Quotes:
Sexism in the workplace is used by men “as a bonding experience”, an academic and expert on gender at work has said.
Paula Nicolson, emeritus professor of health and social care at Royal Holloway University, has also said women risk making “powerful enemies” if they object every time their male colleagues make “anti-women remarks”.
Source: uk.businessinsider.com/coolest-women-in-science-2015-7
1. Cori Bargmann is uncovering the causes of neurological conditions such as Alzheimer’s and autism.
2. Cynthia Kenyon is developing ways to help us live longer and healthier lives.
3. Elizabeth Holmes developed a groundbreaking blood test that will transform the future of healthcare.
4. Emily Levesque is discovering the hidden mechanisms driving the formation and collapse of massive stars and galaxies.
5. Helen Fisher is an expert on love, relationships, and sex.
6. Holley Moyes explores caves and examines artifacts to understand the rituals of ancient people.
7. Jennifer Doudna’s discovery could cure tons of diseases — or create superbabies.
8. Jennifer Eberhardt is improving race relations between police and the communities they serve.
9. Karen King decrypted a third-century message and helped set history straight.
10. Katherine Freese developed a revolutionary theory about a new kind of star.
11. Katrin Amunts is building a 3D map of the human brain.
12. Maryam Mirzakhani is helping us understand the complex mathematical relationships that govern twisting and stretching surfaces.
13. Nina Tandon is using stem cells to grow human bone — potentially changing how 900,000 surgeries a year are performed.
14. Sara Seager has discovered more than 700 new planets.
15. Sonja Lyubomirsky can teach you how to be happy.
More details at uk.businessinsider.com/coolest-women-in-science-2015-7
Source: www.nytimes.com/2015/06/13/business/dealbook/overcoming-the-confidence-gap-for-women.html
Quotes:
“…the consulting firm Zenger Folkman studied 16,000 of them – two-thirds men, one-third women – as well as their managers, subordinates and peers. … Women rated better than men on 12 out of 16 competencies. These included “takes initiative,” “drives for results” and “stretches for results,” all traditional measures of effective leadership. They also included every one of the more human competencies — “practices self-development,” “develops others,” “motivates and inspires others,” “builds relationships” and “collaboration and teamwork. … Interestingly, the female leaders in the Zenger Folkman study were rated about equal with the men when it came to solving problems and analyzing issues. The only competencies in which men rated higher than women were technical expertise, innovation and a strategic perspective about the outside world and other groups.”
“… the organization Catalyst found that companies with the highest representation of women in top management consistently experienced better financial performance than the group of companies with the lowest.”
“Nearly two-thirds of the 3,000 professional and college-age women in the KPMG study expressed a desire to someday become senior leaders. Only 40 percent were consistently able to envision themselves as leaders. While men often overvalue their strengths, women too frequently undervalue theirs.”
“Two-thirds of the women in the KPMG study felt they had learned their most important lessons about leadership from other women, and 82 percent of working women in the study believed that networking with female leaders would help them advance their careers. Even so, four out of five women did not feel comfortable asking for mentors.”
Source: www.theguardian.com/us-news/2015/may/28/class-of-2015-income-inequality-jobs
Excerpts:
“This year, young male graduates can expect to earn on average $19.64 an hour – all of 20 cents higher than in 2000. Women, on the other hand, are likely to earn $16.56, which is more than $3 less than their male counterparts and $1.18 less than what they were likely to earn in 2000. On the bright side, that means that women who graduate from college earn about 84 cents for every dollar that male college graduates do. That’s better than the 78 cents earned by all women for every dollar earned by men.”
“It’s interesting that women have been pursuing college in greater numbers to improve economic prospects, but we see that their wages have gone down.”
“Some wage-gap deniers insist that the wage disparity between the genders stems from women’s choice of careers – for example, women are more likely to pursue degrees in education, social work, healthcare, arts and communications, while men are more likely to study computer science and engineering.”
Excerpted from the QMUL and Barts websites:
The School of Medicine within Queen Mary University of London (QMUL) is the recipient of a silver level award in the latest round of the Athena SWAN Charter awards.
The medical school – named Barts and The London School of Medicine – had previously obtained bronze status in 2013 and since then have continued to implement a significant record of activities to support gender equality and demonstrate the impact of good practices.
Professor Amrita Ahluwalia, Vice-Chair of the School of Medicine Athena Swan Working Group at QMUL, said: “Medicine and other related biomedical science subjects have traditionally suffered from an under-representation of women which becomes evident as one climbs higher on the career ladder. The Athena SWAN Awards have been instrumental in enabling universities to address the gender imbalance and identify the barriers facing women in the workplace.”
Professor Nick Lemoine, Chair of the School of Medicine Athena Swan Working Group at QMUL, added: “Achieving an Athena SWAN Silver award is an impressive achievement and recognition of how far the School of Medicine has come in the last few years. Our goal is to continue building on this success so we can cement our position as a school which has equality firmly engrained in its culture and celebrates the role of women in science and medicine.”
