Women in Science :Current Status & ProposalCurrent Status & Proposal

Doe Sun NaThe Korean Academy of The Korean Academy of Science and Technology

Current Status : SourcesCurrent Status : SourcesNature

Center for Women in Science, Engineering & Technology

Female Doctoral Recipients

US

Europe

Korea Female Doctoral Recipients (2006~2011)

33.4 34.2 35.932.9

36.6 37.2

30

40(%)

7.6 8.9 9.1 10.2 9.7 9.1

0

10

20

02006 2007 2008 2009 2010 2011

Natural Science Engineering

Career vs. FamilyCareer vs. Family

US

Shen, H. Nature 495, 22 (2013).

Work vs. Marriage

Economic Participation according to marital status (2011)

(%)

Korea

(%)

Unmarried Married

Work vs. Ageg

Korea Economic participation by age (2011)

Female graduates of S&E

98.6 99.1 96 1

Male graduates of S&E(%) (%)

73 6

77.683.6

70.174.8

70.370

80

90

100

87.8 94.9 96.0 91.0 86.2

95.7 96.9 91.4

92.0 96.1

70

80

90

100

73.6

52.258.3

50.7

58.35 56.7

43.2

40

50

60

70

40

50

60

70

3020~29 30~39 40~49 50~59

Associate degree

30 20~29 30~39 40~49 50~59

Associate degree

Bachelor's degree

Master's & doctor's degree

Bachelor's degree

Master's & doctor's degree

Women S&E Majors in CollegesWomen S&E Majors in Colleges

(%) (%)

Science vs. Engineering Korea Female Workforce in S&E Departments

(%)(%)

Salary GapSalary Gap

US

Shen, H. Nature 495, 22 (2013).

Employment Gap

140,000 130,484 Permanent Temporary

Korea

80,000

100,000

120,000 PermanentTemporary

10,849

15,933

20,000

40,000

60,000

16,834

43,842

19,526

3,124 2,861 211

3,382

U i iti P i t P bli0

Men Women

,Universities Private

CompaniesPublic

Institutions

Permanent(%) Temporary(%) Total(%)

Male 74 8 25 2 100Male 74.8 25.2 100

Female 46.3 53.7 100

Funding GapFunding Gap

US

Shen, H. Nature 495, 22 (2013).

Female principal InvestigatorsKorea

(%)

7 9 7 5 7 6 8.8 8.9 10

12 ( )

7.9 7.5 7.2 7.3 7.6 7.3

6.0 6.5

5.9 6.3

7.6 6.2

6.5 5.8 6

8

3.6 4.6

0

2

4

0 2006 2007 2008 2009 2010 2011

S&E universitiesPublic research institutesPrivate research institutes(over 100 employees)

Female Team Leaders & AdministratorsKorea

12 114

Korea

(%)

11.7 11.8 12.1 11.9

10.611.3

10

12

6 6 5.9

6.3 6.2 6.16.6 6.8 6.9

6

8

4.9 4.8 5.2

3.8 3.93

4.35 5

2

4

02006 2007 2008 2009 2010 2011

S&E Universities Public Research Institutes

Private institutes Total

Barred from the Boardroom

US

McCook, A. Nature 495, 25 (2013).

Female Members in KAST The Korean Academy of Science and TechnologyThe Korean Academy of Science and Technology

Women

2013i i i A iField

Women Member

Science 139

Year Women Member

PolicyResearch Science Medicine

PharmacyAgriculture

Fisheries

2002 8 1 3 4

Engineering 146

Agriculture Fisheries 72

2003 8 1 3 42004 9 1 4 42005 10 2 4 42006 13 2 4 5 2

Medicine Pharmacy 100

Policy 18

2006 13 2 4 5 22007 16 2 4 7 32008 17 2 5 7 32009 17 2 5 7 3

Total 4752010 21 2 6 9 42011 21 2 6 9 4

Women: 21/475 = 4.4% None in Engineering

Female Board Members in KOFST Korean Federation of Science and Technology Associations

Surveys were sent to 355 STEM Associations94 were collected 8 from associations with >50% female

Korean Federation of Science and Technology Associations

94 were collected, 8 from associations with >50% female members, eliminated

1 was eliminated due to lack of datal d 201285 were analyzed

Field Number of Association

# of presidents in history

# of Female PresidentsIn history

Female Board Member in 2012

(%)

2012

In history (%)

Science 15 336 1 4.47

Engineering 32 646 0 3.13

Medicine, Health 21 396 6 7.1Agriculture,

Fisheries, Food, 17 263 1 2.76Environment

Total 85 1646 8

Implicit Hypotheses b G d Diffabout Gender Differences

Implicit biasImplicit biasImplicit bias Implicit bias

• Budden, A., Tregenza, T., Aarssen, L., Koricheva, J., Leimu, R. and L ti C 2008 “D bl Bli d R i F I dLortie, C. 2008. “Double-Blind Review Favours Increased Representation of Female Authors”, Trends in Ecology and Evolution23:1, 4-6.Women authors increased by 33 % after Double-Blind Review. y

Wennerås C, Wold A. 1997. Nepotism and sexism in peer-review. Nature 387:341-343.Women candidates needed more papers to get the postdoc grants.

