Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering Lotte Bailyn Boston University November 13, 2006

Findings Women have the drive and capability to succeed in science and engineering The problem is not simply the pipeline

If not biology or pipe line – what? Most people – men and women – hold unexamined biases Evaluation criteria contain arbitrary and subjective components that disadvantage women Academic organizational structures and rules contribute significantly to the under- representation of women in academic science and engineering

Recommendations Concerted effort on all sides Emphasis on accountability based on data External monitoring body Use of social science data on bias Gender (racial/ethnic) eye on existing practices and procedures

Universities Trustees, university presidents, and provosts Clear leadership in changing institutional culture and structure Deans, department chairs, and tenured faculty Take responsibility for attracting women and creating a productive environment for all

Other Players Inter-university monitoring organization Scientific, professional, and honorary societies Journals Foundations and federal funding agencies Government

Combining a Faculty Career with Caring Responsibilities Policies for flexibility across life course Child-care and elder-care grants for conference and meeting attendees Use of grant monies for dependent care expenses Funding mechanisms for support during care giving, including extending grant support