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Technology is a liberating force for African women

Posted By Gina Gunaratnam, Tuesday 7 May 2019
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EPWS: the Woman Scientist of the Month is Anna Fontcuberta i Morral (12/2018)

Posted By Gina Gunaratnam, Tuesday 11 December 2018

https://epws.org/woman-scientist-anna-fontcuberta-i-morral/

Anna Fontcuberta i Morral is winner of the EPS Emmy Noether Distinction in 2015.

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Call for the EPS Emmy Noether Distinction

Posted By Gina Gunaratnam, Tuesday 11 December 2018

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CERN stands for diversity

Posted By Gina Gunaratnam, Tuesday 2 October 2018

Updated on 1 October 2018

From 26 to 28 September, CERN hosted the first workshop on High Energy Theory and Gender focusing on recent developments in theoretical high-energy physics and cosmology, and discussed issues of gender and equal opportunities in the field.

It is unfortunate that one of the 38 presentations, by a scientist from one of the collaborating universities, risks overshadowing the important message and achievements of the event.

CERN, like many members of the community, considers that the presentation, with its attacks on individuals, was unacceptable in any professional context and was contrary to the CERN Code of Conduct. It, therefore, decided to remove the slides from the online repository.

On Monday, 1 October, CERN suspended the scientist from any activity at CERN with immediate effect, pending investigation into last week’s event.

CERN is a culturally diverse organisation bringing together people of many different nationalities. It is a place where everyone is welcome, and all have the same opportunities, regardless of ethnicity, beliefs, gender or sexual orientation.  Indeed, diversity is one of the core values underpinning our Code of Conduct and the Organization is fully committed to promoting diversity and equality at all levels.

CERN always strives to carry out its scientific mission in a peaceful and inclusive environment.
 

CERN considers the presentation delivered by an invited scientist during a workshop on High Energy Theory and Gender as highly offensive. It has therefore decided to remove the slides from the online repository, in line with a Code of Conduct that does not tolerate personal attacks and insults.

The organisers from CERN and several collaborating universities were not aware of the content of the talk prior to the workshop. CERN supports the many members of the community that have expressed their indignation for the unacceptable statements contained in the presentation.
 
CERN is a culturally diverse organisation bringing together people of many different nationalities. It is a place where everyone is welcome, and all have the same opportunities, regardless of ethnicity, beliefs, gender or sexual orientation.

Diversity is a strong reality at CERN, and is also one of the core values underpinning our Code of Conduct.  The Organisation is fully committed to promoting diversity and equality at all levels.

CERN always strives to carry out its scientific mission in a peaceful and inclusive environment.

 

Footnote(s)

1. CERN, the European Organization for Nuclear Research, is one of the world's leading laboratories for particle physics. The Organization is located on the French-Swiss border, with its headquarters in Geneva. Its Member States are: Austria, Belgium, Bulgaria, Czech Republic, Denmark, Finland, France, Germany, Greece, Hungary, Israel, Italy, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Spain, Sweden, Switzerland and United Kingdom. Cyprus, Serbia and Slovenia are Associate Member States in the pre-stage to Membership. India, Lithuania, Pakistan, Turkey and Ukraine are Associate Member States. The European Union, Japan, JINR, the Russian Federation, UNESCO and the United States of America currently have Observer status.

http://press.cern/press-releases/2018/09/updated-statement-cern-stands-diversity

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Minister launches roll out in Scotland of gender balance programme piloted by IOP

Posted By Administration, Tuesday 26 June 2018

Minister in the Scottish Government Shirley-Anne Somerville announced on 7 June that a pilot programme to improve gender balance in STEM learning managed by IOP is to be rolled out across Scotland.

Read the full article on the website of the Institute of Physics.

Tags:  gender equality  IOP 

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UN Women: Eight ways you can be a women’s rights advocate today, and every day

Posted By Administration, Tuesday 20 March 2018
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The impact of implicit bias for women in academia – and what to do about it

Posted By Administration, Friday 19 January 2018

LERU, 18 January 2018 - Academia prides itself on being a merit-driven sector. Power, rewards and resources go to those who deserve it: that is how academics get jobs and get promoted, how they get funded and published, that is how they become leaders in their fields and in their institutions – through rigorous, rational and fair competition which drives the most excellent people to the top. But then why does academia have so few female university rectors and presidents? Why do women do less well in competitions for academic jobs and money?

LERU has been delving into how implicit bias potentially undermines the academic meritocracy, consulting with Europe’s leading universities that make up its members to find out how they view implicit bias and how they deal with it. The findings are discussed in LERU’s latest advice paper, which is released and presented today at an event in Brussels.

