Beyond Bias and Barriers Fulfilling the Potential of Women in Academic Science and Engineering (2007) / Chapter Skim
Currently Skimming:
4 Success and Its Evaluation inScience and Engineering
4 Success and Its Evaluation inScience and Engineering
Pages 113-159
The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.
From page 113... ...
Women consequently are not only underrepresented in numerous science and engineering fields, but are also likely to work in less prestigious institutions than men, to hold lower rank, to take longer to be promoted and tenured, to win fewer awards and honors, and to be named less often to positions of leadership in their institutions and disciplines. One of the key factors in career advancement is productivity, as measured by the number of published papers that carry the faculty member's name.
|
From page 114... ...
In academic science and engineering, the advantages have accrued to white men and have translated into larger salaries, faster promotions, and more publications and honors relative to women. 4.4 Women have the qualities needed to succeed in academic careers and do so more readily when given an equal opportunity to achieve.
|
From page 115... ...
4.5 Universities should provide management and leadership training for deans, department heads, search committee chairs, and other fac ulty with personnel management responsibilities; they should also pro vide management training to new faculty as part of a professional development core. 4.6 University leaders should, as part of their mandatory manage ment efforts, hold leadership workshops for deans, department heads, search committee chairs, and other faculty with personnel management responsibilities, that include an integrated component on diversity and strategies to overcome bias and gender schemas and strategies for en couraging fair treatment of all people.
|
From page 116... ...
4.12 Federal funding agencies should collect, store, and publish com posite information on demographics, field, award type and budget re quest, review score, and funding outcome for all funding applications. 4.13 Funding organizations should expand support for research on the efficacy of organizational programs designed to reduce gender bias, and for research on bias, prejudice, stereotype threat, and the role of leadership in achieving gender equity.
|
From page 117... ...
Annual Review of Sociology 21:45-71. For a discussion of education and position, see Chapter 3.
|
From page 118... ...
. Rank advancement in academic careers: Sex differences and the effects of productivity.
|
From page 119... ...
Especially during the probationary years, graduate students, postdoctoral scholars, and assistant professors feel intense pressure to prove that they are not only productive, but serious about their science and engineering careers. They often spend very long hours at their work and try to show a total commitment to an academic career.
|
From page 120... ...
For persons with major caregiving responsibilities, particularly the care of children or other dependent family members, the limitless time demands of a competitive academic career present a major challenge. The great majority of those bearing caregiving responsibilities are women, and their effort in their family responsibilities does not count as "work" in the academic schema, but rather as a distraction from work.
|
From page 121... ...
The ‘ideal worker' is someone for whom work is primary, the demands of family, community, and personal life sec ondary, and time to work unlimited. -- Ellen Ostrow, clinical psychologist and founder of Lawyers Life Coach15 Sex Differences in Publication Productivity Why is publication productivity important?
|
From page 122... ...
American Sociological Review 63(6)
|
From page 123... ...
American Sociological Review 55:119-25.
|
From page 124... ...
A recent report from the InterAcademy Council (IAC) concludes that the disproportionately small number of women in the science and technology enterprise, particularly in leadership positions, is a major hindrance to strengthening science capacity worldwide.26 The IAC called upon all academies to address the underrepresentation of women in their memberships, in particular by implementing internal management practices that encourage and support women, and by influencing policy makers and other leaders to bring about broader change.
|
From page 125... ...
. Even a cursory glance at most organization charts in research organizations shows that women are underrepresented, not only in senior faculty positions but also in leadership positions.
|
From page 126... ...
18 174 American Society for Cell Biology (ASCB) 36 22 American Society of Mechanical 6 17 Engineers (ASME)
|
From page 127... ...
. Advancing women scientists: The immu nology experience.
|
From page 128... ...
128 BEYOND BIAS AND BARRIERS TABLE 4-1 Percentage of Women Nominated to an Honorific Society or for a Prestigious Award and the Percentage of Women Nominees Elected or Awarded, 1996-2005 % Nominees % Nominated Elected Society American Philosophical Societya 14.6 23.7 Mathematical and physical sciences 19.0 24.0 Biological sciences 11.5 23.3 American Academy of Arts and Sciences N/A 15.8 Mathematical and physical sciences N/A 11.6 Biological sciences N/A 20.0 Institute of Medicineb 19.2 22.7 National Academy of Engineering 5.3 6.0 Aerospace engineering 3.1 7.1 Bioengineering 6.9 4.6 Chemical engineering 5.9 5.2 Civil engineering 4.1 2.4 Computer science and engineering 11.9 8.6 Electric power and energy systems engineering 3.1 2.3 Electronics engineering 2.8 3.7 Industrial manufacturing and operations systems engineering 4.9 4.3 Materials engineering 5.7 7.8 Mechanical engineering 2.5 5.6 Petroleum mining and geological engineering 9.5 8.7 Special fields and interdisciplinary engineering 5.7 6.3 National Academy of Sciences 12.5 15.6 Award Lasker Prize 6.1 4.0 National Medal of Sciencec N/A 12.0 Behavioral and social science N/A 0 Biological sciences N/A 26.1 Chemistry N/A 15.4 Engineering N/A 0 Mathematical and computer sciences N/A 15.4 Physical sciences N/A 0 NIH Pioneer Awardd First program year (2004) 22.0 0.0 Second program year (2005)
|
From page 129... ...
