Public hearing on ‘Women and Science’, The European Parliament, December 18th Public hearing on ‘Women and Science’, The European Parliament, December 18th

20072007

Women’s experience in science: Women’s experience in science: scientific culture - concepts, scientific culture - concepts, stereotypes, barriers?stereotypes, barriers?

Cathrine Hasse, Cathrine Hasse, AssociateAssociate Professor, DPU, University of Aarhus, Denmark Professor, DPU, University of Aarhus, Denmark

Stine Trentemøller, Research assistant, DPU, University of Aarhus, DenmarkStine Trentemøller, Research assistant, DPU, University of Aarhus, Denmark

Target Countries where the interviews are carried out

Other target Countries where

statistical data are collected

Target Countries where the interviews are carried outTarget Countries where the interviews are carried out

Other target Countries where statistical data are collectedOther target Countries where statistical data are collected

IUPAP Conference: Woman IUPAP Conference: Woman in Physics Paris 2002in Physics Paris 2002 Figure Caption: Data collected for the conference and analysed by K WiesnerFigure Caption: Data collected for the conference and analysed by K Wiesner

Cultural diversityCultural diversity

The more industrialised the countries The more industrialised the countries the larger difference between boys the larger difference between boys and girls interests in scienceand girls interests in science

Sjøberg, S. (2004). Sjøberg, S. (2004). Naturfag som allmenndannelse; En kritisk fagdidaktikk. Naturfag som allmenndannelse; En kritisk fagdidaktikk. 2. utgave. Gyldendal Akademisk. 2. utgave. Gyldendal Akademisk. ((http://folk.uio.no/sveinsj/http://folk.uio.no/sveinsj/))

BUTBUT Italy, Portugal Spain and many Italy, Portugal Spain and many

Eastern European countries have just Eastern European countries have just as many female physicistsas many female physicists

Disproportional gendered Disproportional gendered choiceschoices

Whatever the country (with their Whatever the country (with their respective equality policies or lack of), respective equality policies or lack of), whatever the discipline, and whether whatever the discipline, and whether women were the majority or minority of women were the majority or minority of students in that discipline, the proportion students in that discipline, the proportion of women among the professorates, went of women among the professorates, went down to somewhere around ten percent down to somewhere around ten percent in every country, in every discipline. in every country, in every discipline.

(See among others SHE-Figures, Gender and Excellence in the Making,(See among others SHE-Figures, Gender and Excellence in the Making,, the Helsinki Group Reports, and the ETAN- report), the Helsinki Group Reports, and the ETAN- report)

Innovation: Look at Innovation: Look at leaversleavers

A. The primary objective of the UPGEM project A. The primary objective of the UPGEM project is to identify relevant local cultural-historical is to identify relevant local cultural-historical processes behind “brain-drains” of female processes behind “brain-drains” of female physicists, who are leaving the field despite physicists, who are leaving the field despite having the same formal qualifications as their having the same formal qualifications as their male colleagues. male colleagues.

B. Qualitative studies of working environment B. Qualitative studies of working environment of academic staff (leavers and stayers) in of academic staff (leavers and stayers) in physics institutes at universities distributed physics institutes at universities distributed along the north/south and the east/west axes along the north/south and the east/west axes of the European map.of the European map.

UPGEM-work planUPGEM-work plan

WP1 Project management

(DPU)

WP2 Project Specification (DPU)

WP3 Guide for Field Research (DPU)

WP9 Data Analysis and Conclusion (DPU)

WP4 Field Research

Denmark (DPU)

WP5 Field Research

Poland (UL)

WP6 Field Research

Italy (LS)

WP7 Field Research

Finland (CAW)

WP8 Field Research

Estland (UT)

WP10+11 Review and Dissemination (DPU)

Elec Tro nic Data Plat-form

Field site info

Guide

Field Data

Culture Catalogue

Conference and Project Result website

MODEL OF CULTURE CONTRAST MODEL OF CULTURE CONTRAST ANALYSISANALYSIS

Data and HypothesesData and Hypotheses

DataData1.1. 208 interviews with male and female physicists (50 in 208 interviews with male and female physicists (50 in

Poland, and Italy, 36 in Denmark, Estonia and Finland) Poland, and Italy, 36 in Denmark, Estonia and Finland) translated into English. Aprox. 50% of the informants are translated into English. Aprox. 50% of the informants are employed outside of academia.employed outside of academia.

