The UNESCO Institute for Statistics estimates that only around 30 percent of researchers worldwide are women (1). Similarly, according to the Economics and Statistics Administration of the US Department of Commerce only 24 per cent of STEM jobs are held by women (2), with individual disciplines like Engineering having a significantly worse gender bias. There’s also extensive literature on biases against women in STEM (3), affecting all aspects of academia, including hiring, publishing, citation counts and teaching. Given these disheartening statistics, it is clear that there is still a long way to go before we can even start thinking about gender equality in STEM.
Why am I, a man in STEM, writing about this? Because to me these statistics also show another thing: men, who are dominating these fields, have an obligation to support women in STEM and help level the playing field. But how can men help to facilitate change and support women in STEM? All the things I try to implement are the result of listening to women – who sacrificed their spare time to educate me – and taking their advice. Thus, maybe the single best, most actionable thing is this: step back, shut up, give women space, and listen to them.
We have a guest post from Dr. Michael Habib as part of our series on How Men Can Help. Michael is an Assistant Professor in Neurobiology at the University of Southern California where he teaches Clinical Human Anatomy and researches paleontology, biomechanics, robotics and comparative anatomy.
Sexism is rampant in many professions, and academia is no different. In the setting of universities, much of the ongoing sexism is not loud or obvious. Instead, there are persistent, subtle asymmetries in how men and women are treated on a daily basis. Academics, like myself, are often reticent to acknowledge and face the lingering sexism that exists in our workplaces, often under the illusion that our ivory tower is less susceptible. While it is true that some forms of harassment common in other work environments are rare in academics, plenty of problems remain. In many cases, problems arise because of a lack of perspective – comments that might seem perfectly innocent and complimentary to the speaker can have a negative impact in the wrong context. The negative repercussions are not limited to those on the receiving end of subtle sexism. In academia, those of us in the privileged classes can end up in trouble quite rapidly if we are too naive.
Last week we had our second STEM Women Hangout, from the series How Men Can Help.
Our guest was Dr Yonatan Zunger who spoke to us about how leaders can work to be more inclusive of women in their teams. Yonatan is the chief architect of social at Google, and he is in charge of everything ‘social’ at the company. He has an academic background, with a PhD in string theory from Stanford University. He was kind enough to join our discussion as himself, and not in an official capacity representing Google. This is a topic he is very clearly passionate about, as you can see from the video below.
Last week, STEM Women launched our YouTube Channel. We’ll be hosting a fortnightly Hangout on Air series that is live streamed every second Sunday. Our show will cover four major themes:
In the Spotlight: Highlights women’s careers in STEM;
STEM Parents: Advice on how to encourage young girls interested in studying STEM subjects;
Finding Solutions: Organisations & programs that actively target recruitment, retention & promotion of women; and
How Men Can Help: Practical ways that men can support gender inclusion from junior to senior levels.
Our first guest was Professor Jonathan Eisen who chatted about how male academics can help better recruit, retain, and include their women colleagues. Jonathan is a molecular biologist at University of California (UC) Davis. He’s also the Academic Editor-in-Chief for PLOS Biology. On his blog and social media, as well as through his professional activities, Jonathan is a passionate advocate of gender equality in STEM. Below is a summary of our discussion, centred on gender diversity and participation within academic conferences.