Defense tech THREAD: Many recent reports have highlighted that DoD needs more science, technology, engineering, and math (STEM) professionals to help with AI, cyber, space, [insert new tech buzzword here]. (1/N)

And those reports are right—DoD does need more STEM professionals! But STEM recruitment is only one side of the talent management equation. In our new @CSIS brief, @lindseysheppard, Angelina Hidalgo, @natsecdalton, and I explore STEM talent retention. (2/N)

We learned that even though it’s easy to believe that STEM talent leaves DoD for higher paying private sector jobs, retention is actually more complicated. Instead, we conclude that if DoD wants to compete—both for talent and geopolitically—it must invest in its STEM people.(3/N)

Investing in STEM people, for example, means ensuring that they have the hardware and software they need to do their jobs on day one. If DoD hopes to grow its STEM workforce, it must plan to equip that workforce with appropriate technical tools. (5/N)

It also means enabling STEM professionals—especially civil servants—to have flexible careers paths that include rotations between the govt and private sector and across different govt organizations and missions. (5/N)

And most importantly, it means creating development and promotion opportunities. Too often, STEM professionals are disqualified from promotions into leadership positions that focus on tech management, policy, or budgets b/c they are considered to be *too technical*! (6/N)

So…if DoD is serious about retaining its STEM workforce, where should it start? Our new @CSIS_ISP brief has some good ideas. Read it here! (N/N) https://www.csis.org/analysis/compete-invest-people-retaining-us-defense-enterprises-technical-workforce