Re-cap: Why do women leave STEM?

Why do women leave STEM? We asked this question for our Diversity JC discussion on April 22nd.

First, by framing the discussion using this question, we (mostly me– Ian), didn’t really think about the fact that many people who leave the traditional STEM path don’t necessarily go that far– often ending up in STEM-adjacent careers, and still considering themselves a part of STEM. Perhaps we should call it the expanded STEM universe (ESTEMU).

Yet the fact remains that there are real barriers for women in STEM – even the ESTEMU. It’s true in almost all professional careers to one degree or another; as we’ve pointed out before (for example the discussion here), this is a cultural problem broader than just STEM.

However, DiversityJC is squarely focused on STEM, and this discussion was on how, perhaps in particular to STEM fields, more women than average leave the traditional academic path of Ph.D. to postdoc to the Tenure Track (compared to other career paths). Though as Melanie pointed out, a key point is that this trend isn’t unique to just the tenure track, and as Needhi elaborated, it was also along more than just gender lines:

The point is, the culture in STEM fields remains narrow, almost always defining success by tenure, grants, and publications (and little else despite all the other things academics do), and the stereotypical scientist is still white and male (until people actually meet some scientists and realize we’re actually not any one thing, other than perhaps universally curious! Check #thisiswhatascientistlookslike). Fitting in to this culture can be very challenging when you don’t reflect conventional expectations or value something outside conventional goals. This especially impacts women – and minorities. There is evidence for hope, particularly in the life sciences where women are half of Ph.D.s and almost half of postdocs now. However, these trends have yet to translate into professorships or other leadership positions, and women are less likely to be tenured and more likely to be in adjunct level positions where they are paid less, and therefore incur more debt, than men – trends that are not changing (these are all, of course, in addition to the cultural problems present at the Ph.D. and postdoc levels, and beyond).

Despite its central place in the traditional definition of success we argue here, the tenure track is becoming less and less likely for the majority of scholars regardless of gender. This is certainly a contributing factor for some women leaving STEM. In addition to fewer positions, smaller pools of money also mean that even for those part of a major discovery early in their careers – CRISPR, say– where success may be more likely, it is still far from assured. Even if you’re a scientist who also contributes to op-eds to the New York Times and writes a book about your time in science, funding is still hard to come by:

Increasingly, successful scientists are also successful at getting money. Yet being “able to compete” often still means those central goals of tenure and publishing – areas where women also experience bias (like this crazy example). The poor economics of academia on top of implicit biases (etc) are a hard combination to deal with throughout ones career.

In addition, like attaining tenure, acquiring money only rewards certain types of success – and negates others, like working for social justice, engaging in outreach, or caring for family members. This tied in with the majority of our conversation: the definition of success in science is too narrow to be inclusive of other life goals and commitments, and in consequence excludes people, including women, from STEM.

What can be done? We must address the disparity in pay and reasons why the greater numbers of women in college aren’t translating to higher paid positions, as well as sexism, harassment, and assault. Support networks are also important and some in our discussion reported having good networks that include more than just their immediate advisors. Even a Twitter network can be a supportive place. Developing, engaging in, and sustaining these networks, across gender lines, can be hugely helpful moving forward.

In addition, from a broad perspective, our discussion collectively revealed a deeper truth: the present values of STEM aren’t broad or inclusive enough, and this does drive women, and minorities, from the field. Our discussion made clear there is a need for an expanded definition of what we value in STEM as a field, and what it means to succeed there. We need to do better at understanding and valuing the intersection of science and humanity – whether that is via interdisciplinary research, outreach and education, or social justice work. We also need to note that it’s not work-life balance, but it rather that scientists have lives. As part of this, it is critical we acknowledge that the previous narrative of the workaholic scientist is outdated – not only because we have lives, but also because it likely meant that scientist had a wife at home to support him.

Finally, as we mentioned and connected to these points, when women do leave STEM graduate schools, postdocs, or professorships, it seems they often don’t go too far– at least not right away. Once a scientist, always a scientist. We need to recognize that leaving the traditional academic track does not actually mean leaving STEM. Especially with fewer tenured jobs and available grants, it’s time we realize there is more we can do with a PhD in the ESTEMU– and beyond.

Join us on May 20, 2pm ET for our discussion. and subscribe to the DiversityJC newsletter to keep up with all of the Diversity JC topics! 

