5 Conclusions
76. Dr Nicola Patron, Sainsbury Laboratory,
stated that "the academic career system was developed when
most faculty members were men (with stay-at-home wives) who could
relocate to available research posts as they became available".[365]
She added "in an era of dual-career families, science is
a difficult choice for everyone".[366]
The Women's Engineering Society (WES) stated that "the issue
of women engineers and scientists goes back to WW1" and that
"there have been almost annual enquiries into aspects of
this issue for many years and 'wake-up calls' followed by short
term projects every decade since the 1970s and even before".[367]
The WES added that "progress has been modest, at best, and
short term at worst" with "too much fragmentation of
effort and re-invention of wheels".[368]
It called for "action rather than examining, over and over
again, why the situation exists".[369]
The Campaign for Science and Engineering similarly highlighted
that "what is needed is not more recommendations, but more
action".[370]
Our inquiry has not uncovered any new issues on the topic of
gender diversity in STEM subjects. This indicates that the problems
and solutions have long been identified, yet not enough is being
done to actively improve the situation. While competitiveness
for jobs is beneficial for science, careers should not be constructed
in such a way that talented women are deterred from remaining
and progressing in STEM. It is astonishing that despite clear
imperatives and multiple initiatives to improve diversity in STEM,
women still remain under-represented at senior levels across every
discipline.
77. The under-representation of women
in STEM is caused by a wide range of factors. Emphasis is often
placed on inspiring young girls to choose science, which is commendable,
but such efforts are wasted if women are then disproportionately
disadvantaged in scientific careers compared to men. It is disappointing
that biases and working practices result in systematic and cumulative
discrimination against women throughout STEM study and academic
careers.
78. Universities and other HEIs are
the employers of academic STEM researchers so they have ultimate
responsibility for employment conditions and the greatest obligation
to improve STEM careers for all researchers. While there are many
examples of good practice in diversity management, some HEIs appear
to be too content to devolve responsibility for working hours,
careers support and promotion down to research groups. More standardisation
is required across the higher education (HE) sector. We encourage
all HEIs conducting STEM research to apply for Athena SWAN awards,
or similar recognised schemes.
365 WSC 21 [Dr Nicola Patron] para 7 Back
366
WSC 21 [Dr Nicola Patron] para 7 Back
367
WSC 38 [Women's Engineering Society] Back
368
WSC 38 [Women's Engineering Society] Back
369
WSC 38 [Women's Engineering Society] Back
370
WSC 98 [Campaign for Science and Engineering] Back
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