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A high level of educational and occupational achievements in science and engineering (S&E) in the US has changed the image of Asian Americans from the "yellow peril" to a "model minority." Behind this new identity is the belief that Asian Americans as a group have equaled, if not surpassed, the standards of success set by White America in S&E. It is further assumed that Asian American women are advancing equally in S&E. The reality is that they are over-represented as Asian Americans but under-represented as women in S&E occupations. They experience challenges associated with both, their ethnicity and gender. They face "double bind"—a term used for women of color who simultaneously experience sexism and racism in S&E. This paper presents Asian American women's unique situations within S&E organizations, with a particular focus on high-technology industry, where most of them are employed. It focuses on their identities and socio-cultural categorizations. [ABSTRACT FROM AUTHOR]

India has witnessed a steady rise in the number of women scientists and engineers in the last two decades. At the same time, the country has experienced the transition from the joint family to a nuclear family system. This has brought with it unique challenges for the women professionals as they negotiate their roles in families with successful careers. While documenting and analysing the changing patterns of the work–life balance of women scientists and engineers, the article highlights the critical role that the scientific institutions can play as enablers in this process. [ABSTRACT FROM AUTHOR]

Public figures often apologize after making controversial statements. There are reasons to believe, however, that apologizing makes public figures appear weak and risk averse, which may make them less likeable and lead members of the public to want to punish them. This paper presents the results of an experiment in which respondents were given two versions of two real-life controversies involving public figures. Approximately half of the participants read a story that made it appear as if the person had apologized, while the rest were led to believe that the individual had stood firm. In the first experiment, hearing that Rand Paul apologized for his comments on civil rights did not change whether respondents were less likely to vote for him. When presented with two versions of the controversy surrounding Larry Summers and his comments about women scientists and engineers, however, liberals and females were more likely to say that he should have faced negative consequences for his statement when presented with his apology. The effects on other groups were smaller or neutral. The evidence suggests that when a prominent figure apologizes for a controversial statement, individuals are either unaffected or become more likely to desire that the individual be punished. [ABSTRACT FROM AUTHOR]

Copyright of Ciencia, Tecnica y Mainstreaming Social is the property of Universidad Politecnica de Valencia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article discusses the findings of a research report titled 'Capturing diversity: a comprehensive report on women in science and engineering in India'. By mapping the life trajectories of 130 women scientists of India, the article highlights their successes and struggles at different levels of their lives in order to have a career in science. [ABSTRACT FROM AUTHOR]

Despite the efforts of the Korean government to implement gender mainstreaming in Science, Technology, Engineering and Mathematics (STEM), the gender gap remains intact. The low rank of Gender Gap Indices (GGI) of Korea is mainly due to the low economic participation of women, especially in STEM. However, Korea has been steadily advancing in terms of government policies for women in STEM. The enactment of the law on fostering and supporting women in science and technology in 2002 is attributed to the collective efforts of women scientists and engineers through a women in STEM organization. The next task for women's networks would be to identify the barriers of gender disparities by gathering the voices of women in STEM. [ABSTRACT FROM AUTHOR]

The research aimed at examining the perceptions of employees in the IT&C field, talking about the relevance of gender in choosing the professional path. A short journey through the career experiences of the respondents led to the identification of the absence or presence of stereotypes, inequalities or gender discrimination in shaping their own profession. The theories that formed the basis of this scientific study belong to specialists in the field of studying gender differences in science and technology, such as Prof. Dr. Cosima Rughiniş or Prof. Dr. Maria-Elena Osiceanu. The authors concluded that both in Romania and in Europe, the percentage of girls who choose to pursue engineering studies is much lower compared to that of boys. Stereotypes have predetermined a harder career path for women engineers or scientists than for men. The qualitative sociological study was conducted using the semi-structured interview technique. The data obtained showed that among the relevant distinctions in career choice is that of stereotypes, discrimination and gender inequalities. There were both respondents who confirmed their presence, reporting from their own or acquaintances’ experiences and respondents who manifested their neutral position or who vehemently denied the existence of gender differences in the field of IT&C. [ABSTRACT FROM AUTHOR]

