There is great interest in understanding why the technology industry and wider STEM (Science, Technology, Engineering and Maths) fields have low participation by women. In this guest post, Lucy Wright summarizes some key studies that address this disparity and offer solutions to increase diversity.
Much has been written about the dearth of women working in the technology industry. From an apparent low interest in technology-related subjects at school through to the small number of women employees in tech companies today, there is a serious and undeniable under-representation of women in the tech industry. This is despite the fact, that women have been some of the most innovative pioneers of technology historically.
Key statistics are below:
Women own only 5% of start-ups in the US
In the UK, only 5% of women are in a technology leadership role
Only 3% of British high school students say they would choose the technology sector as a career choice
Only 16% of women have had a career in tech suggested to them
Men dominate media: in news rooms and stories, they get more exposure on camera, more by-lines and are quoted more often. An analysis of 2,353,652 news articles covering 12 topic categories from over 950 news outlets over a six month period ending in April, 2015 showed that mentions of men ranged from 69.5% in Entertainment to 91.5% in Sports. The only exception was Fashion, where women edged out men slightly at 54%. A more recent analysis by science writer Ed Yong of his STEM stories was similarly discouraging: only 24 percent of his quoted sources were women. Worse, 35 percent of his articles featured no female voices at all. Why does this matter? As journalist and editor Adrienne Lafrance noted in The Atlantic, the extreme gender imbalance in the media implies that the best voices are not those of women and misses out on diverse viewpoints, experiences and ideas. Journalist and field geophysicist Mika McKinnon is acutely aware of this gender differential in reporting and makes it a point to ask both men and women for expert comments. When making press requests, she is typically turned down more often by women. One case stood out: not one of 74 women requested for an interview obliged, contrasting with 11 of 15 men who agreed, including two who stated that they were not experts. She tweeted her frustration.
I made 74 press requests for women & 15 for men on [topic]. No women give interviews (although several suggested other names). 11 men gave interviews, 2 stating they weren’t experts.
This tweet was seen over 792,000 times with more than 16,000 interactions, clearly demonstrating that the topic touched a nerve. We asked Mika to share her experience and her thoughts on the gender imbalance in journalism reporting.
Sitting in a conference hearing a male colleague speak about the mentors who’d supported his career, NASA Jet Propulsion Laboratory Professor Anita Sengupta realised that, as one of the few women in her field, she’d never had this type of support.
“I sat there thinking, I’ve been working here for 10 years, and I never had that… I’m also a professor at University of Southern California, and there are very few female professors in hard science and engineering fields. So, there aren’t enough female role models girls can look up to and feel like this kind of thing is normal. It’s a huge detractor. There aren’t enough role models pulling girls in.”
An American longitudinal study can shed light on how Professor Sengupta’s individual experience is part of a broader pattern affecting women engineers.
The research examined the reasons why women engineering students drop out before completing their course. Contrary to public perception, the study finds that family plans and self-confidence in STEM knowledge (such as math abilities) do not have a significant impact. Instead, the study shows that women tend not to finish their engineering degrees because they lack “professional role confidence.” This idea encompasses a person’s assessment that they can fulfil the roles, competencies, and identity required of engineers.
When University Of California (Davis) Professor of Evolutionary Biology, Professor Jonathan Eisen, was scheduled to speak at a meeting on Metagenomics in the Era of Big Data, he found himself in a bit of a pickle – or more to the point, a YAMMM. This stands for: yet another mostly male meeting. The male speakers outnumbered women 21:6. He considered his options. In the past, he has submitted a conference abstract in protest, A quantitative analysis of gender bias in quantitative biology meetings. He has also written to organisers and publicly called them out on their gender exclusion. This time, he considered not going, but then came up with a clever approach to tackling YAMMM.
Dr Buddhini Samarasinghe is the founder of STEM Women and is a science communicator with a background in molecular biology and cancer research. Buddhini has authored a series of articles in Scientific American, titled “The Hallmarks of Cancer.” She provides science outreach through broadcasts on YouTube. Her science writing can be found at Jargonwall. Connect with Buddhini on Google+ or on Twitter @DrHalfPintBuddy
Last Monday I had the pleasure of attending a private event organised by Digital Science. It was a round-table discussion on what inclusivity looks like in STEM, led by the lovely Amarjit Myers and Laura Wheeler. I got to meet some insightful people who had great ideas for how we can move this conversation forward. We also looked at the ever-present issue of sexual harassment in academia. With Ada Lovelace Day approaching, I wanted to write down some thoughts I had on this broad topic.
Connecting with such a broad group of women, in diverse disciplines, all passionate about the same cause made me realise how easy it is in this day and age to ‘find your tribe’ online. We have so much access to communities and support, various networks and organisations (such as this one!) that help us navigate a system that has always had structural biases that disadvantage women and people of colour. It made me consider an earlier time, and how isolated and alone a woman in STEM would have felt navigating this. Many conversations with my own mother, who is now a retired professor of Chemistry, make me appreciate how much the environment seems to have changed.
Pernilla Wittung-Stafshede is a professor and division head of Chemical Biology at Chalmers University in Gothenburg, Sweden. In this post, Professor Wittung-Stafshede goes beyond the progressive nation’s gender policies, to examine the everyday and institutional sexism experienced by women in science.
