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AWIS
Association for Women in Science

search Your Network, Your Resource, Your Voice

03
f ll 2017
fall
volume 49
Whos in
the Academy
Page 7
Beyond
Gender Bias
Page 16
Gendered
Organizations
Page 30
PLUS:
Meet the Board
Page 42
AWIS Spotlight on
Women in Art & Science
Amanda Phingbodhipakkiya
Empowering the World through Science and Design
your network | your resource | your voice

from the
cover
AWIS Spotlight on Women in Art & Science

Amanda Phingbodhipakkiya:
Empowering the World through Science and Design
By Jacqueline Moy
AWIS Junior Member Since 2016
T he gentleman to whom Amanda

Phingbodhipakkiya was speaking
stared at her blankly and nodded politely.
He had been recruited to take part in a
study investigating Alzheimers and other
aging disorders and was very interested
to know how his seven hours in a sMRI
scanner would further her research. His re-
action to her explanation, a complete lack
of comprehension, prompted Amanda to
think seriously about the struggle scien-
tists have in conveying their work to the
public. Thats when I decided, she says,
that instead of doing science, my mission
would be to communicate science.
Amanda studied neuroscience at Colum-

bia University and conducted Alzheimers
research at Columbia University Medical
Science and design
Center before earning her MFA in com-
munication design at the Pratt Institute.
arent that different in the sense
Amanda was a 2016 TED Resident and has been invited to
speak at the 2017 TEDWomen Summit. She was recognized in
that both are creative processes
2017 by NBC as one of 26 emerging Asian American voices. She
is the founder and CEO of The Leading Strand and the creator that are trying to understand the
behind Beyond Curie. Amanda is a creative director and design
strategist with a mission to bridge the worlds of design and world better, she explains. Design,
science in order to promote innovation and help people better
understand science. This is the story of how one empowered she says, is a very analytical process.
woman is on a bold mission to educate and illuminate the
world about science.
communicate the importance of their work it affects funding, it
The Intersection of Science and Design affects the trajectory of the scientific process. It can change the
My life and career has been marked by flip flops between art tide of public opinion.
and science, Amanda says. Growing up, she was a ballerina. She
was auditioning for a dance company when she had a devas- So Amanda went to Pratt to study design. Science and design
tating knee injury that ended her dance career, but sparked her arent that different in the sense that both are creative process-
interest in neuroscience and how the body works. At Columbia, es that are trying to understand the world better, she explains.
she studied cognitive reserve and neuroplasticity to better Design, she says, is a very analytical process. She has a hy-
understand how we can age more gracefully. Her journey back pothesis for each design project that she synthesizes and tests
into the world of art occurred when she realized many fellow until she produces a successful product. The intellectual rigor
neuroscience researchers were struggling to describe their Amanda learned as a scientist now plays an important role in
research to people outside of their field. Its beyond a personal
desire to share our work, she says. If scientists are unable to From the Cover continues on page 3 0
your network | your resource | your voice 1

03
table of contents fall 2017
volume 49
From the Cover:
30 Gendered Organizations
How Gender Bias Negatively Affects
Women and Men in the Workplace
16 Beyond
Gender
Bias
Other Content:
6 Letter to the Editor 26 Asked More Often: Gender Differences in Faculty
7 Good2Know: National Academies of Workload in Research Universities and the Work
Science Elections Interactions that Shape Them
8 Calling Individual Climate Leaders 34 Considering Sex as a Biological Variable (SABV)
12 Leadership in the Meeting Room and Beyond 36 Opening Doors: Joan Steitz and Jennifer Doudna,
Two Women of the RNA World
14 Defining Leadership through Action: An
Interview with Dr. Yesim Darici 38 What Not to Say at Work
22 Achieving Undergraduate Physics Diversity 40 Meet our 2017 AWIS Lorentzen Award Winner
41 Dr. Ann Lee-Karlon Honored as AWIS Fellow
42 Meet the New Members of the AWIS National
Governing Board
43 Introducing STEM to Market and the First Two
Cohorts of the AWIS Accelerator
49 ARPA-E Partners with AWIS on Women in
Energy Event
52 Gender Equality in Global Science,
Technology, and Innovation
54 AWIS Presents Work-Life Satisfaction Workshop
22 at Los Alamos National Laboratory
60 Last Word: Solution
2 association for women in science | fall 2017

from the
cover
W From the Cover from page 1
her work as a designer. Its about the way I

approach ideas and how I look at a problem
to make sure we are asking and answering the
right questions. As she was working through
her graduate program, however, Amanda re-
alized that the traditional career opportunities
design school usually offers werent going to
support her mission to help the world under-
stand the importance of science and research.
In 2016, Amanda was awarded a spot in the

TED Residency program, an opportunity she
refers to as a turning point in her life. It was
the first time I was given the opportunity
and freedom to really bridge these worlds
[of science and design], to really help people
better understand the people and the stories
and the ideas behind this very important, very
inaccessible institution that is science.
Engaging the Community through Play,

Heroes, and Self-expression
Amanda is helping the world appreciate the
stories, people, and ideas behind science via
the intersection of science and design. She has
created and founded three projects that aim to bring the public or physical exhibit that conveyed neuroscience research in a
closer to science in different ways: through play, heroes, and compelling and interactive manner. Amanda brought together
self-expression. people with different perspectives and skill sets and helped
each team find commonalities to drive their innovation. She
She began her first project, engaging the public through play, discovered that as the designers and scientists struggled to
during her TED Residency. The Leading Strand project paired work together and to understand one another, they learned
five neuroscientists and five designers to co-create a digital how to do their jobs better and to communicate successfully
with people outside of their field of expertise.
When forced to work together, Amanda saw
each group put aside their differences to connect
and innovate. One team designed a song that
continuously learns, interprets, and remembers
sounds from the environment as a musical meta-
phor for how memory works. Another produced
a documentary about the genetic, neural, and
biochemical mechanisms of gender recognition
and sexual behavior in mice. I was surprised how
much we could accomplish in 13 weeks, Aman-
da says. I think with hustle and creativity and a
bold mission you can accomplish so much with
so little. Following the successful completion of
the first cohort, Amanda is preparing to run two
more groups of The Leading Strand, including one
cohort in a university setting.
Beyond Curie is Amandas second project where

she aims to celebrate and share the stories of
From the Cover continues on page 46 0

presidents
remarks
Changing the Narrative on Diversity
W hen I was beginning my career as an oncology researcher, I never thought that I would become an
advocate for women, especially for women in science. I was working at a biotech in the Bay Area
of California and surrounded by female researchers, female leaders and at some point, even a female
company president. I naively thought it was like this everywhere, and especially in the biotech sector.
Unfortunately, the data proves how wrong I was.
AWIS has compiled some statistics that are worth looking at. Only about 7.5 percent of biotechnology
companies are led by women. Some 32 percent have no women in management. Fifty-six percent have
no women Board members. And as unbelievable as it sounds, nearly 20 percent have no women in ANY
leadership position.
Bahija Jallal, PhD I did a bit of research outside of the biotech industry as well. Among the Fortune 500 companies, only
AWIS President about 5 percent have a female CEO. And that number is declining a bit with recent news that two
AstraZeneca, MedImmune prominent female CEOs will be stepping down by years end. And for female entrepreneurs, the number
AWIS member since 2012 is even more dismal as women garnered only 3 percent of all capital funding over the last five years.
Yet, a recent study conducted by the Harvard Business Review found that companies with at least one
woman on their boards have performed 17% percent BETTER than their counterparts with no women
board members. And the Fortune 500 companies with at least 3 women directors have experienced 66%
increase in return on investment and significantly outpace their competitors
So why do these issues persist?
Some say that women need to have more role models more mentors to help them advance in their
fields. Others say women could benefit from special leadership development programs to address their
unique needs. While such programs are important for women and men, quite frankly these often
seemed designed to fix women. I contend that we do not need to fix women we need to change
the narrative. We all need to take a leadership role in advocating for diversity.
This is not about being politically correct. We are all in the business of innovation and this is about driving
innovation through diversity of thought. Its that simple. Diversity is good for women and diversity is
good for business. =
Thank you,
Bahija Jallal, AWIS President

atses@medimmune.com
association for 1667 K Street, NW, Suite 800 Tel: 202.588.8175 email: awis@awis.org
magazine women in science Washington, DC 20006 www.awis.org
EDITOR-IN-CHIEF CONTACT AWIS MAGAZINE face every day in labs, classrooms, All rights reserved. Materials may MAGAZINE LAYOUT AND
Janet Bandows Koster To advertise in AWIS Magazine or for corporate boardrooms, and govern- not be reproduced or translated PRINTING
AWIS Executive Director & CEO a media kit: alisonb@bashian.com ment offices around the country. without written permission. Hung Nguyen, nuendesign
koster@awis.org For magazine, blog, or social media AWIS Magazine editors and contrib- Cheri Gulius, Goetz Printing
information or submissions: utorswho volunteer their time Subscription rate for members is
SENIOR EDITORS neale@awis.org. Editorial rights mine their own experiences and $34, which is included in mem-
Laura Lorentzen of all submissions are reserved. frustrations to create content ideas. bership dues. To request article
Union, NJ For all other inquiries or general As with all our publications, we look reprints, please call 703-894-4490 or
Jacqueline Olender information: awis@awis.org to our AWIS members across all contact awis@awis.org.
Washington, DC disciplines and employment sectors
The AWIS Magazine is a record of to tell us where they need support Postmaster: Send address changes
womens contributions to the STEM in their work or in their lives and to AWIS, 1667 K Street, NW,
enterprise and their impact on soci- we offer them practical, everyday Suite 800
ety with story ideas that come from solutions that are impactful, smart, Washington, DC 20006.
the real challenges our members and inspiring.

editors
note
Intersectionality
I n 2009 for the first time, the National Science Foundation asked an external entity to organize and
manage the annual workshop for the ADVANCE Program. The goal of that program is to increase the
representation and advancement of women in academic science and engineering careers, thereby
contributing to the development of a more diverse science and engineering workforce. ADVANCE
encourages institutions of higher education and the broader science, technology, engineering, and
mathematics (STEM) community, including professional societies and other STEM-related not-for-profit
organizations, to address various aspects of STEM academic culture and institutional structure that may
differentially affect women faculty and academic administrators.
Since that time, AWIS has hosted and organized the annual meeting of researchers, practitioners, and
thought leaders at the forefront of gender and STEM. Broadening participation has long been a priority
of scientific funding agencies, educational institutions, and organizations such as AWIS. Yet, women, Janet Bandows Koster
racial and ethnic minorities, and persons with disabilities continue to be underrepresented in the STEM AWIS Executive Director and
disciplines and remain the largest untapped talent pool in Americas scientific enterprise. Investigating CEO
trends in participation and understanding barriers unique to complex, intersectional groups may lead
to stronger strategies for broadening participation in STEM environments.
The term Intersectionality was actually coined by Kimberl Crenshaw, a law professor at UCLA and
Columbia. She recognized that we all have different life experiences based on the intersections of what
typically have been specific ways that we define ourselves including gender, race, age, sexuality, disability,
or religion.
To continue to advance our understanding of intersectionality, AWIS performed a wide-sweeping

