CSWA. Joan Schmelz Chair ( ) Univ. of Memphis Dept. of Physics Memphis, TN (901)
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1 CSWA Town Hall CSWA Town Hall Unconscious Bias, Stereotype Threat & Impostor Syndrome Joan Schmelz, Chair, CSWA Presented at Harvard- Smithsonian CfA 13 August 2013
2 CSWA Joan Schmelz Chair ( ) Univ. of Memphis Dept. of Physics Memphis, TN (901)
3 CSWA Joan Schmelz Chair ( ) Univ. of Memphis Dept. of Physics Memphis, TN (901) Edmund Bertschinger ( ) David Charbonneau ( ) Neil Gehrels ( ) Meredith Hughes ( ) John Johnson ( ) Jessica Kirkpatrick ( ) Michele Montgomery ( ) Nancy Morrison ( ) Nick Murphy ( ) Joan Schmelz ( ) Laura Trouille ( ) Nicolle Zellner ( )
4 CSWA Website:
5 CSWA Website: STATUS:
6 CSWA Website: STATUS:
7 CSWA Website: STATUS: AASWOMEN:
8 CSWA Website: STATUS: AASWOMEN:
9 CSWA Website: STATUS: AASWOMEN: Blog:
10 CSWA Website: STATUS: AASWOMEN: Blog:
11 CSWA Website: STATUS: AASWOMEN: Blog: Facebook
12 CSWA Website: STATUS: AASWOMEN: Blog: Facebook
13 CSWA Website: STATUS: AASWOMEN: Blog: Facebook Twitter: follow "AAS CSWA"
14 Women can face a powerful
15 Women can face a powerful Unconscious bias: men and women both unconsciously devalue the contributions of women. This can have a detrimental effect on grant proposals, job applications, and performance reviews.
16 Women can face a powerful Unconscious bias: men and women both unconsciously devalue the contributions of women. This can have a detrimental effect on grant proposals, job applications, and performance reviews. Stereotype threat: the anxiety women face in a situation where they have the potential to confirm a negative stereotype about women as a group. This anxiety alone can result in documented cases of lower scores on standardized math tests.
17 Women can face a powerful Unconscious bias: men and women both unconsciously devalue the contributions of women. This can have a detrimental effect on grant proposals, job applications, and performance reviews. Stereotype threat: the anxiety women face in a situation where they have the potential to confirm a negative stereotype about women as a group. This anxiety alone can result in documented cases of lower scores on standardized math tests. Highly competent women may also face impostor syndrome where they find it impossible to believe in their own competence. They live with a fear of being discovered.
18 Why So Few? presents evidence that social and environmental factors contribute to the underrepresentation of women and girls in STEM.
19 Why So Few? presents evidence that social and environmental factors contribute to the underrepresentation of women and girls in STEM. Eight research findings in three areas:
20 Why So Few? presents evidence that social and environmental factors contribute to the underrepresentation of women and girls in STEM. Eight research findings in three areas: How social and environmental factors shape girls achievements and interests in math and science
21 Why So Few? presents evidence that social and environmental factors contribute to the underrepresentation of women and girls in STEM. Eight research findings in three areas: How social and environmental factors shape girls achievements and interests in math and science The climate of college and university science and engineering departments
22 Why So Few? presents evidence that social and environmental factors contribute to the underrepresentation of women and girls in STEM. Eight research findings in three areas: How social and environmental factors shape girls achievements and interests in math and science The climate of college and university science and engineering departments Continuing influence of bias To download the report:
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24 Unconscious Bias: Gender Teams of male and female university psych profs (search committees) Evaluate candidates for an open position (assist prof of psych) Application packages for Karen and Brian are identical except for name Karen Brian Steinpreis, Anders, & Ritzke (1999) Sex Roles, 41, 509.
25 Unconscious Bias: Gender Teams of male and female university psych profs (search committees) Evaluate candidates for an open position (assist prof of psych) Application packages for Karen and Brian are identical except for name Search committees preferred 2:1 to hire Brian over Karen Karen Brian Steinpreis, Anders, & Ritzke (1999) Sex Roles, 41, 509.
