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Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering Lotte Bailyn Boston University November 13, 2006
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Findings Women have the drive and capability to succeed in science and engineering The problem is not simply the pipeline
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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
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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
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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
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Other Players Inter-university monitoring organization Scientific, professional, and honorary societies Journals Foundations and federal funding agencies Government
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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
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