Underrepresentation In Science Research Articles

Empowering Diversity: Policies for Gender Equality in Stem Education and Workforce Progression in North Macedonia

Abstract The enduring global issue of women's underrepresentation in science, technology, engineering, and mathematics (STEM) fields carries significant implications for both societal advancement and economic growth. Despite the rise in women's enrollment in higher education, the persistent gender pay gap can be attributed in part to their limited presence in STEM domains, which tend to offer higher-paying career prospects. This study scrutinizes the impact of national policies on gender imbalances in STEM, focusing on the case of North Macedonia. It assesses existing measures and programs while proposing recommendations to foster gender parity in STEM both national and local scales. Employing a mixed research methodology, the study incorporates desktop research, statistical analysis of gender distribution in STEM fields, policy evaluations of national frameworks, and primary data collection through interviews and surveys.

A Person-Centered Approach toward Balanced Gender Identity in Emerging Adults: Associations with Self-Esteem and Attitudes about Education

Balanced identity theory (BIT) has played an important role in research examining women’s underrepresentation in science, technology, engineering, and mathematics (STEM). Yet, BIT’s main balanced-congruity principle has not been tested specifically for gender-science cognitions. Additionally, BIT’s predictions have been tested primarily from a variable-centered approach. The current study therefore examined whether (1) gender-science cognitions form a balanced identity configuration; (2) different identity profiles can be distinguished; (3) identity profiles differ in background characteristics, study motivation, and self-esteem. Dutch emerging adults (18–25 years old) enrolled in education (N = 318, 51% female) completed a gender-science Implicit Association Test (gender-science stereotypes) and questionnaires assessing felt similarity to males and females (gender identity), interest in science and liberal arts occupations (occupational self-concept), self-esteem, and study motivation and engagement. Hierarchical regression analyses revealed multiplicative interactions between gender-science stereotypes, gender identity, and occupational self-concept, providing evidence for a balanced identity configuration. Furthermore, latent profile analyses revealed three balanced identity profiles and two unbalanced profiles. Unbalanced identity profiles were characterized by non-Dutch ethnicity, lower educational level, and living independently without parents. The identity profiles did not differ in self-esteem and study motivation. Future research should examine the longer term consequences of unbalanced identity for academic and career pursuits.

Overcoming the gender bias in ecology and evolution: is the double-anonymized peer review an effective pathway over time?

Male researchers dominate scientific production in science, technology, engineering, and mathematics (STEM). However, potential mechanisms to avoid this gender imbalance remain poorly explored in STEM, including ecology and evolution areas. In the last decades, changes in the peer-review process towards double-anonymized (DA) have increased among ecology and evolution (EcoEvo) journals. Using comprehensive data on articles from 18 selected EcoEvo journals with an impact factor >1, we tested the effect of the DA peer-review process in female-leading (i.e., first and senior authors) articles. We tested whether the representation of female-leading authors differs between double and single-anonymized (SA) peer-reviewed journals. Also, we tested if the adoption of the DA by previous SA journals has increased the representativeness of female-leading authors over time. We found that publications led by female authors did not differ between DA and SA journals. Moreover, female-leading articles did not increase after changes from SA to DA peer-review. Tackling female underrepresentation in science is a complex task requiring many interventions. Still, our results highlight that adopting the DA peer-review system alone could be insufficient in fostering gender equality in EcoEvo scientific publications. Ecologists and evolutionists understand how diversity is important to ecosystems' resilience in facing environmental changes. The question remaining is: why is it so difficult to promote and keep this "diversity" in addition to equity and inclusion in the academic environment? We thus argue that all scientists, mentors, and research centers must be engaged in promoting solutions to gender bias by fostering diversity, inclusion, and affirmative measures.

How Effective are Female Role Models in Steering Girls Towards STEM? Evidence from French High Schools

Abstract We show in a large-scale field experiment that a brief exposure to female role models working in scientific fields affects high school students’ perceptions and choices of undergraduate major. The classroom interventions reduced the prevalence of stereotypical views on jobs in science and gender differences in abilities. They also made high-achieving girls in grade 12 more likely to enrol in selective and male-dominated science, technology, engineering and mathematics programs in college. Comparing treatment effects across the 56 role model participants, we find that the most effective interventions are those that improved students’ perceptions of science, technology, engineering and mathematics careers without overemphasising women’s under-representation in science.