26 Unconscious Bias: Gender Teams of male and female university psych profs (search committees) Evaluate candidates for an open position (assist prof of psych) Application packages for Karen and Brian are identical except for name Search committees preferred 2:1 to hire Brian over Karen When evaluating a more experi- enced record (tenure), reservations expressed 4x more often for Karen. Karen Brian Steinpreis, Anders, & Ritzke (1999) Sex Roles, 41, 509.
27 Unconscious Bias: Science Evaluate candidates for a lab manager position (competent, not stellar). On a scale of 1 to 7 (7 highest) professors gave John a score of 4.0 for competence and Jennifer 3.3. John Jennifer Moss- Racusin et al. (2012) Proc. National Academy of Sciences.
28 Unconscious Bias: Science Evaluate candidates for a lab manager position (competent, not stellar). On a scale of 1 to 7 (7 highest) professors gave John a score of 4.0 for competence and Jennifer 3.3. John was viewed more favorably as someone they would hire or mentor. John Jennifer Moss- Racusin et al. (2012) Proc. National Academy of Sciences.
29 Unconscious Bias: Science Evaluate candidates for a lab manager position (competent, not stellar). On a scale of 1 to 7 (7 highest) professors gave John a score of 4.0 for competence and Jennifer 3.3. John was viewed more favorably as someone they would hire or mentor. Average starting salary: Jennifer $26,508; John $30,328. John Jennifer Moss- Racusin et al. (2012) Proc. National Academy of Sciences.
30 Unconscious Bias: Science Evaluate candidates for a lab manager position (competent, not stellar). On a scale of 1 to 7 (7 highest) professors gave John a score of 4.0 for competence and Jennifer 3.3. John was viewed more favorably as someone they would hire or mentor. Average starting salary: Jennifer $26,508; John $30,328. The bias had no relation to the professors age, sex, teaching field, or John Jennifer Moss- Racusin et al. (2012) Proc. National Academy of Sciences.
31 Implicit Associa9on Test Think unconscious bias = conscious prejudice? Think you don t have unconscious biases? Try taking the Harvard Implicit Association Test: And be prepared to think again!
32 Stereotype Threat: Example
33 Stereotype Threat: Example Students are selected based on their excellent math SAT scores and divided randomly into two groups
34 Stereotype Threat: Example Students are selected based on their excellent math SAT scores and divided randomly into two groups Both groups are given a math test of GRE level problems Group 1: test given under normal GRE- type conditions Group 2: told specifically that this test was designed to be gender neutral
35 Stereotype Threat: Results
36 Stereotype Threat: Results Results for Group 1: men and women got the same average score
37 Stereotype Threat: Results Results for Group 1: men and women got the same average score Results for Group 2: women did significantly better than men. Why? On the SAT test, they got scores equal to the men, but with stereotype threat On the GRE test, there was no stereotype threat, so they performed at their real level
38 Impostor Syndrome: the Ar9cle Status Magazine (Jan 11) By Rachel Ivie and Arnell Ephraim (AIP) Women and the Impostor Syndrome in Astronomy
39 Impostor Syndrome: the Post Women in Astronomy Blogspot John Johnson I remember waking up in a cold sweat one night in early 2010, about six months after I joined the faculty at Caltech. post- by- john- johson- impostor.html
40 CSWA Resources Page Information on: 2- body problem Work- life balance Sexual harassment Unconscious bias Thanks to Nancy Morrison, CSWA Web Manager
41 S ci e n ce
42 S ci e n ce Discrimination
43 S ci e n ce Sexual Harassment Discrimination
44 Stereotype Threat S ci e n ce Impostor Syndrome Unconscious Bias Sexual Harassment Discrimination
45 Stereotype Threat Work- Life Balance 2- Body Problem S ci e n ce Impostor Syndrome Unconscious Bias Sexual Harassment Discrimination
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2018; 5(1): 17-21 P-ISSN: 2394-1685 E-ISSN: 2394-1693 Impact Factor (ISRA): 5.38 IJPESH 2018; 5(1): 17-21 2018 IJPESH www.kheljournal.com Received: 05-11-2017 Accepted: 06-12-2017 K Govindasamy Research