Promising Practices & Evidence-based Methodologies

2020 International Science Council Report: A Global Approach to the Gender Gap in Mathematical, Computing, and Natural Sciences: How to Measure It, How to Reduce It?

This book reports on a three-year project (2017–2019) funded by the International Science Council and involving eleven scientific partner organizations. The main goal of the project was to investigate the gender gap in STEM disciplines from different angles, globally and across disciplines. We have performed (i) a global survey of scientists with more than 32,000 responses; (ii) an investigation of the effect of gender in millions of scientific publications; and (iii) the compilation of best-practice initiatives that address the gender gap in Mathematical, Computing, and Natural Sciences at various levels.

We conclude that the gender gap is very real in science and mathematics. We present methodologies, insights, and tools that have been developed throughout the project, as well as a set of recommendations for different audiences: instructors and parents; educational institutions; scientific unions and other organizations responsible for science policy.

2020 NASEM Report: Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine

Careers in science, engineering, and medicine offer opportunities to advance knowledge, contribute to the well-being of communities, and support the security, prosperity, and health of the United States. But many women do not pursue or persist in these careers, or advance to leadership positions – not because they lack the talent or aspirations, but because they face barriers, including: implicit and explicit bias; sexual harassment; unequal access to funding and resources; pay inequity; higher teaching and advising loads; and fewer speaking invitations, among others.

Data Sources

For more data sources, see the companion page On Women in Math.

Sexual Harassment in Academia

The National Academies of Sciences, Engineering, and Medicine (NASEM)  “Sexual Harassment of Women: Climate, Culture, and Consequences” is a study of the influence of sexual harassment in academia on the career advancement of women in the scientific, technical, and medical workforce.

For Conferences and Workshops

Open Secrets and Missing Stairs: Sexual and Gender- Based Harassment at Scientific Meetings by S*MARTS Consulting.

Participation in meetings is crucial for career advancement in science. Attendance is a privilege, and individuals who harass and bully fellow attendees abuse that privilege. The experience of harassment at meetings limits targets’ participation through effects on attendees’ behavior and ability to learn.

The Callisto Survivor’s Guide:  Information and resources for survivors of sexual assault, rape, and professional sexual coercion. To learn more about the non-profit Callisto, please go to projectcallisto.org.

Before you begin, please know that you are not alone. We have created this guide to share information and resources for survivors of sexual assault, rape, and sexual coercion. We hope that you find it helpful.

We know that this time in your life can be very stressful and that much of the language here may be triggering or upsetting. However, we also hope that you find this guide to be empowering and uplifting. It is written by fellow survivors to remind you that you are surrounded by a community of caring individuals, and that there are many resources available to help you on your journey.

Best Practice Guide: Developing Inclusive Conferences by Alice Chautard and Dr Claire Hann, University of Oxford

“This guide has been designed to be practical not preachy, and to encourage rather than prescribe.”

 Action Plans for Departments

A Diversity, Inclusion and Community-Building Checklist by Rosalie Bélanger-Rioux includes a list of possible activities for you to implement at your institution, with columns for inventory, costs, and action items.

Rosalie Bélanger-Rioux’ website has “a collection of advice and ideas for anyone trying to tackle issues of diversity, inclusion and justice at their institution, especially in the mathematical sciences,” including topics of admissions and hiring practices, difficult discussions, implicit or unconscious bias, resources for students, sharing experiences, showcasing underrepresented mathematicians, and trainings.

Include Is a Verb: Moving From Talk to Action on Diversity and Inclusion from S*Marts Consulting LLC, and Spark Consulting LLC

Our goal for this whitepaper is to help associations chart a course for moving beyond talking the talk of diversity by walking the walk of genuine inclusion.

Strategies to Improve Equity in Faculty Hiring by Needhi Bhalla (UC-Santa Cruz)

Through targeted recruitment and interventions to support their success during training, the fraction of trainees (graduate students and postdoctoral fellows) in academic science from historically underrepresented groups has steadily increased. However, this trend has not translated to a concomitant increase in the number of faculty from these underrepresented groups. Here, I focus on proven strategies that departments and research institutions can develop to increase equity in faculty hiring and promotion to address the lack of racial and gender diversity among their faculty.

Principles of Community at Virginia Tech

More Resources

Infographic: The Great Gendered Divide in Faculty Service  by the Commission on the Status of Women

The Gender Politics of Doctoral Reform by Leonard Cassuto, Fordham University

Service has traditionally been the least-prestigious, least-respected member of the research-teaching-service triad. Not coincidentally, service also has a long and continuing history of being feminized. Service is seen as soft, lacking in intellectual heft and rigor, and unworthy of the rewards reaped by research

Science Magazine:

• ​Increasing gender diversity in the STEM research workforce: https://science.sciencemag.org/content/366/6466/692 (Nov 2019)

Bystander Trainings

Stephanie Goodwin, Wright State University for PowerPlay

Ever wondered “Why didn’t I say something?” after witnessing social bias—a stereotype, a prejudice or discrimination—that happened in your everyday life? You’re not alone. Research suggests that people typically want to say or do something when bias occurs, but in the end most opt not to respond. Deciding whether and how to respond to bias is complicated. Understanding what motivates us to speak up, the challenges we face when doing so, and strategies for effective responding can help bystanders to bias better evaluate their options and select effective strategies. This interactive presentation will invite attendees to learn about bystander reactions to social biases and how these reactions can help or hinder decisions to speak up. Attendees will apply these concepts to everyday incidents of bias in academic settings with an emphasis on understanding the challenges women in STEM experience in these contexts.

PowerPlay Interactive Development is a professional applied theatre company housed within the University of New Hampshire’s Department of Theatre & Dance. PowerPlay develops and runs interactive training “laboratories” that allow participants to experiment with challenges around difficult human interactions and behavior. PPID was founded in 2013 by its current Artistic Director, Professor David Kaye. They have worked with clients and presenting organizations throughout the country including the NCAA, the International Association of Chiefs of Police, the National Science Foundation, and numerous higher education institutions. Contact PowerPlay for details of fee structures and bookings by contacting Dan.Kleinmann@unh.edu.