Laura Henriques Science Education, CSULB [email protected] Why new science standards? Why now?
How to diversify science and why
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Strassmann/ Queller lab group
It’s not self promotion, it’s the system –what to do?
Joan E. Strassmann & Christina Grozinger
[email protected], http://strassmannandquellerlab.wordpress.com
Read my blog! http://sociobiology.wordpress.com
Photographs by Joan unless otherwise noted
Why is this important to me?
• Note that most of this info relates to women
in academia
– Has the most stats, info, surveys
• But can relate to everyone
– What if you differ from your professional group in
terms of your personal and professional
interests? Your background? Your personal life?
Will this affect your job satisfaction, and how you
are evaluated?
Why have diversity in science?
• From employers’ perspective, want as many good
candidates as possible
• Different approaches to science/health
• General public education
• Science in the US is mostly funded by tax-payers… should
have fair representation of all groups
Standing Our Ground: A Guidebook for STEM Educators in the Post-Michigan Era. AAAS 2004
White men are over-represented in the STEM
workforce
Standing Our Ground: A Guidebook for STEM Educators in the Post-Michigan Era. AAAS 2004
Over and underrepresentation in the STEM
workforce
80% overrepresented50% underrepresented370% overrepresented30% overrepresented63% underrepresented80% underrepresented76% underrepresented82% underrepresented
C. Megan Urry, a professor of physics and astronomy at Yale … cited a 1983 study in which 360 people - half men, half women - rated mathematics papers on a five-point scale.
On average, the men rated them a full point higher when the author was "John T. McKay" than when the author was "Joan T. McKay." There was a similar, but smaller disparity in the scores the women gave.
A recent experiment showed that when Princeton students were asked to evaluate two highly qualified candidates for an engineering job - one with more education, the other with more work experience - they picked the more educated candidate 75 percent of the time.
But when the candidates were designated as male or female, and the educated candidate bore a female name, suddenly she was preferred only 48 percent of the time.
Angier and Chang. “Gray Matter and Sexes: A Scientific Gray Area”New York Times. Jan 24, 2005
Subtle differences in perception of women?
Psychological approach: Minimal Group Paradigm
Minimal group paradigmFrom Wikipedia, the free encyclopediaJump to: navigation, search
The minimal group paradigm is a methodology employed in social psychology.[1] While it may be used for a variety of purposes, it is most well known as method for investigating the minimal conditions required for discrimination to occur between groups. Experiments using this approach have revealed that even arbitrary and virtually meaningless distinctions between groups, such as preferences for certain paintings[2] or the colour of their shirts,[3] can trigger a tendency to favour one's own group at the expense of others.[4][5][6][7]
Psychological approach: Minimal Group Paradigm
Humans favor others like themselves, even if it is as simple as what kind of candy you got as you came in.
Psychological approach: Minimal Group Paradigm
Humans favor others like themselves, even if it is as simple as what kind of candy you got as you came in.
Psychological approach: Minimal Group Paradigm
Adam Kuspa, Vice President for Research, Baylor College of Medicine
Psychological approach: Minimal Group Paradigm
Mary Ann Rankin, Senior Vice President and Provost, University of Maryland
Photo credit: Michael Barnes, Austin American Statesman
INEQUALITY REGIMESAll organizations have inequality regimes, defined as loosely interrelated practices,processes, actions, and meanings that result in and maintain class, gender,and racial inequalities within particular organizations. The ubiquity of inequalityis obvious: Managers, executives, leaders, and department heads have much morepower and higher pay than secretaries, production workers, students, or even professors.Even organizations that have explicit egalitarian goals develop inequalityregimes over time, as considerable research on egalitarian feminist organizationshas shown (Ferree and Martin 1995; Scott 2000).
Photo credit: University of Oregon
Effects of differences in perception
J.D. Nordell Slate 2006 Positions of Power: How female ambition is shaped.
Robert Rosenthal, a sociologist at UCLA, randomly assigned
children to different classes, and then told half the classrooms'
teachers they had gifted classes and the other half that their
students were average. At the end of the year, the "gifted"
students scored higher on IQ tests.
Toni Schmader, a psychologist at the University of Arizona:
tested students, one group was told this was a problem-solving
exercise, the other, that this was a test comparing men and
women. Women's performance suffered only when they believed
they were being compared to men
In Schmader's word-memorization study, a third group was told
that exposure to stereotypes (stereotype threat) might lead
women to underperform. In this group, the women and men scored
equally well, suggesting that awareness of bias may mitigate its
effect.
J.D. Nordell Slate 2006 Positions of Power: How female ambition is shaped.
Effects of differences in perception
Why So Few? (2010) AAUW
Effects of differences in perception
more than 300 studies have been published that support this finding.
The results of these experiments show that stereotype threat is often the default situation in testing environments. The threat can be easily induced by asking students to indicate their gender before a test or simply having a larger ratio of men to women in a testing situation (Inzlicht & Ben-Zeev, 2000).
We need to change the system so we don’t think like this.
Apparently the effect nearly disappears in departments with
about 30 percent women
In the meantime see to it you are one of the visible women bringing the discipline
to and above that 30 percent.
Erica Harris, Emory University
Boahemaa Adu-Oppong, Washington University in St. Louis
Remember, the men are not the problem. It is the system, even though the answer is
more women on the faculty
Be visible
• Go to events on campus, undergrad poster shows, receptions, visiting speaker talks and receptions.
• You don’t have to stay long, but circulate and recognize people. Ask them what they are up to.
• Contact your university publicity office when you have a nice publication for a press release.
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
3. Publish in high profile journals
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
3. Publish in high profile journals
4. Accept seminar invitations, but family comes first.
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
3. Publish in high profile journals
4. Accept seminar invitations, but family comes first.
5. Take the lead on some collaborations.
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
3. Publish in high profile journals
4. Accept seminar invitations, but family comes first.
5. Take the lead on collaborations.
6. Talk to your program officer.
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
3. Publish in high profile journals
4. Accept seminar invitations, but family comes first.
5. Take the lead on collaborations.
6. Talk to your program officer.
7. Protect your authorship position.
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
3. Publish in high profile journals
4. Accept seminar invitations, but family comes first.
5. Take the lead on collaborations.
6. Talk to your program officer.
7. Protect your authorship position.
8. Nominate others for awards; get yourself nominated.
1. Cite yourself when appropriate.
2. Define your field through review papers that give your work a place.
3. Publish in high profile journals
4. Accept seminar invitations, but family comes first.
5. Take the lead on collaborations.
6. Talk to your program officer.
7. Protect your authorship position.
8. Nominate others for awards; get yourself nominated.
9. Cite women
What keeps publications and funding going?
• Great new ideas
• Dedicated follow through
• Take the time to publish high
• Collaboration
• Periodic change in focus
• Deep love of research
• You are never too old to need mentors!