“Jennifer” looks less competent than “John”.
Researchers at Yale University used different genders on two identical job applications to explore bias in the job market. They found that regardless of selectors’ gender, most people evaluated “John” as significantly more competent and more hireable. Meanwhile “Jennifer” was offered a 12% lower salary and less mentorship.
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
Science faculty’s subtle gender biases favour male students.
Moss-Racusin CA, Dovidio JF, Brescoll VL, Graham MJ, and Handelsman J. (2012) Proceedings of the National Academy of Sciences. 109(41): 16474-79.
Study shows gender bias in science is real. Here's why it matters.
When scientists judged the female applicants more harshly, they did not use sexist reasoning explicitly to do so. Instead, they drew upon ostensibly sound reasons to justify why they would not want to hire her: ‘she is not competent enough’. This shows that you do not need to use anti-women language or even harbour conscious anti-women beliefs to behave in ways that are effectively anti-women. This factor contributes to making it easier for women to internalise unfair criticisms as valid.
Research: To Reduce Gender Bias, Anonymize Job Applications
HBR – Research has shown that gender diversity promotes scientific creativity and innovation. Furthermore, lower success rates for women in science represent a shortcoming in social justice and reduce role models for young women, perpetuating the lack of women in the pipeline. Blinding applications is a relatively simple step forward in curbing these inefficiencies and injustices, but many scientific institutions have not yet implemented it in their processes. The authors’ research demonstrates that anonymizing applications can improve the rates at which women are accepted into prestigious research programs.
Unconscious bias is keeping women out of senior roles — can we get around it?
ABC – Most people would not consciously decide to hire candidates based on whether they remind them of themselves. But one unconscious bias — affinity bias — may lead people to favour candidates who are like themselves, research shows.
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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.
BECAUSE TOGETHER, WE CAN CHANGE THE STATUS QUO
* Steal the Gender Facts resources from our public TRELLO board. We don’t mind at all.