2. Field observations from 20 physics institutes2. Field observations from 20 physics institutes

3. X-Ray of 20 physics institutes 3. X-Ray of 20 physics institutes

4. Information boxes with cultural historical background 4. Information boxes with cultural historical background informationinformation

Stayers and leavers’ position in the Danish data

0

5

10

15

20

25

PhD. stud Post doc Ass. Prof Asso. Prof Prof.

Distribution of male and female stayers position in academia

Red= F

Blue= M

Leakey PipelineLeakey Pipeline

Whatever discipline we’re discussing, Whatever discipline we’re discussing, whatever the proportion of women whatever the proportion of women among the undergraduates and whatever among the undergraduates and whatever equality measures are put in place, we equality measures are put in place, we still see a disproportionate leakage of still see a disproportionate leakage of women from scientific careers at every women from scientific careers at every stage in the academic hierarchy in every stage in the academic hierarchy in every countrycountry (Alper 1993) (Alper 1993)

PUSH / PULL FactorsPUSH / PULL FactorsPush factorsPush factors CompetitionCompetition Stereotypical identityStereotypical identity Lack of Self-esteem Lack of Self-esteem Political changesPolitical changes Lack of career perspectivesLack of career perspectives Low pay + Short term contracts Low pay + Short term contracts Work motivational problemsWork motivational problems Bad working environment (conflicts, harassment) Bad working environment (conflicts, harassment) Insufficient organization of workplaceInsufficient organization of workplace Mobility requirementsMobility requirementsPull factorsPull factors Family responsibilityFamily responsibility New job possibilities (i.e. in industry or business)New job possibilities (i.e. in industry or business) Better payBetter pay Better career optionsBetter career options

Stayers and LeaversStayers and Leavers

Stayers fields:Stayers fields: Geophysics, theoretical physics, nano physics, Geophysics, theoretical physics, nano physics, solid state physics, particle physics, nuclear physics, X-ray solid state physics, particle physics, nuclear physics, X-ray physics, aerosol physics, astrophysics, astronomy, meteorology, physics, aerosol physics, astrophysics, astronomy, meteorology, material physics etc. material physics etc.

Positions held by leavers:Positions held by leavers: Designers, Public Researcher, Designers, Public Researcher, Industrial researcher, Patent Consultants, Academic Industrial researcher, Patent Consultants, Academic administrationadministration

Website administrators, Well site engineers, College teachers, Website administrators, Well site engineers, College teachers, Record managers, Medical physics Record managers, Medical physics

Research & development in high technology companies, Energy Research & development in high technology companies, Energy industry, Specialist positions in public sector, industry, Specialist positions in public sector,

HR management, Polytechnics and high school, Investment HR management, Polytechnics and high school, Investment companies, Dissemination of Didactics, Retiredcompanies, Dissemination of Didactics, Retired

UnemployedUnemployed

Examples of codes and Examples of codes and hypothesishypothesis

1)1) Code: Code: MotivationMotivation Hypothesis: Hypothesis: Females are more often than males encouraged to study and do career Females are more often than males encouraged to study and do career

inin physics by personal relations such as a teacher, family member or mentor.physics by personal relations such as a teacher, family member or mentor. 2)2) Code: Code: Family MemberFamily Member Hypothesis: Hypothesis: Women more often than men have physicists in their family.Women more often than men have physicists in their family. 3)3) Code: Code: MentorMentor Hypothesis: Hypothesis: Having a mentor facilitates your career advancement in physics in academia as Having a mentor facilitates your career advancement in physics in academia as

well as outside of academia. well as outside of academia. 4)4) Code: Code: ProfessorProfessor Hypothesis: Hypothesis: Staying on good terms with your professor is a prerequisite for staying in Staying on good terms with your professor is a prerequisite for staying in

academiaacademia at all. This especially affects women because they are poorer at making andat all. This especially affects women because they are poorer at making andmaintaining professor-bonding.maintaining professor-bonding.