Sweden is considered one of the most gender-equal countries in the world. We have the longest paid maternity leave in the world (16 months), and at least three of these months must be taken out by the dad. Sweden has free daycare, schools (including university), and afterschool programs. Swedes are very liberal in terms of household duties: men and women share a lot of responsibilities, and there are no stay-at-home moms. Based on this culture, I expected no gender problems in Swedish academia when I returned to a full professor position in Sweden after 10 years as faculty in the United States. I was mistaken.
Four days into the new year and it’s déjà vu all over again. The American Chemical Society (ACS), which has 158,000 members, just announced its 2016 National Award winners. Once again, gender inequity and lack of diversity are glaringly apparent: 95% of awardees are men, and a higher proportion present as White.
TheACS data show that men are overrepresented not only in award nominations, but also in award success whereas women are underrepresented:
“In the 2015 nominee pool, 83% are male and 17% are female compared to ACS membership demographics of 71% male and 29% female.”
Why is this important? Awards and prizes are widely accepted markers of professional achievement that influence salary, promotion and tenure decisions, to shape and advance careers. The typical explanation for the dearth in gender diversity in award line-ups is that of a pipeline problem, with the prediction being that as more women join STEM fields and make their way up the academic ladder, their share of prizes will concomitantly increase. But this has not happened: contrary to the pipeline hypothesis, women’s share of prestigious awards has fallen in the past decade, compared to the decade before. Closer analysis shows that women receive a disproportionate share of teaching and service awards, at the expense of prizes that recognise research contributions. This is known as The Matilda Effect.(more…)
We spoke with Professors Rajini Rao and Gabriela Popescu who are outgoing and incoming chairs, respectively, of the Committee on Professional Opportunities for Women (CPOW) in the Biophysical Society.
1. Gabriela, the Committee for Professional Opportunities for Women is about 40 years old. Can you briefly tell us about the history of CPOW and its significance for the Biophysical Society at the time?
GP: When the Biophysical Society was founded around the middle of the last century, following WWII, very few of the ~500 attendees were women and none were in leadership positions. This changed in the early seventies when Margaret Oakley Dayhoff, a pioneer in bioinformatics, became Secretary for the Society. Under her leadership, the CPOW was chartered for “increasing recognition and opportunities for women biophysicists”. Shortly after, the Society elected its first woman President. The timing was not a coincidence! Since then CPOW has worked to elevate many women scientists to leadership positions and supported the career development of both men and women biophysicists. The Biophysical Society currently serves over 9000 diverse professional scientists drawn from academia, industry and government agencies world wide.
2. Rajini, you chaired this committee for nearly a decade. Tell us how you got involved, and why?
RR: While serving as an elected member on the Biophysical Society council, I couldn’t help but notice the poor representation of women scientists in society awards. When I subsequently met the chair of the Awards committee and looked at the underlying numbers, I realized that the problem was that few women applied, even when the award was for women only! So I joined the CPOW committee where we identified and directly lobbied high quality candidates for awards. Women who self-promote their careers are perceived as being “pushy” and may be unfairly penalized. By mediating on their behalf, we removed this impediment. As a result of our efforts, the number of women receiving awards has increased, and we also have more women serving on the Awards committee.
Cathy Newman gives a postgraduate student perspective on how local culture impacts on the careers of women in STEM, and why it’s important for women students to learn about the challenges of gender bias as part of their education and career planning.
Last month, the College of Science at Louisiana State University hosted a Women in STEMevent. The event consisted of a keynote address followed by a panel discussion, the latter of which I attended. All speakers were LSU alumni holding or retired from prominent STEM positions.
Panelists were the following:
Dr. Karen Adler Storthz: professor emerita at the University of Texas Health Science Center,
Sorcha Clary: project engineer for Marathon Petroleum.
Judea Goins-Andrews: director of school engagement for Louisiana at Project Lead the Way,
Rebecca Guidry: clinical medical physicist at Mary Bird Perkins Cancer Center,
Pat Bodin: former chief information officer and VP of global information for ExxonMobil.
As a graduate student in biology at a major research university, I rarely have the opportunity to interact with women in STEM careers outside of academia, so I especially appreciated that the panel included women in industry and education/outreach. The panel also spanned a wide range of career stages, from a few years out of college, to retired. Despite the wide range of careers and career stages represented on the panel, the advice to early career STEM women was remarkably consistent, emphasizing self-confidence, assertiveness, and patience.
I live tweeted the panel discussion. Here are some of the highlights.
We spoke with Professor Chad Forbes about his research on stereotype threat and how it undermines the success of women in STEM. Chad is a social neuroscientist in the Department of Psychological and Brain Sciences at the University of Delaware.
Social neuroscience is a burgeoning field that uses neuroscience methodologies such as electroencephalograms (EEG), functional magnetic resonance imaging (fMRI) and molecular genetics- anything that indexes neural activity, to inform social psychological theory and test a research hypothesis. Social neuroscience methods examine people in real time and can index their reaction to stimuli- even if these thought processes are unconscious or if the subjects are unaware or unwilling to acknowledge their feelings.