Turning a blind eye? Removing barriers to science and mathematics education for students with visual impairments

With complex, visual concepts prevailing in science and mathematics curricula, these subjects are often inaccessible to students with visual impairments (VI), leading to their underrepresentation in science, technology, engineering and mathematics (STEM) careers. While researchers have identified strategies that can facilitate students with VI’s learning within special schools, less is known about how students with VI access science and mathematics within a mainstream context, even though this is where the majority are educated. This seems important to address given the additional barrier students with VI face within mainstream schools, including negative attitudes from mainstream teachers. Consequently, the current study was conducted to explore how students with VI’s access to and learning of science and mathematics can be improved within the mainstream context. Two interviews were conducted with qualified teachers of children and young people with vision impairment (QTVIs), revealing the importance of classroom adaptations, such as hands-on experience and increased lesson time, to facilitate students with VI’s learning of science and mathematics. These findings are discussed in relation to policy and practice, suggesting mainstream teachers should be trained to make small but effective adaptations in their teaching, and that students with VI are given the opportunity to learn skills needed to become independent learners.

Gender Bias in Stem Hiring: Implicit In-Group Gender Favoritism Among Men Managers

Women’s underrepresentation in science, technology, engineering, and mathematics (STEM) is related to the hierarchical social structure of gender relations in these fields. However, interventions to increase women’s participation have focused primarily on women’s interests rather than on STEM managers’ hiring practices. In this research, we examine STEM hiring practices, explore the implicit bias in criteria used by STEM managers, and suggest possible corrective solutions. Using an experimental design with 213 men and women STEM managers, we show that when evaluating a female candidate, women and men STEM managers apply differential selection criteria, with men demonstrating implicit in-group gender favoritism in their hiring decisions. Specifically, the ability to work long hours was a more important criterion for male managers when evaluating a female candidate, forming an implicit gender bias, whereas female managers gave greater importance to problem-solving ability, a more gender-equal criterion. Adding a personal note to the curriculum vitae stating that the candidate had hired a full-time nanny was useful in decreasing the importance of the ability to work long hours criterion for men managers. We suggest individual and institutional interventions to reduce this bias, as a path to increasing women’s participation in STEM.

Graduate School, Work, or Unclear? Gender Differences in Post-college Plans among China’s Recent College Students

Women are becoming the majority in China’s universities and colleges. This study examines gender differences in post-college plans of China’s college students under the new social context. Drawing on survey data from college students across 15 universities in Beijing, this study identifies a gendered post-college planning process. Descriptive findings show that the majority of students plan to go to graduate school, while women are less likely to have a graduate school plan and more likely to be unclear about their future than men. Multivariate analyses show that these gender gaps can be partly attributed to women’s underrepresentation in science, technology, engineering, and mathematics (STEM) fields. Moreover, family socioeconomic resources and anticipated parenthood timing are associated with post-college plans, and these associations are more pronounced among women. This paper discusses the implications of these findings for research on the formation of gender stratification in education and career in the global context of women’s progress in education.

U.S. Women Faculty in the Social Sciences Also Face Gender Inequalities.

There is a national interest in United States women’s underrepresentation in science, technology, engineering, and mathematics (STEM); however, gender inequality in the social sciences has not received similar attention. Although women increasingly earn postgraduate degrees in the social sciences, women faculty still experience gender inequities. Consistent gender inequities include slower career advancement, blunted salaries, unequal workloads, work-life conflict, systemic gender biases, underrepresentation in positions of power, and hostile work environments. Cultural biases suggest that once women have achieved parity, gender bias no longer exists. This review challenges that notion by providing evidence from social science domains in which women are well-represented but continue to face systemic gender biases. We examine cultural influences on gender representation and career advancement in psychology, economics, political science, sociology, and anthropology. We make interdisciplinary comparisons of career trajectories and salaries using national data, documenting patterns across the social sciences. For example, women economists face gendered standards in publishing, and women political scientists are less likely to have their work cited than men. Furthermore, data show that salaries become stagnant as the representation of women in these fields increases. These disparities reflect cultural biases in perceptions of women’s competence stemming from social role theory. We discuss best practices to address these problems, focusing on the ADVANCE organizational change programs funded by the National Science Foundation that target (a) improving academic climate, (b) providing professional development, and (c) fostering social networking. Federally supported interventions can reveal systemic gender biases in academia and reduce gender disparities for women academics in the social sciences.

Further divided gender gaps in research productivity and collaboration during the COVID-19 pandemic: Evidence from coronavirus-related literature.

