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How to Succeed in Science, According to Some of the World's Brightest Female Scientists
Somewhere out there, a little girl is in total awe of the beauty and power of science. She loves her GoldieBlox, is testing out Girls Who Code and along the way internalized the message that girls belong in science. Unfortunately, there’s a good chance she won’t make her passion into a career. Although a better job has been done to encourage girls to take up the road to a STEM (science, technology, engineering and math) career, we’ve failed to fix the potholes that derail them once they are there. Women are still leaving the STEM fields in droves, despite being equally intellectually capable. A recent study on the status of women in science highlights this phenomenon; despite an influx of women in science careers, many leave within 10 years. The study shows they still love science, but they leave because of the masculine culture, feelings of isolation and a lack of support.
Posted on 09 Dec 2014
Diversifying gender in Engineering faculty
Davidson, a Weiss professor in the Computer and Information Science department of the Engineering School, laments that being a minority - a female faculty member among mostly males - has added obstacles to her academic career. “If you’re aggressive as a women you’re seen as nasty, [and] it is hard to be in control of a class and not be perceived as being aggressive,” Davidson said. She is one of the few women on the Engineering School’s faculty, which is around 13.5 percent female overall.
Posted on 03 Dec 2014
How Women Entrepreneurs Can Accelerate to Break Out Growth
Only 3-5% of startups are led by women. Even though the number of women-led startups is tiny, they tend to be highly successful when they have access to resources. Kaufman report described in Bloomberg BusinessWeek found that ''…women - led high tech start-ups are ''…more capital - efficient, achieve 35% higher return on investment, and - when venture-backed - generate 12% higher revenue than male-owned tech companies…''
Posted on 03 Dec 2014
Gendered Wording’s Impact on Awards and Recognition
Adjectives used to describe potential candidates in awards solicitations and nominees in letters of recommendation can influence perceptions about what an award winner should “look like”. When awards solicitations contain male-associated words, for example, women are less likely to consider themselves eligible for the award, and are less likely to be nominated. Similarly, letters of recommendation for men are typically longer and include more ability, standout, and research words; while letters for women are shorter and contain more teaching and grindstone words, in addition to references to personal attributes.
Posted on 13 May 2013
Comparing the World's Glass Ceilings
Despite all the complaints about the glass ceiling, the United States is actually doing a relatively good job of getting women into high-achieving jobs. Other developed countries have much more family-friendly labor policies than the United States does. The United States is one of only a handful of countries in the world (rich or poor) that do not offer paid maternity leave, for example. And while prominent American companies like Yahoo and Best Buy are banning work-from-home arrangements, European Union countries have legislated that parents can request part-time, flexible or telecommuting arrangements without penalty. In some countries, employers are not allowed to say no to these requests, and in places where they can, there’s often a pretty involved process required to justify the refusal. Some places, like Germany and Spain, also require companies to keep a job open for an employee on parental leave for as long as three years.
Posted on 10 Apr 2013
Diversity programs give illusion of corporate fairness
Diversity training programs lead people to believe that work environments are fair even when given evidence of hiring, promotion or salary inequities, according to new findings by psychologists at the University of Washington and other universities. The study also revealed that participants, all of whom were white, were less likely to take discrimination complaints seriously against companies who had diversity programs. Workplace diversity programs are usually developed by human resource departments to foster a more inclusive environment for employees, but aren’t typically tested for their effectiveness. Nonetheless, their existence has been used in courtrooms as evidence that companies treat employees fairly.
Posted on 10 Apr 2013
Women Have Better Decision-Making Abilities Than Men, Make Better Corporate Leaders
It might be the most fool-proof argument for ending the disparity between men and women in the boardroom: A new study finds that women just might run a company better. The study, published in the International Journal of Business Governance and Ethics, surveyed 600 board directors (75% of them were male) and found some striking differences between the way men and women make decisions in corporate settings: the men opted to make decisions based on tradition, rules, and regulations, while the women tended to shirk tradition, consider the interests of all stakeholders, cooperate, and be more inquisitive.
Posted on 10 Apr 2013
Gender Bias Found in How Scholars Review Scientific Studies
A scientist's gender can have a big impact on how other researchers perceive his or her work, according to a new study. Young scholars rated publications supposedly written by male scientists as higher quality than identical work identified with female authors. The research found that graduate students in communication - both men and women - showed significant bias against study abstracts they read whose authors had female names.
Posted on 10 Apr 2013
Chelsea Clinton and More Tech Entrepreneurs
Riding the tailwinds of the “lean in” movement, Chelsea Clinton and a panel of female tech entrepreneurs urged the Women in the World audience to encourage more girls to study computer science - and take over Silicon Valley.
Posted on 10 Apr 2013
Women Do not Negotiate Because They are Not Idiots
Women do better in situations with “low structural ambiguity”: where there is more information and lower uncertainty about the potential salary range and appropriate norms for negotiation. Linda Babcock herself, the author of the studies that gave rise to the “women don’t ask” industry, has shown that women don’t negotiate for a very simple reason: they sense correctly that it will hurt them if they do. Babcock and her colleagues found that women don’t negotiate their initial salaries as much as men. No doubt you’ve heard that. This finding has received a wild amount of coverage in the press. What you probably haven’t heard is what happens when women do negotiate. Often, they end up worse off than if they’d kept their mouths shut.
Posted on 11 Mar 2013

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