Nancy Hopkins Looks Back at 50 years of Women in Science Issues
Hi friends of women in science,
Susan Forsburg sent me a link to an important new article in DNA and Cell Biology vol. 34 (3), pp 159-161 (2015) by Nancy Hopkins at MIT, one of the most important and influential voices for women in science for the last few decades. You may recall I interviewed her and she gave me permission to use extracts from her retrospective on MIT's progress in this area a few years ago. The parts I used highlighted both how bad the bad old days had been (up to and including shocking sexual harassment) and the substantial progress that had been made. And she also noted that the comfort level and support of the wonderful STEM faculty women MIT has hired showed that the chilly climate is still an issue. They feel that their male colleagues are not on their side and are just waiting to pounce if they do anything 'wrong' per the good old ways.
Now she is taking a look, over the past 50 years, at how and when institutions make progress in improving the lot of women in STEM. Here is a list that she included in her latest article:
"We learned some important lessons.
•Time alone does not change things-deliberate action by powerful administrators changes institutions.
•Progress requires the commitment of the head of the institution.
•It is essential to bring women into powerful leadership positions, including responsibility for this issue.
•Superb data are essential to track hiring and the equi- table distribution of resources, rewards, and compen- sation over time. Mechanisms are required for swift correction of biased hiring and other inequities.
•To increase the number of women faculty requires oversight at a level above individual departments be- cause of the slow rate of faculty turnover and the small number of faculty hired each year.
•If you stop tracking data and preventing inequities in hiring or distribution of resources and compensations, progress stops and may even retrogress."
When I talked with her eariler, she also noted that a particular dean had been very pro-active in moving forward on this agenda and when he moved on, his replacement's neglect resulted in a stall and some regression in women's progress. Her modus operandi has always been to get the data before making requests/demands that wrongs be righted. Measuring lab space allocated to women and men at MIT was one of her first data sets that moved the administration there to take action. I highly recommend this article and thank Susan Forsburg for the information.
cheers,
Laura
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In my experience, nothing changes without a commitment by the administration. And administrations won't change things unless they can be persuaded that there is a reason to do so. Not all movement is in a forward direction.
&nbps;
Nancy notes that she felt that she would have to drop out of science if she wanted a family, and unfortunately, I think that's still viewed as the case. I know women graduate students with kids who have decided they don't want the academic track because for early stage investigators, it's so brutal. I know women who have limited how many children they have because of that same concern. BR>&nbps;And, as long as we have an academic career structure built, as it is, on a male-designed tournament model, where most people will fail, and where the requirement for success becomes live-in-the-lab kinds of hours, I don't see that changing. I don't like it, but I don't see how to change it.
&nbps;However, it's important to note that even without a family, Hopkins was systematically disadvantaged at MIT. Simply being a woman is sufficient.
Measuring lab space allotted to men and women is a stroke of brilliance. It is often difficult to communicate the importance of lab space to administrators who are not in the sciences, and this is one way to simply get across the point that an important resource is or is not being allotted equitably.
In my opinion, getting more women in positions of authority is not as useful as making sure whoever occupies those positions has a commitment to improving the workplace environment for women. We have all seen our share of female administrators who favor male faculty over female, or are competitive toward female faculty.
I was also gratified to see that she put family formation issues front and center in her essay. That is indeed crucial because all the evidence shows this very issue is the major reason why female graduate students don't pursue tenure-track jobs and why female scientists drop out of the tenure stream. It is what motivated me to step off the tenure stream only to find it was virtually impossible to re-join it when my children were older.
I also wonder how she feels about sharing resources with female scientists who lie outside the tenure stream, a group that now constitutes the new faculty majority, according to AAUP. The data show that these faculty are not (as usually assumed) failed academics whose duties should be restricted to teaching but quality scientists and scholars who made a Sophie's Choice between career and family and chose the latter while their children were young. That is indeed a waste of female talent.
Hi Miri and Small Science Woman,
I'm glad you look to Nancy Hopkins as an inspiring leader. I do too, and I'm glad to say she's also among the most cooperative and approachable people I've ever talked with for this Forum. And she does great science too (of course I should have said that first!).
cheers,
Laura
Hey Laura,
I always imagine Nancy Hopkins as down on the floor with one of those contractile measuring tapes, checking on the size of each professor's lab space. She has done wonders for women all over the country by focusing on the details of what MIT was doing. Everywhere, women emulated her tactics and often got improvements in the fairness of their treatment. We stopped hearing that men needed more space because they were heads of families or because they always had bigger grants. Kudos to her!
Miri R B
Very interesting Laura! I have a huge respect for Nancy Hopkins. The ideas that appeared in passing earlier have now been fleshed out and developed. The list is quite in tune with my own experience. We don't like to think the administration has so much power to make or break reforms, but they control the flow of money and that's usually important in breaking down old norms and patterns.
SSW
