Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine: Opening Doors Proceedings of a Symposium–in Brief (2020) / Chapter Skim
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Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine: Opening Doors: Proceedings of a Symposium - in Brief
Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine: Opening Doors: Proceedings of a Symposium - in Brief
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Marcia McNutt discussed the focus of the symposium -- to address key messages, findings, and recommendations from the recently released National Academies' report, Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine: Opening Doors. Despite decades of research, funding, and programs designed to address gender diversity in STEMM, women, particularly women of color, remain underrepresented in most fields.
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The report points to a common set of conditions that support successful institutional adoption of practices to address the underrepresentation of women, including: committed leadership at all levels; dedicated financial and human resources; accountability and data collection; and adoption of an intersectional approach. Government, in particular, can take specific action to promote transparency and accountability by requiring data collection and public reporting of diversity, equity, and inclusion efforts and by holding grantees accountable.
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Andrei Cimpian, associate professor of psychology, New York University, discussed research around why some STEMM fields are more diverse than others. For example, fields including biology have reached gender parity, while others, such as engineering, physics, as well as in some social science fields including music theory and philosophy, the number of women continue to lag.
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. EFFECTIVE INSTITUTIONAL PRACTICES FOR ADDRESSING GENDER DISPARITIES PART I: EDUCATIONAL INTERVENTIONS, MENTORING, AND ROLE MODELS Maria Dahlberg, program officer, Board on Higher Education and Workforce, National Academies, moderated the panel addressing strategies and practices that have proven effective in retaining and recruiting more women in STEMM.
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EFFECTIVE INSTITUTIONAL PRACTICES FOR ADDRESSING GENDER DISPARITIES PART II: RECRUITMENT, RETENTION, AND ADVANCEMENT Gilda Barabino, study committee member, Daniel and Francis Berg Professor and dean, the Grove School of Engineering, The City College of New York, moderated the session, noting that improving gender diversity in STEMM will require systemic action and further research. While we do know enough to start taking action today, there continue to be research gaps, including those discussed in the report related to understanding strategies and practices to support improved recruitment, retention, and advancement of women of intersecting identities.
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OVERCOMING COMMON INSTITUTIONAL BARRIERS TO SUSTAINABLY IMPLEMENTING EFFECTIVE POLICIES, PRACTICES, AND STRATEGIES: THE IMPORTANCE OF LEADERSHIP AND ACCOUNTABILITY Alex Helman, program officer, Committee on Women in Science, Engineering, and Medicine, the National Academies, moderator, stated that the panel would address common institutional barriers to sustainably implementing effective policies, practices, and strategies, and offer guidance on how such barriers can be overcome. Helman added that leadership and accountability are critical in driving and sustaining positive change, along with the need for an intersectional approach to ensure that efforts to improve equity and diversity benefit all women.
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; give equity-related roles institutional prestige or assign them to those in respected positions; ensure department and committee chairs offer formal and informal guidance and support for equity work; and plan for continuity of equity work in leadership transitions, stated McKay. Regarding overcoming resource-related barriers for individuals doing this work, common themes included sustaining effective university-wide work with university funding; allocating school- or department-level funding for specific trainings; improving leave policies associated with extramural funding; and providing funding or teaching relief for equity-related work, among others.
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Darla Thompson, project director, SEA Change Biomedicine, American Association for the Advancement of Science (AAAS) , discussed work by AAAS to address the issue of the underrepresentation of women in STEMM, adding that achieving true reform in the higher education system requires commitment and funding at the institutional level.
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SEA Change membership is comprised of key activities, including an institute; the SEA Change Community, where stakeholders convene to build partnerships and collaboration; and the SEA Change Awards, a voluntary recognition system where colleges and universities, as well as their schools and departments, can be acknowledged for their work in supporting diversity, equity, and inclusion. Thompson added that the SEA Change process is currently being adapted for medical schools and academic health centers in collaboration with the NIH.
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Moving forward, Iacono noted that partnerships, particularly with other agencies such as NIH, will be key as the agency works to address the report recommendations. CLOSING REMARKS Ashley Bear reiterated several key themes discussed throughout the day, including supporting culture change around women in STEMM, increasing institutional and organizational accountability, and the importance of leadership in furthering women in all areas of STEMM.
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2020. Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine: Opening Doors: Proceedings of a Symposium–in Brief.
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