Outline:
1. Being mistaken for the secretary
2. Being mistaken for the tea lady
3. Being called a “good girl”
4. Being accused of menstruation when voicing a firm opinion
5. Being asked if ‘a man is available instead’
6. Having an idea ignored only to be repeated by a male colleague five minutes later to interest and applause
7. Being asked about childcare plans
8. Being considered a ‘maternity risk’
9. Being accused of ‘baby brain’
10. Avoiding wandering hands
Gender Equality should be Part of Basic Science Training
– See more at: http://www.scidev.net/global/gender/opinion/gender-equality-should-be-part-of-basic-science-training.html#sthash.ql4Ix7bh.dpuf
07/01/2014 – Chris Strowers / Panos
“Consider an architect’s training. Part of it involves learning the technical requirements for buildings, the codes and standards established by the profession as well as those required by law. For example, one would never imagine that an architect’s training is adequate if she has not learned about the legal requirements associated with disability access.
Now take this model and transfer it to science. Like other aspects of science — such as research integrity — that constitute core values, norms and behaviour, gender equality should be part of any scientist’s basic training. It should also be part of the culture and ethos of science. “
Now take this model and transfer it to science. Like other aspects of science — such as research integrity — that constitute core values, norms and behaviour, gender equality should be part of any scientist’s basic training. It should also be part of the culture and ethos of science. – See more at: http://www.scidev.net/global/gender/opinion/gender-equality-should-be-part-of-basic-science-training.html#sthash.ql4Ix7bh.dpuf
Now take this model and transfer it to science. Like other aspects of science — such as research integrity — that constitute core values, norms and behaviour, gender equality should be part of any scientist’s basic training. It should also be part of the culture and ethos of science. – See more at: http://www.scidev.net/global/gender/opinion/gender-equality-should-be-part-of-basic-science-training.html#sthash.ql4Ix7bh.dpuf
Source: www.scidev.net/global/gender/opinion/gender-equality-should-be-part-of-basic-science-training.html
Source: www.newyorker.com/science/maria-konnikova/lean-out-the-dangers-for-women-who-negotiate
Quotes:
“Attempting to negotiate can make anyone seem less nice, Bowles repeatedly found. But it’s only women who subsequently suffer a penalty: people report that they would be less inclined to work with them, be it as coworkers, subordinates, or bosses. The effect is especially strong, Bowles has found, when people observe women who engage in salary negotiations.”
“… when, despite the odds, women find themselves in leadership positions. Female leaders who try to act in ways typically associated with male leaders—assertive, authoritative, directive—are seen far more negatively than males.”
“One new study even suggests that some of the discrimination effects in the workplace aren’t the result of bias against women so much as bias in favor of men. It doesn’t matter what personal characteristic we’re talking about—gender, race, social background. Like attracts like. In-groups reward their own.”
“What we’ve found is that ambiguity facilitates the potential for gender effects and for stereotyping people. It leads people to preconceived notions … transparency has the opposite effect. It’s a healthy way of changing things without having to change the world.”
“No social-science study can tell a woman what to do in any particular negotiation. The variables are too complex. And to suggest that women should be wary of asserting themselves in the workplace would be like telling Rosa Parks not to sit in the front of a bus. But, for now, any negotiation in which gender is involved remains a careful, precarious balancing act.”
Source: www.theguardian.com/sustainable-business/women-leadership-companies-equality-jobs
Quotes:
“A compelling new study shows that top global companies in Asia, Europe and the US have advanced little beyond mere tokenism when it comes to placing women in leadership roles.”
“Men hold 83% of the executive committee positions within top US companies, leaving 11% of women in staff roles and 6% in line roles. In Europe’s top 100 companies, the situation for women was even less promising. Men hold 89% of executive committee jobs; women hold 6% of staff roles and 5% are in line roles. The gender balance was even worse in Asia, where men hold 96% of senior roles, leaving 3% of women in staff roles and 1% in line roles.”
“If companies want to balance, those in power must lead the change, reframe gender balance as a business not a women’s issue. … Not advancing women into leadership roles is sad for the women talent, but also tragic for the company which faces an unfortunate loss of talent, creativity and innovation.”
“We need a new model for leadership that eliminates the depressing syndrome of ‘the second’ and instead places greater value on those who lead more with emotional intelligence than with ego,” he adds. “Who says that coming top is the best and only option for all aspiring leaders?”
Global Trends on Gender Ratios in Science & Engineering
– Explore the global landscape of female researchers (Data obtained 25/03/2014)
– Poor nations lead the way in gender equality in research (27/05/2014)
Source: www.nytimes.com/2014/04/06/technology/technologys-man-problem.html
Quotes:
Among the women who join the field, 56 percent leave by midcareer, a startling attrition rate that is double that for men, according to research from the Harvard Business School.
A culprit, many people in the field say, is a sexist, alpha-male culture that can make women and other people who don’t fit the mold feel unwelcome, demeaned or even endangered.
Computer science wasn’t always dominated by men. “In the beginning, the word ‘computers’ meant ‘women,’ ” says Ruth Oldenziel, a professor at Eindhoven University of Technology in the Netherlands who studies history, gender and technology. Six women programmed one of the most famous computers in history — the 30-ton Eniac — for the United States Army during World War II.
But as with many professions, Dr. Oldenziel said, once programming gained prestige, women were pushed out.
… (read more at the source.)
Quotes:
“Strenuous efforts are being made to get girls to consider science, engineering and mathematical careers. … But further down the line, there are a large number of disillusioned women leaving science and academia. What are we doing about that?”
Larivière, Ni, Gingras, Cronin & Sugimoto
Nature Comment, 11 December 2013
“Cassidy R. Sugimoto and colleagues present a bibliometric analysis confirming that gender imbalances persist in research output worldwide.”
Source: www.nature.com/news/bibliometrics-global-gender-disparities-in-science-1.14321
By Mona Mourshed, Ali Jaffer (Sept 2013)
This is a McKinsey report recrutment of STEM graduates, with an emphasis of the gender disparity across a few countries.
Source: www.mckinsey.com/insights/social_sector/how_to_attract_us_women_to_the_sciences
Source: www.theguardian.com/women-in-leadership/2013/aug/06/benevolent-sexism-holding-women-back
Quote:
“Two types of sexism prevail: overt and benevolent. Overt (aka hostile) sexism – like the exclusionary Muirfield policy – is easy to spot, especially in parts of the world where we have seen the most progress towards equality. Reasonable people call it for what it is – the belief that women are not equal to men, and due to their ‘second class’ existence, should not mind being ignored, excluded, violated, you name it.
Benevolent sexism is different – it is seemingly innocuous but is just as damaging and far more enduring.
The belief that women are kinder, more moral, more fair, more nurturing, and generally, more virtuous than men seems positive on the surface.
In reality, these benevolent stereotypes hurt women because they maintain inequality. Whether she’s the “little lady” or the “woman behind the man” or the soothing creature who exists simply to make men nicer, woman’s “natural” goodness becomes a rationale for why she should be protected from activities and occupations that require stereotypically “macho” qualities.
In the workplace, all sexism, both overt and benevolent, thwarts women’s opportunities to contribute …”
“It’s everyone’s job to tackle sexism, like racism, wherever it appears … As Benjamin Jealous, president of the NAACP commented, “Ultimately, only men can end sexism, and only white people can end racism.” Men must step up”