Based on publication data on coronavirus-related fields, this study applies a difference in differences approach to explore the evolution of gender inequalities before and during the COVID-19 pandemic by comparing the differences in the numbers and shares of authorships, leadership in publications, gender composition of collaboration, and scientific impacts. We find that, during the pandemic: (1) females’ leadership in publications as the first author was negatively affected; (2) although both females and males published more papers relative to the pre-pandemic period, the gender gaps in the share of authorships have been strengthened due to the larger increase in males’ authorships; (3) the share of publications by mixed-gender collaboration declined; (4) papers by teams in which females play a key role were less cited in the pre-pandemic period, and this citation disadvantage was exacerbated during the pandemic; and (5) gender inequalities regarding authorships and collaboration were enhanced in the initial stage of COVID-19, widened with the increasing severity of COVID-19, and returned to the pre-pandemic level in September 2020. This study shows that females’ lower participation in teams as major contributors and less collaboration with their male colleagues also reflect their underrepresentation in science in the pandemic period. This investigation significantly deepens our understanding of how the pandemic influenced academia, based on which science policies and gender policy changes are proposed to mitigate the gender gaps.

What does gender has to do with math? Complex questions require complex answers.

Whether mathematics is a gendered domain or not is a long-lasting issue bringing along major social and educational implications. The females' underrepresentation in science, technology, engineering, and mathematics (STEM) has been considered one of the key signs of the math gender gap, although the current view largely attributes the origin of this phenomenon to sociocultural factors. Indeed, recent approaches to math gender differences reached the universal conclusion that nature and nurture exert reciprocal effects on each other, establishing the need for approaching the study of the math gender issue only once its intrinsic complexity has been accepted. Building upon a flourishing literature, this review provides an updated synthesis of the evidence for math gender equality at the start, and for math gender inequality on the go, challenging the role of biological factors. In particular, by combining recent findings from different research areas, the paper discusses the persistence of the "math male myth" and the associated "female are not good at math myth," drawing attention to the complex interplay of social and cultural forces that support such stereotypes. The suggestion is made that longevity of these myths results from the additive effects of two independent cognitive biases associated with gender stereotypes and with math stereotypes, respectively. Scholars' responsibility in amplifying these myths by pursuing some catching lines of research is also discussed.

The mirage of scientific productivity and how women are left behind: the Colombian case

ABSTRACT Equity, diversity and inclusion (EDI) in the workforce are paramount for the betterment of the scientific endeavor. Colombia is a country with great scientific potential, but also multiple long-lasting socioeconomical difficulties. Here, we provide a quantitative analysis of the temporal trajectories of gender parity in scientific publishing in Colombia. Data was dissected based on education level, researcher’s rank and research area, in order to elucidate differential patterns of scientific publishing. We controlled for gender-based differences in number of researchers by quantifying per capita scientific productivity. Our results show widespread gender disparity in scientific publishing persistent across time. Gender-based differences in per capita scientific publishing indicate that gender disparity persists even after controlling for differences in the number of researchers. Temporal trajectories revealed a decrease in women publishing in the medical sciences and a widening of the per capita publishing gender gap. Women senior researchers and women researchers with doctoral degrees had the lowest publishing participation within their group, suggesting access to postgraduate education or entering the workforce in themselves do not prevent women from being underrepresented. We highlight the need to understand the problem of underrepresentation in science and possible ways to address it beyond increasing the number of women researchers.

Why are Women Under-represented in STEM in Higher Education in Tanzania?

Women’s underrepresentation in Science, Technology, Engineering and Mathematics (STEM) has been documented worldwide. This study investigated the factors underlying women’s underrepresentation in STEM in higher education in Tanzania. The study employed a qualitative research approach that was informed by historical design. Data were collected through a systematic literature review and analyzed using a content analysis. Drawing from the literature, the study findings indicate that a lack of women’s participation in STEM is due to both socio-cultural and psychological factors. Sociological factors indicate that a patriarchal system and male dominance perpetuate gender inequality in STEM. Findings also indicate that cultural myths and beliefs that the science field is hard and that women are incapable of handling masculine activities hinder women from participating in science-related fields. The findings indicate further that a lack of laboratories in Tanzanian secondary schools force teachers to teach science subjects by using theories as an alternative to practical instruction. From a psychological point of view, evidence suggests that a lack of confidence among female students themselves regarding performance in science subjects hinders them from participating in STEM fields. It is recommended in this paper that if Tanzanian female students are to participate in science-related subjects in Higher Learning Institutions (HLIs), the government needs to orient them towards science subjects at the primary school level for them to build up an interest in science-related subjects. In addition, the training of science teachers remains imperative.

