tend to focus on more specific, 

personal-level concerns, whereas employers provide insight into systemic labor market issues. 

As a result, a separate study would be needed to properly capture the challenges from the 

employee’s viewpoint. 

Additionally, this study does not compare employer perceptions of challenges to 

general labor market data. There are two reasons for this. First, reliable statistics on STEM 

employment in Georgia remain limited, making direct comparisons difficult. Second, the study 

seeks to understand employer perceptions rather than objective market trends. Employer 

sentiment does not always align with statistical realities; for example, while salaries in certain 

STEM sectors may be high compared to other fields, employers may still perceive them as 

insufficient to attract or retain talent. Understanding these perceptions is critical, as they 

influence hiring decisions and workforce strategies. 

Furthermore, the dataset is limited to transcripts from STEM-related organizations 

and companies, excluding non-STEM industries that may also employ STEM professionals. 

While this study captures insights from core STEM sectors, it does not account for the demand 

for STEM professionals in industries such as finance, consulting, and public administration, 

where technical expertise is increasingly valuable. Future research could expand the scope to 

include perspectives from non-STEM sectors to provide a more comprehensive picture of 

STEM employment opportunities and challenges. 

 

Literature Review for Identifying Predefined Challenges

Analyzing Transcripts (AI Processing with ChatGPT-4o)

Calculation of Median Values of Importancy for Each Sector

Human Intervention for Ties or Discrepancies

Final Categorization of Challenges

Thematic Analysis and Interpretation



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4. Results and Discussion 

4.1 General Overview of Findings 

The analysis is systematically structured, beginning with an examination of each 

challenge identified through the literature review. This approach ensures a comprehensive 

assessment of the predefined issues, grounding the findings in established academic discourse. 

Subsequently, each challenge is analyzed within the context of the studied sectors, providing a 

sector-specific perspective on the identified challenges. The main results for each sector are 

presented in Table 3, indicating the significance of each challenge as follows: Important 

(discussed in-depth with strong negative sentiment), Somewhat Important (mentioned but 

without strong emphasis), and Not Important (rarely mentioned or explicitly dismissed). 

 

Table 3. Sector-Specific Importance of Identified STEM Challenges in Georgia 
Source: Developed by authors. 

 

4.2 Discussion of Key Challenges in STEM Employment 

Talent Drain - Talent drain remains a critical challenge across STEM fields in Georgia, 

with many professionals choosing to work abroad or remotely for international companies. 

Respondents highlight that this issue is particularly severe in healthcare, IT, and research, 

where skilled professionals have access to significantly higher salaries and better working 

conditions outside Georgia. For some fields, such as nursing, the migration trend is largely due 

to structured pathways leading to European jobs, where wages can be three to four times higher 

than in Georgia. In other sectors, such as IT and AI, the trend is different: while professionals 

remain in Georgia physically, they work exclusively for foreign employers, bypassing the local 

job market and contributing to a shortage of senior professionals in Georgian companies. 

The lack of career progression and research funding further fuels the brain drain. Many 

researchers and engineers leave the country for doctoral programs and specialized training, 

often choosing to remain abroad due to better infrastructure, access to modern technology, and 

financial incentives. Respondents also highlight the failure to retain international specialists 

who arrived in Georgia during geopolitical shifts, particularly after the Russia-Ukraine war. 

Bureaucratic hurdles and lack of targeted policies meant that many skilled foreign professionals 

ultimately moved on to European countries instead of staying in Georgia. Without long-term 

investment in local career opportunities, salaries, and research infrastructure, talent drain will 

likely continue to be a major obstacle for Georgia’s STEM workforce. 

Low Salaries and Limited Career Growth - Respondents overwhelmingly agree that 

low wages and a lack of structured career growth are among the biggest obstacles to talent 

retention in STEM fields. In many cases, salaries are not only non-competitive internationally 

Challenge ICT Health Sector Science Engineering 

Talent Drain Important Important Important Somewhat Important 

Low Salaries and 

Limited Career 

Growth 

Important Important Important Important 

Mismatch Between 

Industry Demand 

and Workforce Skills 

Important Important Important Somewhat Important 

Limited STEM 

Awareness and 

Engagement 

Not Important 
Somewhat 

Important 

Somewhat 

Important 
Important 

Gender Disparities in 

STEM 
Important 

Somewhat 

Important 
Not Important Important 

Regional Disparities 

in STEM 

Somewhat 

Important 

Somewhat 

Important 
Important Important 



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but also insufficient for professionals to remain in their fields domestically. The problem is 

most pronounced in healthcare, research, and engineering, where wages often do not match the 

skills, education, or workload required for the roles. 