investigation of degrees earned, employment obtained, pay collected, and reasons cited for leaving
STEM environments, where possible. While national data sets exist for the limited analysis of racial and
disability demographics, data available on lesbian, gay, bisexual, queer, and other gender and sexual
minority (LGBQ+) identities is an emerging area of consideration and analysis within the STEM landscape.
To supplement limited data provided by national data sets, we performed additional survey research with
members of AWIS (see Methodology for details). We hope that through sharing this investigation and its
limitations, other researchers, policy makers, and practitioners will also work to expand their understand-
ing of participation in STEM experienced by diverse groups.
Many thanks to all our AWIS members who supported us in this important research endeavor. Look for
the signature report soon. =
Best regards,
Janet Bandows Koster, koster@awis.org
EXECUTIVE BOARD Sangeeta Bhatia Gillian Small, PhD Sales and Special Projects For information on AWIS
PRESIDENT: Massachusetts Institute of Fairleigh Dickinson University Representative: educational programs:
Bahija Jallal, PhD, Technology (gsmall@fdu.edu) Meredith Gibson awis@awis.org
Head of MedImmune (sbhatia@mit.edu) Elizabeth L. Travis, PhD (gibson@awis.org) For all other inquiries or general
(jallalb@medimunne.com) April Burke The University of Texas MD Program Associate, information: awis@awis.org
PRESIDENT ELECT Lewis-Burke Associates LLC Anderson Cancer Center Business Development:
Susan Windham-Bannister, PhD, (april@lewis-burke.com) (etravis@mdanderson.org) Lori Devine The Association for Women in
Biomedical Innovation Advisors, Jennifer Elisseeff (devine@awis.org) Science is a non-profit, 501 (c)(3)
LLC, Biomedical Growth Strategies, Johns Hopkins University COMMITTEE CHAIRS AND NON- Communications Project Manager: organization. AWIS champions
LLC (suewb51@gmail.com) (jhe@jhu.edu) VOTING REPRESENTATIVES Megan Swanson the interests of women in science,
SECRETARY: Jean I. Feldman Chapters: Amy Keesee (swanson@awis.org) technology, engineering, and
Robert Powell, PhD, National Science Foundation (Amy.Keesee@mail.wvu.edu) Program and Administrative mathematics across all disciplines
University of California, Davis (jfeldman@nsf.gov) Educational Awards: Associate: and employment sectors. Working
(rlpowell@ucdavis.edu) Sara Kenkare-Mitra Gretchen Schieber, PhD Andrea Lucy (lucy@awis.org) for positive system transformation,
TREASURER: Genentech (schieberGL@yahoo.com) AWIS strives to ensure that all
Pamela Marrone, PhD, (skenkare@gene.com) Finance and Audit Committee: AWIS Staff Contact Information women in these fields can achieve
Marrone Bio Innovations Wendy Mayer Karene Richards, Chair For membership or chapters/ their full potential.
(pmarrone@marronebio.com) Pfizer (Karene.richards@gmail.com) affiliate group questions:
Executive Director and CEO: (wendy.mayer@pfizer.com) membership@awis.org 1667 K Street, NW, Suite 800
Janet Bandows Koster, MBA, CAE Pamela McCauley, PhD NATIONAL OFFICE For advocacy information: Washington, DC 20006
(koster@awis.org) University of Central Florida Chief Business awis@awis.org Phone: 202-588-8175
(pamela.mccauley@ucf.edu) Development Officer: For institutional or corporate
COUNCILORS Karene Richards Cindy Simpson partnership information: awis.org
Vasudev Bailey, PhD Oakleaf Group (simpson@awis.org) simpson@awis.org @AWISnational and
Quid (Karene.richards@gmail.com) Director of Research and Analysis: For advertising information: @AWISmembers
(baileyv@gmail.com) David Ruth Heather Metcalf alisonb@bashian.com linkedin.com/groups?gid=140296
Patricia Bartlett Elsevier Foundation (metcalf@awis.org)
Smithsonian (d.ruth@elsevier.com) facebook.com/
(bartlettp@si.edu) AssociationforWomeninScience

letter
to the editor
July 25, 2017
Dear AWIS Leaders,
I have been a member of AWIS for many years, and have been rather dismayed over the recent changes
(over the past several years) in the AWIS Magazine I realize that there was a desire to look more
professional and appeal to businesses, but every time I receive my issue I cannot help but cringe at the
waste that is going into producing an extravagantly fancy magazine.
We represent women in STEM and science, and I find it hypocritical that we advocate for science and its
many advances, which include todays understanding of environmental issues (a topic that greatly concerns
many students, scientists, and public at large, world-wide), yet we produce a magazine with thick glossy
pages that furthermore comes packaged in plastic! Does this imply that AWIS advocates that women need
to stoop low in the faade of business wastefulness in order to sell ourselves to other scientists, business
leaders, and government officials?
Quality of science is reflected in the rigor of scientific endeavors and in the on-ground actions to which
scientists put these findings into practice to the advantage of all living organisms, including Homo
sapiens; and for AWIS, to the advantage of opening more and equal opportunities for women in science
within diverse societies globally. Quality of science is certainly not reflected in the fanciness of a societys
magazine; it can actually detract from it. In fact, the amount of natural material resources put into the
magazine makes me question the very mission of AWIS. Are we losing sight of what we advocate?
Finally, I see no indications that we use recycled materials in the production of the magazine. Perhaps we
need to revisit the topic not only of the image of AWIS we intend to send out into the many corners of the
earth, but also of our responsibilities as scientists on a planet that is facing immense environmental and
social challenges due to the wasteful habits of our species, including, sadly, I realize now, our society.
Sincerely,
Heidi
Heidi E. M. Dobson PhD

Professor
Department of Biology
Whitman College

good2know
statistical significance
National Academies of Science

Elections 2013 2017
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Physical Life Engineering Social Computer and All STEM
Sciences Sciences Sciences Mathematical
Sciences
% Women Elected 25.8% 30.3% 27.8% 35.3% 16.2% 28.1%
% Women Expected 22.7% 41.3% 14.2% 55.3% 21.7% 34.8%
n 120 195 18 51 37 420

trendspotting
climate leadership
Calling Individual
Climate Leaders
By Kimberly A. Nicholas, PhD
Associate Professor, Lund University Centre for Sustainability Studies
Lund, Sweden
R eaders of this magazine are already familiar with the basic

scientific facts about climate change, documented in
thousands of peer-reviewed articles and prestigious reports:
industrialized world, and greatly expanding opportunities in
developing countries.
scientists overwhelmingly agree that the planet is warming, If we dont cut emissions starting now, children born today
humans are causing this, the ramifications are deeply danger- will grow up in a world of dangerous climate change.
ous, and we need to find solutions.
Fortunately, leaders all over the world have realized the
Basically, science tells us that the future of a good life on urgency of slashing emissions and have started to roll up
planet Earth depends on us reducing climate pollution about their sleeves to address the crisis. For example, hundreds of
90 percent by 2050. This means successively cutting emissions countries, cities, businesses, and universities, encouraged by
in half during each of the next three decades (Rockstrom support from citizens in their communities, have committed
et al., 2017), while maintaining a good quality of life in the to switching to 100 percent renewable energy, in some cases
Based on an analysis of 39 sources, our new study (Wynes & Nicholas 2017a) found four consistently high-impact personal choices for
individuals in industrialized countries under current average conditions that made a big difference for the climate: eating a plant-
based diet, living car-free, avoiding plane travel, and planning smaller families. Purchasing green energy was sometimes but not
always a high impact action; see Wynes & Nicholas (2017a) for estimates for each action by country. Image credit: Catrin Jakobsson

trendspotting
climate leadership
by 2025. This top-down technical, political, and each roundtrip long-haul flight avoided (for
economic climate leadership is encouraging example, from London to Hong Kong) saves
and essential to meet international climate tar-
gets aimed at avoiding dangerous warming.
In our 2.79 tons; and living car-free for a year saves
2.4 tons.
Still, there is an enormous need for bottom-up private To put this in context, per-capita carbon diox-
climate leadership, by which I mean individuals ide emissions should not exceed 2.1 tons an-
making choices that are compatible with a nually by the year 2050, if the goal of limiting
safe climate and the possibility for a good life lives, each the global temperature increase to well below
for everyone on Earth. Many individuals are 2 C is to be achieved (Girod et al., 2014).
concerned about the risks from climate change
and want to be part of the solution, but often of us has Our study also finds that these four key actions
they arent sure where to focus limited time are usually missed in official sources, including
and energy on choices that will really make a
difference.
some government recommendations in the United
States, Canada, Australia, and the European
Union, as well as in high school textbooks in
Our New Study: Four Personal Choices
Have the Biggest Climate Impact
power Canada, all of which tend instead to advocate
small, incremental changes, such as recycling
What individual choices can we personally or switching to reusable shopping bags.
make to lessen our impact on the climate? A to shape
recent study I helped conduct, led by my former But our results show that eating a plant-
masters student Seth Wynes (Wynes & Nicholas, based diet saves about four times more
2017a), combines thirty-nine peer-reviewed choices greenhouse gas emissions per year than
papers, government reports, and carbon recycling. Avoiding just one transatlantic
calculators to make a robust estimate of the flight saves eight times more, and living
climate impact of individual decisions, based on about what car-free saves eleven times more. Similarly,
current conditions in the industrialized world. switching from plastic to canvas bags saves
We focused on the United States, Canada,

we eat less than 1 percent of what would be saved by
living a year without consuming meat. While
Australia, and Europe (a lower-emitter) actions like recycling and using canvas bags
because these regions currently have high
per-capita emissions. Currently, 10 percent of
and when are good choices to reduce waste, they are
not sufficient to tackle the scale of the climate
high-consuming individuals (including more challenge we now face.
than half of all residents in countries such as and how
the United States, the United Kingdom, and How Workplaces Support Climate-
Germany) produce nearly half of all climate Friendly Policies
pollution (King, 2015). If youve flown on a we travel. In our private lives, each of us has some power
plane in the last year, as I have, youre likely in to shape choices about what we eat and when
this group. and how we travel. How might similar choices
How might play out in the workplace? Universities and
Our study finds that there are four personal businesses are starting to have conversations
choices individuals in the developed world
can make that have a big impact on reducing
similar about the larger factors that can support
more climate-friendly choices, as well as
emissions: about what currently stands in the way and
eating a plant-based diet choices how this could change.
living car-free
avoiding plane travel For example, some organizations are
planning a smaller family play out looking more closely at their travel policies,
to see how they can support flexible work
These four choices tend to save a substantial environments and provide opportunities
amount of greenhouse gases regardless of in the for career advancement without requiring
country-specific conditions. On average, frequent travel. This might include steps like
eating a plant-based diet saves about 0.8 tons
of CO2 equivalents per year. Each roundtrip
workplace? expanding teleconferencing facilities, making
it easy to book low-carbon travel options
transatlantic flight avoided (for example, when needed, and even starting to question
from London to New York) saves 1.6 tons; the working culture that equates air miles

trendspotting
climate leadership
with status or intellectual contributions. Others are making
Fast
tasty plant-based meals the norm at work gatherings, or at
the restaurants and cafeterias that employees frequent.
Consider Family Size and Lifestyle

Most peopleespecially women in STEMare already
Facts
acutely aware that choosing whether and when to have
a child is fundamental to shaping ones life personally,
economically, and professionally. This individual choice
turns out to be the most significant choice for the climate
as well. Simply put, when families in industrialized countries
with high emissions rates expand carbon increases in the
All actions were compared on a life cycle basis for one
atmosphere.
individual making the decision under current average
conditions in developed countries. This means:
Enabling children to grow up in a safe climate is a huge
incentive to reducing overall national emissions to
Plant-based diet: sustainable levels. Meanwhile, recognizing that family size
Emissions saved from affects the climate can be one factor informing a complex and
switching from omnivorous highly personal decision.
to plant-based diet (e.g.
difference between emissions of foods consumed by Ive heard from many parents, and those planning to become
parents, who say that our findings have encouraged them
self-selected meat eaters versus self-selected vege-
to look at their own lifestyle and at the way they raise their
tarians). Includes emissions from fertilizers, methane children, in order to chart a more sustainable path. One new
production by livestock, and transport of food to retail mother with a three-week-old baby wrote to say that she has
centers. printed our infographic and put it on her fridge, as a reminder
that what she feeds her child and how she transports him are
One transatlantic flight: critical choices for the climate. This knowledge can inspire
Emissions for one person flying on a conversations about living closer to school and work, making
it safer to walk or bike in local neighborhoods, sharing
roundtrip flight (e.g., New York to Lon-
delicious plant-based recipes, or planning family vacations
don) under average conditions. Note that that focus on spending quality time together in a beautiful
long-haul flights have higher emissions (e.g., flying place that doesnt require plane travel.
London to Hong Kong round trip is 2.97 tonnes).
Ive also heard from people who have decided not to have
Live car-free: children, who appreciate data that support their personal choice,
Emissions saved per person based on particularly when facing social pressure. And I have heard from
people who are currently considering whether to have a child
average vehicle miles traveled and
and appreciate having data to help inform their decision.
vehicle occupancy. Includes emissions
from car production and maintenance Individual Climate Leadership
in addition to combustion of fuel. I believe that those of us with the ability to make choices have
a responsibility to lead by example, especially scientists most
One fewer child: closely in touch with climate research. The choices Ive made
Estimates the cumulative impact of cur- to cut my personal carbon footprintfor example, cutting
plane trips by 80 percent, going meat-free, and moving to
rent and future descendants based on
the center of my small city, where I can bike to work and live
percent of relatedness for the offspring, car-freehave saved me money, time, and stress, improved
and current emissions levels, for all my health, and given me a greater sense of work-life balance
emissions produced over the lifespan of (Nicholas, 2017).
descendants, divided by the life expectancy of each
parent. Each of these personal climate choices can lead to important
conversations about the limited resources we all have, and
For more details on methods, see the Supplement to Wynes and how we choose to allocate them in pursuing our own versions
Nicholas (2017a) and our FAQ (Wynes and Nicholas, 2017b).
Climate Leadership continues on page 47 0