Copyright of Ciencia, Tecnica y Mainstreaming Social is the property of Universidad Politecnica de Valencia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Gendered innovation in Science, Technology and Innovation, which seeks better science for both men and women by integrating sex and gender analysis, has become an important issue in the entire process of STI, as initiated by the European Commission, Canadian Institutes of Health Research in Canada and the National Institutes of Health in the United States. Korea has also attempted to reflect gendered innovations in Science and Technology as a critical factor in the 3rd and 4th National Plan, followed by the Act on Women Scientists and Engineers (2002). Against this background, the aim of this study is to prioritize the policy instruments regarding gendered innovation in Research and Development. Through the Focus Group Interview (FGI) and the Analytic Hierarchy Process (AHP), this study attempts to set the priority among selected criteria, various types of policy instruments, and the applied research development area. As a result, this study shows the preparation of the relevant legal and institutional mechanisms for the full introduction of gendered innovation in S&T, and the importance of various policy instruments for S&T innovation in the fields of planning, budgeting, managing national R&D projects, evaluating and impact assessment, etc., being derived in a systematic way to ensure their effectiveness. [ABSTRACT FROM AUTHOR]

A popular strategy for increasing women faculty in STEM (science, technology, engineering, and mathematics) departments is to hire from other universities, but this strategy fails to increase the number of women faculty nationally. This research investigates a new approach to faculty recruitment called 'on-ramping,' the process by which women with PhDs leverage their nonacademic careers and enter academia as faculty members. This study follows women scientists and engineers from their non-academic to faculty career and analyzes their experiences transgressing the boundaries of STEM knowledge production sites. We used qualitative methods to collect and analyze semi-structured interviews about the experiences of ten female PhDs who successfully on-ramped into faculty positions with the support of a feminist professional community. Our data revealed four phases of on-ramping that characterized the transition to academia for our participants. Attention to gender in on-ramping also highlights concerns that span the personal and the professional in women scientists and engineers' lives. By illuminating cultural and political practices in STEM sites of knowledge production and the effects of feminist interventions on women's experiences of producing knowledge in STEM fields, this study offers a unique perspective that can elucidate the strengths and weaknesses of these sites, especially in regards to gender politics and knowledge production. [ABSTRACT FROM AUTHOR]

We empirically examined the congruence effect of work- and parenting-role identities on women scientists' perception of organizational support. With the assistance of the staff of the Center for Women in Science, Engineering, and Technology in South Korea, we obtained data from 215 women employed as scientists by responses to a survey. The results of polynomial regressions showed a positive congruence effect of their employment and parenting role identities on perceived organizational support (POS); the more closely aligned the two identities were, that is, the higher the level of congruence of the role identities, the stronger was the POS. These findings highlight the pivotal role played by the balance between workand parenting-role identities in promoting a positive attitude in the workplace among women scientists. The theoretical and practical implications and limitations are also discussed. [ABSTRACT FROM AUTHOR]

Full inclusion of women into the academics remains a daunting challenge in the United States. The situation is particularly acute within science, technology, engineering and mathematics (STEM) fields where the underrepresentation of women and their career disadvantages attract a great deal of attention. Based on a dataset combining a survey of department chairs and their performance indicators, we attempt to investigate organizational determinants of gender diversity strategies in the STEM fields. The findings suggest that academic departments' commitment to a gender diversity strategy is related to their chairs' administrative power and their assessment of current gender diversity status. Moreover, the commitment signals departments' responses to social demands for more female faculty members. Nevertheless, women chairs prove less likely to pursue a gender diversity strategy, and more female faculty members hardly increase the likelihood of adopting such a strategy. The findings require care in interpretation because in cases where there are more women, the perceived need for adding women may be lessened. As such, gender diversity strategy may be compensatory in nature. The present study underscores the need for richer theories about recruitment of women STEM faculty and possibly, modifications in public policy for STEM human resources. [ABSTRACT FROM AUTHOR]

