That’s how long it will take before the number of women on scientific papers is equal to the number of men.
In prior research, the Center for Talent Innovation (CTI) found that women leave STEM fields in droves: 52% of highly qualified women working for science, technology, or engineering companies leave their jobs. And the cultures surrounding women in STEM have been shown, time and again, to be particularly challenging. Yet some female leaders have managed to build highly successful careers with degrees in STEM disciplines. How did they do it? A new research study from CTI uncovers six differentiators of success for women in STEM. Those differentiators are, in fact, strategies that all women in STEM could employ to achieve success, regardless of how supportive — or hostile — their company cultures may be. They include telegraphing confidence; being bold and ensuring that they’re not overlooked; leveraging their network; building up protégés by sponsoring someone at their company; remaining authentic; and honing a personal brand. For women who want to become power players today, embracing and embodying these success factors can help.
Women occupy too few leadership positions among STEM businesses, including healthcare companies, but it’s not a pipeline problem, according to new report from the Association for Women in Science.
Instead, the report says, there are systemic issues in the science and tech world—including the programs meant to help early-stage entrepreneurs and foster venture capital investments—making it harder for women to rise to the top.
Seventy percent of mothers with children under the age of 18 are in the U.S. workforce. Research shows that the wage gap between mothers and women without children is even larger than the gender wage gap.
Some of this gap exists due to persistent social biases against mothers. The good news is, research has shown that when businesses implement specific interventions, workplaces improve for all women, including mothers.
In honor of Mother’s Day, the National Science Foundation (NSF) spoke with Shelley Correll, professor of sociology and organizational behavior at Stanford University and director of the Clayman Institute for Gender Research. Correll is a leading expert on gender and motherhood in the workplace and has worked with businesses to test and implement solutions to problems of gender equity. Her work has been supported by the NSF Social, Behavioral, and Economic Sciences Directorate (SBE).
A nationwide project is surveying the experiences of LGBTQ+ scientists to find out
Confetti swirled around me as I thumbed the edges of the bright pink button. “We come out every day,” it read. Round and glossy, it was the San Francisco Chronicle’s cheeky nod to the city’s annual LGBTQ+ Pride parade.
As a science journalist, I tell stories and unravel mysteries about our planet and its processes. I reveal truths. But some truths—personal ones—are more difficult to grapple with.
I had just moved to San Francisco after graduating college, and I wanted to attend a Pride event for the first time. I didn’t know anyone else in the city who openly identified as queer, and was not yet out to my coworkers. So I went alone. I’ve often felt isolated in my bisexuality—tucked in the space between two communities—not quite gay and not quite straight. I’ve struggled with these feelings since I began college in 2010.
In this sense, I know I’m not alone. I am incredibly fortunate to have always lived, worked and studied in communities that were safe and supportive. But so many of my peers in STEM’s LGBTQ+ community are not as lucky.
Ahna Skop, PhD, DSc
University of Wisconsin-Madison
Madison, WI 53706