Ian Street (@IHStreet)

Doctor_PMS (@Doctor_PMS)

Emily Klein (@DrEmilySKlein)




Why do women leave STEM?

Reminder that you can be kept up to date and get #DiversityJC content delivered to you by subscribing to our newsletter that comes out 1-2x each month.

The #DiversityJC discussion will happen on Friday, April 22, from 2-3pm ET.

Last month, we talked about being being an ally.

This month we’re going to discuss a topic that follows on that and discuss why women leave their chosen career paths – in STEM or otherwise, as this is observed and studied beyond science.

Spoiler alert: it may well not be the reason you think. Compensation is a big factor, as it is for men.

Related to unfair compensation is of course, culture. A new study found that our common ideas about science, women, and men may mean we “perceive women as incompatible” with science. The exception to this was when the survey takers were at a women’s college where the bias disappeared. Think Progress has a write up of the study.

More evidence? Sure. Paige Jarreau recently wrote about how even facts can’t convince people about gender bias, citing a 2015 study that explored comments on Discover Magazine and the New York Times articles on studies demonstrating gender bias. While a majority of comments in the study were positive, those that were negative were really negative, and these, especially from men, simply denied the facts presented or justified the system as was (i.e. women aren’t “built” for science…).

Also recent and related, research has found women are penalized for promoting diversity. For men, it’s of no benefit, but does no harm either. This is yet another example that could well contribute to women leaving STEM. Even if allies exist, they may not be sufficient in a system with a lot of in-built biases as this story about Dr. Nettie Stevens, a 19th-20th century Geneticist shows. Stevens had at least one supportive ally in Thomas Hunt Morgan– a rock star of genetics as we might say today, but nowhere else.

This month on #DiversityJC, we’ll look collectively to this recent research and discuss findings, and ask – why do women leave STEM careers?

If you were a woman in STEM but left the traditional academic career path, what is your story for why/how you left?

How do you feel about it now?

If you are/were a woman in STEM, do the above studies and stories resonate with your experiences?

If you are/were a man working in STEM – do you see evidence, as well? What have you witnessed – and what of the experiences of your friends, colleagues, and significant others?

If facts aren’t sufficient, what else might work to promote inclusion in STEM?

Join us for the discussion on April 22, 2-3pm ET!





On support.

On March 18, 2pm Eastern, #DiversityJC will discuss allies and being a person in STEM supportive of inclusion and diversity for its own sake. Look for Emily’s post introducing the discussion later this week. In this post, I’m going to offer my reflections on being a supportive of inclusivity/diversity.

I was talking to a colleague today who talked about a job search at a major research university.

Colleague: “They interviewed 12 people for 6 positions and only one was a woman”.

Me: “That’s Bullshit”.

I said this without hesitation. Because it is. No job search in 2016 has any excuse to be that skewed. The chair of the search was apparently female too (not that that fact alone precludes bias).

I don’t know if this counts as being supportive. But I guess it signals something of my frustration that it is obviously an unfair system.

My saying that doesn’t change any facts about that major research university and its faculty search. And no, I’m not going to name the institution; I don’t have permission from my colleague to say more. I’m sure it’s not the only such skewed job search happening.

The best way I’ve found to be supportive is mostly to get out of the way and point to voices from underrepresented/marginalized groups speaking up about inclusion. That means a fair bit of listening too. Listening is not just in person, but also paying attention to the Twitter conversations surrounding diversity, to blog posts on the topic, and even op-eds in the New York Times (this one by Hope Jahren on Sexual harassment in academia and it’s pervasiveness and effects on women in STEM).

The term ‘ally’ is a loaded one. Proclaiming yourself supportive of underrepresented groups in science is often not a sign that someone is. So I tend not to refer to myself that way and prefer to be as quietly supportive as I can be.

At the AAAS meeting the organizers seemed to do a good job of balancing the panels, speakers, etc, at least in terms of gender. No doubt a reflection of AAAS President Geraldine Richmond’s leadership (though they may have done OK on this in year’s past– this was my first time at the conference, so I don’t know what their track record is). So it is possible to achieve some level of equal representation.

I had a button from the AWIS booth at the AAAS meeting that I wore around the conference and a few people stopped to ask if I was really supportive of women in science. It was a rare instance of me (I’m a cis, white male, if you don’t know) apparently encountering some part of what women must face– questions about their commitment to something (there’s more to it, I know).

Again, though, it’s not clear to me that wearing a pin around is making a huge difference.

