About those low numbers of women in STEM fields. It’s a pipeline problem, right – more recruiting will fix it? Or it’s not a problem at all, it’s just what women choose, because they want to Spend More Time With The Kids. Right?
Not according to Joan C. Williams.
Several new studies add to the growing body of evidence that documents the role of gender bias in driving women out of science careers. A 2012 randomized, double-blind study gave science faculty at research-intensive universities the application materials of a fictitious student randomly assigned a male or female name, and found that both male and female faculty rated the male applicant as significantly more competent and hirable than the woman with identical application materials. A 2014 study found that both men and women were twice as likely to hire a man for a job that required math.
That can’t be right, because that’s political correctness run mad. All sane people know that there is no gender bias any more. Just ask Christina Hoff Sommers, she’ll tell you.
We conducted in-depth interviews with 60 female scientists and surveyed 557 female scientists, both with help from the Association for Women in Science. These studies provide an important picture of how gender bias plays out in everyday workplace interactions. My previous research has shown that there are four major patterns of bias women face at work. This new study emphasizes that women of color experience these to different degrees, and in different ways. Black women also face a fifth type of bias.
Pattern 1: Prove-it-Again. Two-thirds of the women interviewed, and two-thirds of the women surveyed, reported having to prove themselves over and over again – their successes discounted, their expertise questioned. “People just assume you’re not going to be able to cut it,” a statistician told us, in a typical comment. Black women were considerably more likely than other women to report having to deal with this type of bias; three-fourths of black women did. (And few Asian-American women felt that the stereotype of Asian-Americans as good at science helped them; that stereotype may well chiefly benefit Asian-American men.)
Guess what the next one is. We were just talking about it. It’s that too quiet-too loud thing. That you can’t win; that you’re too girly and too ungirly both at once.
Pattern 2: The Tightrope. Women need to behave in masculine ways in order to be seen as competent—but women are expected to be feminine. So women find themselves walking a tightrope between being seen as too feminine to be competent, and too masculine to be likable. More than a third (34.1%) of scientists surveyed reported feeling pressure to play a traditionally feminine role, with Asian Americans (40.9%) more likely than other groups of women to report this. About half of the scientists we surveyed (53.0%) reported backlash for displaying stereotypically “masculine” behaviors like speaking their minds directly or being decisive.
“I’ve gotten remarks like, ‘I didn’t expect someone Indian…and female to be like this,” said a micro-biologist. An astrophysicist told us she’d had to “damp down” her ambition and “become as amiable as possible,” going as far as to hide prizes and media attention. On the other hand, if women are assertive, direct, outspoken, or competitive, they may face dislike or even ostracism. “I’m pretty aggressive,” said a Latina bioengineer. “I find that both men and women…are going to immediately call [you a] witch. I’d use another word but it would be rude.”
I get that a lot.
And there are other patterns, including ones that especially affect women of color.
It’s so tempting the attribute the paucity of women in STEM to pipeline problems or personal choices. But it’s time to listen to women scientists: they think the issue’s gender bias, and an increasing amount of research supports that view.
Or, they could just listen to Christina Hoff Sommers.