women of applied mathematics: research and leadership · – 39% of women vs 63% of men are very...
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Women of Applied Mathematics:Women of Applied Mathematics:Research and LeadershipResearch and Leadership
Tammy KoldaDianne O’Leary
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Senior Participants are Senior Participants are Women of AccomplishmentWomen of Accomplishment4 Chaired Professorships4 Program/Center Directors1 Dept Chair1 Associate Dean1 Dean2 Journal Editors9 Editorial Board Members
3 National Academy Members1 AAAS Fellow3 SIAM Board of Trustees1 SIAM Vice President1 SIAM president2 BMS members1 Sloan Fellow
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Have these women Have these women succeeded because of succeeded because of
circumstancescircumstancesor in spite of them?or in spite of them?
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The DataThe Data
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Few Women are Tenured/TenureFew Women are Tenured/Tenure--Track at the Track at the Top 20 Applied Math ProgramsTop 20 Applied Math Programs
0 10 20 30 40 50 60 70 80 90 100 110
MITCourantCal TechStanford
BrownPrinceton
UC BerkeleyUCLA
MinnesotaCornell
Carnegie MellonMaryland
TexasNorthwestern
RiceWashington
WisconsinGA TechChicago
Michigan
Data from Aug 2003.Full details included
in handout.
Overall 45 women outof 741, for a total of 6%.
MenWomen
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Women are Graduating with PhDs in Applied Math Women are Graduating with PhDs in Applied Math Fields at a Rate of 20% and HigherFields at a Rate of 20% and Higher
Doct
ora
tes
in A
pplie
d M
ath F
ield
s
76 84 73 71 66 69
273 309 226 214 210 192
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1996 1997 1998 1999 2000 2001
Data from Aug 2003. Thanks to Jim Maxwell at the AMS for providing the data. Further details included in handout.
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But Only 13% of TenureBut Only 13% of Tenure--Track Assistant Track Assistant Professors are WomenProfessors are Women
0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
MIT
Courant
Cal Tech
Stanford
Brown
Princeton
UC Berkeley
UCLA
Minnesota
Cornell
Carnegie Mellon
Maryland
Texas
Northwestern
Rice
Washington
Wisconsin
GA Tech
Chicago
Michigan
Data from Aug 2003.Full details included
in handout.
Overall 11 women outof 86, for a total of 13%.
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SIAM’sSIAM’s Regular Membership Regular Membership Includes 19% WomenIncludes 19% Women
922 545
3918 1383
0%
20%
40%
60%
80%
100%
Regular Members Student Members
Data from Aug 2003. SIAM has over 9,200 members. This chart only includes those members for which they have gender data.
Thanks to Jim Crowley at SIAM for providing this data.
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SIAM’s SIAM’s Current Leadership Measures Up, Current Leadership Measures Up, but its Editorial Boards Miss the Markbut its Editorial Boards Miss the Mark
922 8
24 3 4 3
3819 25
4224
24 2627
0%
20%
40%
60%
80%
100%
Members Officers MMS SIMAX SIREV SIOPT SISC
Data from Aug 2003. All data collected from web pages, except the membership data.
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Women Are Rarely Society Women Are Rarely Society Officers or Major LecturersOfficers or Major Lecturers
AMS– Only 2 women presidents since 1889!– There has never been a female secretary or
treasurer– Only 3 female “Colloquium Lecturers” since 1889
(awarded annually)– Only 2 female “Gibbs Lecturers” since 1923
(awarded annually)
SIAM– Only 1 female president since 1960!– Only 1 female “John von Neumann Lecturer” since
1960 (awarded annually)
Data Aug 2003, collected from the web.
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The Situation is Largely the The Situation is Largely the Same in European CountriesSame in European Countries
Why the disparity?http://www.math.helsinki.fi/EWM/tilastot.html
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The Data Says...The Data Says...
In many instances, women are not represented at a level consistent with their participation in applied math
Hypothesis: This is a cultural and power issue – not one of availability of women who are interested in applied math
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Impediments to Women in Mathematics:Impediments to Women in Mathematics:Anecdotal EvidenceAnecdotal Evidence
Cultural issues
Bias
Institutional backwardness
Overt discrimination
The following anecdotes are true stories!
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Cultural IssuesCultural Issues
mobility limitsinvisibilitymistaken identityfoot-in-mouth disease (FIMD)respect
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The ProblemThe Problem“[T]he lack of social and professional connections available to most women in academic science and engineering departments, in concert with overt and covert gender bias as well as differences in socialization, creates special and unique problems for women.”