Gender Matters: The Role of Gender in Human and Machine Communication

Technology, including machines, is one of the forces that shapes our lives. As an example, all customer interactions are expected to be driven by Artificial Intelligence (AI) by 2025. The relationship between women and technology is complex and there are multiple aspects within the framework of machine and gender discourse. Firstly, gender relations inform and shape technology since gendered assumptions and norms dominated in society impact the design, development and production of technology. Secondly, women’s underrepresentation in Science, Technology, Engineering and Mathematics (STEM) fields have direct consequences since technology seems to be dominated by men. I argue that gender constitutes an integral part of technological production and requires attention. For this reason, the interlinkages between gender and technology should be integrated in discussions including machines. In this paper, my goal is to discuss these interlinkages and provide an overview on how machine and gender discourse have developed over the years. I aim to contribute to a greater understanding of machine and gender discourse in Turkey.

Peruvian Women’s Underrepresentation in Science and Technology: Strategic Guidelines

Women’s underrepresentation in science and technology (ST) has multiple complex reasons caused by cumulative effects at different stages in women’s lives. This is a relevant public policy issue for economic, social and ethical reasons that requires multiple solutions. In this sense, this study analyses the factors affecting Peruvian women’s participation in ST and proposes strategic guidelines to increase it. The originality of this article lies in studying this phenomenon, considering different stages of the career choice (access to education, career persistence and career progress) in a context that has not been previously studied, characterized by the highest female labour participation rate in Latin America. Semi-structured interviews were conducted with female students in high schools and universities, university professors in ST departments, professionals in ST careers, qualified researchers in ST institutions and ST experts. The information was encoded, categorized and analysed according to thematic analysis. Consequently, we propose an integrated framework of strategic guidelines based on the stages of women’s careers: access, persistence and advancement. The results are useful for public and private professionals and institutions engaged in ST, education and gender equality.

Imparting Scientific Literacy through an Online Materials Chemistry General Education Course

This study details the design and implementation of an online materials chemistry general education (GE) course during the COVID-19 pandemic. While many pedagogical techniques involving active learning have been established in STEM major courses, their use within STEM general education courses for non-majors are not as well-established. The recently developed GE course at UCLA (termed Chemistry 3: Material World) utilized high-impact practices to introduce students to the scientific process and impart skills of critical thinking and scientific communication through its flexible activities and assignments. Emphasis was placed on collaborative learning, problem-solving, and interpreting scientific information from published reports. Additionally, content focused on social justice and community engagement was introduced throughout several topics (e.g., underrepresentation in science, war on drugs, nuclear proliferation, pollution, and global climate change) to showcase that chemistry is intricately related to bigger societal challenges. This article details our efforts in achieving the course learning outcomes and shares tangible results regarding the assessment of our teaching strategies from student feedback and reflections. We envision that this work will assist faculty in designing inclusive chemistry GE courses that focus on process versus content and adopting our teaching strategies in both in-person and online classrooms.

Stewart-Williams and Halsey argue persuasively that gender bias is just one of many causes of women’s underrepresentation in science

Stewart-Williams and Halsey provide an unusually broad synthesis of the enormous literature on gender gaps in hiring, letters of recommendation, mathematical and spatial abilities, email appointment-making, people vs things orientation, within-gender variability, salaries, occupational preferences, and employment discrimination. They argue that sociocultural factors, while important, cannot by themselves account for the entirety of these gaps. In addition, they argue that factors resulting from evolutionary origins, cognitive ability gaps at the extreme right tail of the distribution, and underlying gender differences in abilities, preferences, and values are needed to explain why women are less well represented in the most math-intensive fields. In our commentary, we reprise our own recent synthesis (unpublished) of gender gaps in six domains (letters of recommendation, academic hiring, salaries, teaching evaluations, journal acceptance rates, grant funding success) and put our results in the context of these authors' arguments.

Making it to the PhD: Gender and student performance in sub-Saharan Africa.

Women’s underrepresentation in science, technology, engineering, and mathematics (STEM) impedes progress in solving Africa’s complex development problems. As in other regions, women’s participation in STEM drops progressively moving up the education and career ladder, with women currently constituting 30% of Africa’s STEM researchers. This study elucidates gender-based differences in PhD performance using new survey data from 227 alumni of STEM PhD programs in 17 African countries. We find that, compared to their male counterparts, sampled women had about one less paper accepted for publication during their doctoral studies and took about half a year longer to finish their PhD training. Negative binomial regression models provide insights on the observed differences in women’s and men’s PhD performance. Results indicate that the correlates of publication productivity and time to PhD completion are very similar for women and men, but some gender-based differences are observed. For publication output, we find that good supervision had a stronger impact for men than women; and getting married during the PhD reduced women’s publication productivity but increased that of men. Becoming a parent during the PhD training was a key reason that women took longer to complete the PhD, according to our results. Findings suggest that having a female supervisor, attending an institution with gender policies in place, and pursuing the PhD in a department where sexual harassment by faculty was perceived as uncommon were enabling factors for women’s timely completion of their doctoral studies. Two priority interventions emerge from this study: (1) family-friendly policies and facilities that are supportive of women’s roles as wives and mothers and (2) fostering broader linkages and networks for women in STEM, including ensuring mentoring and supervisory support that is tailored to their specific needs and circumstances.