To see the winning application, follow this link
http://www.smd.qmul.ac.uk/Documents/athenaswan/139006.pdf
Learn more about the Athena SWAN Charter at QMUL at
http://www.hr.qmul.ac.uk/equality/athenaswancharter
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| Tweet from twitter.com/throthberghofer/status/592983514565496832/photo/1 |
Professor Stan Scott of Queens University Belfast’s
School of Electronics, Electrical Engineering and Computer Science speaks on “Athena SWAN: Challenges and opportunities” at the Council for Professors and Heads of Computing Conference at Queen Mary University of London.
Pointing out that 51% of the population are women, and only 14% are vice chancellors of universities, and 23.6% registrants for the current CPHC conference, the presentation started out by reiterating the claim that women are the largest untapped reservoir of talent in the world.
Bachelor students in Informatics number 835,000. The percentage of women students studying informatics BSc degrees is around 15% in the UK and about 30% in Turkey. The figure is 20% for MSc degrees in the UK. In the US, there is a downward trend starting in the early 80s, corresponding to the introduction of the personal computer, possibly due to marketing.
Professor Scott proceeded to give a brief history of Athena SWAN in the UK. The Equality Challenge Unit was launched on 22 June 2005, with the first awards conferred 2006. There are now 128 Athena SWAN members (6 Silver, 80 Bronze). The exercise will extend to Arts, Humanities, Social Sciences, Business, and Law in April 2015. In January 2013, Research Councils UK sent a letter to vice chancellors throughout the UK saying that those in receipt of RC funding must embed equality and diversity in all aspects of research practice as evidenced by participation in schemes such as Athena SWAN, Project Juno, Investors in People, Stonewall Diversity Champions.
He then shared Queen’s University Belfast’s experience with achieving and keeping the Silver award. The university itself has an institutional Silver award that was recently renewed; two schools have Gold Awards (Psychology and Biological Sciences), and nine Silver. Key to their success has been significant institutional support, Head of School support and an enthusiastic and committed SAT, and SWAN Champions and role model. Each school has two Champions, at the university level, there is a SWAN Champions Group, and at the management level, there is a SWAN Steering Group, which reports to, and receives guidance from, the vice chancellor.
The School, which is large and spread out over three buildings, had set out as its mission three goals: (1) to create a culture that attracts women students and staff; (2) to remove obstacles to women joining and staying; and, (3) to integrate gender equality and wider diversity into all aspects of school business. The SAT consisted of a gender balanced collection of Professors, lecturers, a senior engineer, students (UG and PGR), business and school managers, and administrative and marketing staff. Key SWAN themes included attracting women students and staff, career advice and support to women students and staff, making the school a good place to study/work for women students and staff. Example activities included an audit of the website and brochures to ensure that they are women friendly, providing women applicants with information on SWAN activities, introducing a staff charter making clear what what staff can expect from line managers and vice versa, providing leadership training and development, maintaining a staff mentoring scheme, and scheduling events in support of employee wellbeing.
In conclusion, Professor Scott points to the fact that the problem remains that very few women apply to academic positions in electronic and electrical engineering and computer science. There needs to be rigorous review and placement of advertisements, unconscious bias training for all staff, and active promotion of flexible working and part-time positions.
“And What Do You Do? – Helping women in science stay and progress in their scientific fields”
Are these the words you dread hearing, at any gathering, be it social or work related? Come to this practical 2-hour workshop on Friday, 24 April, 1:30pm-3:30pm, in Arts One, Room 1.28 (Mile End Campus) and leave confident about talking to people about your work and opening up new opportunities for your career.
This session is delivered by Adelina Chalmers, guest lecturer at Cambridge University Judge Business School, who is a natural connector and an expert at transforming abstract information into engaging, memorable presentations.
Registration is necessary: book CAPD course RW213 online at http://goo.gl/oWS4iK
UK parents can now share leave following the birth or adoption of a child:
BBC (5 Apr 2015): Shared parental leave law comes into effect
BBC (5 Apr 2015): How the UK’s rules on parental leave work
This next article compares parental leave rights around the world:
Guardian (29 Nov 2013): www.theguardian.com/money/shortcuts/2013/nov/29/parental-leave-rights-around-world
Women in Science
UNESCO Institute for Statistics
4/2/2015
This is a fantastic interactive map of global statistics for science. Data can be downloaded. (To check: whether “researchers” are included in these statistics).
THE analysis reveals progress in closing gap, but female academics still earn nearly £6K less than men.
Excerpts from the article:
“Female professors also lose out in the pay stakes as they are paid 5.8 per cent less than men over the UK as a whole, according to Hesa figures. That deficit rises to 6.6 per cent in Scotland, 8.4 per cent in Wales and 10.8 per cent in Northern Ireland. It is 5.4 per cent in England.”
“The biggest pay differential for professors occurs at St George’s, University of London, where women are paid on average 19 per cent less than men, while female academics at the medical school are paid 17 per cent less. …”
“When academics of all kinds are considered, City University London had the highest pay gap among larger universities with an 18.4 per cent difference – equivalent to £12,222. …”
“King’s College London, where female academics are paid about £10,000 less than men on average (18.2 per cent), said that it is “working hard to understand the reasons for our gender pay gap”.”
Read more at https://www.timeshighereducation.co.uk/news/ucu-calls-for-wage-audits-as-gender-pay-gap-endures/2019452.article.