5)5) Code: Code: IdentityIdentity Hypothesis:Hypothesis: We find cultural differences in how men and women identify themselves as We find cultural differences in how men and women identify themselves as

physicistsphysicists 6)6) Code: Code: StereotypesStereotypes Hypothesis:Hypothesis: Female physicists are connected to different stereotypes than male physicists Female physicists are connected to different stereotypes than male physicists

9) Code: 9) Code: CompetitionCompetition

Hypothesis: We find more female physicists in Hypothesis: We find more female physicists in universities that are less competitive compared touniversities that are less competitive compared tothe more competitive universities.the more competitive universities.

Definition: This code is used when you judge the Definition: This code is used when you judge the interviewee speaks of competition. It can beinterviewee speaks of competition. It can becompetition for jobs, prestige, funding. It can refer competition for jobs, prestige, funding. It can refer to to personalpersonal and and generalgeneral experiences. experiences.

Best example: The case where some physicists Best example: The case where some physicists tries to block the publications of another grouptries to block the publications of another groupbecause they compete.because they compete.

Nature of competitionNature of competition

Ongoing race of publishing Ongoing race of publishing new resultsnew results

Emphasizing oneselfEmphasizing oneself Being able to act and think Being able to act and think

strategicallystrategically

Positive-negative attitude to Positive-negative attitude to CompetitionCompetition

Positive towards competition at workPositive towards competition at work The majority of the malesThe majority of the males Less than 1/5 of the females Less than 1/5 of the females

Negative towards competition at workNegative towards competition at work The majority of the femalesThe majority of the females Less than 1/5 of the malesLess than 1/5 of the males

Attitudes towards Attitudes towards competition in countriescompetition in countries

Finland:Finland:Female informants reported rarely on competitive situations in their career Female informants reported rarely on competitive situations in their career and expressed unwillingness to enter competitionand expressed unwillingness to enter competitionMale informants considered competition as an inherent part of academic Male informants considered competition as an inherent part of academic work and saw it both as a career booster and a career obstaclework and saw it both as a career booster and a career obstacle

Denmark:Denmark:MMales talk more often of competition as a positive element. They generally ales talk more often of competition as a positive element. They generally have a relatively neutral attitude towards competition, and seem to have a relatively neutral attitude towards competition, and seem to acknowledge and accept the conditions.acknowledge and accept the conditions. Overall, the female informants appear less willing to compete and less willing Overall, the female informants appear less willing to compete and less willing to acknowledge the relevance of taking part in competition (they just want to to acknowledge the relevance of taking part in competition (they just want to do their job), though some of them (mainly stayers) are aware of the do their job), though some of them (mainly stayers) are aware of the competition and speak of being competitive.competition and speak of being competitive.

Italy:Italy:Negative accounts of competition mainly came up in female narrativesNegative accounts of competition mainly came up in female narratives

Negative competition Negative competition female leaverfemale leaver

Denmark: Denmark: I: Do you think you would have still been there if

there had not been so much competition?[Female leaver]: Yes, that is for sure, then I

would not have felt the constant expectations of results and so on. The question is whether that is a natural part of research, the competition itself. No, I do not know. It had helped me if there had not been any competition element in it.

Open and hidden Open and hidden CompetitionCompetition

Open competition Open competition is typically between various is typically between various research groups, universities or even countries. Open research groups, universities or even countries. Open competition is characterised by practices where competition is characterised by practices where colleagues generally show greater group orientation by colleagues generally show greater group orientation by e.g. planning strategy jointly and where all know who is e.g. planning strategy jointly and where all know who is competing for specific funding or positions.competing for specific funding or positions.

Hidden competitionHidden competition is typically described as occurring is typically described as occurring at a personal level, i.e. in-group competition such as at a personal level, i.e. in-group competition such as individual colleagues competing against each other, individual colleagues competing against each other, and is typically of a disputable nature. and is typically of a disputable nature.

Open and hidden Open and hidden CompetitionCompetition

Open competition:Open competition: [female leaver]: They didn’t accept the theory we [female leaver]: They didn’t accept the theory we

brought which is a part of how research is done; you brought which is a part of how research is done; you retain your point of view and continue to do so. You retain your point of view and continue to do so. You spend a lot of energy on fighting the others and move spend a lot of energy on fighting the others and move yourself forwards … In twenty years we can see who yourself forwards … In twenty years we can see who was right.was right.

