Evidence-Based Interventions for Addressing the Underrepresentation of Women in Science, Engineering, Mathematics, and Medicine Proceedings of a Symposium–in Brief (2020) / Chapter Skim
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Evidence-Based Interventions for Addressing the Underrepresentation of Women in Science, Engineering, Mathematics, and Medicine: Proceedings of a Symposium - in Brief
Evidence-Based Interventions for Addressing the Underrepresentation of Women in Science, Engineering, Mathematics, and Medicine: Proceedings of a Symposium - in Brief
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Mae Jemison, chair, Committee on Addressing the Underrepresentation of Women in Science, Engineering, and Medicine, added that the current National Academies committee examining this issue focusses on understanding the basis for effective solutions to address the underrepresentation of women in STEMM, including what facilitates and hinders the scaling and adoption of these solutions. Further, the committee will continue to examine the intersection of race and gender by considering the accumulated research on specific barriers faced by women of color in STEMM as well as the research on policies and practices that have had an impact on their representation.
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, University of Wisconsin-Madison. For example, Fine discussed the positive impact of evidence-based initiatives to address gender disparities, including hiring workshops for faculty search committees, climate workshops for department chairs, and bias literacy workshops to address gender bias and promote diversity and inclusion.
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Work-life flexibility programs, such as part-time career paths, teaching relief, and tenure extensions as well as child care programs showed strong effects for all groups of women. Christenson also described the Academic Biomedical Career Customization tool, developed at Stanford University.
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Compounding these issues, there are few role models, mentors, or culturally competent advisory supports in STEMM in academia, and an implicit discouragement of using family leave policies. She discussed approaches for addressing some of these issues, including changing the cultural norms of the "ideal worker" by, for example, implementing training for culturally competent mentoring; honoring family leave policies; enforcing strict policies against discrimination and harassment; and sponsoring more research on women of color and career-life balance in STEMM workplaces.
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INTERSECTING IDENTITIES IN STEMM Kimberly Griffin, associate professor, higher education, student affairs, and international education policy program, University of Maryland, dis- Intersectionality is "the cussed research on the intersectionality of race, gender, and ethnicity related processes through which multo STEMM. tiple social identities converge Understanding intersectionality requires an acknowledgement that people and ultimately shape individual have multiple identities that inform decisions around their career path.9 This and group experiences .
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NIH also has working groups focused on diversity and culture change to end sexual harassment and a scientific workforce diversity office. The recently released Trans-NIH Strategic Plan10 includes women's health research as a key research goal.
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Iacono discussed the efforts of the Interagency Policy Group on Increasing Diversity in the STEM Workforce, which identified several best practices in this area, including implementing implicit bias training, conflict resolution, and promoting work flexibility. The group also identified several promising practices, such as diversity toolkits and emerging practices, e.g., unconscious bias training for search committees, and hiring and promotions safeguards (see Figure 4)
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The statements made are those of the rapporteur or individual meeting participants and do not necessarily represent the views of all meeting participants, the committee, or the National Academies of Sciences, Engineering, and Medicine.
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