I’m a moderator/writer here at DiversityJC. But I still feel like I’m learning even though I’ve been contributing for a year.

Though my route there was different, I do think I understand the isolated feeling so many under-represented groups and women talk about feeling at times. I’ve experienced it because of depression. The feeling that there doesn’t seem to be anything that will make the situation better and the feeling of aloneness is crushing and getting out is the only option. So perhaps I understand the mental space if not the route there.

For senior academics that have some influence over the system, it’s a lot more obvious what they can do to support inclusion: challenge bias when you see it (even in themselves), ensure a diverse pool of talent for any hiring/funding/conference panel, listen to under-represented colleagues for things that will help them, and if it needs to be stated, don’t attempt to intiate romantic relationships/contact with those junior to you, period. Those things will and do make a difference.

As a postdoc, it’s less clear what I can do. I can call out bias (that I don’t see often except on the internet sometimes), I can listen, and I can work on projecting a welcome environment, but my influence is still minor in terms of changing the system– I don’t make decisions that can affect the entire population of STEM workers.

That’s not quite true. There is one thing I can do– leave STEM. At least leave the traditional academic path (My current career goal is what I like to call “science adjacent”). That might be hard for some who’ve been pursuing that academic job their entire lives, but with a limited number of faculty jobs available each year, reducing the majority population seeking them might well increase the number of women and underrepresented groups getting faculty jobs. It’s not a guarantee of course, but it’s something that might help, especially in a field like life sciences where there really is a large pool of talent there to promote.

It will also take cultural change amongst hiring committees, but that seems more and more feasible as there really have been some gains in under-represented groups in STEM in the last 40 years and that influence is being felt (of course, it’s not all solved as my initial anecdote notes).

Part of being supportive is also to note social progress. Because it is happening (you, underrepresented groups are being heard by at least some of us). Taking women in professional life as examples: Geraldine Richmond as President of AAAS, Hilary Clinton running for president with a real shot at winning the election, and Jennifer Doudna being hailed as one of the key innovators behind CRISPR. It’s just not that exceptional to see successful (even moderately successful) women anymore– and that normalization is a good thing (this is not meant to diminish lived experience, it just means being treated as a scientist when talking to another scientist independent of how they identify because, in the moment of discussing science, it does not matter). There are still a lot of people that don’t get the recognition they should, of course, but examples are coming to light more and more, both contemporary and historic.

Mostly, I try to follow the platinum rule: treat people as they want to be treated. I also strive to follow the Finkbeiner rule in my writing. And listen. Treating a person as a person, giving them what I can when I can (sadly, I’m not always unlimitedly available and I hope no one expects me to be). There are still a lot of things for me to learn. I don’t really know the reporting structure at my institution for harassment cases (my first instinct: refer them to the ombudsperson who does deal with these cases off the record). I don’t know if conferences I attend have extensive anti-harassment policies (they all have something, I’m sure– just may not be sufficient).

And last, I’ve written this entire post on being supportive of inclusivity/diversity and I don’t expect to get any praise for it. It’s almost like an etiquette column: it’s what everyone should do and it’s not that hard (except the changing career paths; that is not easy, but something I want to do and just need to make happen).

What thoughts do you have on being supportive/inclusive of others in STEM (or anywhere)?

Ian Street (@IHStreet).




Would double-blind or open peer review help with diversity?

As scientists we all know that a good part of our professional success is “measured” by our publications. Not only the number, but also the quality of the research, as well as the impact factor of the journal it is published. Peer-reviewing is the method of judgment utilized by most of the scientific journals out there. However, everybody knows that there is bias involved in reviewing. This week on #DiversityJC we are going to discuss the following article:

Double Blind Peer Review

Hilda Bastian (@hildabast) also did review of the literature on the different methods of peer review & how there’s still a lot of uncertainty, especially surrounding how it affects diversity of what’s published.

The most common method of peer reviewing is the single-blind review. This type of peer review keeps the identity of the reviewer anonymous, but the name and affiliations of the authors are open to the reviewer. This allows the reviewer to evaluate a paper without any influence from the authors. In a double-blind peer reviewing system, both the identities of the reviewers and the authors remain anonymous. The other alternative would be a total open review, where identities remain public to both sides. But some questions remain:

Q1: Is double-blind peer review a realistic alternative?

Q2: Could open or double blind peer review mitigate bias?

