Reflections on women engineers and ETH
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1 Reflections on women engineers and ETH Forum for Women in D-INFK, November 2nd 2016 Prof. Dr. Sarah Springman, Rector, ETH Zürich Prof. Dr. Sarah M. Springman
2 Historic perspective: ETH (1/2) 1855 ETH is founded. Women are explicitly allowed as students st female ETH: Nadezda Smeckaja (mechanical engineering) st female student gets ETH diploma: Marie Kowalik (agronomy) st female Swiss student gets ETH diploma: Maja Knecht (natural sciences) st female ETH: Marie Baum (chemistry) st female student gets an ETH doctorate: Hedwig Delpy (pharmacy) st female ETH: Laura Hezner (chemical mineralogy) Prof. Dr. Sarah M. Springman
3 Historic perspective: ETH (2/2) st female VSETH president: Barbara Haering (environmental sciences) st female titular ETH: Krystina Urbanska (geobotanics) st female ETH: Flora Ruchat-Roncati (architecture) st female assistant ETH: Heidi Wunderli-Allenspach (pharmacy) st female Ehrendoktorin: Donella H. Meadows (chemistry/biophysics) st female member of ETH executive board: Rector Heidi Wunderli- Allenspach (pharmacy) Prof. Dr. Sarah M. Springman
4 Historic perspective: ETH typical work-life span ETH professor 1993: Equal Opportunities Office 1985: 1 st female professor 2007: 1 st female Rector 2015: Female Professors at ETH Total: 13.6% Assistant Professor: 22,2% Full Professor: 11,8% 1997: appointed, 1 of ca. 10 female professors 2015: 2 nd female, 1 st foreign Rector Prof. Dr. Sarah M. Springman
5 Today: ETH Prof. Dr. Sarah M. Springman
6 Leaky ETH Zürich ETH Zürich, Equal Opportunities for Women & Men
7 Leaky D-INFK Source: Equal Opportunities for Women & Men
8 Measures to promote female ETH Woman explicitly invited to apply in professorship advertisements Active search for female candidates, candidates not only found via own application Coaching and mentoring: departments and «Women Professor Forum» Appointment committees Female professors part of committee Professors leading committee are aware on mechanisms of direct and indirect discrimination Additional time granted for woman having children for tenure ETH-intern strategically important commissions: female professors involved and motivated to take responsibility «Dual Career Advice» since 1999 (first in continental Europe) Gender-Strategie der ETH Zürich auf Stufe Professur: Prof. Dr. Sarah M. Springman
9 These measures are working Source: Equal Opportunities for
10 Reconciliation of Family and Working Life Encrease of childcare places at kihz Expansion kihz Hönggerberg & kihz Sumatra 231 full time childcare places (for ca. 450 kids) kihz Flex (new offer) Equal Opportunities
11 Why do women decide against a (STEM) career? Lack of self-confidence McKinsey: «Women apply for open positions only if they think they meet 100% criteria listed, men respond if they feel they meet 60% of requirements» Women do not negotiate well and fail to obtain a bigger salary and higher position Lack of networks Lack of intrinsic motivation for the subject M. R. Russo, K. Brittain Women and STEM, IGI Global, M. Beasley, M. Fischer Why they leave: The impact of stereotype threat on the attrition of women an minorities from science, math and engineering majors, Social Psychology of Education, 15, , Diverse articles in Women in Management Review Diverse articles of Ruby Kitching in New Civil Engineer Prof. Dr. Sarah M. Springman
12 What can be done to promote STEM careers of women? 1) Promote Networks 2) Coaching and mentoring 3) Family- and female-friendly working conditions 4) Promote intrinsic motivation 5) Cross examine & dispense with stereotypes Prof. Dr. Sarah M. Springman
13 Concerning stereotypes Prof. Dr. Sarah M. Springman
14 And something to get even Prof. Dr. Sarah M. Springman
15 1) The importance of networks But: Do not only remain in women networks! Even more important for career progress: «Invade» male networks! Prof. Dr. Sarah M. Springman
16 2) Coaching and mentoring Coaching, mentoring, and networking programmes help women to be more successful and enhance female self-confidence Unconscious bias training for (male) managers ensures that women are not put off joining a company at interview stage ensures that managers do not inadvertently create barriers preventing women being promoted Diverse articles in Women in Management Review Diverse articles of Ruby Kitching in New Civil Engineer Prof. Dr. Sarah M. Springman
17 3) Promotion of family- and female-friendly employment conditions Appropriate leadership via goal orientation: reaching the goal counts, not simply presence at work support work-life-balance Enable flexible working times and/or timely reduction of work commitments for people with caring duties (male and female) => Promote retention Regular discussions on progress, potential (women often misjudge their own abilities), plans (Continuing Professional Development) together => Promote confidence building Set-up opportunities for retraining & re-entry Motivate professors to do so via «Golden Tricycle» Prof. Dr. Sarah M. Springman
18 4) Promoting intrinsic motivation: Educational and pedagogical aspects in STEM subjects Girls choose their profession because of Versatility of the future profession Fascination, joy, fun about the future profession Predilection for subject in school Fascination about active participation in creating & maintaining our living space Therefore versatile and gender-teaching methods should be promoted Project-oriented teaching (which also promotes self-confidence) Teaching and learning in teams (promoting active participation) More practical and true-to-life examples and projects M. R. Russo, K. Brittain Women and STEM, IGI Global, Prof. Dr. Sarah M. Springman
19 Goal: More women with altitude! Prof. Dr. Sarah M. Springman
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