Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty

The trouble with girls: obstacles to women’s success in medicine and research—an essay by Laurie Garrett

“…Fewer female PhD recipients apply for US academic positions overall,3 and the gap is wider in Europe. In a 2004 survey women were awarded just 36% of science PhDs, 33% of junior faculty positions, and 11% of tenured senior faculty slots in Europe.…”

The Value of Peer Mentoring Networks for Developing Leaders and Inspiring Change

“…Among the most common barriers impeding the success of women STEM faculty are workplace environment, institutional and departmental climate, implicit bias, faculty workload inequities, and the male-designed model of professional and academic achievement. − Active interventions are required to systematically address these barriers to professional advancementparticularly for female-identifying faculty; many of whom face additional hurdles because they have a visible or invisible disability, were first-generation college students, or have multiple intersectional identities that compound the challenges within academia. ,,− …”

RASE: Modeling cumulative disadvantage due to marginalized group status in academia

“…Not every member of an underrepresented group will be affected by all possible disparities, but this literature in the aggregate provides a basis for varying Resources, awarded Status, or statistics of the Events experienced by different populations. We use the term “underrepresented” to refer to groups numerically underrepresented as STEM faculty and underrepresented in the pool of STEM graduates [ 48 ]. We thus refer to White men and Asian men as “majority groups” and White women and other racial minorities as “underrepresented groups,” though underrepresented status may also constitute disadvantage by sexual orientation, nationality, ability status, and socioeconomic background.…”