When You Put It that Way: Framing Gender Equality Initiatives to Improve Engagement among STEM Academics

Abstract A number of high-profile gender equality initiatives (GEIs) are intended to address women's underrepresentation in science. However, attitudes toward such initiatives can be negative. In two experiments with STEM academics, we examined how GEIs can be best framed to improve attitudes toward them. In study 1 (N = 113), we manipulated the framing of GEI leadership (led by a man or woman) and GEI focus (benefitting men and women or benefitting women only). The men were more supportive of GEIs benefitting both men and women because of fewer concerns of unfair treatment and more internal motivations to engage with GEIs. The women's level of support was unaffected by framing. In study 2 (N = 151), we framed GEIs as either supported by university management or not and either internally or externally driven. Support was greater for internally driven GEIs. The impact of management support depended on the academics’ experience with GEIs. This research makes evidence-based recommendations for the implementation of GEIs to improve their effectiveness.

Gender inequality in academia: Problems and solutions for women faculty in STEM.

Recently there is widespread interest in women's underrepresentation in science, technology, engineering, and mathematics (STEM); however, progress toward gender equality in these fields is slow. More alarmingly, these gender disparities worsen when examining women's representation within STEM departments in academia. While the number of women receiving postgraduate degrees has increased in recent years, the number of women in STEM faculty positions remains largely unchanged. One explanation for this lack of progress toward gender parity is negative and pervasive gender stereotypes, which may facilitate hiring discrimination and reduce opportunities for women's career advancement. Women in STEM also have lower social capital (e.g., support networks), limiting women's opportunities to earn tenure and learn about grant funding mechanisms. Women faculty in STEM may also perceive their academic climate as unwelcoming and threatening, and report hostility and uncomfortable tensions in their work environments, such as sexual harassment and discrimination. Merely the presence of gender-biased cues in physical spaces targeted toward men (e.g., "geeky" décor) can foster a sense of not belonging in STEM. We describe the following three factors that likely contribute to gender inequalities and women's departure from academic STEM fields: (a) numeric underrepresentation and stereotypes, (b) lack of supportive social networks, and (c) chilly academic climates. We discuss potential solutions for these problems, focusing on National Science Foundation-funded ADVANCE organizational change interventions that target (a) recruiting diverse applicants (e.g., training search committees), (b) mentoring, networking, and professional development (e.g., promoting women faculty networks); and (c) improving academic climate (e.g., educating male faculty on gender bias).

Gender equality in marine sciences in Kiel, Germany: how project-funded measures can urge institutions to act

Abstract. In Kiel, in the north of Germany, marine research is rooted in a lively research community hosted mainly at Kiel University and the GEOMAR Helmholtz Centre. While the ratio of women and men is more or less balanced on all qualification levels with mainly nonpermanent junior positions, women are generally underrepresented in leading research positions. The problem of gender imbalance and inequality has been well-known for a long time. Especially in the last decade, however, manifold efforts were initiated to improve gender equality on a political and institutional level as well as within the research community itself. In our article we focus on the gender equality activities of the two large externally funded marine sciences research alliances: the Cluster of Excellence “The Future Ocean” and the Collaborative Research Centre 754 “Climate–Biogeochemistry Interactions in the Tropical Ocean”. For about a decade they offered both financial provisions and a structural framework to tackle the problem of women's underrepresentation in science and came up with innovative measures. In the following case study, we not only introduce the situation of women in marine sciences in Kiel and the structural arrangement to improve gender equality in general, but we also discuss three specific measures developed within the two collaborative research projects in detail: (i) the mentoring program via:mento_ocean for female postdocs, (ii) hiring policies integrating a gender quota for recruiting postdoctoral researchers and (iii) a code of conduct. Based on these best-practice examples we can show that progress towards gender equality has been made despite some obstacles faced when implementing the measures. This was especially the case for attracting female researchers to work in Kiel marine sciences and bringing the relevance of the topic to the surface of debates within the community. Looking at gender equality activities from a managerial point of view, we conclude from the situation in Kiel, where external funding for both research alliances ended in 2019, that even time-bound activities can initiate change. Initiatives developed by the marine sciences community were taken up by other research groups and inspired new activities at the level of the institutions involved.