Steinpreis, R., Anders, K., and Ritzke, D. 1999. “The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenureon the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study”, Sex Roles, 41: 7/8, 509-528.

Women in Science and EngineeringWomen in Science and EngineeringWhy so few? & Why so slow?• Lack of Entry?Lack of Entry?

– Still problem in some nations– More women entering in S&E in most countries – Significant variations among nations and fields– Significant variations among nations and fields

• Implicit Hypotheses about Gender DifferencesS ll b i d l i th h t ’ lif tiSmall barriers and exclusions throughout women’s lifetime

Tendencies of Overrating men and Underrating womenLess Women at Upper Level in S&E

Less Graduate than UndergraduateLess Graduate than Undergraduate Less Women at Tenured or High Paid PositionsMuch Less in the Executive Board

Workshop CommuniquéAASSA Regional Workshop “Women in Science”

B k A b ijBaku, Azerbaijan2-5 May 2012

• to recognize and discuss the status of womento recognize and discuss the status of women in science

• to search for methods to promote womento search for methods to promote women scientists and engineers appropriate to AASSA member countries.

RecommendationsRecommendations

1. General Recommendations2. Special Recommendations

2A. National Academy and Societies2B. Government2C F lt d d i2C. Faculty and academia2D. Postgraduates and Young scientists2E. Tertiary education2F Secondary education2F. Secondary education2G. Private and Public Sector

Report prepared by Doesun Na (Korea)Report prepared by Doesun Na (Korea)Eun Hee Cho (Korea)Farida H Shah (OWSD)Arzum Erdem Gursan (Turkey)Arzum Erdem Gursan (Turkey)

General Recommendations (1)General Recommendations (1)

• Create awareness of all stakeholders on the significance gof engaging women and getting women into the mainstream E t bli h ti l h t f OWDS ti l f l• Establish a national chapter of OWDS or a national focal point to enable women in science to be part of an international network, as well as help in the organization and support for women in S&T at the national level

• Increase awareness on gender equality in science and technology at multiple levels such as in educationtechnology at multiple levels such as in education, employment, advancement, recognition, and income.

• Collate and adopt good practices for supporting women p g p pp gscientists and engineers in other countries

General Recommendations (2)General Recommendations (2)• Build a life-long mentor-mentee systems among women

scientists and engineers and between successful seniorscientists and engineers, and between successful senior scientists and younger women scientists

• Highlight successful women in science as role models and increase visibility of women scientists and engineers inincrease visibility of women scientists and engineers in society by providing incentives such as awards and funds for young women scientists and mid-level career scientists

• Provide more training programs for capacity building of young scholars, especially in the newly emerging sciences

• Provide supporting facilities and women-friendly environment pp g ythat will enable more girls and women at each step of their professional career right up to the top management or professorial levelsprofessorial levels

• Develop an international network

2A. National Academy and Societies2A. National Academy and Societies

• Increase number of women members inIncrease number of women members in academy of sciences

• Include female scientists on selection boards for prizes and recognition.

• Make more effort to ensure nominations go to gwomen scientists

• Allocate more travel funds, PhD fellowships, and post-doctorate fellowships for young women scientists

2B. Government2B. Government

• Implement policies that support women inImplement policies that support women in science and technology

• Collect and analyze the necessary data on y ywomen scientists in various stages of career development to obtain gender-disaggregated data

• Push to have crèches and day care centers at th k l b l l ilthe workplace or by local councils

2C. Faculty and academia2C. Faculty and academia

• Strengthen National Network Chapters for women scientists t t kto network

• Allocate funds to women researchers and scientists as project leaders

• Bring up issue of women in science as a regular agenda in seminars and workshops

• Encourage international research collaboration and• Encourage international research collaboration, and networking of women scientists

• Ensure that more women are hired into full-time tenure track iti i i d i i f ltipositions in science and engineering faculties

• Develop mentoring and networking opportunities for female faculty members and students y

• Encourage women scientists in self actualization and self realization of their potential

2D. Postgraduates and Young scientists2D. Postgraduates and Young scientists

• Develop more training programs for scientific i ti d t ti kill t b ildcommunication and presentation skills to build

confidence

• Allow young women scientists to receive academic scholarships up to 40 years of age

• Ensure that more young women scientists are invited to present in conferences and workshops.

• Conduct training programs to develop skills for grant applications, report writing, and other skills that will help them develop scientific leadership skillshelp them develop scientific leadership skills

h k Thank You