Etzkowitz, Kemelgor, Neuschatz, Uzzi, “Restructuring Departments for Equity”
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Mobility LimitsMobility Limits
interviewing / traveling while nursingchild care / elder care part time employtraveling to meetingsdual career (2 body) problem
secondary effect: no offers, no raise.
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Invisibility (1)Invisibility (1)
A man and his son are in an auto accident. The man dies, and the son is rushed to the hospital for surgery. In the operating room, the doctor says, "I can't do the operation; this is my son!"
How is this possible?
(Not a true story.)
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Invisibility (2)Invisibility (2)
Pat: “I hear your husband works at the university?”
Prof. Polly: “My husband and I just started in the math department.”
Pat: “Oh, your husband might know my neighbor Prof. Bill.”
Prof. Polly: “Yes, we know him; his office is next to mine.”
Pat: “I’ll tell Bill that I met his new colleague’s wife!”
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Mistaken Identity (1)Mistaken Identity (1)
“Conference Secretary” or “Organization Secretary”
is all too easily misinterpreted as
“Administrative Assistant”.
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Mistaken Identity (2)Mistaken Identity (2)Scene: Late night in Prof. Polly Gonn’s office.
Building Custodian: “What are you doing in Professor Gonn’s office!?”
Resolution: Polly eventually had to take him down to the faculty picture wall to convince him that she belonged in the office.
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Mistaken Identity (3)Mistaken Identity (3)
Scene: Professor Polly visits a top-10 university and has lunch at the Faculty Club with colleagues (male, of course)
Waiter: “You must really be appreciated! We’re happy you are here!”
Why: It was Secretaries’ Week.
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Attitudes evidenced by Attitudes evidenced by footfoot--inin--mouth disease (FIMD)mouth disease (FIMD)
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FIMD (1)FIMD (1)What does every applied mathematician
want to be told after giving a talk at a professional society meeting?
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FIMD (2)FIMD (2)
Scene: Dinner conversation when hosting a woman candidate for a job
Prof. Bill to Prof. John: “Considering Marilyn Monroe and Monica Lewinski, I’d have to say that JFK had much better taste than Clinton did.”
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FIMD (3)FIMD (3)
A recent report by the Task Force on the Status of Women Faculty in the Natural Sciences and Engineering at Princeton (2003) found that:
Nearly 25% of women reported “unprofessional” behavior occasionally or frequently by their colleagues
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R_e_s_p_e_c_tR_e_s_p_e_c_t
Undergraduates have a hard time saying “Professor” to a woman.
Much more often it is “Mrs.”, “Ms.”, or even “Ma’am”.
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A ubiquitous dataset in the A ubiquitous dataset in the image processing literatureimage processing literature
Source: Cropped version of a Playboy centerfold (Miss November, 1972).
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BIASBIAS
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Evidence of Bias in Evidence of Bias in RefereeingRefereeing
Study by Swedish Medical Research Council (MRC) discovered gender bias in the way in which research awards were made
Women had to be about 2.2 times more productive than their male counterparts to be as successful in securing financial support
The study: Nepotism and Sexism in Peer-Review, Nature 1997
Also see: Why are there so few women in science? by Nancy J. Lane, 1999
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Bias in Bias in Letters of RecommendationLetters of Recommendation
Women’s accomplishments are often devalued or credited to male colleagues, and characteristics that are considered assets in males are considered faults in women:
– Paul is assertive; Polly is pushy.– Paul is persistent; Polly is stubborn.– Paul thinks creatively; Polly is easily distracted
by tangential ideas.
See Spertus: www.ai.mit.edu/people/ellens/Gender/pap/pap.html
(Not a true story.)
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Bias in Teaching EvaluationsBias in Teaching Evaluations
Student evaluations of college professors: are male and female professors rated differently?, J. Educational Psychology 1987.
Student evaluations: the role of gender bias and teaching styles, in Arming Athena: Career strategies for women in academe,1998.
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Bias when Bias when Women Assess WomenWomen Assess Women
P. Goldberg, Are Women Prejudiced Against Women?, Trans-Action 5 (1986), pp. 28-80.
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Bias when Bias when Women Assess ThemselvesWomen Assess ThemselvesDid I only achieve because of affirmative action?
Does motherhood (or other outside commitments) mean I am not committed to my career?
Are my achievements just lucky accidents?
