Increasing Gender Diversity in the STEM Research Workforce
In this article, potentially high-impact policy changesare outlined that build upon existing mechanisms for research funding and governance and that can be rapidly implemented to counteract barriers facing women in science. These approaches must be coupled to vigorous and continuous outcomes-based monitoring, so that the most successful strategies can be disseminated and widely implemented.
Equal Parental Leave Can Close The Gender Pay Gap, Researchers Say
One of the major causes of the gender pay gap, according to experts, is the "motherhood penalty," where women are penalized in various ways in the job market after having children. One solution to the gap is emerging among researchers: non-transferable paternity leave for men.
Regional, Institutional, and Departmental Factors Associated with Gender Diversity Among BS-level Chemical and Electrical Engineering Graduates
Engineering remains the least gender diverse of the science, technology, engineering and mathematics fields. Chemical engineering (ChE) and electrical engineering (EE) are exemplars of relatively high and low gender diversity, respectively. Here, we investigate departmental, institutional, and regional factors associated with gender diversity among BS graduates within the US, 2010-2016. For both fields, gender diversity was significantly higher at private institutions (p < 1x10-6) and at historically black institutions (p < 1x10-5). No significant association was observed with gender diversity among tenure-track faculty, PhD-granting status, and variations in departmental name beyond the standard "chemical engineering" or "electrical engineering". Gender diversity among EE graduates was significantly decreased (p = 8x10-5) when a distinct degree in computer engineering was available; no such association was observed between ChE gender diversity and the presence of biology-associated degrees. States with a highly gender diverse ChE workforce had a significantly higher degree of gender diversity among BS graduates (p = 3x10-5), but a significant association was not observed for EE. State variation in funding of support services for K-12 pupils significantly impacted gender diversity of graduates in both fields (p < 1x10-3), particularly in regards to instructional staff support (p < 5x10-4). Nationwide, gender diversity could not be concluded to be either significantly increasing or significantly decreasing for either field.
Report Cards on Women in STEM Fields Finds Much Room for Improvement
Data from a four-year study of institutional 'report cards' undertaken as part of the New York Stem Cell Foundation's (NYSCF) Initiative on Women in Science and Engineering (IWISE) suggest that although a growing number of women are training in the sciences, efforts to promote and maintain women in more senior scientific roles are still largely inadequate. The study is being reported Sept. 5 in the journal Cell Stem Cell.
Giving Credit: Gender and the Hidden Labour Behind Academic Prestige
This blog post highlights the historical precedent of Mary Quayle Innis and the unrecognised impact she had on her husband Harold Adams Innis’ career and suggests that the social sciences and humanities would benefit from a wider interpretation of scholarly attribution than is currently practiced.
Too Much Emphasis on Implicit Bias Impedes Gender Equality Efforts in Academia
Implicit bias - the presence of prejudices and stereotypes in the workplace - has been a topic of discussion both within and outside academia. Does this lead to a focus on the individual that masks embedded structures inhibiting gender equality?
Committees with Implicit Biases Promote Fewer Women when They Do Not Believe Gender Bias Exists
In a nationwide competition for elite research positions, committees that hold strong implicit gender biases and doubt that women face external barriers to their success are observed to promote fewer women.