And the average RPG and career development award for women is about 90% of the size for men (Figure 4-3) .34 Evaluation of Leaders Underlying this skewed representation of women in leadership positions are sex differences in the expectation and evaluation of leadership.
|
From page 130... ...
Personality and Social Psychology Bulletin 26(11)
|
From page 131... ...
Personality and Social Psychology Bulletin 26(11)
|
From page 132... ...
Nine of 10 women who have taken COACh workshops report increased negotiation and communication skills and reduced workplace stress.a Over 90% of COACh workshop attendees report mentoring other women in the skills they learned.b COACh workshops specifically designed to address issues of minority-group women scientists have recently been launched. COACh also conducts research on institutional climate and factors contribut ing to the low number and advancement of women chemistry faculty, including collecting data and personal stories of sexism that women scientists still suffer.c COACh is working to ensure that women are nominated for awards and leadership positions and is working with academic institutions to help them to eliminate biases and barriers that work against underrepresented groups in the sciences.
|
From page 133... ...
, Engineeringc Annual Review of Biomedical Engineering, Progress in 0% Quantum Electronics, Journal of Catalysis, Biomaterials, Chemistry and Physics of Carbon, Environmental Science and Technology, International Journal of Plasticity, IEEE Transactions on Medical Imaging, Proceedings of IEEE, IEEE Transactions on Pattern Analysis continued
|
From page 134... ...
bIncluded only chief editor position; some journals have more than one chief editor. cThe top 10 journals in these fields were determined by looking at all subdisciplines within the larger field using Thompson ISI Journal Citation Reports, for example, Chemistry includes the subdisciplines of Physical Chemistry, Analytical Chemistry, Biochemistry, etc.
|
From page 135... ...
European Review of Social Psychology 12:103-137; LA Rudman and P Glick (2001)
|
From page 136... ...
136 TABLE 4-3 Department of Energy National Laboratory Leadership Positions Director and Deputy Directors Scientific Directors Administrative Directors Laboratory Male Female Male Female Male Female Notes Ames 2 0 11 0 7 7 Division directors and unit directors Argonne 3 0 23 0 12 5 Division directors, associate directors, and unit directors Brookhaven 3 0 17 1 22 8 Directors, associate directors, and unit directors Fermi 4 0 19 2 10 5 Division directors, division deputies, unit heads and associate unit heads Idaho 4 0 6 0 8 3 Directors, deputy directors, and associate laboratory directors Lawrence Berkeley 3 0 15 0 11 0 Directors, deputies, and associates Lawrence Livermore 3 1 8 2 7 3 Directors, associate laboratory directors, division directors, and department heads
|
From page 137... ...
(29%) NOTES: Scientific directorates include Biology, Science and Technology, Research, Materials Science, Engineering, Chemistry, and Physics.
|
From page 138... ...
Each person Beneficial Catalysis has one or two titles; some may appear in multiple columns ERC for Reconfigurable 2 0 3 1 1 2 Science directors includes thrust Machining Systems leader and senior team member
|
From page 139... ...
Integrated Media 2 0 5 1 3 1 Director includes director and Systems Center deputy directors Center for Power 6 0 6 1 1 2 Director includes campus Electronics Systems directors Total (%)
|
From page 140... ...
Scientific directors includes project leaders for projects under three main thrusts Earth-Surface Dynamics 1 1 6 0 0 3 Science directors include integrated project leaders and managers Embedded Networked 1 1 11 0 2 1 Scientific directors includes Sensing principal investigators listed on organization chart under research areas Environmentally 3 0 4 0 2 1 Responsible Solvents and Processes
|
From page 141... ...
Scientific director includes coordinators of the three research areas Total (%)
|
From page 142... ...
Because the path to an academic career is long and consists of multiple steps, any advantages or disadvantages that befall a scientist or engineer, even apparently small ones, can accumulate and lead to further advantages or disadvantages.44 The reputation of one's degree institutions, the connec 43Reviewed in MF Fox and JS Long (1995)
|
From page 143... ...
American Economic Review 83:964-970. This researcher found female reviewers rated female-authored proposals lower than did male reviewers of the same proposals, while no gender differences in the review of male proposals was observed.
|
From page 144... ...