ADVANCE|GSE
PROGRAM
WORKSHOP
The 2017
Th
NSF ADVANCE/GSE
Program Workshop
Broadening Participation:
Intersectionality
will bring together grantees
from the NSF ADVANCE and
the Research on Gender in
Science and Engineering (GSE)
com
communities to discuss the role
inters
ersection
tionality plays in driving systemic change
and foste
osteringg gender equity in the academy.
Researchers,
ers, p
pra
ractitioners, evaluators and all
ADVANCE and GS GSE
GSE team members will find
valuable programm mming at the workshop. p.
Wh the worksho
While wor op highlight ghts the he thought
leadership
ership
p of
o NSF grantees,
g it iss open
o to everyone
engaged in
i gen
gende
ge er equity res eseaarch and practice
as an oppoortunity
ity
tyy to foster strat
s tegic partnerships
and collabor
orationns.
Register Tod
Today
www.awis
wis.org/ADVANC
NC
CE/GSEWorkshop
careerplaybook
intentional leadership
Leadership
in the Meeting Room and Beyond
By Di Ye
Founder, ZHENNOVATE
AWIS Professional Member Since 2017
O n a flight to Seattle, my seatmate, who I will call John,

shared his lost hope for becoming a leader in his en-
gineering team. In a 30-minute coaching conversation, we
Effectiveness comes from intentional execution. There is a
two-step process for boosting your effectiveness in meet-
ings: (1) setting intention, and (2) staying intentional despite
examined Johns experience in team meetings where he felt obstacles.
unable to make an impact. John realized that his resigned re-
actions in meetings undermined his potential to influence his Setting Intention
team. Three months later, John had become a project leader, When we set a clear intention and generate thoughts and
thanking my coaching for casting light on his blind spot. behaviors in alignment with that intention, our intention
manifests as a desirable outcome.
Leadership and teamwork are rich subjects. Let us first define
leadership. Leaders here dont just mean the appointed When we are busy at work, how often do we set intentions?
meeting facilitator or managers in the room; even those Before walking into a meeting, ask yourself, What do I want
without authority have an opportunity to lead by influencing from this meeting? What do we want to achieve through this
their team. We call such leaders influencers. meeting as a team?
In this article, we focus on exploring one of the fundamental Setting intention has two dimensions. While its important to
mindset and behavioral barriers that blocks an individuals define the desirable outcome, its equally important to define
potential to influence in meetings and a set of coaching tools the attitude that best supports that outcome. Have you ever
to circumvent such barriers. Let us reference Johns coaching seen a resigned teammate making an impact? Influencers
conversation as a starting point. stay engaged throughout the discussion and oftentimes
beyond. When we disengage, we remove ourselves from the
John saw how when he stopped listening, he no longer un- team. No one else can make us disengage but ourselves.
derstood the discussion or the teams needs in the meeting,
and he lost his effectiveness in co-creating a solution with his Emotional Agility to Stay Intentionally Engaged
team. He realized listening to others was independent from Staying intentionally engaged is easier said than done. Johns
whether others listened to him, yet critical to his effective- coaching conversation illustrates how our default reactions
ness at the meeting. to triggers derail our engagement.
Your experience in meetings may differ. Have you had a Everyone gets triggered. Triggers are external circumstanc-
meeting where you experienced powerlessness to make an es that agitate us into a reactive state. What triggers you in
impact? Walk yourself through the left column of coaching meeting rooms? What are your typical reactions when you are
questions. What do you discover? triggered? Do you stop listening, like John, whenever others
Setting Intention (2 Dimensions) Johns Example
(a) What will be the desirable outcome for myself? (a) I want to make an impact and have my voice heard.
(b) What will be the desirable outcome for my team? (b) Our team can figure out a cost-effective way to increase the accu-
racy of our computation method.
What attitude do I want to bring to the process? No matter what, I am resourceful about staying resilient, engaged,
curious, and focused on doing the right thing for the team.

careerplaybook
intentional leadership
Coaching Question Johns Response

Recall a meeting where you experienced powerlessness to Okay.
make an impact. Do you have a meeting in mind?
REVISIT THE INTENTION I wanted to contribute my ideas and make an impact. I wanted
What did you want in my voice heard.
that meeting?
REVISIT THE MOMENT I have the moment clear in my mind.
Lets focus on the moment when you started feeling
powerless. Get that memory clear. Recall the setting, the
people involved, and the topic being discussed.
IDENTIFY THE TRIGGER My teammate presented his research plan and solicited feedback.
What happened right before you felt powerless? I shared an idea Id prepared ahead of time, but no one replied seri-
ously. The dominant teammates continued their discussion as if Id
never spoken.
REFLECT ON REACTION THOUGHTS Im not respected. They ignore me. They dont listen to me.
Immediately after that moment, what did you tell yourself? Why am I even here?
REFLECT ON REACTION EMOTIONS I had feelings of embarrassment and disappointment. How could
What emotions did you feel? I make myself heard? Why wouldnt anyone listen to me when I was
eager to contribute? This was not the first time. Its been a pattern!
REFLECT ON REACTION - PHYSICALITY My heart rate increased, and I breathed faster. I sighed quietly.
What physical sensation did you experience in your body?
REFLECT ON REACTION ACTION
What did you do then? What was your body language? I stopped talking. I stared at my colleagues for a while, pretending
Even lack of action is a type of action. to listen to them. Eventually, I checked emails on my phone. I leaned
back in my chair.
REFLECT ON REACTION ATTITUDE I was resigned.
How would you describe your attitude then?
SUMMARIZE RESULTS My team didnt incorporate my feedback into the new research
What results did you experience in the team meeting? plan, so the meeting happened as if I wasnt there. Nobody knew I
had prepared for the meeting.
EXAMINE ALIGNMENT
Lets look at your intention of making impact. How well The results were the opposite of what I wanted.
did your meeting results align with your intention?
CULTIVATE AWARENESS
Do you see why the meeting results happened the way I thought theyd all ignore me, so itd be useless for me to say
they did for you? What awareness have you gained now? anything more. Thats why I gave up participating in the discussion,
which didnt help me make an impact.
ignore your comments? Do you stop speaking up for fear of Influential leadership isnt about proving ourselves right; it is
looking stupid when high-powered individuals are present? about inspiring others in creating whats right for the team.
Or do you become defensive when others criticize your ideas? President Abraham Lincoln, exemplified emotional agility
when responding to adversarial comments by first acknowl-
Developing awareness of our triggers and default reactions is edging his opponents and turning conflicts into co-creative
the first step toward escaping their control. As our awareness discussions. Similarly, in collaboration, setting our ego aside
heightens, we discern our reactions as they occur. The next helps us access our own emotional agility and effectively
step is acknowledging our reactions without blame, saving counter the ego of stronger personalities.
our cognitive resources for something better. This approach
allows us to choose an empowering way of thinking and Johns journey from competent individual performer to
carry out a behavior aligned with our intention. This adap- influencer is a journey shared by many. Becoming an effective
tive mental skill is known as emotional agility. The more we influencer demands the habit of intentional execution. Insights
exercise our muscle of emotional agility, the faster we bounce alone do not guarantee results. When self-discipline gets chal-
back with a productive mindset and behavior in the moment.
Leadership in the Meeting Room continues on page 47 0

careerplaybook
what is leadership?
Defining Leadership through Action:

An Interview with Dr. Yesim Darici
By Rachele Hendricks-Sturrup, MS, MA
L eadership and talent development remains

one of AWIS strategic pillars into 2018, as AWIS
champions the idea and practice of increasing the
ADVANCE
In March 2017, Dr. Darici received the In
the Company of Women Science &
number of women in decision-making roles with- Technology Award at Miami-Dade County
in organizations to ultimately impact workplace Parks Womens Parks 29th Annual ''In the Compa-
culture, practices, and performance in positive, inclu- ny of Women'' Awards for her instrumental role in
sive, and constructive ways. promoting diversity and growth opportunities for
women in STEM in Miami-Dade County. This honor
Also, as our scientific community grows and followed Dr. Daricis numerous accomplishments as
becomes more connected across genders, races, a leader in STEM, which include but are not limited
cultures, etc., our community is also forced to face to her committee membership on American Physical
the uphill battle of becoming more socially aware, Societys committee on minorities and two National
responsible, and progressive for the sake of moving Science Foundation (NSF)-funded projects. We are
science and science policy forward. AWIS members very proud of all that Dr. Darici has accomplished on
have seen and continue to fight this battle every day behalf of women and minorities in STEM, remarked
and in myriad ways. FIUs Provost Kenneth G. Furton. Her constructive
leadership in CWGS and on the NSF ADVANCE grants
What is Leadership has been an enormous contribution to FIU.
As every battle inevitably requires a leader, the
definition of leadership also comes into question The NSF ADVANCE grants were awarded to FIUs
and continues to evolve to incorporate the most im- Center for Womens and Gender Studies following Dr.
portant and timely elements of social evolution. In Daricis and her FIU Center for Womens and Gender
his book, Peter Northouse (2018), Professor Emeritus Studies partner, Dr. Suzanna Roses, painstaking and
of Communication at Western Michigan University, monumental efforts. Dr. Suzanna Rose is currently the
says that individuals and groups have struggled to Founding Associate Provost in the Office to Advance
answer this simple yet seemingly ambiguous ques- Women, Equity & Diversity at FIU. The overarching
tion for many decades: What is leadership? One goal of the NSF awards is to increase diversity and
might say, from a purely reductionist standpoint, inclusiveness among FIU faculty, which, as Dr. Darici
that leadership means leading an effort. However, described in an exclusive interview, was a major chal-
from abstract or instrumentalist standpoint, one lenge when she applied for the NSF grant in 2010.
would likely say leadership means being the change
you want to see in the world. Dr. Darici described her experience during that time
as frustrating, as she faced moments of resistance
Leadership is often defined by example. Here, I from her male-faculty colleagues who seemingly
define leadership by the example of Dr. Yesim Darici, wanted to maintain the departmental status quo.
Professor of Physics and Director of the Center for She shared a prior moment that also seeded the
Womens and Gender Studies (CWGS) at Florida In- frustration: upon her arrival at FIU a male colleague
ternational University (FIU) in Miami, Florida. Being a told her that hed never personally met a female
champion for gender equity and diversity, and more colleague in physics. Dr. Rose says, One of my best
notably, the first female university-level physics pro- strategic decisions was to invite Dr. Darici to serve
fessor in the state of Florida, Dr. Darici is esteemed as as Director for the CWGS. When I first met her, I
a leading advocate for women and gender issues at recognized that she had the talent and energy for
FIU and within the entire state of Florida. leadership and the experience to know what needed

careerplaybook
what is leadership?
When you have less women in a dep

partme
ent,
those women are likely to get stereotyped
d. This
rings true for any minority in a group.
to be done to achieve equity Sharing her experience as the only female

and social justice. That was physics post-doc at West Virginia University in
the beginning of a wonderful 1984, she states, It was very intense I came
collaboration that has and will very close to quitting, but because I had won-
continue to change the climate derful and progressive-minded male friends and
at FIU. mentors, I stayed. She expressed that this very
sense of belonging inspired her to move on to
When asked about why co-create other safe-spaces like the ones she
applying to the NSF AD- had throughout her early STEM career as a PhD
VANCE grant at that time student at University of Missouri, Columbia and
was important to her as a post-doc at West Virginia University.
female physics faculty member,
she reflected on her experience and Right now, FIU offers, among many programs un-
stated, When you have less women der their NSF institutional transformation grant,
in a department, those women are unconscious bias awareness, workshops on best
likely to get stereotyped. This rings practices for hiring, and bystander intervention
true for any minority in a group. training to reduce gender and race bias and im-
She further shared that stereo- prove departmental climate. Dr. Darici quotes,
types lead to discomfort in dealing my dream is for women and minorities to choose
with others who do not look like a faculty position FIU over another highly-re-
you. She continued to explain how garded university because they know FIU has
this concept realistic because, to warm and inclusive environment for women and
date, we continue to see a more minorities in STEM. =
ostracized female population of
women in STEM and more esteemed References
awards given to men in STEM. Northouse, P. G. (2018). Introduction to leader-
ship: Concepts and practice. Los Angeles, CA:
She moved on to reflect on her past. Born Sage Publications.
in Turkey to a mother who was not a math-
ematician, her mother ironically stressed
the important of math education. Dr. Darici
shared, My mother had me take private
lessons in math because she felt it was the most
important subject for any student. Dr. Darici
concurs with her mother and praises her for her
forecasted opinion how important math would
become in the future.

