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From Scarcity to Visibility: Gender Differences in the Careers of Doctoral Scientists and Engineers, Summary
Conclusion
In summary, men and women have increasingly similar educational backgrounds and demographics, which tend to narrow career outcomes. Nonetheless, women continue to show systematic differences in labor force participation, full-time status, and the effect of children on careers. These differences significantly shape career outcomes.
The report did not go behind the numbers to investigate the web of decision making by those who have the power to influence careers. Both men and women encounter such guidance and gatekeeping at all stages of their careers. Nor has it looked at decision making by the men and women themselves as they balance pursuit of career with marriage, children, and geographical location.
Thus the report presents only outcomes, which indicate that women, although they have made great progress toward equality in S&E in the past 25 years, are still more likely than their male counterparts to have lower status and lower pay. The authors of the study hope this documentation will help those who wish to see more equal use of talented women to the overall benefit of S&E.
Although this report does not make recommendations, it seems clear that several options are open to those who would increase both the extent and the quality of the participation of women S&Es, especially in academia. For example, those involved in tenure searches can ensure women’s presence on search committees. The availability of child care, willingness by men to share responsibilities of raising children, and greater flexibility by employers can all promote the careers of women. In
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OCR for page 11
From Scarcity to Visibility: Gender Differences in the Careers of Doctoral Scientists and Engineers, Summary
Conclusion
In summary, men and women have increasingly similar educational backgrounds and demographics, which tend to narrow career outcomes. Nonetheless, women continue to show systematic differences in labor force participation, full-time status, and the effect of children on careers. These differences significantly shape career outcomes.
The report did not go behind the numbers to investigate the web of decision making by those who have the power to influence careers. Both men and women encounter such guidance and gatekeeping at all stages of their careers. Nor has it looked at decision making by the men and women themselves as they balance pursuit of career with marriage, children, and geographical location.
Thus the report presents only outcomes, which indicate that women, although they have made great progress toward equality in S&E in the past 25 years, are still more likely than their male counterparts to have lower status and lower pay. The authors of the study hope this documentation will help those who wish to see more equal use of talented women to the overall benefit of S&E.
Although this report does not make recommendations, it seems clear that several options are open to those who would increase both the extent and the quality of the participation of women S&Es, especially in academia. For example, those involved in tenure searches can ensure women’s presence on search committees. The availability of child care, willingness by men to share responsibilities of raising children, and greater flexibility by employers can all promote the careers of women. In
OCR for page 12
From Scarcity to Visibility: Gender Differences in the Careers of Doctoral Scientists and Engineers, Summary
general, those in authority can help locate women mentors, appoint women to influential committees, and generally take steps to ensure that people who are equal receive equal treatment.4
4
Massachusetts Institute of Technology. (1999). A Study on the Status of Women Faculty in Science at MIT. How a Committee on Women Faculty came to be established by the Dean of the School of Science, what the Committee and the Dean learned and accomplished, and recommendations for the future. Cambridge, MA.
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