Bulletin of Science,Technology & Society

The history of U.S. women scientists’ organizations from the 19th century until the 1960s reflects both women’s relative powerlessness within the science community and their reluctance to challenge discrimination against them. Since the 1960s, feminist activism, together with the increase in the number of women trained in science, have made discrimination against women in science more obvious and less tolerable. The founding of the first explicitly equity-seeking organization, the Association of Women in Science (AWIS), in 1971 is a watershed. Today, women scientists are willing to band together so long as the promises of meritocracy remain unfulfilled.

Despite 20 years of official concern, women scientists in the United Kingdom are still unrepresented in the higher echelons of U.K. science, engineering, and technology and limited in their opportunities for advancement. The author attributes this to the organization and structure of scientific work, together with male “ownership” of science (even where women are a sizeable minority), rather than to the choices women make. Conflict with childbearing and child raising is significant in science more than in law and medicine because external funding sources and large, rigid laboratory organizations disparage and hence disadvantage part-time scientists. Perception is another factor. Women scientists are not seen as equally committed to their work or as eager for advancement. Industrial employment, which should be freer of some of the problems in academic or research science, nevertheless shows restrictions on women’s advancement, too.

The fact that information technology is becoming the lingua franca of 21st-century business makes it of more than passing interest that the proportion of women selecting and succeeding in the field is in decline. In Margolis and Fisher’s Unlocking the Clubhouse: Women in Computing, the authors analyze the problem and report on how it is being partially righted at Carnegie Mellon University. The following selections are from Chapters 4 and 8 of their book.

This study uses data from the Survey of Doctorate Recipients to evaluate gender differences in salaries for academic scientists. Over time gender salary differences can partly be explained by differences in observable characteristics for faculty at the assistant and associate ranks. Substantial gender salary differences for full professors are not explained by observable characteristics. Between 1973 and 1997, very little has changed in terms of gender salary and promotion differences for academics in science. After evaluating potential explanations, the author concludes that gender discrimination similar to that observed at MIT accounts for unexplained gender disparities.

This article derives from the results of a questionnaire circulated to an international set of women working mainly in large companies in the field of science and technology. It is composed of 127 respondents from 17 different countries. The women in the sample are, as a whole, happy in their work and their choice of a career. Only a few of them are, however, successful managers; 85% of the sample have less than 10 people reporting to them.