Q3: Would an open peer-review system be more effective than the single-blind one?

Q4: Can an open peer-review system bring valuable critique to the authors?

Q5: Single-, double-blind or open peer review, which one brings more diversity?

Join our #DiversityJC discussion, next Monday Sept 7th, 2pm EST!


Emily S. Klein

Ian Street

Quietly advocating for Diversity.

Thanks to all who’ve filled out our survey, we’re leaving it open for awhile longer so you can still give us feedback.

We’re back after a brief hiatus! On August 24 at 2pm, we’ll talk about effective communication strategies for helping improve diversity and highlight whether or not visibility campaigns are sufficient to increase diversity or is there more that is required to achieve a robust state of diversity?

A few weeks ago, #ILookLikeAnEngineer became a trending topic on Twitter. It all started with some disparaging remarks made about software engineer Isis Anchalee, who was featured in a recruiting ad for the company she works for in the bay area.

The whole story is here. I quote from it below.

She introduces herself this way:

I doubt that most of you know me. I am a passionate self-taught engineer, extreme introvert, science-nerd, anime-lover, college dropout, hip hop dancer, yoga teacher/hoop-dance teacher, really authentic friend andHUMAN(omg?!). In fact, if you knew me you would probably know that being famous is one of my biggest nightmares; seriously right up there with falling into a porta potty. I keep to myself most of the time and generally prefer when others mind their own business too.

Up to the point where these ads were published, Anchalee was doing her part for diversity in tech just by being an engineer It sounds like she likes her current job well enough and does it well. And though I don’t know her, I imagine she’d have been happy enough to continue working in the tech industry in the Bay Area. Quietly being an engineer.

I didn’t want or ask for any of this attention, but if I can use this to put a spotlight on gender issues in tech I consider that to be at least one win.

After she was inspired to write it due to the reaction to the ad she’s featured in (she’s one of a few of her colleagues photographed, showing off some of the team (I always wondered who people in ads are…and now I know in at least this one case), her challenge to show the diversity present in engineering has really taken off, and underscored the point that scientists and engineers do not look just one way (or even dress one way; the white lab coat is not all that typical in many fields of science, for instance). And just how the current culture fosters unconscious bias:

There is a significant lack of empathy and insight towards recognizing that their “playful/harmless” behavior is responsible for making others inappropriately uncomfortable. This industry’s culture fosters an unconscious lack of sensitivity towards those who do not fit a certain mold.

And what Isis Anchalee is doing with #ILookLikeAnEngineer parallels another story of a quiet person that did a lot to raise awareness of outright bias: Rosa Parks. Rosa Parks was an introvert too. A quiet member of her community, serving as a quiet example, and one community members felt deeply connected to (there doesn’t seem to be any other way w/ us introverts). Until she kick-started the Montgomery, Alabama bus boycott. And suddenly, she was thrust into the spotlight.

Harassment and derogatory remarks/behaviors shouldn’t have to be tolerated by anyone. For whatever reason, Both Parks and Anchalee have stories that resonated beyond their immediate communities. And of course, both had others to help spread and broadcast a similar message, to demonstrate their agreement with them. In some ways, quietly standing in solidarity.

To take one example, women on the traditional academic path are making some progress, though in the upper ranks of academia (Associate & full professor), growth is minimal over the last decade. Visibility campaigns such as Anchalee’s aren’t new, but perhaps they haven’t taken hold or they are not fully sufficient to make real change happen.

A new publication in from the St. Louis Federal Reserve has found that educational attainment and financial stability of traditionally under-represented groups finding that though they can achieve middle class and beyond, it’s a tenuous state and those gains are easily lost, especially during economically challenging times, like recessions, that are hard for them to come back from (NYT story on this report).

And hard funding times may well be at play in the slowness of increasing diversity in STEM fields too. Biases are more entrenched perhaps, and change is slower to come, perhaps due to limited opportunities on the whole. This is one reason increased funding in STEM, if done wisely, could matter a lot.

Which brings us to the discussion questions for this week’s #DiversityJC

  1. Is there such a thing as Quiet advocacy for Diversity? Is just being in the industry and just passively observed, OK?
  2. Does showing STEM workers all look different help improve diversity? Or is it a neutral backdrop to other steps?
  3. What strategies work best for you when talking about diversity? Direct? Quiet?
  4. What situations/scenarios call for quieter activism vs. the louder-speak-up/protest activism?
  5. What are some things that can be done to ensure that education/STEM training lead to resilient & robust careers for underrepresented groups?

