Contributed by Sonya Legg
Most of our male colleagues genuinely want to eliminate gender bias in the workplace and allow everyone to succeed on a level playing field. This article, and presentation give concrete steps men can take to make the workplace a more equal place.
Don’t be that dude: Handy tips for the male . . . → Read More: How can men help their female colleagues?
Contributed by LuAnne Thompson
In light of recent events in the news and policy statements disseminated by federal agencies, I collected a number of articles and policies to share with Faculty, Staff and Students in the School of Oceanography at the University of Washington. I asked my research group to read these articles . . . → Read More: Articles and resouces about sexual harassment
A recent study by Kieran Snyder published in Fortune magazine took a look at performance reviews of males and females. While double blind studies have long shown gender bias in hiring practices, this study looks at negative feedback, and also highlights the critical look at personality traits to which women are held accountable. The article states:
“The . . . → Read More: Learning to Love Criticism – New York Times
How to Level the Playing Field for Women in Science The ‘baby penalty’ in academe could be eased with four key reforms By Mary Ann Mason
The good news: Many more women than ever before are completing Ph.D.’s in the sciences. Back in 2000, when I was appointed the first female dean of the . . . → Read More: How to Level the Playing Field for Women in Science
Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind . . . → Read More: Science faculty’s subtle gender biases favor male students
Allison Shaw and Daniel Stanton took a look at the leaky pipeline through the lens of a mathematical model. Their paper, recently published in Proceedings of the Royal Society: Biological Science, explores how department should look free from discrimination and biases.
Leaks in the pipeline: separating demographic inertia from ongoing gender differences in academia . . . → Read More: Leaks in the pipeline: separating demographic inertia from ongoing gender differences in academia
Undergraduate physics problem sets and textbook examples often assume prior knowledge that is more common in men than in women. Could that difference be deterring women from pursuing careers in physics?
For Full Article: http://physicstoday.org/resource/1/phtoad/v64/i11/p49_s1
Two resources on careers outside of academe: Link for alternative careers for oceanographers (from TOS): http://tos.org/resources/career_profiles.html Book on how to change careers (Fiske’s Put your science to work book published by AGU: https://www.associationsciences.org/agu/books.jsp?web_pack_cd=GESP0532952
Today, White House Council on Women and Girls Executive Director Tina Tchen, White House Office of Science and Technology Policy Director John P. Holdren, and National Science Foundation (NSF) Director Subra Suresh announced the “NSF Career-Life Balance Initiative,” a 10-year plan to provide greater work-related flexibility to women and men in research careers. Among the . . . → Read More: NSF Career-Life Balance Initiative
Mentoring Groups A Non-Exit Strategy for Women in Physical Oceanography
We all know them: friends, colleagues, and students who left oceanography to pursue other careers. While their talents are certainly highly valued elsewhere, we are often left with lingering concerns that we could have done more to retain them in the field. Losing any oceanographer . . . → Read More: New Oceanography article detailing MPOWIR’s efforts