FEMALE LEADERS IN SCIENCE
Visible female leaders in science contribute to an inclusive workplace and inspire young women to become scientists as well. In some cases, hiring quotas can facilitate culture change; social scientists report that 30% is a critical mass for representation (Coe, Wiley & Bekker, 2019). In fact, the number of female full professors at a university is directly correlated with salary equity. In one study, as the proportion of female full rank employees to male full rank employees in an institution increased by 1%, the mean wage disadvantage for female assistant professors decreased by $2825.36 (Lee & Won, 2014).
Other straightforward workplace improvements include adding bystander intervention training (e.g., noticing the event, interpreting it as problematic, assuming personal responsibility, deciding how to step in, and acting on their decision to intervene) and ensuring that there are resources for victims and accountability for offensive behavior.
A few technological interventions have emerged to offer confidential reporting and community support. CALLISTO (www.projectcallisto.org/) is an online reporting portal designed to connect victims of repeat offenders in academic and institutional settings.
There are higher-profile reporting platforms like www.speakyourstory.net where anyone can post their story of dealing with sexism in science. The goal of that project is to quantify the frequency of offenses by field, type of institution and location so that interventions can be developed to improve the culture of the sciences for everyone. Some of those stories are featured anonymously on twitter (https://twitter.com/speakSTEMstory) too. More than anything, the involvement of women in these change efforts is paramount to creating more equitable and humane work environments which makes for better science all around.
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