Utilizing a phenomenological perspective and method, this study aimed to reveal the lived career mentoring experiences of Latinas in science and engineering and to understand how selected Latina scientists and engineers achieved high-level positions. Our in-depth interviews revealed that (a) it is important to have multiple mentors for Latinas’ success; (b) various types of mentoring can be effective in career development; (c) the support and encouragement of mentors is essential; and (d) mentoring relationships should be a mutual agreement. Findings also suggest that implementing formal and informal mentoring programs can encourage Latinas to pursue careers in science and engineering and have a positive influence on career success. The commonly shared characteristics and experiences that promote career success are trailblazer, mentoring types, networking, professional opportunities, support and encouragement, goal orientation, and passion and belief. [ABSTRACT FROM AUTHOR]

The "small group support" program was implemented to ensure the visibility and empowerment of women in science, engineering and technology (SET) primarily in the Busan, Ulsan and Gyeongnam region of Korea. The realization of this program was based on studies showing that the contingent type of employment is significantly higher in women in this southeastern region. Moreover, underrepresentation of women in the science and technology sectors has been shown to be more serious in areas further away from the national capital. The major outcomes of this project in 2010 include the formation of two new legal associations of women in SET in the region. In 2011, ten additional "small groups" were funded, resulting in better networking opportunities that contributed to the uplifting of the morale of the participants. [ABSTRACT FROM AUTHOR]

The article discusses the study which examines the institutional environment for academic women entrepreneurship, particularly in science, technology, engineering and mathematics (STEM) disciplines, at Ohio State University. Some of the key findings of the study are discussed. Also offered are the authors' insights about why higher education in the U.S. fails to attract and involve women scientists and engineers in the enterprise.

The article discusses an oral history project conducted by the Archives of Women in Science and Engineering (WISE Archives) at Iowa State University, which focuses on conducting interviews with women scientists about their career choices. The author identifies trends within these interviews that connect career choices and career success to women scientists' class and racial backgrounds, family and interpersonal relationships, collaborative efforts, and mentoring. The author argues that women's reasons for leaving the scientific and engineering professions could be a future focus of related oral history projects.

This study seeks to identify practical approaches for raising the work profile of South Korean women scientists and engineers (S&Es), based on a survey of 300 women employees and their employers. Although women S&Es have a proven track record in South Korean industry, they face discrimination and less-than-hospitable work environments. Their careers in industry seem to hinge more on attributes such as dependability, subject matter expertise, and clerical skills than on the ability to lead, as a result of which they are relegated to subservient roles. When placed in the matrix of South Korean societal mores, these findings suggest that women S&Es could benefit from both individualized strategies and broader support programs focusing on the diverse needs of women across various strata of society. [ABSTRACT FROM PUBLISHER]

This study provides an in-depth picture of five university level women who entered a large American university with a declared science/engineering major. Comparative case studies are used to highlight how predictive factors regarding persistence in the current literature do not cover the unique and varying experiences that lead to women This study provides an in-depth picture of five university level women who entered a large American university with a declared science/engineering major. Comparative case studies are used to highlight how predictive factors regarding persistence in the current literature do not cover the unique and varying experiences that lead to women's decisions to stay or leave their science/engineering majors. Specifically this study focuses on the following predictive factors: parental support and education level; pre-college preparation; ability to identify with the culture of science and engineering. These narrative life histories delve in to each woman's perceptions of her experiences, thereby revealing their personal stories of identity within the science and engineering cultures. This study highlights a new way of viewing coping strategies that enable persistence and provides evidence for the role that science/engineering departments play in leavers' trajectories. s decisions to stay or leave their science/engineering majors. Specifically this study focuses on the following predictive factors: parental support and education level; pre-college preparation; ability to identify with the culture of science and engineering. These narrative life histories delve in to each woman's perceptions of her experiences, thereby revealing their personal stories of identity within the science and engineering cultures. This study highlights a new way of viewing coping strategies that enable persistence and provides evidence for the role that science/engineering departments play in leavers' trajectories. [ABSTRACT FROM AUTHOR]