. Trix and Penska evaluated letters of recommendation written by senior professors in support of men and women candidates for US medical school faculty positions and found that gender stereotyping systematically resulted in women candidates receiving less favorable recommendations than men.49 48T Tregenza (2002)
|
From page 145... ...
Both men and women faculty members showed a significant preference for hiring the man, rating "his" research, teaching, and service above the identical record of the woman candidate. Although the "man" and "woman" tenure candidates proved
|
From page 146... ...
The practice of "blind" auditions (placing a screen between the player and the judge) increased by 50% the probability that women would advance out of prelim inary rounds, and explained between 30 to 55% of the increase in the proportion of women among new hires and between 25 to 46% of the increase in the percentage of women in the orchestras from 1970 to 1996.d Additional research controlling for a variety of author, article, and journal at tributes shows that articles published in journals using blinded peer review were equally likely to be promoted on the basis of the superb CV, respondents were 4 times more likely to ask for supporting evidence about the woman, such as a chance to see her teach or proof that she had won her grants on her own, than they were for the man.50 Earlier research has shown that department chairmen evaluating male and female applicants with identical records tended to hire the men as associate professors and the women as assistant professors.51 50R Steinpreis, K Sanders, and D Ritzke (1999)
|
From page 147... ...
provides workshops to train search committee chairs on good search methods and to sensitize them to hiring bias (Box 4-6) .52 WISELI recommends spending 15-20 minutes on each application, reading the entire application rather than relying on one measure of performance, developing criteria for evaluations that can be consistently applied, and periodically evaluating decisions to determine whether qualified women and minority-group members were included.53 The Uni 52Women in Science and Engineering Leadership Institute.
|
From page 148... ...
. Searching for Excellence & Diversity -- Training Work shops for Search Committees.
|
From page 149... ...
149 SUCCESS AND ITS EVALUATION IN SCIENCE AND ENGINEERING 70.0% 60.0% 50.0% Percent Satisfied 40.0% 47/74 30.0% 31/60 25/39 22/45 20.0% 10.0% 0.0% Participating Non-Participating Departments Departments New Faculty, 2000-03 New Faculty, 2003-06 FIGURE B4-6A 35.0% 30.0% 25.0% Percent Women 20.0% 45/135 15.0% 33/133 13/44 9/35 10.0% 5.0% 0.0% Participating Non-Participating Departments Departments 1999-2002 2003-2005 FIGURE B4-6B (4) Actual percentages of women and minority faculty hired.f Depart ments who sent at least one faculty member to a workshop showed a 19% in crease in the percentage of their new assistant professors who were women, com pared to a 23% decrease for those departments that did not participate (Figure B4-6B)
|
From page 150... ...
Social Psychology Quarterly 48:227-236. 56See Appendix C for a discussion of the theories of discrimination.
|
From page 151... ...
Journal of Personality and Social Psychology 33:561-578. 61JC Williams (2006)
|
From page 152... ...
Journal of Personality and Social Psychology 69:797-811; M Inzlicht and Ben-Zeev (2000)
|
From page 153... ...
In eds. D Gilbert, ST Fiske, and G Lindzy, The Handbook of Social Psychology, 4th edition.
|
From page 154... ...
73 Businesses and universities realize that to capture and capitalize on this talent, they need to change policies adopted when the workplace was more homogeneous and create new organizational structures.74 Most organizational efforts have focused on race and gender, but many also incorporate other aspects of diversity, including socioeconomic status, ethnic heritage, sexual orientation, and disability status.75 At the same time, organizations must consider increasing challenges to the concept of affirmative action and the discontinuation of programs seen to be providing advantage to any [videorecording]
|
From page 155... ...
, such structures would include proactive recruiting, programs to enhance teambuilding and interpersonal skills, compensation equity, family friendly policies, mentoring and career development programs for junior and senior employees, and accountability through annual appraisals and evaluations. Accountability and Evaluation Program evaluation must be an integral part of any diversity initiative.
|
From page 156... ...
In this context, several actions are correlated with increased workforce diversity:g • Mentoring programs have been highly effective in moving white and Afri can American women and African American men into management. • Culture audits and surveys of workers have resulted in increases in white and African American women in management, whereas they show mixed effects in non-R&D industries.
|
From page 157... ...
. Building Capacity: The Study of Impact of The James Irvine Foundation Campus Diversity Initiative.
|
From page 158... ...
. FOCUS ON RESEARCH BOX 4-9 Top Research Articles on the Effects of Bias on Evaluationa Each of the 19 institutions that have received NSF ADVANCE grants were asked which research publications have proven most effective in their institutional transformation projects.
|
From page 159... ...
. A powerful way to reduce evaluation bias has been to bring to the attention of those performing evaluations -- including provosts, department chairs, and search committees -- the research in the field (Box 4-9)
|
Key Terms
This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More
information on Chapter Skim is available.