Join us this Monday, August 24 at 2pm ET for the discussion!

Ian Street

Emily S. Klein


If it’s outdated, it’s still voiced. Speak up: #DiversityJC recap.

This week in Diversity Journal Club, we had a discussion about the importance of addressing outdated comments and attitudes (like this and this). Both had such strong and negative responses – so did that mean we’ve moved on? That they might not really matter?

Doctor PMS (@Doctor_PMS) and Ian (@IHStreet) got us started..

Should we indeed be paying attention to the outdated comments like those of Tim Hunt and Ask Alice? Should we just ignore them, wish they would evolve, or wonder how they didn’t know better? Perhaps we should be able to filter out these wrong opinions, given that it is hard to change, and that they do have deep expertise in some areas (Nobel prize = expertise). But…

Indeed. It can be difficult to filter someone, especially if the comments are not all that blatant. Subtle comments like microaggressions can be hard enough to even identify on their own. When it’s someone you respect and admire, subtle comments can be even more difficult to distinguish and weed out. Moreover, it’s not our responsibility to be someone’s filter – for our own sake or for a larger community, no matter how much you and others respect them. We also discussed this initial idea of it being comments of an “older generation” and if we give them a pass as being from a “different time” (my words). Several took issue with this “older generation” stuff – which is totally correct. Age and generation can mean nothing in these cases, and age is relative. We shouldn’t use age as a blanket clause either, basically. The reason I raised this “older” stuff is because I personally have avoided conversations and used this excuse – I wondered if others had as well, and if there was something to the “well that’s an outdated opinion, it’s not very important, look at the backlash, clearly we’ve come far from there, from that time.

So perhaps it’s not just me who has used this as an excuse?

So maybe I wasn’t the only one. But it is still an excuse. It also brought up an important point:


In the end, we’d more or less agreed age really wasn’t the issue, and learning was a two-way street. We also agreed that, no matter your age, these comments and attitudes do need to be addressed.

Yet these teachable moments can be really challenging.

In addition, as Doctor PMS (@Doctor_PMS) pointed out, change can be tough and painful – and may not be worth our ATP. It may actually be problematic for us, especially as early career scientists, let alone draining. Ian (@IHStreet) reminded us you can’t be sure who is willing to change or be open to the discussion at the onset. On the other hand, as Ruthie (@ruthiepbirger) pointed out, initiating the conversation can be a good litmus test for how ingrained the attitude is, and how open the person is to further dialogue. But back to the first hand, Benjamin Carr (@BenjaminHCCarr) said some people are actively resistant to change.

And, yeah, as Luna CM Centifanti (@LunaCentifanti) noted, people in leadership and power positions are often people of privilege. As others agreed, they are also the ones with the most control. Over us, over our careers…

I understand these challenges. I know it’s scary. I still think it’s critical. We have to say something. We can’t allow these comments to go unchallenged even when we don’t have twitter ready to back us up. Why? Because other people beyond you are listening. Because if they say it to you, they have said it to others. Because those others might be students, early career scientists, just getting their bearings. They may think statements like that are ok, or are hurt and demeaned by them. When we fail to speak up, we allow those statements to enforce especially unconscious biases and stereotypes of some, and allow others to have their self-worth undermined.



In addition, some listening don’t realize these comments, or their larger experiences, are due to bias and stereotypes and are not personal. Without someone speaking up or calling out, these can be internalized.

So how to go about addressing comments? Moreover, SometimesScienceSux (@SmtimScienceSux) questioned whether correcting someone would really change their mind – which begs the question if you can engage them in further dialogue beyond just the correction. Will they be open to it? Are you be prepared? Perhaps a gentle nudge, as Ian (@IHStreet) suggested, or offering your perspective on the comment, as V. Siva (@DrVidSiva) recommended. Ian (@IHStreet) further noted it’s likely easier if they know you personally, and I agree. I’ve had the most luck with heart-to-heart conversations. In addition, or if you don’t have a personal relationship to draw on, ask people questions, try not to just tell , find out what they think is behind what they’ve said or done. And remember what you learned in elementary school: use “I” statements. Wandering Scientist (@wandsci) also made a great suggestion:

