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| title | chunk | source | category | tags | date_saved | instance |
|---|---|---|---|---|---|---|
| Women in STEM | 6/11 | https://en.wikipedia.org/wiki/Women_in_STEM | reference | science, encyclopedia | 2026-05-05T04:38:16.104709+00:00 | kb-cron |
==== Discrimination ==== This leakage may be due to discrimination, both overt and covert, faced by women in STEM fields. According to Schiebinger, women are twice as likely to leave jobs in science and engineering than men are. In the 1980s, researchers demonstrated a general evaluative bias against women. In a 2012 study, email requests were sent to meet to professors in doctoral programs at the top 260 U.S. universities. It was impossible to determine whether any particular individual in this study was exhibiting discrimination, since each participant only viewed a request from one potential graduate student. However, researchers found evidence for discrimination against ethnic minorities and women relative to Caucasian men. In another study, science faculty were sent the materials of students who were applying for a lab manager position at their university. The materials were the same for each participant, but each application was randomly assigned either a male or a female name. The researchers found that faculty members rated the male candidates as both more competent and more hirable than the female candidates, despite applications being otherwise identical. If individuals are given information about a prospective student's gender, they may infer that he or she possesses traits consistent with stereotypes for that gender. A study in 2014 found that men are favored in some domains, such as tenure rates in biology, but that the majority of domains were gender-fair. The authors interpreted this to suggest that the underrepresentation of women in the professorial ranks was not solely caused by sexist hiring, promotion, and remuneration. Audery Azoulay, UNESCO Chief, stated that even in, "21st century, women and girls are sidelined in science-related fields due to their gender." A 2017 survey showed that women working in the STEM fields are more likely to experience workplace discrimination than men. Around half of the women in the STEM profession have experienced gender-based discrimination, such as the man being paid more for the same job, being treated like they do not qualify for the job, or being mocked or insulted. Some women also stated that in a workplace where most employees were male, they felt that being a woman was a barrier to their success.
==== Stereotypes ==== Stereotypes about what someone in a STEM field should look and act like may cause established members of these fields to overlook individuals who are highly competent. The stereotypical scientist or individual in another STEM profession is usually thought to be male. Women in STEM fields may not fit individuals' conception of what a scientist, engineer, or mathematician "should" look like and may thus be overlooked or penalized. The Role Congruity Theory of Prejudice states that perceived incongruity between gender and a particular role or occupation can result in negative evaluations. In addition, negative stereotypes about women's quantitative abilities may lead people to devalue their work or discourage these women from continuing in STEM fields. Both men and women who work in "nontraditional" occupations may encounter discrimination, but the forms and consequences of this discrimination are different. Individuals of a particular gender are often perceived to be better suited to particular careers or areas of study than those of the other gender. A study found that job advertisements for male-dominated careers tended to use more agentic words (or words denoting agency, such as "leader" and "goal-oriented") associated with male stereotypes. Social Role Theory, proposed in 1991, states that men are expected to display agentic qualities and women to display communal qualities. These expectations can influence hiring decisions. A 2009 study found that women tended to be described in more communal terms and men in more agentic terms in letters of recommendation. These researchers also found that communal characteristics were negatively related to hiring decisions in academia. Although women entering traditionally male professions face negative stereotypes suggesting that they are not "real" women, these stereotypes do not seem to deter women to the same degree that similar stereotypes may deter men from pursuing nontraditional professions. There is historical evidence that women flock to male-identified occupations once opportunities are available. On the other hand, examples of occupations changing from predominantly female to predominantly male are very rare in human history. The few existing cases—such as medicine—suggest that redefinition of the occupations as appropriately masculine is necessary before men will consider joining them. Although men in female-dominated occupations may contend with negative stereotypes about their masculinity, they may also experience certain benefits. In 1992 it was suggested that women in male-dominated occupations tended to hit a glass ceiling; while men in female-dominated occupations may hit a "glass escalator".
==== Black Sheep effect ====
The Black Sheep effect occurs when individuals are likely to evaluate members of their in-group more favorably than members of their out-group when those members are highly qualified. However, when an individual's in-group members have average or below average qualities, they are likely to evaluate them much lower than out-group members with equivalent qualifications. This suggests that established women in STEM fields will be more likely than established men to help early career women who display sufficient qualifications. However, established women will be less likely than men to help early career women who display insufficient qualifications.