Hidden competition: Hidden competition: [female stayer]: Sometimes I think back at the time in [female stayer]: Sometimes I think back at the time in

high school were I didn’t want to be a part of the high school were I didn’t want to be a part of the intrigue among the girls but now that I’m working at the intrigue among the girls but now that I’m working at the Institute of Physics I have to be in it if I have to have a Institute of Physics I have to be in it if I have to have a shot in the competition.shot in the competition.

Handling competition at Handling competition at workwork

[Female leaver]: [T]hose who are [Female leaver]: [T]hose who are responsible for a group, tend to create a responsible for a group, tend to create a spirit of a “healthy” competition among the spirit of a “healthy” competition among the employees. I don’t believe there is such employees. I don’t believe there is such thing as a “healthy” competition because thing as a “healthy” competition because human soul is corrupt, so to say, and human soul is corrupt, so to say, and instinctively, out of fear and survival spirit, instinctively, out of fear and survival spirit, it tends to surpass the others. If such an it tends to surpass the others. If such an instinct remains uncontrolled (..) then it all instinct remains uncontrolled (..) then it all comes to the rule of the strongest, which is comes to the rule of the strongest, which is only harmful.only harmful.

Handling competition at workHandling competition at work

Some research groups seem to be better than Some research groups seem to be better than others to handle competition. others to handle competition.

Two specific research groups in the data, a “geo-Two specific research groups in the data, a “geo-group” and a “bio-group”, stand out as having group” and a “bio-group”, stand out as having developed characteristic open traditions in terms developed characteristic open traditions in terms of handling in-group competition in aof handling in-group competition in acollaborative way. collaborative way.

Joint meetings on planning strategies, where all Joint meetings on planning strategies, where all know e.g. who is competing for specific funding, know e.g. who is competing for specific funding, lead to a better working environment. lead to a better working environment.

30) Code: 30) Code: StereotypesStereotypes

Hypothesis:Hypothesis: Female physicists are connected to Female physicists are connected to different stereotypes than male physicists.different stereotypes than male physicists.

Definition: Definition: The code refers mainly to stereotypical The code refers mainly to stereotypical notions of physicists in society or even amongnotions of physicists in society or even amongphysicists themselves. You should use this code physicists themselves. You should use this code regardless of whether the personregardless of whether the person interviewed identifies interviewed identifies with the stereotype or not. with the stereotype or not.

Best exampleBest example: “There are two types of physicists – : “There are two types of physicists – those nerds who only works and those who dothose nerds who only works and those who do other other things as well”, “He was a real absent-minded type, things as well”, “He was a real absent-minded type, you knowyou know.” .” or “Mostor “Mostpeople seem to think it is weird to people seem to think it is weird to study physics” (said by a female). study physics” (said by a female).

Diverse stereotypical Diverse stereotypical identities in physics identities in physics sciences sciences

DK: Geeks and High Priests and Playful DK: Geeks and High Priests and Playful BoysBoys

IT: Genious and Over-philosophical GeekIT: Genious and Over-philosophical Geek

EST: Black Smith, High Priest and Playful EST: Black Smith, High Priest and Playful BoysBoys

Carry male connotationsCarry male connotations

Cultural models of Cultural models of physicsphysics

Denmark: Connections between physics as Denmark: Connections between physics as hard + elitist = science anxiety = negative hard + elitist = science anxiety = negative feelings = less directional force + feelings = less directional force + masculine = less motivation especially for masculine = less motivation especially for girlsgirls

Italy: Connections between physics + Italy: Connections between physics + classical and philosophical studies. No classical and philosophical studies. No connections to hard, elitist and masculine = connections to hard, elitist and masculine = more directional force= more motivation more directional force= more motivation especially for girls.especially for girls.

Visibility of WomenVisibility of WomenNo clear female connotated stereotype in DKNo clear female connotated stereotype in DK

Being visible as a female is perceived as Being visible as a female is perceived as problematic by many DK femalesproblematic by many DK females

The matter of being female is put before their The matter of being female is put before their recognition as competent physicist.recognition as competent physicist.

In the Danish interviews no females describe In the Danish interviews no females describe themselves as accentuating their femininity at themselves as accentuating their femininity at work. work.