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gender stereotypes and discrimination
Beyond Gender Bias:

Feminine Women are Deemed
Less Likely to be Scientists
By Sarah Banchefsky, PhD
Research Associate, University of Colorado Boulder,
Department of Psychology & Neuroscience
AWIS Institutional Partner Since 2013
One category of reactions that I receive all the time as a

programmer that presents as feminine is: No one believes
I am a programmer. I cant tell you how many people,
when meeting me and hearing my profession, tell me that
I look like a designer, someone in accounting, someone in
marketing, anything but a programmer.
Female programmer in post on Medium.com, Coding Like a Girl
T here is little doubt that gender stereotypes and discrimination play

a role in the underrepresentation of women in physical-science,
technology, engineering, and math (pSTEM) fields. In a simple and
elegant study, Moss-Racusin and colleagues (2012) demonstrated
that professors in science fields evaluated either a female or identical
male applicant for a laboratory manager position. Men and women alike
judged Jennifer as less competent and hirable than her identical male
counterpart, Jonathan. Recently, a former male Google employee wrote
a manifesto that went viral online. The contentious document asserted
that one reason women may be underrepresented in technology posi-
tions is due to biological differences between the genders. The public
reaction to the post was largely negative, and Googles president of
diversity asserted that the document advanced incorrect assumptions
about gender. The employee was promptly fired.
One professor told [classmates] not to present

themselves as women first if they wanted to be
taken seriously as engineers.
Female undergraduate in engineering, Walton, Logel, Peach,
An image from Medium.com's "Coding Like a Girl" Spencer, & Zanna, 2015

feature
presenting themselves as women first in order to be taken

sseriously (Walton et al., 2015).
TThus, not only do women feel pressure to avoid feminine

aappearance, they also may distance themselves from other
sstereotypically feminine traits and behaviors, such as express-
iing emotions (Hewlett et al. 2008; Pronin, Steele, & Ross, 2004).
FFifty-three percent of women in corporate science, technology,
aand engineering fields agreed that behaving like a man im-
proves their prospects for advancement (Hewlett et al., 2008).
p
P
Perhaps it is not surprising that eighty percent of female and
72% of male engineering majors agree that the notion that
7
w
women in science or technical fields are unfeminine is prob-
llematic for women within these fields. Indeed, the more that
a woman perceived that this was a problem, the less satisfied
sshe was in her field (Hartman and Hartman 2008).
Within academia and the business w world

world,
orld there is growing D
Despite womens stories, there was no empirical evidence
acknowledgment of and discussion of gender bias, particularly showing that feminine appearance actually leads women
in male-dominated fields. While this discussion is important, to be viewed as less likely to be scientists. To address this
there is another form of bias that receives far less attention important question, we asked people to participate in a study
that within women, feminine women are especially viewed as on first impressions (Banchefsky, Westfall, Park, & Judd, 2016).
a poor fit for pSTEM fields. For example, in the summer of 2015, In the study, participants were presented with a total of 80
tech firm OneLogin rolled out advertisements featuring several different photographshalf women and half men. All were
of their employees in San Francisco. One female employee, high-quality, color portraits. Participants were nave to the fact
Isis Wenger, faced unexpected backlash after her poster was that the photos featured tenured or tenure-track scientists
displayed in a busy subway. Critical comments online revealed
that some people found it impossible that Ms. Wenger could n The advertisement for OneLogin featuring Isis Wenger.
be an engineer simply because she was far too attractive to Some expressed skepticism and doubt that Isis was in fact an
be a real engineer. Some voices asserted that the company engineer at the company, simply based on her appearance.
must have hired a model.
Isiss experience is, unfortunately,

commonplace. Internet anec-
dotes and formal interviews
reveal a common theme: women
from a variety of pSTEM fields
explain that if they present as
femininefor example, wearing
feminine clothing, make-up,
jewelry, or their hair downthey
risk being told that they dont
look like an engineer, a scientist,
a physicist, etc. (Seymour, 1995).
One woman attending a tech
conference reported that men
lined up at her desk because
they thought she was there to
assist with conference regis-
tration. Professors or mentors
advise women to tie their hair
back and avoid scarves with
bright colors. One professor
even told women to avoid

feature
Four examples of the 80 scientists whom participants evaluated. Within women on the left, and men on the right, the photo on the left
was judged as relatively higher in masculinity, and the photo on the right as relatively higher in femininity. According to our results, the
woman scientist on the far left would be judged as more likely to be a scientist than the women scientist on the right, whereas judgments
of the mens likelihood of being a scientist would be unrelated to their gendered appearance.
in elite pSTEM programs around the United States (e.g., MIT, tweaks. Study 2 showed that feminine women were deemed
Carnegie-Mellon, and Harvard), and that the photos had been less scientific regardless of whether the photographs were
collected from university websites. One photo at a time, par- presented with gender blocked (e.g., first all women, then
ticipants rated each person from masculine to feminine, and all men) or intermixed; when participants were not asked
also rated how likely each person was to be a scientist, as well to judge the persons appearance prior to making career
as an early childhood educator (a female stereotypic career). judgments (i.e., when aspects of appearance were not made
salient); and when an additional, gender-neutral career
Results showed that for female scientists, but not male (journalist) was included in the judgments alongside scientist
scientists, perceivers used gendered appearance as a cue and early childhood educator. In both studies, these results
about how likely they were to be scientists (vs. early child- did not depend on the gender of the person making the rat-
hood educators or journalists). This was true for male and ingsboth men and women showed the same tendencies to
female perceivers, and was true after controlling for the use womens femininity, but not mens, as a cue about career
perceived age of the target (another judgment participants likelihood.
made). Because all of the photographs featured scientists, any
relationship observed between the feminine appearance and Viewing feminine women as incompatible with science likely
judged likelihood of being a scientist was necessarily inaccu- has an array of consequences. What happens to a woman
rate. Moreover, because we used a large, naturalistic sample when she is explicitly told, or signaled in some way, that it
of photographs, we can assume that the results of the study does not look as though she belongs in a given field? How
generalize beyond the specific photos presented and broadly do such interactions affect women across their lifetime? For
apply to all academic scientists. example, before choosing science, are feminine girls and
womenbecause they dont look like scientiststreated
differently by parents, teachers, and others? People are drawn
to disciplines in which they feel they would belong and be
similar to others (Hannover & Kessles, 2004). Womens interest
in pSTEM may also be thwarted by the undue perception that
women scientists cannot express femininity. For women with-
in pSTEM fields, the tension between femininity and science
decreases job satisfaction (Hartman & Hartman, 2008), and
can lead them to disengage from their work identity (Settles,
Jellison, & Pratt-Hyatt, 2009).
Feminine appearance may influence more than just the per-
A second study foundAn the samefrom Medium.com's "Coding Like a Girl". Femininity likely has consequences
image
exact pattern of results, even with
beyond perceived likelihood of being a scientist. Feminine appearance may actually
three important methodological
elicit entirely different behaviors from perceivers.

feature
What happens
to a woman when
she is explicitly
told, or signaled
in some way, that
it does not look
as though she
belongs in a given
field? How do such
interactions affect
women across their
Plots of the results by target gender, career, and whether faces were blocked by gender or

mixed by gender. Appearance ratings were made by one group of participants in Study 1,
lifetime? and career likelihood ratings were made by a separate set of participants in Study 2. For
female targets, all slopes are significantly different from 0, whereas for male targets, all
slopes are statistically equivalent to 0.
ceived likelihood of being a scientist. When a person does not

seem to fit within a career this elicits prejudice towards the
individual (Eagly & Karau, 2002; Heilman, 2012). Not only might
women as a category face obstacles that men do not in pSTEM
fields, women who are more feminine in appearance, traits
or behaviors may experience additional prejudice compared
to their less feminine counterparts. Beyond viewing feminine
women as less likely to be scientists, perceivers may also view
feminine women as less competent scientists, or less hirable, or
less fundable. A recent study showed that scientists appear-
ance impacted the perceived interest in, engagement with and
perceived quality of the work (Gheorghiu, Callan, & Skylark,
2017). Furthermore, biases based on appearance may be more
pervasive and insidious than gender bias because there is less
public awareness of them. In fact, in our studies, there was no
The first #iLookLikeAnEngineer Tweet,

featuring Isis Wenger.
feature
A poster created by Michelle Glauser and displayed in San Fransisco as a billboard.
evidence for categorical gender biasmen and women were, tween femininity and pSTEM, bolster the status quo, prevent
on average, judged as equally likely to be scientists. diversity from having a voice, and are harmful to the women
involvedleading to isolation, dissatisfaction and potential
Diverse backgrounds, experiences, and approaches facilitate abandonment with their field (Hartman & Hartman, 2008;
innovative and relevant products that enhance the lives of a Hewlett et al., 2008).
broader group of people. Unfortunately, stereotypes about
people within pSTEM fields prevents diversity from entering One answer to this problem lies in how Isis Wenger responded
and flourishing. Research shows that women in pSTEM not to the backlash to her advertisement. Surprised and
only minimize feminine appearance (e.g., avoid wearing discouraged, Isis wrote a blog post in which she described her
make-up) but also eschew feminine traits, behaviors, and experiences and frustrations with sexism in the tech industry.
goals (e.g., being emotional, leaving work to raise children; Her post included a selfie in which she proclaimed her career
Pronin et al., 2004). Problematically, cultures that devalue fem- as a full-stack software engineer and used the hashtag
ininity can also lead women to distance themselves from and #iLookLikeAnEngineer.
criticize other women, especially feminine women (Ellemers,
Van den Heuvel, Gilder, Maass, & Bonvini, 2004; Rhoton, 2011). She encouraged other engineers who did not fit the cook-
Such practices reinforce the perceived incompatibility be- ie-cutter mold of a stereotypical engineer to share their
Although the campaign was initially motivated by gender issues,

its focus is on celebrating diversity of all kindsage, race,
socioeconomic background, educational background, hobbies, etc.

