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  • Item type:Publication,
    Women in Science. Experiences of Academics in Switzerland
    (Transcript, 2025-08-12)
    De Cia Annalisa
    ;
    Hellmüller, Sara
    ;
    Mesok Khan, Elizabeth
    Women in science face particular challenges, such as structural inequalities, highly competitive work environments, and at times toxic cultures. This collection conveys the experiences of women academics in Switzerland, featuring insights from twelve scholars across various universities and disciplines. Each contributor shares their unique journey in pursuit of a professorship, illustrating the rich diversity of the Swiss scientific community. This volume offers hope for those struggling with finding their place in science, emphasizing the joys and privileges that can be found in an academic career and the passion and perseverance of those pursuing it.
  • Item type:Publication,
    The impact of gender diversity on scientific research teams: a need to broaden and accelerate future research Open PDF 
    (Palgrave, 2022)
    Love, Hannah B.
    ;
    Stephens, Alyssa
    ;
    Fosdick, Bailey K.
    ;
    Tofany, Elizabeth
    ;
    Fisher, Ellen R.
    Multiple studies from the literature suggest that a high proportion of women on scientific teams contributes to successful team collaboration, but how the proportion of women impacts team success and why this is the case, is not well understood. One perspective suggests that having a high proportion of women matters because women tend to have greater social sensitivity and promote even turn-taking in meetings. Other studies have found women are more likely to collaborate and are more democratic. Both explanations suggest that women team members fundamentally change team functioning through the way they interact. Yet, most previous studies of gender on scientific teams have relied heavily on bibliometric data, which focuses on the prevalence of women team members rather than how they act and interact throughout the scientific process. In this study, we explore gender diversity in scientific teams using various types of relational data to investigate how women impact team interactions. This study focuses on 12 interdisciplinary university scientific teams that were part of an institutional team science program from 2015 to 2020 aimed at cultivating, integrating, and translating scientific expertise. The program included multiple forms of evaluation, including participant observation, focus groups, interviews, and surveys at multiple time points. Using social network analysis, this article tested five hypotheses about the role of women on university-based scientific teams. The hypotheses were based on three premises previously established in the literature. Our analyses revealed that only one of the five hypotheses regarding gender roles on teams was supported by our data. These findings suggest that scientific teams may create ingroups, when an underrepresented identity is included instead of excluded in the outgroup, for women in academia. This finding does not align with the current paradigm and the research on the impact of gender diversity on teams. Future research to determine if high-functioning scientific teams disrupt rather than reproduce existing hierarchies and gendered patterns of interactions could create an opportunity to accelerate the advancement of knowledge while promoting a just and equitable culture and profession.
  • Item type:Publication,
    Gender bias in the allocation of student grants Open PDF 
    (2021)
    Wijnen, M.N.
    ;
    Massen, J.J.M.
    ;
    Kret, M.E.
    Multiple studies have shown that women’s likelihood of receiving research funding is lower than that of their male colleagues. Thus far, all research on this gender gap in academia has focused on post-PhD academics, making it difficult to discern whether the female disadvantages in number of publications, previous grants, maternity leave, and h-indexes are at the root of the gender gap in received funding, or whether it is due to a more fundamental gender bias in academia. Therefore, we investigated whether female university students are already disadvantaged in receiving their first grant in their scientific career. We analysed data on applications (N = 2651) from 1995 to 2018 to the Leiden University International Study Fund (LISF), a fund dedicated to support students to study or conduct research abroad. We found that men and women applied equally often to the LISF. However, women had a lower success rate, which seemed to only get worse over recent years. Furthermore, male and female applications were assessed to be equal in quality when gender-related information was removed from them. The current study demonstrates that the factors that were assumed to contribute the most to the gender gap in more senior academics (e.g. previous grants, h-index) do not explain it fully: even when those factors do not yet play a role, such as in our student sample, women were found to have lower success rates than men. This underscores the importance of attacking gender biases at its roots. © 2021, The Author(s).
  • Item type:Publication,
    Observable and unobservable causes of the gender gap in S&T funding for young researchers Open PDF 
    (2023)
    Suarez, D
    ;
    Fiorentin, F
    ;
    Pereira, M
    The objective of this paper is to study the relationship between academic performance, gender, and science and technology grants. The empirical analysis is based on the Argentinean Fund for Scientific and Technological Research 'Scientific and Technological Research Projects' (FONCYT-PICT). The methodology is based on a multivariate decomposition for non-linear response models, an extension of the Oaxaca-Blinder decomposition. Results confirm the presence of a gender gap. Women have lower probabilities of being awarded with funds than men, even when academic trajectories are alike. Results show that even if the productivity gap is closed, men's and women's trajectories are differently valued against women, and this negatively impacts their probability of being awarded. Therefore, even if women manage to publish more and-somehow-be more cited, the gap will persist. Explicit public policy measures are required to close the current gap and stop reproducing it.
  • Item type:Publication,
    Does Gender Bias Still Affect Women in Science? Open PDF 
    (2019)
    Roper, Rachel L.
    The percentage of women employed in professional scientific positions has been low but is increasing over time. The U.S. National Institutes of Health and the National Science Foundation have both implemented programs to improve women's participation in science, and many universities and companies have diversity and equity programs. While most faculty and scientists believe that they are fair and unbiased, numerous well-designed studies published in leading peer-reviewed journals show that gender bias in sciences and medicine is widespread and persistent today in both faculty and students. Recent studies show that gender bias affects student grading, professional hiring, mentoring, tenure, promotion, respect, grant proposal success, and pay. In addition, sexual harassment remains a significant barrier. Fortunately, several studies provide evidence that programs that raise conscious awareness of gender bias can improve equity in science, and there are a number of recommendations and strategies for improving the participation of women.
  • Item type:Publication,
    Bias against research on gender bias Open PDF 
    (2018)
    Cislak, Aleksandra
    ;
    Formanowicz, Magdalena
    ;
    Saguy, Tamar
    The bias against women in academia is a documented phenomenon that has had detrimental consequences, not only for women, but also for the quality of science. First, gender bias in academia affects female scientists, resulting in their underrepresentation in academic institutions, particularly in higher ranks. The second type of gender bias in science relates to some findings applying only to male participants, which produces biased knowledge. Here, we identify a third potentially powerful source of gender bias in academia: the bias against research on gender bias. In a bibliometric investigation covering a broad range of social sciences, we analyzed published articles on gender bias and race bias and established that articles on gender bias are funded less often and published in journals with a lower Impact Factor than articles on comparable instances of social discrimination. This result suggests the possibility of an underappreciation of the phenomenon of gender bias and related research within the academic community. Addressing this meta-bias is crucial for the further examination of gender inequality, which severely affects many women across the world.