She tends to be ignored while he is listened to.

Daily slights, insults, and unconscious sexist actions are known as micro- aggressions. These are subtle forms of discrimination that are socially ingrained and unconscious. An example of this would be not listening to a woman’s idea but then responding to the same idea from a man, or not thinking to initiate a collaborative project with a woman.


Mother Nature Needs Her Daughters: A Homeward Bound Global Review and Fact Sheet Investigating Gender Inequality in STEMM

Prepared by Fabian Dattner, Homeward Bound CEO and Co-founder;
Dr Mary-Ellen Feeney, Jacobs Group (Australia); and
Professor Tonia Gray, Centre for Educational Research, Western Sydney University.
Compiled by Homeward Bound Alumni from 2018 & 2019

Copies can be download at https://doi.org/10.26183/5d22d5fbe2349

Online version here.

The Athena factor: Reversing the brain drain in science, engineering, and technology

Hewlett SA, Luce CB, Servon, LJ, Sherbin L, Shiller P, Sosnovich E, and Sumberg K. (2008). Harvard Business Review Research Report. 10094:1–100


Investors prefer entrepreneurial ventures pitched by attractive men

In three entrepreneurial pitch competitions and two controlled experiments, Harvard and MIT researchers found that investors preferred entrepreneurial pitches presented by men to women. The effect was moderated by physical attractiveness for men, while physical attractiveness made no significant difference for women (but attractive women still scored lower than unattractive ones). Even when the content of the pitch is identical, men are more than twice as likely to have their entrepreneurial pitches funded than women.





No Man Is Above Unconscious Gender Bias In The Workplace - It's "Unconscious"

FORBES – A small meeting is being held in a board room. At one end of the table sits a man (we will refer to him as man A) and across from him sitting side by side at the table is another man (man B) and a woman. The three are discussing some issues that have recently come to light in their organization. During their conversation the woman calmly shares a set of relevant facts on the matter with man A. A few moments later man B speaks up and states the very same facts that the woman had just shared but does so far more aggressively and far more dramatically than the woman had.


Ten evidence based practises for de-biasing the workplace

HKS – Performance support bias has been shown to result in some people having more opportunities to shine than others – in other words, organizations support their employees differentially. Be aware of assigning “nonpromotable” tasks disproportionately to women and people of colour, or highly valued and visible “glamour work” disproportionately to men. And make sure that every employee has the same resources to succeed in the work.



How have you experienced this gender fact in your life or in your workplace?

Share your story, or how your organisation has overcome this fact.

New research? Let us know.


It’s time to give women in STEMM a bigger voice. Share these facts with everyone you know. Shout it out loud. Be heard. Rally together. Pass it to your peers, your networks and social circles.


Start a conversation.

When you hold a GenderFacts.org mug in your hand, you must stop and think about the bias faced by women in the workplace.
What will you do to change it?


It’s time to give women in STEMM a bigger voice. Share these facts with everyone you know*. Shout it out loud. Be heard. Rally together. Pass it to your peers, your networks and social circles.


* Steal the Gender Facts resources from our public TRELLO board. We don’t mind at all.