feature
photo and story in order to challenge the stereotype

that engineers look a certain way. The response was
enormous. Within a few months, the hashtag had
more than 75,000 tweets and had spread to more
than 50 countries. Small and large companies as well
as universities also harnessed the campaign to show-
case their employees and students. Although the
campaign was initially motivated by gender issues,
its focus is on celebrating diversity of all kindsage,
race, socioeconomic background, educational back-
ground, hobbies, etc.
Ellemers, N., Heuvel, H., Gilder, D., Maass, A., & Bonvini, A.
We maintain that a powerful solution lies in showcasing and (2004). The underrepresentation of women in science:
celebrating the diversity that exists within pSTEM fields. The differential commitment or the queen bee syndrome?
#iLookLikeAnEngineer campaign has articulated explicit and British Journal of Social Psychology, 43, 315-338.
admirable goals: to (1) give visibility to and normalize non-ste- Gheorghiu, A. I., Callan, M. J., & Skylark, W. J. (2017). Facial
reotypical engineers, (2) increase awareness of discrimination appearance affects science communication. Proceedings
that non-stereotypical engineers may face, (3) encourage an of the National Academy of Sciences, 114, 5970-5975.
atmosphere of inclusion in tech, and (4) inspire people who Hannover, B., & Kessels, U. (2004). Self-to-prototype matching
may not have thought of being engineers before to learn as a strategy for making academic choices. Why high
engineering skills. Here at the University of Colorado Boulder, school students do not like math and science. Learning
we are using the campaign to showcase the diversity of our and Instruction, 14, 51-67.
engineering students and show that there is no one type Hartman H., Hartman M. (2008). How undergraduate
of engineer (http://www.colorado.edu/engineering/ilook- engineering students perceive womens (and mens)
likeanengineer). problems in science, math, and engineering. Sex Roles,
58, 251265.
We cannot ask girls and women to forsake their gender identi- Heilman, M. E. (2012). Gender stereotypes and workplace
ty and expression in order to participate in and feel a sense of bias. Research in Organizational Behavior, 32, 113-135.
belonging and respect in pSTEM fields. Rather than ask them Hewlett, S. A., Luce, C. B., Servon, L. J., Sherbin, L., Shiller, P.,
to conform to a masculine culture, we need to change the Sosnovich, E., & Sumberg, K. (2008). The Athena factor:
masculine culture by showing people how to react to diversity Reversing the brain drain in science, engineering, and
in pSTSEM fieldsnot with surpriseand empowering those technology. Harvard Business Review Research Report,
pursuing pSTEM fields to feel comfortable being and express- 10094.
ing themselves. On the academic side, it may be useful to not Moss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J.,
only consider average differences between men and women, & Handelsman, J. (2012). Science facultys subtle gender
but to keep in mind that the individual experiences of men biases favor male students. Proceedings of the National
and women may differ depending on a vast number of vari- Academy of Sciences, 109, 1-6.
ables, including the extent to which specific men and women Pronin, E., Steele, C. M., & Ross, L. (2004). Identity bifurcation
embody masculinity and femininity. = in response to stereotype threat: Women and
mathematics. Journal of Experimental Social Psychology,
Sarah Banchefsky is a research associate at the University of 40, 152-168.
Colorado Boulder working with Dr. Tiffany Ito. She completed Rhoton, L. A. (2011). Distancing as a gendered barrier:
her doctorate at CU Boulder with Dr. Bernadette Park. Her work Understanding women scientists gender practices.
primarily focuses on understanding and tackling the problem of Gender & Society, 25, 696-716.
womens underrepresentation in physical science, technology, Settles, I. H., Jellison, W. A., & Pratt-Hyatt, J. S. (2009).
engineering and math fields. She is also interested in shifting the Identification with multiple social groups: The moderating
gender roles and stereotypes of mothers and fathers. role of identity change over time among women-
scientists. Journal of Research in Personality, 43, 856-867.
References Seymour, E. (1995). The loss of women from science,
Banchefsky, S., Westfall, J., Park, B., & Judd, C. M. (2016). mathematics, and engineering undergraduate majors: An
But you dont look like a scientist!: Women scientists explanatory account. Science Education, 79, 437-473.
with feminine appearance are deemed less likely to be Walton, G. M., Logel, C., Peach, J. M., Spencer, S. J., & Zanna,
scientists. Sex Roles, 75, 95-109. M. P. (2015). Two brief interventions to mitigate a chilly
Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of climate transform womens experience, relationships,
prejudice toward female leaders. Psychological Review, and achievement in engineering. Journal of Educational
109, 573-598. Psychology, 107, 468-485.

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an inviting culture for diversity
Achieving
Undergraduate
Physics
Diversity
By The Faculty of the Department of Physics and Astronomy,
CSU Long Beach
Corresponding Author: Galen T. Pickett

feature
T he Department of Physics and Astronomy at the California

State University, Long Beach1 has grown spectacularly in
the last decade as the result of a department-lead program
We have constructed a large, racially and ethnically diverse
student body. We have also made important gains in gender
equity. Table 1 shows degree output of physicists who are
supporting student success. While we did not initially set women at the top 10 departments in the US (and territories)
out to specifically target women and students of color in in 2015.
recruitment and growth efforts, we did emphasize inclusion
holistically. As a result, our program is now a singular source About one third of departments in 2015 had no women
of women, minority, but also minority women physicists. Our among their graduates at all, and the average yield per de-
graduating class has grown ten-fold, without an achievement partment is only 3%. The 2015 race/ethnicity rankings are just
gap. We have created an inviting culture with many entry as astounding.
points and a single, well-defined exit point: graduation with
an undergraduate degree in physics. Finally, it is instructive to look at graduates who are both
historically underrepresented minorities (URM) and women.
Our experience can be broadly applied in STEM. CSU Long The intersection of issues faced by gender and race/ethnicity
Beach is an urban, comprehensive masters-granting insti- feedback upon each other, making this population the most
tution. We have 32,000 undergraduate students, primarily vulnerable of all.
commuting from the Los Angeles basin, with large first-gen-
eration and under-served minority populations. Of the 707 US Clearly, CSU Long Beach has created a uniquely productive
institutions offering undergraduate physics degrees in 2015, environment: not only do we keep pace with MIT for total
our department ranked as the 35th most productive (with a diverse graduates, but an astounding 20% of our graduating
total graduating class of 33) (see Figure 1)2. The true scale of class is composed of URM females (as opposed to a national
this achievement is apparent when disaggregating by gender rate of 3%). Indeed, white men and URM women are equally
and race/ethnicity. represented among their cohorts in our program. This kind of
growth is not possible relying upon just white men.
Our goal was to ensure that the undergraduate class would
exceed ten students prompted by the University of Texas
system in which programs supplying fewer than 5 graduates/ 2006 Total
year were effectively closed3. We have wildly exceeded that
goal as in Figure 1-2. Total URM
2007 Total Women
Total URM-Women
CSU Long Beach Rank (All Undergrads) 2008
Year
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016*2017*
2009
5 Degrees Awarded, Csulb
10 2010
RANK
2011
20
35 2016
50
2015
76
101
2014
231
261
276
286
434 2015
449
500
539 0 5 10 15 20 25 30 35
Figure 1. CSU Long Beach's rank by total graduating class size. Figure 2. CSU Long Beach graduating classes, 2008-2016.
(*2016,17 estimated).

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Table 1 6-Year Graduation Rate

Graduates - 140
Rank Institution Women Engineering
1 Massachusetts Institute of Technology 15 Science
120
2 *California State University, Long Beach 15
3 University of California 14 100
4 *Mount Holyoke College 14
Campus Averarge
5 University of Washington 13 80
6 UCSB 13
7 UCLA 13 60
8 University of Illinois 12
9 University of Virginia 12 40
10 University of Rochester 11
Table 1. The number of undergraduate degrees awarded to 20
women in 2015. Only 2 non-Ph.D. granting institutions are in the
top 10: CSU Long Beach and the Seven Sister institution, Mount 0
Holyoke. IPEDS 2015 data. A B C D F W
Figure 3. Graduation rates (normalized) for students taking introductory

Table 2 physics. Engineering students earning As and Bs graduate faster than normal..
ta. 15
EAB data.
Graduates -
Rank Institution URM
1 UCLA 35 The deepep insight
in we have eg
gained
a ed iss that no one is truly
2 University of California 30 prepared
ed to succeed in undergraduate physics. Reforms
anchored in further screening of students (either through ugh
3 MIT 28
AP test scores, high school GPA, SAT scores) are alreadyady qu
quite
4 University of Texas 27
past the point of diminishing returns. Our strategy aims ims at
5 University of Washington 22 exploring true nature of the profession. We invite students
stud
6 UC Davis 20 (predominantly engineers) to explore physicss as an enjoyable
7 UCSB 19 technical challenge unique for its difficulty. organized
y. Texts organ
8 California State University, Long Beach 16 upon the principle lets try and guess what at an engineer
9 Stony Brook 14 might need are self-defeating in this respect. alternative
ct. Our alter
10 California Institute of Technology 12 message is explicit: join us in exploring a scientific
nt tradition
of rare power and elegance. Students need something
om more
Table 2. The top 10 departments awarding physics substantial than feedback in electronically graded homework
undergraduate degrees to URM students. CSU Long Beach is to learn why physics is worth the work. In thee absence
ab of that
the only non-Ph.D. granting institution on the list. support, only students with an overwhelming ambition to
become physicists persist, and persistence becomes some-
Table 3 what unlinked to performance and somewhat overlinked to
Graduates personal identification with the faculty. Many students could
Rank Institution URM Women be successful in this profession but never get far enough to
discover this. Students stubborn enough to make it through
1 Massachusetts Institute of Technology 7
the training discover what physics is too late to change
2 *California State University, Long Beach 6 course. As a result, physics graduating classes are stubbornly
3 University of California, Berkeley 6 10% URM and 20% female nationwide.4
4 University of California, Davis 5
5 California Institute of Technology 4 We first created a culturally accurate introductory sequence.
6 Florida International University 4 We adopted the Matter and Interactions reform curriculum in
7 *Jackson State University 4 2007,5 integrating modern computational tools. The introduc-
8 *University of Puerto Rico at Mayaguez 4 tory sequence is framed by the creation of a physics culture.
We have created a powerful first-year experience (and hence
9 *University of Puerto Rico at Rio Piedras 4
a recruiting opportunity) as in Figure 3. Students who earned
10 University of Washington 4
either an A or a B in our mechanics course have a higher
Table 3. The size of the graduating classes of URM women at 6-year graduation rate. Our course is the exact opposite of
the top 10 US institutions. (*) Institutions without a Ph.D. pro- a bottleneck: we have created an accelerant. About half our
gram (and thus lacking significant research resources). students elect double majors after starting in a different field.

feature
We also reinforce the cultural and social aspects of our PHYS 151 Fall 2013
profession. The lower-division courses have a strong team-
p
work element
el to them (mimicking the workflow of research Helped me feel connected to peers
physicists). Upper-division students take part in the induction
Helped my confidence
of lower-division students, and transfer students enter a large,
ready-made community in their first upper-division gateway. Encouraged me to spend more time
We have thus relied upon the Strategic Programs for INnova-
tion in Undergraduate Physics)6 playbook, with a critical in- Provided additional feedback
tervention by the APS in awarding a PhysTEC (Physics Teacher
Easy to use
Education Coalition)7 grant in 2010.
Helpful for solving problems
We created a social overlay to the program, assigning stu-
d
dents to teams that engage the course material through a 0 1 2 3 4 5
de
dedicated collaboration suite: learn.koondis.com8. We balance
e teams
the t for gender, race/ethnicity, and major. The idea is Figure 4. Impact of Koondis in our first-year class. The system is
cre
to create normalizing experiences of success (everyone adds an instance of a micro learning community, and keeps students
to the e success
s of the team) but also to create a research connected to campus and each other. [9]
set by which missteps, errors, and successes occur
mindset,
ndb Mistakes are eventually addressed through
in a sandbox. confront issues of metacognition and self-regulation while
our
crowd-sourcing. assisting in our introductory courses. About half of our majors
take this training course, and half of those go on to serve as
tan to have a local team when acquiring cultural
It is important Learning Assistants in subsequent semesters. Here, they act
Koo
norms. The Koondis working teams closely mimic the division as super tutors and ambassadors with growth mindset and
po
of labor and positive interdependence of a real research team. grit stories of their own to tell. Our success recruiting and
ing purpose, it is very important that these
For our recruiting retaining students is largely a product of the LAs themselves
ess and pride in physics identity occur in the
lessons of success as exemplars of diverse and successful physics students.
first semester andd aare sustained. The Koondis system is used
in the key gatewayy upupper-division courses in mechanics and Rather than a weed-out model, we intentionally designed an
quantum mechanics, s, which are taught in SCALE-UP10 active inclusive curriculum that actively engages students in learn-
learning classroomsms11 with sp
specific growth12 and grit13 ele- ing the aspects of physics that apply in the workplace, prepar-
ments to the curriculum.
iculum.
m. We
W created a Learning Assistant ing them to work successfully in teams, empowering them as
teachers, and addressing the social and cultural issues that are
Program (in the Colorado Model) through our PhysTEC expe- just as much a part of learning physics as the physics content
rience. A key element of the program is a 3-unit upper-divi- itself. In so doing, we were not only able to grow our program,
sion elective course in physics pedagogy,14 team-taught by
a high-school teacher and member of the faculty. Students Physics Diversity continues on page 47 0
Upper Division Graduation Rate (N=140)
1.0
0.9
0.8
0.7
0.6
0.5
0.4
0.3
0.2
0.1
0
White URM Men Women No PHYS 390 PHYS 390 Not LA LA
Asian
Figure 5. Our program boasts a 70% graduation rate within two years of entering our upper-division sequence. URM and white stu-
dents all graduate at the same rate. Students who have taken the pedagogy course graduate faster (as do women).

feature
statistically significant gender differences
Asked More Often:

Gender Differences in Faculty Workload in Research
Universities and the Work Interactions that Shape Them
By KerryAnn OMeara, Professor of Higher Education, University of Maryland

