Years ago, one of us delivered a class on sexism, presenting three of the most common ways society subtypes women: warm but incompetent, sexy but incompetent, and competent but cold. After class, two female students asked to meet privately and described a game called MFK that was played during the initial semester of their first year. Male students passed around a list of female peers, categorizing by what they would do to each: marry (warm but incompetent), the f-word (sexy but incompetent), or kill (competent but cold). The list was mysteriously leaked so that female students learned their place. The students wanted to know whether the research described in class had been inspired by the game. (We’ve since learned that this game is popular across universities.)
Mansplaining has become one of the defining phenomena of the 21st century, and its pedantic tentacles touch everything from the last presidential campaign to online riffs about how women just can’t “get” Rick and Morty.
Gender disparity in the workplace is apparent across most every field. It’s no secret that female representation is especially lacking in leadership roles and jobs related to STEM (Science, Technology, Engineering, and Math). However, a new study has a promising solution for keeping more women in the STEM field: woman-to-woman mentorship.
Damaging gender stereotypes are ingrained from the age of 10. That is the conclusion of the first study to draw together data from high, middle and low-income countries across different cultures about how “tweenagers” perceive growing up as a boy or girl.
Being a female entrepreneur in India is a challenge like no other. According to the National Sample Survey Organization’s Sixth Economic Census, only 14% of Indian businesses are led by women, most of which are either small-scale or self-financed. While women form a significant part of the Indian workforce, a breakthrough number of women-led businesses is yet to develop.
After revelations of harassment and bias in Silicon Valley, a backlash is growing against the women in tech movement.
SEXISM is among the prime suspects for the scarcity of female professors. Yet proving that bias against women is widespread in academia—or even exists at all—is tricky. But a forthcoming paper in the Journal of the European Economic Association rises to the task.
A new network has been set up to support women scientists who find themselves isolated in senior positions.
Are women and men perceived and treated equally in science? Do we still need special programs to support female scientists? This is what science tells us!
Their stories came out slowly, even hesitantly, at first. Then in a rush.
Increasing numbers of women study science - over half of Welcome Trust-funded PhD studentships are now awarded to women. But women are still dramatically underrepresented in the science and engineering workforce, and spectacularly so in leadership roles.
A blog for women researchers to write about their work and the issues that affect it.
It is no secret that there is a significant gender gap in science and tech roles, but have recent movements aimed at raising the profile of women in research made any difference at all?
Our culture has long expected that women will be kind, and leaders will be authoritative. So what's a female leader to do when she confronts these conflicting stereotypes?
Overt discrimination in the labor markets may be on the wane, but women are still subtly penalized by all sorts of societal conventions. How can those penalties be removed without burning down the house?
A few years ago, Heather Marie, the founder and CEO of the e-commerce platform Shoppable, attended a conference that matched entrepreneurs with potential investors. She’d set up a few meetings, and one of them, she says, went like this: When she asked whether or not the investor had seen the background on her company, he replied, “No, I didn’t. Actually, I’ve got to be honest with you — I didn’t look into it at all. I just took the meeting because you’re hot.” Marie ended the meeting quickly. “He was being completely disrespectful, wasting my time and wasting my money,” she says.
The Make the Change: Women in STEM talk at Istuary Innovation Group [focused] on the need for employers to make proactive decisions to build a more diverse, inclusive workforce.
Female peer mentors early in college increase women’s positive academic experiences and retention in engineering
The scarcity of women in the American science and engineering workforce is a well-recognized problem. However, field-tested interventions outside artificial laboratory settings are few. We provide evidence from a multiyear field experiment demonstrating that women in engineering who were assigned a female (but not male) peer mentor experienced more belonging, motivation, and confidence in engineering, better retention in engineering majors, and greater engineering career aspirations. Female mentors promoted aspirations to pursue engineering careers by protecting women’s belonging and confidence. Greater belonging and confidence were also associated with more engineering retention. Notably, grades were not associated with year 1 retention. The benefits of mentoring endured beyond the intervention, for 2 y of college, the time of greatest attrition from science, technology, engineering, and mathematics (STEM) majors.
College students, especially women, demonstrated negativity toward math and science relative to arts and language on implicit measures. Group membership (being female), group identity (self = female), and gender stereotypes (math = male) were related to attitudes and identification with mathematics. Stronger implicit math = male stereotypes corresponded with more negative implicit and explicit math attitudes for women but more positive attitudes for men. Associating the self with female and math with male made it difficult for women, even women who had selected math-intensive majors, to associate math with the self. These results point to the opportunities and constraints on personal preferences that derive from membership in social groups.
Engineering is the most male-dominated field in STEM. It may perhaps be the most male-dominated profession in the U.S., with women making up only 13% of the engineering workforce
A short Gender Bias presetnation by Victoria RoseChasko.
We teach girls that they can have ambition, but not too much ... to be successful, but not too successful, or they'll threaten men, says author Chimamanda Ngozi Adichie. In this classic talk that started a worldwide conversation about feminism, Adichie asks that we begin to dream about and plan for a different, fairer world -- of happier men and women who are truer to themselves.
In this Viewsnight, Journalist Angela Saini argues that it’s easy for prejudice to affect research and that science has been tainted by sexism for hundreds of years.
The engineering sector, as with much of the STEM sector, suffers from a woeful lack of female talent. The Institution of Engineering and Technology’s #9percentisnotenough campaign aims to encourage and support employers to attract and retain more skilled women, and reduce the impact of skills shortages in years to come.
Body language affects how others see us, but it may also change how we see ourselves. Social psychologist Amy Cuddy argues that "power posing" — standing in a posture of confidence, even when we don't feel confident — something impacts women more than men.
Did I Just Take a Bunch of NASA Tank Tops from the Boys Section & Put then in the Girls Section? Yes, Yes I did.
They act as a “social vaccine” that protects female students against negative stereotypes and gives them a sense of belonging.
Dr. Julia Files was the only woman onstage with three male physicians and a male moderator. Each doctor had given a presentation on his or her area of expertise, and the event—a large and formal meeting with about 500 people in attendance—was coming to a close. The moderator then thanked Dr. So-and-So Man, Dr. Such-and-Such Guy, Dr. This-and-That Dude. And he thanked Julia.