#27
Intersectionality gains insight on existing data.
Work on STEMM equity data is better understood by including the intersectionality of race and gender. Previous retention in STEMM studies suggest women leave STEMM jobs due to family-related reasons. Intersectionality research highlights that, depending on race and gender, attrition is due to different systemic issues relating to hiring, promoting, and working conditions.
RESEARCH.
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
Intersectionality: A Critical Framework for STEM Equity.
Association for Women in Science.
The systems that shape experiences are cumulative and cannot be separated. “For example, a black woman with a disability does not experience her engineering workplace only as a woman, black person, or person with a disability, but instead through her own unique interaction with the systems in which she is situated.
Double Jeopardy: Gender Bias Against Women In Science.
The experience of gender bias differs for women of different racial groups.
https://worklifelaw.org/publications/Double-Jeopardy-Report_v6_full_web-sm.pdf
MEDIA.
Why Big Data Is Failing Women In STEM And How To Fix It
FORBES – Big Data dominates our economy. Yet, we don’t have consistent, standardized and real-time data on the jobs driving that 21st century-Big Data economy: science, technology, engineering and math (STEM). Especially for women. In the labyrinth of sources, the government’s Bureau of Labor Statistics (BLS) data seems to be the most detailed, but it’s relative.
Intersectionality: how gender interacts with other social identities to shape bias
THE CONVERSATION – People of multiple minority groups face both distinct advantages and disadvantages. Biases based on gender and race do not always simply pile up to create double disadvantages, for instance.
SHARE YOUR STORY.
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.
SHARE THIS #GENDERFACT.
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.
BECAUSE TOGETHER, WE CAN CHANGE THE STATUS QUO
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?
STRONGERTOGETHER
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.
BECAUSE TOGETHER, WE CAN CHANGE THE STATUS QUO
* Steal the Gender Facts resources from our public TRELLO board. We don’t mind at all.