Alexandra Kuvaeva, Doctoral Candidate, University of Maryland
Gudrun Nyunt, Doctoral Candidate, University of Maryland
Chelsea Waugaman, Doctoral Candidate, Clemson University
Rose Jackson, MA, The Universities at Shady Grove

feature
G uided by research on gendered organizations and faculty

careers, we examined gender differences in how research
university faculty spend their work time and the everyday
Our findings supported previous research that indicated that
women spend more time on teaching and service-related
activities than men (Acker & Armenti, 2004; Carrigan, Quinn,
workplace interactions that produce differences, with a partic- & Riskin, 2011; Clark & Corcoran, 1986; Link, Swan, & Boze-
ular emphasis on campus service. Our study used a time-diary mann, 2008; Misra, Lundquist, Holmes, & Agiomavritis, 2011;
approach that allowed us to understand faculty work activ- O'Meara, Kuvaeva, & Nyunt, 2017; Park, 1996; Winslow, 2010).
ities at a micro level of detail, as recorded by faculty them- Our study also supported previous findings that associate
selves over four weeks. Though time-diary approaches have a professors are more involved with teaching and service than
long history in social science research that strives to under- full professors and less satisfied with service distribution
stand events that occur in a specific period of time (Hofferth & (Modern Language Association of America, 2009; Stout,
Sandberg, 2001; Juster & Stafford, 1985), they have not been a Staiger, & Jennings, 2007).
popular method in studies of faculty workload and time use.
In addition to recording their work activities in 5-minute in- Specifically, we found statistically significant gender differences
tervals in the time diary, we asked participants to complete an with women reporting more involvement in teaching-related
in-take survey to share information about their ongoing work activities (i.e., chairing masters' theses, comps papers or
activities. Participants also recorded new work requests that undergraduate projects) and men more involvement in research-
they received during the four weeks and their responses. and professional service-related activities (i.e., publishing
journal articles, having or planning on submitting one or more
Our participants were 111 associate and full professors from grants, serving as a journal editor). Based on faculty time diaries,
13 universities that are members of the Big 10 Conference, women reported more hours per week spent on teaching-
the oldest Division I collegiate athletic conference in the U.S., related activities than men (i.e., reading dissertations/theses/
and the Association of American Universities. Our participants capstone projects/comps paper), while men reported spending
were representative of the invited sample by race/ethnicity. more hours per week on research-related activities (i.e., lab/
However, women and associate professors were overrepre- fieldwork/general research preparation). Men also reported
sented, suggesting that faculty with higher service and/or spending almost twice as much time as women in professional
teaching loads were more willing to participate. conversations with colleagues.
Research
Teaching
Student Advising
Faculty Advising
Professional Service
Campus Service
Fig. 1. Type of Request - Male Faculty Fig. 2. Type of Request - Female Faculty

feature
Students, former students

Off-campus colleagues in their field
Administrator at their university
Peer colleague on campus
Department chair
Senior colleague on campus
Fig. 3. Requestors Junior colleague on campus
In regard to rank, we found statistically significant differences use is shaped by a number of factors that foster cumulative
between associate and full professors with full professors disadvantage for women faculty careers and reproduce
being more likely to serve in more professional service and inequality. Imagine a male and female faculty member; both
research-related roles (i.e., journal editor, off-campus profes- start their academic careers within a gendered research
sional presentations, PI of active grant). Associate professors university wherein organizational logic values research over
were less likely to believe that the distribution of service work teaching and service (Acker, 1990; Ely & Meyerson, 2000). Be-
in their department is fair. In their time diaries, full professors fore the female faculty member even begins her work week,
reported more total work, more time on research overall as she is scheduled to be involved in more teaching related
well as more time on select research activities (i.e., manuscript activities while her male colleagues is scheduled to serve as
preparation; lab, field work, general research preparation, re- an editor, prepare publications, and engage in professional
search group meetings), while associate professors reported conversations about research with colleagues. The work week
more time spent on teaching and advising (i.e., course admin- begins and she receives more new work requests than he
istration and advising undergraduate students). does. She does not say yes or no more than her colleague;
however, she has to consider and come up with more re-
Our most interesting finding, however, related to gendered sponses. More of the male faculty members requests will be
workplace interactions shaping workload. Over the four from off-campus colleagues who can advance his career and
weeks, the 111 participants reported a total of 496 work ac- involve him in more research activities; more of the female
tivity requests (see Fig.1 and 2 for type of requests by gender faculty members requests will be related to teaching and
and Fig. 3 for who the requestors were). Across all four weeks, campus service. Though these activities may be fulfilling,
women received 3.4 more requests for new work activities they will not count much toward career advancement in her
than men; the requests women received were more likely to institution or field. Furthermore, more of her requests will be
focus on teaching, student advising, and professional service. from other women who she recognizes expect her kinship
We also found that women received
more work activity requests from
women and men more requests
from men. Women were not nec-
essarily saying yes more often than Across all four weeks, women received 3.4
men, in fact both she and her male
colleague said yes about 3/4th of more requests for new work activities than
the time (women said yes to 72% of
the requests received; men said yes men; the requests women received were more
to 82% of the requests received); nor
were their reasons for saying yes or likely to focus on teaching, student advising,
no that different. Rather, the woman
faculty member received more re- and professional service.
quests; prompting more decisions.
Our findings shed light on how time

feature
and communal behavior (OMeara, 2016). By the time these profession, specifically on promotion and tenure, faculty career
two faculty have reached mid-career one has accumulated trajectories and development, college teaching and learning, and
more of the social capital necessary to advance. They did not student learning assessment.
start as equals, but what happened in the organizing of work
along the way, further enhanced the male faculty members Rose Jackson is the Research and Data Coordinator for the
career advantage, reproducing a gendered organization. Our Universities at Shady Grove. She earned her Masters in Higher
full-length article outlines implications for new research on Education Administration from the University of Maryland and her
gendered social interactions in faculty careers and for gender B.S. in Business Administration from Frostburg State University. Her
equity reform in universities. = research interests include the intersectionality of gender and fac-
ulty/staff development, student learning assessment and college
OMeara, K. Kuvaeva, A., Nyunt, G., Jackson, R. & Waugaman, access and choice.
C. (2017). Asked more often: Gender differences in faculty
workload in research universities and the work interactions References
that shape them. American Educational Research Journal, Acker, J. (1990). Hierarchies, jobs, bodies: A theory of
133. doi:10.3102/0002831217716767 gendered organizations. Gender and Society, 4(2), 139158.
Acker, S., & Armenti, C. (2004). Sleepless in academia. Gender
Dr. KerryAnn O'Meara is Professor of Higher Education, Director and Education, 16(1), 324.
of the ADVANCE Program for Inclusive Excellence, and Affiliate Fac- Carrigan, C., Quinn, K., & Riskin, E. A. (2011). The gendered
ulty in Womens Studies at the University of Maryland, College Park. division of labor among STEM faculty and the effects of
Dr. O'Meara received her B.A. in English Literature from Loyola the critical mass. Journal of Diversity in Higher Education,
University in Maryland, her M.A. in Higher Education from The 4(3), 131146.
Ohio State University, and her Ph.D. in Education Policy from the
University of Maryland. Dr. O'Meara research on organizational Asked More Often continues on page 50 0
practices that facilitate the full participation of diverse faculty and
the legitimacy of diverse scholarship in the academy. She studies
organizational policies, practices and cultures with an eye toward
changing them to be more inclusive, equitable, and agency-en-
hancing for all faculty. All correspondence regarding this article
should be addressed to Dr. O'Meara at komeara@umd.edu.
Alexandra Kuvaeva is a doctoral candidate in International Edu-

cation Policy and research assistant at the University of Maryland. Argonne National Laboratory is a multidisciplinary laboratory
She received her MA in International Education Policy from the where more than 1,500 scientists and engineers perform
University of Maryland. Her research interests include gender, edu- world-class research. Argonnes Postdoctoral Program provides
early career professionals with the opportunity to join them in
cation policies, and impact of globalization on higher education.
conducting meaningful, cutting-edge research. There are two
types of appointments available.
Gudrun Nyunt is a doctoral candidate in the Student Affairs con-
ARGONNE NAMED FELLOWSHIPS are the Laboratorys most
centration and serves as a Faculty Specialist for the ADVANCE Pro- prestigious fellowships. Applications are accepted in October
gram for Inclusive Excellence at the University of Maryland, College for the Enrico Fermi Fellowship and in March for the Maria
Park. She received her B.A. in Journalism from the State University Goeppert Mayer Fellowship. Named Fellows work closely with
of New York at New Paltz and her Master's in Higher Education and an Argonne sponsor to pursue their research interests.
Student Affairs from the University of Connecticut. Her research A Named Fellow is hired as an Argonne Scholar with full
benets, a competitive salary and a stipend for research
interests focus on educational initiatives that prepare students support. Named Fellows may renew their appointments on an
for engaged participation in a global society and she currently annual basis for up to 3 years, with the possibility of retention.
serves as Chair of ACPA's Commission for the Global Dimensions of DIVISIONAL POSTDOCTORAL APPOINTEES perform research
Student Development. in existing science and technology programs; present and
publish research; contribute to the overall research efforts
Chelsea Waugaman is a doctoral candidate in the Educational of the Laboratory; advance knowledge in basic and applied
Leadership-Higher Education program at Clemson University. research; and strengthen U.S. scientic and technical
capabilities. Candidates are selected based on their academic
She earned her MA in Higher Education Administration from background and possible input to the labs research.
The University of Maryland and her BA in English from Baldwin Initial postdoctoral appointments are for one year with the
Wallace University. Her research interests center on the academic opportunity to extend up to three years.
For information please visit the Argonne Postdoctoral Programs web
site at http://www. anl.gov/postdocs/ or www.anl.gov/careers
Argonne is an equal opportunity employer. We value diversity in our workforce and
are managed by UChicago Argonne, LLC for the U.S. Department of Energy.

feature
gendered jobs
How Gender Bias

Negatively Affects
Nega ff
Women and Men in the Workplace
By Sarah Thbaud, PhD, Associate Professor of Sociology, University of California-Santa Barbara
Laura Doering, PhD, Assistant Professor of Strategy and Organization, Desautels School of Management, McGill University
Im not bossy, Im the boss. shapes applicant pools, hiring decisions, pay, and
performance evaluations, among other things.
S o proclaims Beyonc in a video in support

of the #banbossy campaign. The campaign
highlights how when little boys take charge,
But how quickly do jobs get gender stereotyped
in the first place? And to what extent do such
stereotypes affect the authority that men and
theyre often praised for being a leader. But women experience? Our research reveals that
when little girls do, theyre more likely to be when we attach gender stereotypes to jobs, both
scolded for being too bossy. women and men can experience disadvantage.
And it matters for grownups, too. Research In our recently published study, we looked at
and media stories abound with examples of how clients responded to managers in a job that
how gender stereotypes disadvantage women was not already gender-stereotyped because it
leaders. A woman manager is less likely to be was relatively new and gender-balanced
ala in its
taken seriously by the people who work for her. composition: a commercial microfinance
fina loan
When men direct others, theyre often assumed manager in Central America.
to be assertive and competent. But when women
direct others, theyre often disliked and labeled In this region, the microfinance loan n manager
abrasive or bossy. job is new and gender-balanced in n its compo-
sition. Unlike firefighters or nurses
es jobs that
Workplace Gender Stereotypes are already strongly gender-stereotyped
ereotyped lloan
Our new study puts a twist on this narrative. Gen- managers at the microfinance bank we studied
e ba
der bias doesnt merely disadvantage women. are about 50/50 men and women.
It also can disadvantage men. The reason? We
dont just
jus gender-stereotype individual men and The nature of commercial microfinance makes
women. We g gender-stereotype jobs as well. managers positions more gender-ambiguous.
Microfinance is associated with the financial
For instance, we tend tto think of firefighters as industry, which is traditionally masculine. But
masculine and preschool tea teachers as feminine. microfinance also has a legacy of social service
This kind of stereotyping has important
imp impli- and poverty alleviation, which are female-stereo-
cations for all kinds of labor market outcomes.
o It typed activities.