A new metaphor is proposed for understanding the experiences of women pursuing Ph.D.s in science, technology, engineering and mathematics (STEM) fields, based on a study of students in a U.S. Ph.D. program. The notion of the "glass obstacle course" captures the unequal gendered processes at work in women A new metaphor is proposed for understanding the experiences of women pursuing Ph.D.s in science, technology, engineering and mathematics (STEM) fields, based on a study of students in a U.S. Ph.D. program. The notion of the "glass obstacle course" captures the unequal gendered processes at work in women's graduate careers, including exclusion from the "Old Boys' Club", outright sexism, a lack of women role models, and difficult work-life choices. These obstacles are "glass" because they are often implicit and unanticipated: they are "unseen, yet unbreachable" (Federal Glass Ceiling Commission, 1995). In-depth interviews elucidate the gendered and influential aspects of these barriers and the agentic strategies our respondents utilized to navigate them. In this way, career pathways for women scientists and engineers are shaped by ideological and structural constraints, informal and formal biases, and active resistance or accommodation to them. Such accumulated disadvantages can impact women's attrition from and satisfaction with their chosen STEM fields. s graduate careers, including exclusion from the "Old Boys' Club", outright sexism, a lack of women role models, and difficult work-life choices. These obstacles are "glass" because they are often implicit and unanticipated: they are "unseen, yet unbreachable" (Federal Glass Ceiling Commission, 1995). In-depth interviews elucidate the gendered and influential aspects of these barriers and the agentic strategies our respondents utilized to navigate them. In this way, career pathways for women scientists and engineers are shaped by ideological and structural constraints, informal and formal biases, and active resistance or accommodation to them. Such accumulated disadvantages can impact women's attrition from and satisfaction with their chosen STEM fields. [ABSTRACT FROM AUTHOR]

In this foreword, Shirley Malcom and Lindsey Malcom speak to the history and current status of women of color in science, technology, engineering, and mathematics (STEM) fields. As the author of the seminal report The Double Bind: The Price of Being a Minority Woman in Science, Shirley Malcom is uniquely poised to give us an insightful perspective on the development of this field over the last thirty-five years. She has spent the intervening years working on increasing diversity and inclusion in STEM education and careers. Her daughter, Lindsey Malcom, represents the next generation of scholars seeking to understand and advance the representation of women of color in STEM. Together, they connect the past and the present regarding the pathways used by minority women entering STEM, their patterns of advancement, and shifting paradigms on how best to support women of color in these fields. [ABSTRACT FROM AUTHOR]

The case of Lucille Pieti, a technical writer at Chrysler, serves as a discipline-specific illustration of some of Rossiter's (1995) generalizations about women scientists and engineers after World War II. Like other women with engineering degrees, Pieti emerged from college with high hopes, only to find herself consigned to one of the traditional ghettos for women scientists and engineers: technical communication. Her case is unusual, however, because she became a national celebrity. [ABSTRACT FROM AUTHOR]

The article presents a lesson plan for high school biology teachers to teach students concepts which challenge the prevailing stereotypes and misperceptions about engineers and scientists.

Objective. Taking an institutional approach to the determinants of outcomes for women in science and engineering, we examine the effects on women's percentages among undergraduate majors and among degree recipients of four basic factors: (1) the percentage of faculty who are women in the students' major science/engineering area; (2) the students' disciplines (biology, physical sciences, and engineering); (3) the type of institution in which students are enrolled (“Research I” vs. others); and (4) a time trend (1984–2000). Method. We use longitudinal, multivariate, and multi-institutional data from the Integrated Postsecondary Data System (IPEDS) and from a mail survey of registrars. Results. Over the observation period, the women's percentages have risen steadily. The effects of disciplines and departments are stronger than those of institutions. Especially notable is that the percentages of women among undergraduate science/engineering majors and degree recipients are associated with the percentages of women among the faculty in these fields. Conclusion. The findings contribute empirically to the discussion about the effects of “role models” for the participation and performance of women in science and engineering—and point to the strong effects of departments, compared to institutions, in accounting for degrees awarded to undergraduate women. [ABSTRACT FROM AUTHOR]

Pays tribute to Russian Federation scientist, engineer, and professor Marina Viktorovna Klassen-Neklyudova on the occasion of her 100th birthday. Klassen-Neklyudova's contribution to the study of the physics of durability and plasticity of materials; Family background; Education; Achievements.