The paper focuses on implicit gender bias, although there are many other types of bias at play in our daily lives and in academia. And it is not about men being biased against women; women may be biased against women, men may be biased against men, and bias also affects our judgement of those with a different cultural, ethnic, sexual orientation, etc.

The paper does, however, argue– and shows the evidence- that implicit gender bias plays a role at many levels: in women’s working conditions, that is in terms of their underrepresentation at the higher echelons, of their earning less, and of their holding more part-time positions and precarious contracts. Secondly, it looks at bias in recruitment and advancement mechanisms: how positions are advertised, how selection committees operate and how the language itself of evaluations can be biased. Thirdly, bias plays a role in research funding processes.

The evidence for bias is everywhere and impossible to ignore. But action can, should and is being taken. Says Prof. Jadranka Gvozdanovic, main author of the paper and the Rector’s Envoy for Equal Opportunities at the University of Heidelberg: “LERU universities recognise that bias must be tackled by the leadership as a way of changing culture. The university leadership should fully understand the impact of bias and possibilities to mitigate it; this should be part of general leadership training.

There are many measures that can be taken to help debias universities, whether it is through providing bias training, using external evaluators and bias observers in selections, reviewing and debiasing job advertisements, etc. “Crucially”, adds Prof. Kurt Deketelaere, Secretary-General of LERU, “measures to counter bias will only have an effect if they are supported throughout the university, with those in charge of faculties and departments taking responsibility and with universities regularly monitoring and transparently reporting about what they are doing.”

The paper has a separate section detailing various actions undertaken by LERU universities on bias. It also offers nine key recommendations on how to counter bias at universities and in other organisations such as funding organisations and policy makers.

Tags:  academia  gender  gender bias 

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Bringing female scientists into the classroom

Posted By Administration, Tuesday 5 December 2017

29 November 2017 - ALBA

From 29th November till 5th December, scientists and engineers of the ALBA Synchrotron visit diferent hich schools in Barcelona to fight against stereotypes and prejudices linked to research environments. The STEM Preparades project, which has the support of the Barcelona City Council, will end next 12th December when the students visit the scientific infrastructure.

Read the complete article on the website of ALBA.

Tags:  gender equality  science  women in physics  women in science 

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New Data on Gender Inequality in Sciences Salaries

Posted By Administration, Thursday 2 November 2017

November, 1st 2017 - American Institute of Physics (AIP)

There is a difference between male and female physics faculty salaries and the culture of physics is partly to blame, according to an article that is available for free this month from Physics Today, the world's most influential and closely followed magazine devoted to physics and the physical sciences community.

The article, "Salaries for female physics faculty trail those for male colleagues," identifies key factors influencing the gender pay gap and offers potential solutions that include changes in the culture in physics departments. The article is available at https://doi.org/10.1063/PT.3.3760.

Staff writer Toni Feder combined data from a 2010 report, “Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty” (https://www.nap.edu/catalog/12062/gender-differences-at-critical-transitions-in-the-careers-of-science-engineering-and-mathematics-faculty), from the National Academies of Sciences, Engineering, and Medicine that looked at hundreds of institutions with unpublished data from the American Institute of Physics (AIP) Statistical Research Center (SRC). AIP is the publisher of Physics Today.

What the unpublished data show is that female faculty members in physics have lower salaries compared to their equally qualified male colleagues. "The model says that if we have two people who are identical in every way, the woman will make, on average, 6 percent less than the man," said Susan White, assistant director of SRC, quoted in the Physics Today article.

The National Academies' study also found that there were inequities between men and women. Massachusetts Institute of Technology astronomer Claude Canizares, who co-chaired the study, explained that while universities do not purposely discriminate against women and minorities, inequities nevertheless persist.

According to the Physics Today article, other studies and observations support the data, with two key reasons for the gender gap disparity. First, women are less aggressive in their salary negotiations and also less likely to ask for a raise during their tenure at an institution. The second reason comes from the fact that men are overrepresented in some scientific fields, which introduces an implicit bias in university departments.

"Boys in the department give money to boys in the department,” said a senior researcher quoted anonymously in the Physics Today article.

To close the pay gap, MIT Professor Emerita Nancy Hopkins suggests that senior female faculty members need to serve on the hiring, promotion and editorial boards that are positions of power at most universities.

Efforts must also include male support to promote women and minorities in science. “It’s hard to break a glass ceiling by banging your head on it from below," Canizares said. "It’s easier to break it from above with a sledge hammer."

https://doi.org/10.1063/PT.3.3760

Tags:  gender equality  inequalities  science  women in physics 

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Leading women in Science: Why are we still so few?

Posted By Administration, Tuesday 3 October 2017
Updated: Tuesday 3 October 2017
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