Support Participation and Advancement of Women in STEMM

On Women's Equality Day (today), National Academies reminds academia to  “continue to drive bias, discrimination, and harassment out of our institutions and society. Despite decades of research, funding, and programs dedicated to increasing the representation of women in science, engineering, technology, mathematics, and medicine, the numbers, particularly in leadership roles, have remained low or stagnant in many fields, especially among women of color. Our [free, downloadable] reports explore the wide range of structural, cultural, and institutional patterns of bias, discrimination, and inequity that affect women, and the steps that can be taken to increase representation in STEMM.”  Historically, these materials are promoted most heavily to marginalized groups.  However, those impacted most negatively by marginalization cannot fix the bias, or the culture that penalizes them for asking, by themselves.   

We all have a role in creating, and maintaining an inclusive, equitable work and learning environment.  Our students learn not only from course content, but by the examples set by faculty, staff and administration in their classroom and team management, policies, and mentorship models.  NAP titles include:  Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine: Opening Doors (2020); Seeking Solutions: Maximizing American Talent by Advancing Women of Color in Academia: Summary of a Conference (2013); Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine (2018), The Science of Effective Mentorship in STEMM (2019), and Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering (2007).  These, and other reports and proceedings under heading of “women and minoritites”, are available to read online or download here.  Some titles are also available for purchase in ebook or print editions.

Some strategies suggested in these reports include:

• Networking and group mentoring for those in marginalized groups.  The ESF Women’s Caucus will be continuing its networking coffee breaks virtually this fall.  Please let us know your availability and a little bit about you  at  https://forms.gle/2xEqkXLSjzsDbPKx7  Also stay tuned for information from the IDE Committee/OIDE about affinity groups for students, and those newly forming for faculty and staff.
• Recognize that balancing work and family is a universal challenge, with potential impact on retention, equity and quality of work life.  The ESF Women’s Caucus, therefore, invites all caretakers (of children, parents, friends) to subscribe to FamilyResources to share resources, family friendly events on or off campus, or to request information from other list members.  To subscribe, email: listserv@listserv.syr.edu and leave the subject line blank, and message of:  SUBSCRIBE familyresources FirstName LastName.

In addition, the Association of American Medical Colleges Gender Equity Lab (GEL)  also invites registration for its upcoming webinar, Community Call: Creative Strategies to Address the Gendered Impact of COVID-19, September 3, 2020
3-4pm ET, With so many personal and professional changes to our lives as a result of the pandemic, more attention must be paid to how these changes disproportionately impact women, especially women of diverse backgrounds. During this community call, hosted by GWIMS, discuss with your colleagues creative solutions to the gendered impact of COVID such as caregiving and dependent care issues, working remotely, virtual practices and other topics – this call is open to all. [GEL] recently launched … to assist members with these emerging issues and more calls can be scheduled to meet the needs of the community and share resources. REGISTER.   Submit your questions and resources to discuss on the call.  Questions? Contact Rebekah Corlew or Diana Lautenberger

Mentoring networks resume this fall

Semesterly reminder that short breaks help individuals regroup and gain fresh perspectives, that women benefit Networking and group mentoring as their stress responses moderated by social supports.  Stresses will remain high while there are so many unknowns, so let us know when you could be available (about monthly) to meet virtually* and a little about you so we might group participants at  https://forms.gle/2xEqkXLSjzsDbPKx7  Also, if specific cohorts are already meeting on their own, or would be interested in doing so under a larger umbrella, let’s talk!

* I asked prior to last semester for thoughts about virtual meetings.  The general consensus was “no”, that conversation might be inhibited or people might find it distracting.  However, campus closures necessitated an unplanned experiment with this format.  Participation did drop for most coffee breaks, but there was a lunch cohort that continued to meet every few weeks.  This was invaluable for sharing information across offices, and strategies from working from home, in spaces that hadn't been planned for that.  The were welcome brief respites with friendly folks rather than crabby colleagues (some of whom may, or may not, be kids or partners also plunged into work/school-from-home 😊 situations).  Since many will continue working from home due to continued need to reduce density on campus/lack of physical meeting spaces, and some folks haven’t yet been relocated for planned renovation or surprise ventilation issues, coupled perhaps with child- and elder-support issues, we’ll be continuing remotely for the foreseeable future.