It can be frustrating, especially as we do end up being the ones careful of our words. As Nicole Morgan (@coralnerd) said, for some reason, people can respond really negatively to something as simple and true as “I’m offended by that“, and Ruthie Birger (@ruthiebirger) reminded us about gaslighting and that we’ll like hear “you’re being too sensitive.” So be prepared. We also talked briefly about the need for a safe space to voice our thoughts – but how this isn’t always available. Ruthie Birger (@ruthiebirger) and I agreed that we can actually make spaces safer – when we feel comfortable, we should more apt to speak up about diversity, or share our own (like me being out as bi, even though I present as straight) to make spaces safer for others. Wandering Scientist (@wandsci) also noted that they are often taken more seriously when talking about racism, whereas they feel less comfortable talking about sexism. This likely has to do with when you have the privilege in a situation, so take advantage of that. If you don’t feel like you can speak about a subject, like racism if you’re white, simply ask questions about it – what your institution is doing – and raise other voices up to speak. We can also spend a little more time being introspective, and thinking about advice and feedback we get and how we take it. About how the feedback you’d give to would feel (do unto others…). And we should encourage others to do the same…

We still need support in speaking out. We still need a community to back us. It will always be scary, and you never know the impact or backlash that may come of it – there’s a reason we haven’t made as much progress and we should: paradigms are entrenched (that’s why they’re paradigms), old biases die hard. You never know when someone will take offense. We should think carefully about how we address these issues.

I think perhaps a real key is bringing up diversity well before it is a personal issue. Find out if your institution has a diversity statement, and if not why not. Initiate discussions around diversity, unconscious bias, and microaggressions. Talk to leadership about opening up these dialogues, or even bringing in speakers or doing workshops. You certainly don’t need an incident to start this dialogue – look to the increasing body of literature on this as a problem (some here on this blog), or the many, many incidents in the news these days (oh where to start… #BlackLivesMatter, on campus sexual assault..).

Don’t want to start out negative? You don’t need to! There’s also more and more research about how diversity helps us all and why it is critical. You can start talking about diversity as a strength, in terms of so many things from problem solving to attracting new talent. Start there!

No matter your tactic, start before an incident – even if leadership is iffy, I promise you, there is someone, likely many someones, quietly thanking you for your forward thinking. And just imagine the next generation.

Additional links shared by the group included

From Luna CM Centifanti (@LunaCentifanti): Six Tings You Can Do When People Say Stupid Sexist Shit To You

From Ben Carr (@BenjaminCarr): Stories of sexism in science: ‘sorry about all the women in this laboratory’

Thank you to everyone who participated (as usual in no particular order, and please let us know if someone was missed)!

Ruth Hufbauer ‏(@hufbauer)
Ruthie Birger (@ruthiebirger)
SometimesScienceSux (@SmtimScienceSux)
Ben Carr (@BenjaminCarr)
V. Siva (@DrVidSiva
Wandering Scientist (@wandsci)
Luna CM Centifanti (@LunaCentifanti)
Nicole Morgan (@coralnerd)
Cassie (@mosquito_chaser)
Dr. Q (@DrQualls)
Dr. Wrasse (@labroides)

Until next time!

Emily (@DrEmilySKlein)
Doctor PMS (@Doctor_PMS)
Ian (@IHStreet)

#DiversityJC recap: Sexism in STEM & academia

This week we talked about the paradox between the #GaslightingDuo and #AddMaleAuthorGate. On one side a study from researchers at Cornell University that found preference to hire women for tenure-track positions 2:1 on STEM. On the other side a female author was asked to seek male co-authors to “improve” her paper. So is sexism in academia doing better or doing worse? We had a great discussion and you can read the complete Storify compiled by Alberto Roca .

We can see the #GaslightingDuo study with two different optics: One is that there’s some progress being made, as Ian pointed out, but also as a way to pretend it doesn’t happen at all! Indeed, it seems that some things changed and women are doing a little better in academia and elsewhere. Yes, there are successful woman out there. But is it enough?

The study received a lot of criticism in the media. Most of the scientists didn’t trust their methods and results, but it seems that there’s a lot of people out there that want to believe in those results…

But then we see the #AddMaleAuthorGate. Things might be doing better for woman in academia, but still, there’s a lot of sexism out there.

So what can we do about it? How can we make it better?

So the problem goes deep under. And there’s little we can actually do other than discuss it and try to make people aware of it

And to wrap things up, what do YOU think it would happen in this situation?

Thanks to all participants! Hope to see you next time – May 18th 2pm EST!