For example, young researchers in physics, microbiology, and chemistry frequently 

leave academia because entry-level salaries are so low that continuing research is financially 

unsustainable. Healthcare professionals, particularly nurses and therapeutic specialists, also 

cite salary stagnation as a key reason for leaving their fields or switching to higher-paying 

specialties like plastic surgery. In IT and AI, while salaries are relatively higher, they still 

cannot compete with international companies, leading to a steady outflow of mid-to-senior 

level professionals. 

Respondents also emphasize the lack of structured career progression pathways in many 

industries. Young professionals often see few opportunities for promotions, professional 

training, or leadership roles, making long-term career growth in Georgia unattractive. 

Engineering and energy sector professionals specifically mention that public sector jobs fail to 

attract young talent, as salaries remain unchanged for years, and career development programs 

are either nonexistent or poorly implemented. Without policy interventions that increase 

salaries and create clear career advancement structures, Georgia risks continued workforce 

attrition in critical STEM sectors. 

Mismatch Between Industry Demand and Workforce Skills - Respondents identify 

a serious gap between STEM education and actual industry needs, with many graduates 

entering the job market without the necessary practical skills. Across multiple sectors, 

employers report having to invest heavily in additional training, as many university graduates 

lack real-world experience and technical expertise required for their roles. 

In IT, this issue is particularly visible in AI, data science, and cybersecurity, where 

university curricula have not kept pace with technological advancements. Many graduates 

struggle with hands-on problem-solving, forcing companies to spend significant resources on 

internal training programs. Similarly, engineering and energy sector respondents highlight that 

technical education is outdated, and many professionals graduate without exposure to modern 

industrial equipment, hydropower infrastructure, or automation technologies. 

Healthcare professionals note that the medical specialization system does not align with 

sector demands, leading to shortages in therapeutic medicine and general practitioners, while 

oversaturation exists in certain high-paying specialties. Laboratory professionals also 

emphasize that many graduates lack fundamental laboratory skills, requiring additional in-

house training. Without curriculum modernization, better industry-university collaboration, 

and improved certification processes, Georgia’s STEM graduates will continue to face 

challenges in meeting labor market demands. 

Limited STEM Awareness and Engagement - While awareness of STEM careers has 

improved, respondents indicate that many young people still lack proper career guidance, 

leading to imbalances in sector growth. Certain fields, such as IT, have benefited from strong 

marketing and educational programs, leading to an influx of students. However, other critical 

STEM fields—such as renewable energy, microbiology, and industrial engineering—struggle 

to attract young talent due to a lack of visibility and outreach efforts. 

Respondents stress that many students choose quick certification programs instead of 

building a strong foundation in STEM education, often entering the workforce with insufficient 

skills for long-term career success. This creates an oversupply of junior professionals in some 

areas while leaving critical gaps in others. Some professionals argue that early engagement 

programs in schools, industry partnerships, and better career guidance could help direct 

students toward sustainable career paths in underrepresented STEM fields. 



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Gender Disparities in STEM - It manifest differently across industries, but 

respondents agree that structural barriers still limit gender equality in leadership roles. In some 

fields, such as healthcare and laboratory sciences, women make up the majority of entry-level 

positions, but men dominate leadership roles, creating barriers to career progression. 

Respondents in laboratory sciences emphasize that despite women being well-represented in 

technical roles, decision-making positions in research institutions remain largely male-

dominated. 

In IT and engineering, the underrepresentation of women in technical roles is more 

pronounced. Despite ongoing efforts to increase female participation in software development, 

AI, and hydropower engineering, respondents state that cultural perceptions and a lack of 

mentorship opportunities still discourage many women from pursuing STEM careers. The 

healthcare sector presents an interesting contrast: while nursing is a female-dominated field, 

men are significantly underrepresented due to social stigma and traditional gender roles. 

Addressing these disparities requires structural policy changes, mentorship programs, and 

targeted initiatives to promote greater gender diversity in STEM careers. 

Regional Disparities in STEM - Access to STEM education and career opportunities 

remains highly concentrated in urban centers, with respondents highlighting severe workforce 

shortages in rural areas. Schools outside major cities often lack high-speed internet, laboratory 

facilities, and trained educators, making it difficult for students to pursue STEM careers outside 

of Tbilisi and major regional hubs.   

