Undergraduate women empowering women in computational chemistry: Three perspectives

Abstract

The undergraduate computational chemistry research group headed by Mauricio Cafiero at Rhodes College has a history of including, promoting, and supporting women in this predominantly male field. Alums of this research group from 2004 to 2019 include nine M.Ds, two science researchers, two Ph.D.s, one secondary teacher, two pharmacists, a physical therapist, two nurses, six current medical school students, and five current science graduate students. They have produced 18 peerreviewed publications with female undergraduate first authors and over 100 conference presentations, including 9 international conference presentations. While Professor Cafiero does all he can to support these students, he attributes the continuous success of the group in recruiting, retaining, and supporting these women to the students themselves. The students' success and visibility on campus helps to recruit new students. The heavy presence of women in this group provides a strong support system for women who may otherwise feel isolated in a male-dominated field; and these support groups provide models and support for women to overcome common obstacles that women in science face. We will profile three recent graduates who will discuss how the above points affected them during their time in the research group and discuss their experience in the context of some literature on women in Science, Technology, Engineering and Mathematics.

Breaking the Gender Imbalance: Female Presence in the Computational Chemistry Group at Viva Biotech

“…found that applicants with male names are favored in a laboratory position hiring process rated by faculty participants . Joan Williams detailed the gender and racial biases on women in STEM from in-depth interviews with 60 female scientists. , In light of this pervasive issue, many address institutional solutions by calling for mentorship programs in universities and other educational institutes during women’s undergraduate and graduate careers. , Implementation of mentorship programs after college can continue to provide support to early career scientists and guidance for female leadership development . It is also proposed that organizations and companies should focus on diversity in the hiring stage and in promotion opportunities .…”

“…9,10 In light of this pervasive issue, many address institutional solutions by calling for mentorship programs in universities and other educational institutes during women's undergraduate and graduate careers. 11,12 Implementation of mentorship programs after college can continue to provide support to early career scientists and guidance for female leadership development. 13 It is also proposed that organizations and companies should focus on diversity in the hiring stage and in promotion opportunities.…”

Special issue on MERCURY

“…Three recent graduates discuss how the above points affected them during their time in the research group and discuss their experience in the context of some literature on women in STEM. [10] The third perspective, by myself and Scott Feller of Wabash College, tackles the problem of how to stay active in research as your career progresses and your time is diminished and scattered because of other responsibilities. We draw on our experience as administrators to discuss strategies for how to maintain an active research program at a PUI as one's career progresses.…”