In January 2001, in a statement released on behalf of the most prestigious U.S. research universities, administrators suggested that institutional barriers have prevented women scientists and engineers from having a level playing field in their professions. Also in 2001, the National Science Foundation (NSF) initiated a new awards program, ADVANCE, which focuses on institutional rather than individual solutions to empower women to participate fully in science and technology. Survey responses from almost 400 Professional Opportunities for Women in Research and Education (POWRE) awardees from fiscal year '97, '98, '99, and '00 elucidate problems and opportunities identified by women scientists and engineers. POWRE respondents consider balancing career and family the most significant challenge facing women scientists and engineers today. Based on these results, institutions must seek to remove or at least lower these and other barriers to attract and retain women scientists and engineers. The survey responses are grouped into four areas that form the basis for policy areas which could be addressed at the institutional level to mitigate the difficulties and challenges currently experienced by women scientists and engineers. [ABSTRACT FROM AUTHOR]

Highlights the results of surveys on how well universities are utilizing the women engineers and scientists in the technical talent pool in the U.S. Changing concerns and strategies; Results of a study of faculties of the top 50 chemistry departments; Lack of African American assistant professors in chemistry or in chemical engineering; Calculation of utilization rates.

Introduces the articles features in the August 2002 issue of the 'Journal of Women and Minorities in Science and Engineering.' Gap between boys' and girls' achievement in mathematics and the sciences; Efforts to increase the representation of women in science, engineering and technology; Progress of academic female scientists and engineers in the U.S. and Great Britain.

Presents information on a study which evaluated survey responses from almost 400 Professional Opportunities for Women in Research and Education (POWRE) awardees from fiscal years 1997 to 2000, to elucidate problems and opportunities identified by female scientists and engineers. Barriers identified by POWRE awardees; Comparisons of responses among women from different disciplines; Concern regarding balancing career and family; Stereotypes formed against women in science and engineering.

This article presents a qualitative study which uses narrative methodology to understand what becoming a scientist or engineer entails for women stereotyped as model minorities. The model minority stereotype is highly problematic, however. Federal categories collapse highly diverse ethnic groups into the single category of Asian/Pacific Islander, causing the educational and economic successes of some Asian Americans to obscure data from Pacific Islanders, Native Hawaiians, and Asians with specific political and economic histories. Hawaii, with a 2000 census population of 1,211,537, is the state with the highest percentage of Asians, at 41.6%; Hawaiian/Pacific Islanders, at 9.4%; residents who check two or more categories, at 21.4%, of whom 60% cite Asian as one of the categories; and the lowest percentage of Whites, at 24.3%. However, Filipinos, Native Hawaiians, and Pacific Islanders still suffer from negative stereotypes perpetrated by plantation owners who used polygeny, the notion that belong to unequal species, to justify economic oppression and educational inequities.

Provides information on a study which explored how some women in the fields of science and engineering are using computer-mediated groups as resources for social support, information, role models and mentors. Method; Results and discussion.

The National Science Foundation (NSF) estimates unemployment rates for scientists and engineers, and has for several years reported higher unemployment rates for women than for men in the U.S. In 1978, the rate for women engineers and scientists was 2.4 percent vs. 1.3 percent for men. In absolute terms, this was smaller than the sex differential in unemployment rates for all adult workers in 1978, but in relative terms the sex differential in unemployment rates is far greater among scientists and engineers than it is among the general population. Economist Beth Niemi examined the causes of the sex differential in general unemployment rates and concluded that the high rate of female labor force turnover accounted for most of it. She also found that women were much less mobile geographically than men, but concluded that this was not an important cause of the sex difference in unemployment rates. The reason is that women, when faced with the prospect of long-term unemployment and a low expected gain from continued job search, are more likely than men to leave the labor force.

Presents the reasons for the paucity of women in engineering careers. Theory of differential socialization; Many parents and teachers discourage girls from going into science or engineering; Women scientists and engineers are less successful at progressing in academic careers than men; Childbearing years coincide with the most important years for establishing a career whether in academia or industry.