Female visibilityFemale visibility [Female Danish physicist]: … what I find hard is…when you travel [Female Danish physicist]: … what I find hard is…when you travel

to _ to conferences and.. What becomes difficult is actually eh _ _ to _ to conferences and.. What becomes difficult is actually eh _ _ that you sort of get seen..that you sort of get seen..

I: As a woman?I: As a woman? [Female Danish physicist]: Yes. I mean, you get …it is like you [Female Danish physicist]: Yes. I mean, you get …it is like you

have a flashlight in your forehead [laughs]. I mean, it can be have a flashlight in your forehead [laughs]. I mean, it can be [unclear] but sometimes it is very demanding .. and you talk to [unclear] but sometimes it is very demanding .. and you talk to them …and they talk to you just because you are a woman.them …and they talk to you just because you are a woman.

I: Yes.I: Yes. [Female Danish physicist] : …and when you talk to them ..they [Female Danish physicist] : …and when you talk to them ..they

think you are interested just because you talk to them [laughs].think you are interested just because you talk to them [laughs]. I: Yes I: Yes [Female Danish physicist]: and that can be really hard.[Female Danish physicist]: and that can be really hard.

Visibility of WomenVisibility of Women

In the Italian context female visibility In the Italian context female visibility seems to be used as an advantage in seems to be used as an advantage in some situations. In the interviews and some situations. In the interviews and fieldwork the Italian women appear fieldwork the Italian women appear more feminine and seem be able to more feminine and seem be able to play on their femininity without this play on their femininity without this interfering with their recognition as interfering with their recognition as competent physicists.competent physicists.

Female VisibilityFemale Visibility

I: Do you think that your career would have changed if you had been a I: Do you think that your career would have changed if you had been a man?man?

[Female Italian physicist]: Honestly, I have to say that when a committee [Female Italian physicist]: Honestly, I have to say that when a committee to guarantee the same possibilities to men and women was created also to guarantee the same possibilities to men and women was created also here in this institution, many female colleagues came to me and asked me here in this institution, many female colleagues came to me and asked me “when do you begin?/when do you travel abroad?”, but I think I have “when do you begin?/when do you travel abroad?”, but I think I have never been discriminated, on the contrary [unclear] I had some never been discriminated, on the contrary [unclear] I had some advantages because in a surrounding where they are all men, there is advantages because in a surrounding where they are all men, there is always some kind of pleasure in being kind to a woman, in giving her a always some kind of pleasure in being kind to a woman, in giving her a bonus, in making her a favour. So there was no discrimination towards bonus, in making her a favour. So there was no discrimination towards me. I remember that I had a female university mate who always opened a me. I remember that I had a female university mate who always opened a button more in her blouse when she sit for an exam and she used to say: button more in her blouse when she sit for an exam and she used to say: “Look, this is a point more that I get”, it is not always like this but “Look, this is a point more that I get”, it is not always like this but sometimes you can [unclear] in a surrounding where there are a lot of sometimes you can [unclear] in a surrounding where there are a lot of men, there are advantages for a woman, but there can also be some men, there are advantages for a woman, but there can also be some disadvantages.disadvantages.

UPGEM Conference: UPGEM Conference: DRAW THE LINE DRAW THE LINE

First Announcement of the UPGEM ConferenceFirst Announcement of the UPGEM Conference Copenhagen, May 30-31, 2008Copenhagen, May 30-31, 2008

Research in Academia shows that female and male scientists Research in Academia shows that female and male scientists follow different career paths in different national contexts. Some follow different career paths in different national contexts. Some countries are better than others at attracting female scientists to a countries are better than others at attracting female scientists to a research career in natural science. Even so, female scientists in research career in natural science. Even so, female scientists in these countries never reach top positions to the same extent as these countries never reach top positions to the same extent as their male colleagues. The results presented at the UPGEM their male colleagues. The results presented at the UPGEM conference unveils the complex and intricate cultural patterns conference unveils the complex and intricate cultural patterns behind these facts. The project gives a multifaceted picture of the behind these facts. The project gives a multifaceted picture of the diversity of the everyday life at universities in five European diversity of the everyday life at universities in five European countries, Italy, Poland, Finland, Estonia and Denmark.countries, Italy, Poland, Finland, Estonia and Denmark.

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