feature
gendered jobs
Additionally, in thee context we studied, th

the loan was perceived as a womans job rather than a
manager job had been en around for less than 10 mans job. When men stepped in to work with
kely that clients would
years, making it even less likely clients who had initially worked with a male loan
have strong preconceptions about whether it w was manager, clients were highly compliant with
a mans job or a womans job. their directives. But when men were paired with
clients who had initially worked with female loan
Loan managers at the bank we focused on are managers, clients afforded them significantly less
frequently reshuffled from one borrower to an- authority.
other. This quasi-random reshuffling allowed us
to observe how borrowers repayment patterns This finding runs contrary to the dominant nar-
differed when they were paired with male and rative around gender bias. Gender bias doesnt
female loan managers. For example, a borrower merely disadvantage women. It also disadvantag-
might be paired with a male manager initially es men when they work in roles that are associ-
and then transferred to a female manager. This ated with women and femininity. This finding is
switching process allowed us to examine how cli- important because it raises one possible reason
ents repayment rates varied when the only thing why some men resist pursuing female-dominat-
that changed was their managers gender. ed occupations: not only are these jobs paid less,
on average, but the men who pursue gender
Since this job had no clear gender association, atypical paths may also experience a loss in social
we reasoned that clients would treat the role as status at work.
masculine or feminine based on the first person
with whom they interacted. That is, if a client Notably, we found that these gendered patterns
was first paired with a male manager, that client were especially pronounced among clients who
would come
com to treat the role as if it were a mans had been actively disciplined by their managers.
job. And if a client was first paired with a wom- This suggests that people are especially likely
an, he or she wou
would treat the role as if it were a to gender-label jobs when theyve experienced
womans job
job. social interactions that activate gender stereo-
We fou
found that clients quickly came to associate
this position with one gender or another. We
th
ffocused on clients who started with one man-
When men stepped
epped in to work wit
w th
ager and were arbitrarily reassigned to a second
manager. Clients initially paired with female clients who had initially worked
ork witth a
managers showed significantly less authority to
their second managersregardless of the second male loan manager, clients were high-
managers gender.
ly compliant with their directives. But
The speed of this process is noteworthy: all it
took was interacting with one person for clients when men were paired with clients
to treat managers in female-typed roles with
less authority and managers in male-typed roles who had initially worked with female
with more authority.
loan managers, clients afforded them
We also found that male managers experi-
enced a nontrivial disadvantage when the job significantly less authority.

feature
gendered jobs
types. In our study setting, these interactions involved displays the authority they deserve. If weboth men and women
of authority, which activated the stereotype that men areor find ourselves giving less authority to someone in a role we as-
should bemore authoritative than women. sociate with women, we should step back and take an honest
look at our behavior.
What Can Employers Do?
Employers can take two concrete steps to mitigate bias and The more we see women and men in gender atypical roles,
ensure that both male and female managers experience the the less we will think of those roles as being stereotypically
authority they deserve. male or female. And as our economy shifts towards a higher
demand for more service and high-tech jobs, workers may
First, employers can use public endorsements to enhance find themselves needing to cross gender lines more often. This
managers authority. For example, a hospital administrator may be especially true for men, given that pink collar health-
might tout the importance of nurses (a female-typed role) care jobslike home health aides and nurse practitioners
at a staff meeting and encourage physicians and other staff are fast-growing, whereas male-dominated blue collar jobs,
members to follow nurses suggestions and respect their like those in manufacturing, are in decline.
professional abilities. Such endorsements from leaders could
nudge clients and other employees towards more equitable By working to eliminate authority penalties based on gender,
treatment of individuals in female-typed roles. we not only create happier workers, we also support a robust
and changing economy. =
Second, employers can use standardized evaluation tools to
combat gender bias. Research shows that bias is more likely Sarah Thbaud is Associate Professor of Sociology and faculty re-
to creep in when evaluations are subjective and expectations search associate of the Broom Center for Demography at the Uni-
are not clearly defined. Instead of evaluating employees versity of California, Santa Barbara. Her research identifies social
performance based on general impressions of their accom- psychological, organizational, and institutional-level mechanisms
plishments, employers should use agreed-upon criteria for contributing to gender inequalities in domains such as entrepre-
what constitutes good performance. Such standardized and neurship, higher education, hiring and workplace authority, and
transparent tools should be applied to both managers and the the family.
people they direct.
Laura Doering is an Assistant Professor of Strategic Management
What Can the Rest of Us Do? at the Rotman School of Management, University of Toronto. As
Ideally, we want to live in a world where we perform the work an economic sociologist, her research examines how micro-level
that is best suited to our abilities, regardless of gender. To decisions, relationships, and circumstances affect economic out-
move closer to this ideal, employers, managers and the rest of comes in developing countries.
us can work hard to ensure that we treat all individuals with
The more we see women and d men in gender atypical roles, the
less we will think of those role
es as being stereotypically male or
female. And as our economy shifts towards a higher demand for
more service and high-tech jobs, workers may find themselves
needing to cross gender lines more often.

The Department Assistant Professor/Associate Professor/Professor,
of Computer
Science at the Computer Science
University of The Department of Computer Science at the University of Chicago
Chicago
invites applications from qualified candidates for faculty positions at the ranks of Assistant Professor,
Associate Professor, and Professor. The University of Chicago has embarked on an ambitious, multi-
Applications year effort to significantly expand its computing and data science activities. Candidates with research
must be submitted interests in all areas of computer science will be considered. However, applications are especially
through the encouraged in the areas of AI and Machine Learning, Robotics, Data Analytics, Human-Computer
University's Interaction, and Visual Computing.
Academic
Jobs website. Candidates must have demonstrated excellence in research and a strong commitment to teaching.
Completion of all requirements for a Ph.D. in Computer Science or a related field is required at
the time of appointment. Candidates for Associate Professor and Professor positions must have
To apply for Assistant demonstrated leadership in their field, have established an outstanding independent research program
Professor, go to and have a record of excellence in teaching and student mentorship.
http://tinyurl.com/ya46ybql
To be considered as an applicant, the following materials are required:
To apply for Associate cover letter
curriculum vitae including a list of publications
Professor, go to
statement describing past and current research accomplishments and outlining future research plans
http://tinyurl.com/ydgx33eu
description of teaching philosophy and experience
the names of at least three references
To apply for Professor, go to
http://tinyurl.com/yaqpar49 Reference letter submission information will be provided during the application process.
Applications received by December 15, 2017 will be given priority consideration.
The University of Chicago has the highest standards for scholarship and faculty quality, is dedicated
to fundamental research, and encourages collaboration across disciplines. We encourage connections
with researchers across campus in such areas as bioinformatics, mathematics, molecular engineering,
natural language processing, statistics, public policy, and social science to mention just a few.
The Department of Computer Science (cs.uchicago.edu) is the hub of a large, diverse computing
community of two hundred researchers focused on advancing foundations of computing and
driving its most advanced applications. The larger computing and data science community at the
University of Chicago includes the Department of Statistics, the Computation Institute, the Toyota
Technological Institute at Chicago (TTIC), the Polsky Center for Entrepreneurship and Innovation,
the Mansueto Institute for Urban Innovation and the Argonne National Laboratory.
The Chicago metropolitan area provides a diverse and exciting environment. The local economy is
vigorous, with international stature in banking, trade, commerce, manufacturing, and transportation,
while the cultural scene includes diverse cultures, vibrant theater, world-renowned symphony,
opera, jazz, and blues. The University is located in Hyde Park, a Chicago neighborhood on the Lake
Michigan shore just a few minutes from downtown.
The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans Employer

and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity,
national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic
information, or other protected classes under the law. For additional information please see the
University's Notice of Nondiscrimination at http://www.uchicago.edu/about/non_discrimination_
statement/. Job seekers in need of a reasonable accommodation to complete the application process
should call 773-702-0287 or email ACOppAdministrator@uchicago.edu with their request.
wellness
biomedical research
Considering
Sex as a Biological Variable
(SABV)
By Janine Austin Clayton, MD, Director, Office of Research on Womens Health, National Institutes of Health
Jamie M White, MS, Presidential Management Fellow - STEM, Office of Research on Womens Health,
National Institutes of Health
I n June 2015, the National Institutes of Health (NIH) an-

nounced a new policy highlighting the expectation that sex
as a biological variable (SABV) be factored into research de-
physiological processes (Clayton, 2016). Sex can also affect
disease presentation; for example, the prevalence, age of
onset, and clinical symptoms of many neuropsychiatric diseases
signs, analyses, and reporting of vertebrate animal and human substantially differ between males and females (Thibaut, 2016).
studies. This policy is part of the NIHs reenergized focus on Sex-skewed disease prevalence may suggest underlying sex-
the importance of rigor and transparency to reproducibility in based influences on physiological or pathological processes
biomedical research. The following checklist is intended to give (Cornelison & Clayton, 2017) Asking the right questions about
researchers a quick overview of the policy. More details can be the influence of sex can lead not only to a better understanding
found online (https://grants.nih.gov/grants/guide/notice-files/ of biological differences, but also to better or more appropriate
NOT-OD-15-102.html). treatments.
When formulating research questions, it is important to While formulating a research question, it is imperative to review
consider the influence of sex because sex can potentially affect available literature to determine whether there are known sex
a disease process by means of differences in chromosomal differences by adding search terms, such as sex, male, gender,
complement, gene expression, hormones, organs, and other and female.
SABV Checklist
1. Consider the influence of sex when formulating research questions
2. Review available literature for the influence of sex
3. Account for the influence of sex in study design
4. Incorporate both males and females
5. Alternatively, articulate a strong justification for a single-sex study
6. Collect, analyze data and report data disaggregated by sex
7. Characterize the influence of sex in the interpretation of results
8. Communicate appropriately generalized research findings

wellness
biomedical research
Tips for searching PubMed are available For clinical studies, research findings may be
at http://genderedinnovations.stanford.
edu/methods/health_med_checklist.
html. In addition to searching PubMed,
influenced by sex and/or gender, as women and
sex- (and gender-) specific searches
can be performed in the GenderMed
men are characterized by both. It is important
database (http://gendermeddb.charite.
de/) and systematic reviews can be
to examine ones assumptions about gender, as
searched via the Cochrane Library (http://
www.cochranelibrary.com/). If studies of gender differences have been built into cultural
sex differences are lacking, such a search
result could reveal gaps in the knowledge beliefs and carried over into institutions of science
base. The absence of data does not
imply that sex differences do not exist and women with migraine was studied, it was also found to
but points to an understudied and potentially fruitful area of be highly relevant: women with migraine had disease-related
investigation. thickening of the posterior insular cortex, a region thought to
be involved in pain perception, interoception, and emotional
After an adequate literature search on a particular research processing. Women with migraine also had less functional
question has been performed, the consideration of the connectivity between this and other regions of the brain than
influence of sex can be incorporated into the study design. did men suffering from migraine (Clayton, 2016; Maleki et al.,
The NIH encourages investigators to document the sex of 2012).
cells used and expects the sex of animals and human subjects
to be recorded. Why is it important to know the sex of your When designing a study, it is also important to be aware of sex-
cells? There is the mathematical possibility that 1 of every 20 related confounds, which can be attributed to multiple factors,
proteins would differ between males and females (and hence including chromosomal or biochemical interactions, hormonal
related biochemical reactions and pathways or cell biological cycles and reproductive stages, and pathways and clinical
processes). Given such odds, it is hard to imagine that cells from presentations in health (Cornelison & Clayton, 2017). In studies
males and females would not differ in at least some aspects of stroke, for example, age is a confounding factor to hormonal
of cellular biochemistry and physiology (Shah, McCormack, & status. Although middle age men have a higher risk of stroke,
Bradbury, 2014). as estrogen protects women longer, womens risk increases
later in life, and they have poorer outcomes (Clayton, 2016).
Designing Studies
When designing a study of animals or humans, both males and For clinical studies, research findings may be influenced by
females should be incorporated, even if group sizes are not sex and/or gender, as women and men are characterized by
powered to detect sex differences. If little to no sex-specific both. It is important to examine ones assumptions about
data are available, measures in both males and females are gender, as gender differences have been built into cultural
very appropriate. A study design, such as factorial, randomized beliefs and carried over into institutions of science (http://
block designs or stratified randomization of male and females, genderedinnovations.stanford.edu/methods/rethinking_
should include both females and males in test and control concepts_theories.html). For example, assumptions that men
groups (Cornelison & Clayton, 2017). Unfortunately, in are naturally more robust than women resulted in male
preclinical research, researchers avoid experimenting with osteoporosis being overlooked and undertreated (Kiebzak et
female animals and consider that there are no sex differences in al., 2002). In addition, many studies have found that women
brain function outside of reproductive behavior, with single- experience greater mental and physical strain, greater caregiver
sex studies of male animals outnumbering those of females by burden, and higher levels of psychological distress. Making it
5.5 to 1. (Thibaut, 2016) In the past, studies excluded females apparent that methodological variations in samples, design,
because of concern that hormonal variability would skew the and assessment between studies contributes a great deal to
results. However, investigators examining variability across observed gender differences. (Sharma, 2016)
multiple endpoints among female and male rodents found that
females were not more variable than males but that males were Data
substantially more variable for several traits. They concluded Previously observed sex differences may prompt sex-specific
that the estrous cycle was not a reason to exclude females hypotheses. NIH grant applicants must provide strong
(Prendergast, Onishi, & Zucker, 2014). Rather, the factors that justifications for applications proposing to study only one sex.
contribute to biological sex differences, such as the estrous Examples of strong justifications include studying a sex-specific
cycle, should be evaluated for their relevance. With migraine, condition or disease, such as ovarian or prostate cancer; use of
for example, women have much higher prevalence, and there acutely scarce resources, such as certain nonhuman primates;
are correlations with gonadal hormonal events (e.g., puberty, or literature/findings that conclusively indicate that sex is
pregnancy, menses). However, when brain structure of men
SABV continues on page 48 0

