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This article presents findings and recommendations for addressing the under-representation of women in academic science and engineering. It highlights the need to overcome biases, reform evaluation criteria, and change organizational structures. The recommendations extend to universities, leadership roles, and other players in the field. Additionally, it suggests policies for combining a faculty career with caring responsibilities.
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Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering Lotte Bailyn HGWISE March 8, 2007
Findings • Women have the drive and capability to succeed in science and engineering • The problem is not simply the pipeline
If not biology or pipe line – what? • Most people – men and women – hold unexamined biases • Evaluation criteria contain arbitrary and subjective components that disadvantage women • Academic organizational structures and rules contribute significantly to the under- representation of women in academic science and engineering
Recommendations • Concerted effort on all sides • Emphasis on accountability based on data • External monitoring body • Use of social science data on bias • Gender (racial/ethnic) eye on existing practices and procedures
Universities • Trustees, university presidents, and provosts • Clear leadership in changing institutional culture and structure • Deans, department chairs, and tenured faculty • Take responsibility for attracting women and creating a productive environment for all
Other Players • Inter-university monitoring organization • Scientific, professional, and honorary societies • Journals • Foundations and federal funding agencies • Government
Combining a Faculty Career with Caring Responsibilities • Policies for flexibility across life course • Child-care and elder-care grants for conference and meeting attendees • Use of grant monies for dependent care expenses • Funding mechanisms for support during care giving, including extending grant support