In the energy and engineering sectors, respondents stress that the absence of regional 

training centers has created critical skill shortages, making it difficult to implement 

infrastructure projects in rural areas. IT professionals note that rural students lack access to 

proper digital education, limiting their ability to enter high-demand fields like software 

engineering and cybersecurity. Additionally, healthcare respondents point out that regional 

hospitals struggle to attract and retain skilled medical professionals, worsening the gap between 

urban and rural healthcare services. 

Without targeted investment in regional education programs, workforce incentives, and 

infrastructure development, these disparities will continue to hinder economic growth and 

STEM sector expansion outside major cities. 

 

Table 4. Key Research Findings for Each Challenge 

Talent Drain 

 
 

- IT and AI professionals remain in Georgia but work 

remotely for international companies, bypassing local 

employers.  

- Healthcare and nursing professionals migrate to 

Europe due to significantly higher salaries.  

- Research talent leaves due to lack of funding and 

career opportunities.  

- Georgia failed to retain international specialists who 

arrived during geopolitical shifts. 

Low Salaries and Limited Career Growth 

- Salaries are not competitive with international 

markets, leading to workforce attrition.  

- Career progression pathways are unclear in 

engineering, healthcare, and research.  

- Public sector jobs fail to attract young professionals 

due to stagnant wages. 

Mismatch Between Industry Demand and 

Workforce Skills 

- Graduates often lack hands-on experience and 

require additional training.  

- University curricula in IT, AI, and engineering are 

outdated.  

- Specialization choices in healthcare do not align with 

labor market needs. 



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Limited STEM Awareness and Engagement 

- Certain STEM fields, like renewable energy and 

microbiology, struggle to attract students.  

- Quick certification programs are leading to skill 

imbalances in the workforce.  

- Early engagement initiatives could improve career 

planning. 

Gender Disparities in STEM 

 
 

- Women dominate lower-level laboratory and 

healthcare roles but are underrepresented in 

leadership.  

- IT and engineering have a significant gender gap, 

particularly in technical positions.  

- Nursing remains female-dominated, with few men 

entering the field due to societal perceptions. 

Regional Disparities in STEM 

- Rural areas lack access to STEM education, limiting 

career opportunities.  

- Engineering and healthcare sectors struggle to retain 

professionals outside major cities.  

- Limited digital infrastructure prevents rural students 

from entering IT careers. 

Source: Developed by authors. 

 

4.3 Discussion of Sector-Specific Trends and Insights 

We also analyzed sector-specific findings to better understand the challenges and 

opportunities within different industries:  

ICT Sector - According to IT sector respondents, the industry faces a unique form of 

talent drain, where professionals remain in Georgia but work exclusively for foreign 

companies, bypassing local employers. While there is a steady influx of new entrants into the 

field, mid-to-senior level professionals are in short supply. Many respondents highlight that 

university graduates often lack practical experience, forcing companies to invest heavily in 

training. Additionally, salary disparities between local and international employers make 

retention difficult. The gender gap in IT remains another issue raised by respondents, with 

women being underrepresented in software development and technical roles, despite growing 

awareness initiatives. 

Engineering & Energy - Respondents in the engineering and energy sectors highlight 

that workforce shortages are one of the biggest challenges, primarily due to the lack of technical 

training programs and weak career incentives. While the demand for specialists continues to 

grow, many professionals either seek opportunities abroad or transition to better-paying fields. 

Hydropower and infrastructure projects, in particular, face a shortage of skilled workers, 

especially in rural areas where training facilities are limited. Public sector engineering jobs, 

according to respondents, fail to attract young professionals due to low wages and limited 

career development pathways. The gender gap remains particularly wide in this sector, with 

few women pursuing technical engineering roles. 

Healthcare & Life Sciences - Respondents highlight severe talent shortages in the 

healthcare sector, particularly in nursing, where many professionals migrate to Europe due to 

significantly higher salaries. While medical careers remain attractive, specialization choices do 

not always align with industry needs, leading to shortages in critical areas such as therapeutic 

medicine. Some respondents note that financial considerations often dictate career paths, with 

professionals transitioning into more lucrative fields such as plastic surgery rather than 

remaining in essential medical specialties. Additionally, urban-rural disparities in healthcare 

are a major concern, as regional hospitals and clinics struggle to retain qualified personnel due 

to low wages and limited access to professional development. From a gender perspective, 

nursing remains a female-dominated profession, with very few men entering the field. 