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Institutional BackwardnessInstitutional Backwardness
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Excuses for not InterviewingExcuses for not Interviewing
Prof. Bill’s written comment on the hiring file for Polly:
“I know she has a 2-body problem, and doubt whether we can accommodate her partner.”
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Arranging LeaveArranging Leave
Bypass surgery and other health concerns: easy.Parental leave: may be difficult and may be dangerous.
From the Princeton 2003 report:– 6 men and 1 women requested tenure extension for birth or adoption– 28% of women think extensions are detrimental versus 4% of men
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Chilly ClimateChilly Climate“When enough women are around, the fraternity atmosphere becomes a society, a community.”
- C. Sidner, AAAI fellow and a member of the research staff at
Digital's Cambridge Research Laboratory
Until that point, retention is difficult.
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MentoringMentoring
Women don’t find mentors as easily
The Princeton report says:– 64% of untenured men and 33% of untenured women report receiving mentoring
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PowerPower
We all know that efforts are made to put a woman on every committee.
Unfortunately, women are underrepresented in decision making positions
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“We in academia are the “We in academia are the problem. We have designed problem. We have designed the career path in a way that the career path in a way that discriminates against women discriminates against women
and minorities.” Shirley and minorities.” Shirley TilghmanTilghman, president of , president of
PrincetonPrinceton
Science, 22 Aug 2003 p.1030
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How?How?
Lengthy apprenticeshipLow payFamily-unfriendly hoursCut-throat competition for grants and other resources
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Overt DiscriminationOvert Discrimination
But surely overt discrimination is a thing of the past?
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US Government math and US Government math and computer science lab, 1997computer science lab, 1997Lab director decides to cut costs.
Eliminates 2 faculty consultants (women) and keeps 3 (men).
Was it because of the quality of work?
“No. I have no idea what she does.”
Decision overturned, but MANY months later.
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MIT 1999MIT 1999
“I have always believed that contemporary gender discrimination within universities is part reality and part perception. True, but I now understand that reality is by far the greater part of the balance.”
Charles M. Vest, president of MIT
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Conclusions of 1999 MIT Conclusions of 1999 MIT studystudy
Women at MIT:
are underpaid.
have unequal access to university resources.
are excluded from substantive power.
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ConclusionsConclusions
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Job SatisfactionJob Satisfaction
From the Princeton 2003 report:– 39% of women vs 63% of men are very
satisfied.– 7% of women vs 0% of men are very
dissatisfied.– The difference persists after adjusting for
tenure status, years at Princeton, and department.
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The Conditions that The Conditions that We We Face Face Today Effect the PipelineToday Effect the Pipeline
“In short, [women faculty at MIT] said, they were so miserable that any young woman looking up at them would think, ‘Why would I want that?’”
Boston Globe, 21 March 1999, p. A01
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Views of reality (1)Views of reality (1)
“I really don't look for discrimination (life is easier if one doesn't look for insults where they aren't intended).“However, I'm going to be positive here and say that whether it's common or I'm just fortunate, I've really been treated as I would hope to be treated.”
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Views of reality (2)Views of reality (2)“Each generation of young women, including those who are currently senior faculty, began by believing that gender discrimination was‘solved’ in the previous generation and would not touch them.“Gradually however, their eyes were opened to the realization that the playing field is not level after all, and that they had paid a high price both personally and professionally as a result."
Committee on Women Faculty in the School of Science,
MIT, 1999
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Reality: Reality: Somewhere inSomewhere in--between?between?
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Senior Participants are Senior Participants are Women of AccomplishmentWomen of Accomplishment4 Chaired Professorships4 Program/Center Directors1 Dept Chair1 Associate Dean1 Dean2 Journal Editors9 Editorial Board Members
3 National Academy Members1 AAAS Fellow3 SIAM Board of Trustees1 SIAM Vice President1 SIAM president2 BMS members1 Sloan Fellow
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Workshop PurposeWorkshop Purpose
We can't change the world in 2.5 days.
We’ll focus on – tools for success– networking – mentoring
We’ll ask how we can make progress more likely.
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ThanksThanksDOE MICS OfficeUMCP Computer Science DepartmentGwGGUMCP Center for Scientific Computing and Mathematical ModelingUMCP Staff– Donna Bowers Larry Davis– Adelaide Findlay Gwen Kaye– Pat Ipavich Eitan Tadmor– Jordan Landes– Kathleen MacLeod– Brad Plecs