Women in the Chemical Workforce A Workshop Report to the Chemical Sciences Roundtable (2000) / Chapter Skim
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The Advancement of Women in Science and Engineering
The Advancement of Women in Science and Engineering
Pages 24-37
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From page 24... ...
(1996~. Gender Differences in Science Careers: The Project Access Study.
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From page 25... ...
, sex disparities in tenure and rank are evident even for scientists younger than 35.5 Looking just at the categories of tenure, tenuretrack, and not on track, we see that 3 percent of young women, compared to 6 percent of young men, are tenured; conversely, 36 percent of young women, compared to 20 percent of young men, are neither tenured nor tenure track. As with tenure, so with rank: 4 percent of young women, compared to 10 percent of young men, are associate professors.6 Since early career differences are limited by standard lengths of time to stay in rank, and since men and women tend not to differ in interruptions of service early in their career, the presence of small differences within the first 5 years of a scientist's career is notable.
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From page 26... ...
We need to understand the social cognitive processes that disadvantage women and advantage men, even in situations where the participants sincerely espouse meritocratic and egalitarian beliefs. ANALYSIS OF THE PROBLEM: GENDER SCHEMAS Broadly speaking, women's abilities, accomplishments, and contributions appear to be worth less than men' s even when they have the same credentials (or differences in credentials are controlled for)
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From page 27... ...
A real-life demonstration of the importance of schemes comes from a study of the Swedish Medical Research Council's awarding of postdoctoral fellowships in 1995.~4 Although women were 46 percent of the applicants, they received only 20 percent of the fellowships. An analysis of the judgments made by the senior scientists on the panels showed that women received lower "scientific competence" scores than men did.
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When women do actively adopt an assertive leadership style, they are perceived more negatively than men. A laboratory study measured people's facial reactions to people trained to act as a leader.
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Facial reactions, because they are less under a person's direct control than oral comments, are a good, subtle measure of how someone is reacting to another person. Both male and female leaders received a certain amount of negative facial reactions; observers may harbor some resentment toward leaders.
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From page 30... ...
Compared to men, women have less access to informal routes of information and are less likely to be given opportunities by their superiors to receive public notice. For example, a recent study of the Johns Hopkins University Department of Medicine within the School of Medicine demonstrated that senior faculty were six times as likely to suggest names of junior male faculty rather than female faculty to chair conference sessions.
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From page 31... ...
In a study of person evaluation, undergraduate evaluators watched a videotape in which five graduate students had a group discussion.24 On the tape, a male faculty member introduced one of the students as the leader. In one version of the tape the faculty member vouched for the student's expertise, mentioning the student's theoretical knowledge and performance ability; in another version the faculty member simply said the student would be the leader.
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From page 32... ...
(1990~. Legitimizing the leader: Endorsement by male versus female authority figures.
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Gender equity requires constant ongoing effort. There is no magic bullet.
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However, in those National Academy of Sciences data that Professor Rossiter showed I was particularly struck by the social science category, which had the tiniest sprinkling of women, despite the very large number of women who are getting, and have been getting, advanced degrees in the social sciences. These women are grossly underrepresented in the National Academy.
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From page 35... ...
Their book, The Women Who Broke All the Rules: How the Choices of a Generation Changed Our Lives, reports the interviews of 100 women in the baby boomer generation born between 1945 and 1955. Coming of age in a time of enormous social change affected both their initial career aspirations and their eventual careers.
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" I was shocked because it had never even crossed my mind that his mentoring would be questioned. I think there is a real concern here, especially with male-female relationships, that many male faculty are reluctant to mentor a woman for fear of being accused inappropriately of some sort of relationship that doesn't exist.
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From page 37... ...
It is important for us to specify particular areas where we see we can make a difference and make a difference in those areas. Everyone needs to work, in his or her own way, on making gender equity a professional reality.
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