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The Inclusion of Women in STEM: A Joint Workshop of the U.S. National Academies of Sciences, Engineering, and Medicine, and the Kuwait Foundation for the Advancement of Sciences: Proceedings of a Workshopin Brief
The Inclusion of Women in STEM: A Joint Workshop of the U.S. National Academies of Sciences, Engineering, and Medicine, and the Kuwait Foundation for the Advancement of Sciences: Proceedings of a Workshopin Brief
Pages 1-14
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While the first workshop in 2019 highlighted challenges and barriers, effective recruitment strategies and curricula structure,1 the second workshop focused on gender stereotypes and family roles, retention and career development, and the role of mentorship. In both meetings, the workshop planning committee, comprised of women from the U.S.
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concluded the second day of the workshop and a final discussion period summarized lessons learned at the end of the third day. GENDER STEREOTYPES AND GENDERED FAMILY ROLES According to session co-chairs Hala AlEssa (Kuwait University)
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Increased job opportunities in the private sector, more accessible infrastructure, changed attitudes about gender roles, access to finances, a supportive legal regulatory framework, and reform of social policies are also important. Demystifying STEM Families and Their Daughters Research by Fawzeyah Al-Awadhi (Kuwait University, KU)
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reviewed the literature about how gendered family roles generate career inequalities and possible solutions. As documented in a body of interdisciplinary research, she explained, these roles are a subset of society's gender-defined norms.
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The researchers hypothesized that increased role flexibility for men would increase perceptions of role flexibility for women, and the results supported their hypothesis. Another study7 looked at how asymmetrical changes in gender roles may affect girls and whether there is a link between gender roles at home and children's career aspirations.
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A notable achievement was to change the law prohibiting women from working at night and in hazardous situations. To accelerate gender diversity, she said, it is important to highlight women role models and establish closer relations with academia. Once recruited, women must be retained though clear directives from top management, be given an equal opportunity environment, flexible work, mentoring, and expansion of the utilization of new technologies.
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spoke on emerging findings from a National science Foundation-funded study titled "Women in Engineering in Predominantly Muslim Countries," or WIEPMCS.9 It is motivated by data that despite high levels of gender equality in the United States, the percentages of female engineering undergraduates, graduates, and researchers/professionals remain low. The study seeks to discover contributing factors to women's pursuit and persistence in engineering in Jordan, Malaysia, and Tunisia, which have lower overall gender equality but higher female participation in engineering.
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In addition to low female representation in the STEM workforce, there is a dearth of women in manufacturing leadership. The research-based professional development program launched in 2014 and has had nine cohorts (168 participants)
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She became the first Saudi female chair at King Faisal Specialist Hospital and Research Center, the leading health institute in the Middle East. She has also been attending ophthalmologist to the late King Fahad and Saudi royal family.
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The influence of role models remains a central contributor to the formation of professionals, she said. Her study examined the relationship between mentoring and professional identity, career persistence as it relates to the size and type of mentorship, and any significant correlation between engineering identify and career persistence.
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Dr. Yen proposed a multiple mentors model based on a useful tool developed by the National Center for Faculty Development and Diversity.
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Second, marginalized applicants may not have the time or resources to apply for both diversity and unrestricted awards, or in some instances may be prohibited from doing so. Her team assessed whether offering diversity awards leads marginalized applicants to be less likely to apply for more lucrative unrestricted awards.
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If data are held only by those who have an interest in the outcome, this can undermine trust, she stressed. A Kuwaiti participant reflected that she heard several participants from Arab countries discuss negative interactions among women but did not hear this from U.S.
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, Hala AlEssa, Maria Charles, Ameenah Farhan, and Sonya Smith. SPONSORS: This workshop was sponsored by the Kuwait Foundation for the Advancement of Sciences (KFAS)
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