325 

 

Respondents suggest that societal perceptions and stereotypes discourage men from pursuing 

careers in nursing, despite increasing demand for professionals in the sector. Conversely, 

leadership roles in healthcare institutions remain male-dominated, with fewer women 

advancing into senior decision-making positions. 

Science & Research - The science and research sector, including microbiology, 

physics, and laboratory sciences, faces major workforce challenges due to underfunding, 

outdated equipment, and low salaries. Respondents emphasize that talented researchers in 

physics, microbiology, and industrial laboratory work frequently leave Georgia due to a lack 

of career growth opportunities and poor research infrastructure. The disconnect between 

university curricula and practical industry needs is another key issue, as new graduates often 

require extensive additional training before becoming job-ready. Laboratories, in particular, 

face a shortage of well-trained specialists, and employers note that many graduates lack hands-

on experience with modern laboratory equipment. Women are well-represented in laboratory 

roles at the entry level, but leadership positions are still dominated by men. Respondents also 

highlight that rural areas lack access to modern research and laboratory facilities, limiting 

opportunities outside major cities. 

 

5. Conclusions and Recommendations 

The study reveals several structural challenges in the STEM labor market in Georgia: 

 Due to low income levels and limited prospects for career advancement, STEM 

professionals show low engagement in scientific and research activities, particularly in 

natural and exact sciences. This creates a significant barrier to retaining qualified STEM 

talent within the academic sector, which in turn hinders knowledge generation and the 

potential for research commercialization. 

 Brain drain remains a persistent issue across multiple sectors, including ICT, medicine, 

and engineering. Notably, tech startups, which already face difficulties in attracting 

qualified personnel due to relatively low salaries, are further challenged by the high 

turnover of re-trained staff, resulting in resource losses after initial investments in skill 

development. 

 Employers across all STEM sectors report that the knowledge and competencies of job 

seekers often fail to meet market demands. This mismatch is particularly evident in the 

lack of practical skills and the limited applicability of theoretical knowledge. Although 

the issue is widespread, IT employers perceive it as a comparatively less critical 

concern. 

 There is a lack of sufficient efforts to promote STEM education and career pathways 

across all STEM fields, which undermines labor market readiness and long-term 

workforce planning. 

 Gender stereotypes negatively influence hiring practices and educational choices. For 

example, women remain underrepresented in engineering and ICT sectors, while men 

are underrepresented in nursing professions. These stereotypes, embedded in societal 

attitudes, discourage individuals from pursuing education and careers in certain STEM 

fields, exacerbating existing labor shortages. 

 STEM education and career opportunities are heavily concentrated in urban areas, 

especially Tbilisi, leading to severe workforce shortages in rural regions. Limited 

infrastructure and training centers outside cities create critical skill gaps and deepen 

regional inequalities. 

The recommendations are based solely on the perspectives of employers and are 

intended for key stakeholders in higher education, government, and the private sector. Insights 



UNDERSTANDING STEM EMPLOYMENT CHALLENGES IN GEORGIA: A 

QUALITATIVE ANALYSIS OF EMPLOYER PERSPECTIVES 

 

326 

 

from students, educators, or policymakers may lead to different or additional 

recommendations. 

 Universities are encouraged to strengthen cooperation with employers to enhance 

students’ practical training and improve their transition into the workforce. This 

includes aligning academic programs more closely with current labor market demands. 

 To foster innovation, it is recommended to promote the commercialization of research 

through the establishment and integration of R&D centers within universities. 

 At the policy level, setting a progressively increasing national target for R&D 

expenditure as a share of GDP, along with regular monitoring, would help support 

sustainable scientific and technological development. 

 A STEM employer working group, composed of private sector stakeholders, could 

regularly inform universities about evolving labor market needs and collaborate with 

public institutions to attract further investment into the STEM sector. 

 

Acknowledgment: This academic article draws on data collected as part of the 2024 policy-

oriented research project "STEM Opportunities and Challenges in Georgia: Analysis of the 

Education System, Labor Market, and Legislative Framework," conducted by the Business and 

Technology University in collaboration with the Parliamentary Research Center of Georgia, 

with official permission granted for its use. However, the academic findings presented in this 

article are the result of independent analysis and do not necessarily reflect the views of the 

original research project. 

 

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