STEM
talkers
book excerpt
Opening Doors:
Joan Steitz and Jennifer Doudna,
Two Women of the RNA World
By Laura L. Mays Hoopes
Halstead-Bent Professor Emerita, Pomona College
J oan Steitz took her first sabbatical leave from Yale

Medical School in 1976-77. All of her training had
been based on research using bacteria and phage. At
e
d
first, most molecular biologists had considered work- k-

ing on eukaryotic cells to be too messy and poorly
understood to allow good experiments. Why switch
nd
to such drastically different cells, ones with nuclei and
organelles, vastly larger and more complex? But by
1976, Joan wanted to take a look at a new dilemma
that had been unveiled. In higher organisms with
nuclei, a lot of RNA was transcribed in the nucleus.
No surprise there. But about 90% of it was degraded d
into tiny pieces without ever being released from the e
nucleus. That was a surprise. Wasting so much energy gy
making that RNA implied that the degradation
process had a role, but what could it be? Joans idea
was that maybe this RNA was bound to particular
proteins she could isolate. Once she could purify
it, all kinds of experiments leading to the function
would be possible. Joan and Tom Steitz went on
sabbatical leave to the laboratory of Klaus Weber
and his wife Mary Osborn at Goettingen, Germany.
They had all been friends at Harvard, and Joan knew w
Weber and Osborn were experts at working with
antibodies that could be used as chemical tags to
purify and identify molecules. Mary was famous for
pioneering the method called immunofluorescence e
microscopy, making it possible to find cytoskeleton proteins that idea while she was in Germany. She and Tom moved their
in the substructures inside the cell. Joan wanted to collect the sabbatical research from Germany back to Cambridge, where
mysterious unstable nuclear RNA and its associated proteins his research took off. In UK, Joan didnt continue her antibody
biochemically, inject the preparation into rabbits, isolate their experiments, but worked on phage protein initiation.
antibodies to the protein-RNA complex, and thus generate
antibodies that could precipitate her molecules of interest. When Joan got back to New Haven in the fall of 1977,
That would enable her to experiment on and understand the her whole group wanted to study this RNA breakdown
chemistry of the strange RNA breakdown process. in eukaryotic nuclei. But how should they approach it?
If antibodies wouldnt form, their best shot was blocked.
In Germany, Joan became quite frustrated. None of the They discussed various ideas. Some thought the puzzle was
animals she injected produced any detectable antibodies. She related to new findings presented at meetings in 1977 that
reasoned that the molecules she had injected were highly showed genes in these higher organisms were interrupted by
conserved in evolution, so the animals thought they were nonsense sequences. Sharp, Roberts, Leder, and others were
self molecules and would not attack them with antibodies. finding that each gene had segments of code words or exons,
During this time, someone told her about human patients but the coding parts were interrupted by long segments of
who had anti-nuclear antibodies, but she didnt follow up on nonsense with no codons, called introns. No one knew for sure

STEM
talkers
book excerpt
how these introns might connect to the RNA breakdown, but

some thought they were the 90% of RNA that broke down.
Womens work in
Next, serendipity took a role. In January, 1978, a Nature paper
discussed the nuclear auto-antibodies (antibodies to self)
science is often invisible,
subsumed into the work of their laboratory leader,
that Joan had heard about in Germany, this time focused on
generally a man. But some women today have had it
antibodies to nuclear ribonucleoproteins. Meanwhile, an MD/
all, broken through the glass ceiling, and become highly
PhD student, Michael Lerner, had joined her laboratory. She
successful major scientists but not given up having
asked him if he had access to any clinical samples that might
a family life. Joan Steiz at Yale and Jennifer Doudna
contain such auto-antibodies. He immediately said he could
at Berkeley are examples of this type of woman, both
ask Dr. Hardin for some, a man he had met through his MD
members of the National Academy of Sciences, Howard
course-work. He went across the street and returned with
Hughes-supported professors, winners of multiple major
several vials of serum. They had obtained patient sera with the
scientific awards, and scientists considered in contention
auto-antibodies against nuclear antigens the easy way. Their
for the Nobel Prize. How have they managed to achieve
research took off in this new direction. Joan comments that
a goal so many women in introductory biology visualize
with todays human patient review committees, taking such a
for themselves and never attain?
new direction without knowing about it before obtaining the
blood samples, so one could get relevant patient permissions,
Joan Steitz and Jennifer Doudna entered the field of
would be impossible. But back then, things were much more
molecular biology about twenty years apart, in the 1960s
informal.
and 1980s. Joan had to knock on every door, but for
Jennifer, many of them stood open in welcome. Joans
Joan Steitz and Michael Lerner were surprised to find that
work contributed to the earliest insights into how the
the antibodies in the first serum they tested, called Ro,
information flows in cells, from DNA, deoxyribonucleic
precipitated short RNAs associated with proteins, not the
acid, the genetic material, through ribonucleic acid or
long pre-messenger RNAs Joan had envisioned. These
RNA, the messenger or disposable copy, to proteins, the
ribonucleoproteins could not contain the RNA transcribed
machines carrying out living functions such as breaking
from a whole gene. But what were these RNAs?
down food, sending hormonal signals, transporting
nutrients around the body, and movement. She was the
Michael quickly found that the small RNAs associated with
first to identify start and stop signals for proteins along
the complexes were reproducible in size and associated with
the messenger RNA. But then her work turned to non-
specific proteins. He and Joan hypothesized that the small
nuclear ribonuclear proteins (snRNPs, pronounced snurps) Womens work Continues on page 49 0
could have something to do with splicing the messenger RNAs
together from the exons, cutting out and discarding the introns
from the longer nuclear RNAs. Then those introns could break actors in the spliceosome, as it came to be called, the working
down, explaining the disappearing nuclear RNA mystery that complex that cuts and pastes together messenger RNAs in
they had addressed. higher organisms.
Another patients serum, called La, proved to recognize and Tom had kidded Joan about letting Shine and Dalgarno take
precipitate from the solution some of the same RNAs and all the credit for the ribosome to messenger binding sequence
proteins along with some different ones. A whole zoo of small by calling it the Shine-Dalgarno sequence. She wasnt about
RNAs with associated proteins was at their beck and call, and
they studied them thoroughly. Indeed they did prove to be the STEM Talkers Continues on page 49 0
Next, serendipity took a role. In January, 1978, a Nature paper

discussed the nuclear auto-antibodies (antibodies to self)
that Joan had heard about in Germany, this time focused on
antibodies to nuclear ribonucleoproteins.

workingfashion
work vocabulary
What Not to Say at Work

T hink of the last presentation you witnessed. How many times did the speaker say um and uh? If it happened
frequently, then it may have affected your ability to retain information or key pointsand more importantly, it could
have caused you to think less of the person speaking. It sounds harsh, but its true: Words have the power to help or
hinder both performance and perception, especially in the workplace.
Here are five common phrases to eliminate from your work vocabulary today, so that you can sound like a confident,
competent person:
Let me know
1
Saying let me know! at the end of an email chain, meeting, or conversation seems like a good
idea. It sounds so polite and respectful! Well, yes, but it isnt helpful. It doesnt outline next steps or
identify action items. It provides no clear direction. And worst of all, it puts the onus on someone
else (i.e., not you) to do the work of decision-making in order to prevent stagnation on a solution
or project.
In an age of full inboxes and packed schedules and meeting overload, youll stand out by taking
DO NOT initiative. Start with the questions at hand: Does a meeting need to be scheduled? Should a call
be made? Can a draft be created? What sort of deadline is required? Are there notes or resources
SAY to be located? Focus on figuring out what you can do to provide value in the short-term, and then
articulate exactly that with as many deadlines and details as possible.
I feel like
Weve all been there: that moment when you say, I feel like . . . and sound like a Valley Girl to the
2
nth degree. This phrase is commonly used to frame an idea or viewpoint when we are feeling
unsure; we throw it out there as self-protection in light of anticipated criticism. Removing these
words from your career lexicon allows you to be taken more seriously, and honestly, its more
effective.
Imagine telling your boss, I feel like I should get a raise. She or he would most likely ask for
reasons why you deserve a raise, what youve accomplished thus far to validate a raise, what
percentage of an increase seems reasonable, and so on. A better approach, then, is to say: Id like
to be considered for a raise this year, because of X, Y, and Z. DO NOT
Cut to the chase and say what you really mean.
SAY

workingfashion
work vocabulary
No problem
3
I used to reply with an automatic, upbeat No problem! when someone said, Thank you. I did
this for everything from tiny tasks to major milestones, acting like it was no big deal even though
I secretly appreciated the show of gratitude for my effort. Why cant I just say youre welcome? I
finally wondered.
Insert lightbulb moment. For some reason, I thought acknowledging a compliment contrasted with
being humble, and thats simply not true. When you say, Youre welcome, youre actually saying,
DO NOT Yes, I did that for you! It feels good to be noticed, recognized, and appreciated; furthermore, it
SAY often makes the person thanking you feel warm fuzzies inside, too.
Just
4
Look at your email and delete all the times you use the word, just as a qualifier for what youre
doing or saying. If youre anything like me, you probably use it a lot without even thinking. Just is
a qualifying phrase; it sounds respectful, as though youre deferring to someone smarter or better
than you. That may be the case, but it also positions you as a constant subordinate. I found that I
used this word when I felt nervous about asking for what I needed or guilty about imposing on
someones time. And when I paid attention to how often I said just, I realized that it served no real
purpose.
Consider the difference: I just wanted to get your opinion v. I wanted your opinion. Which is more DO NOT
clear and confident-sounding? Definitely the latter. Removing just from your words strengthens SAY
your message as well as makes you sound, and feel, more confident.
Does that make sense?
5
A mentor once gave me a fantastic piece of advice: she suggested that I practice pausing, and
waiting, after making a recommendation or delivering a presentation. Practice being quiet?!
I thought at the time. But she was right.
More often than not, after Im done speaking in a work situation, I hear crickets and pan-
icAre people confused? What did I miss? Do they hate it? Then, I rush to fill the space with
either more talk or questions like, Does that make sense? The latter is not helpful. Sure, its
DO NOT important to invite feedback and check for clarity, but if someone has an opinion or feels
confused about the topic, he or she will probably pipe up. You dont have to preemptively
SAY suggest that youre not being coherent.

awis@work
awis educational awards
Meet our
2017 AWIS Lorentzen Award Winner
3 July 2017
Dear AWIS:
T hank you! I just got word that I have been awarded Kirsten R. Lorentzen
Award for the coming academic year. Being a female pursuing a
career in physics, having female role models and mentors has always been
very important to me. I felt it important to express my gratitude for the
community that AWIS seeks to foster and the support and inspiration you
give to women in the sciences. I thought it would be helpful for you to know
more about me and how your donation impacts my education and my
future.
I am a rising junior student at Yale University, pursuing a degree in physics

on the intensive track. This year, I began working in the Wright Lab at Yale,
in the Moore group. Im currently working with levitated microspheres, a
technique used to search for millicharged particles and investigate gravity
on micron scales. This summer, I am developing microfluidic attractors
and capillary systems for this project. I am also involved with the Women
in Physics group on campus, with whom I have attended the Conference for
Undergraduate Women in Physics for the past two years.
I have found my SPS membership to be valuable as I pursue my physics based career. This year, I was elected to be one
of the presidents of the Yale SPS chapter. Becoming involved in SPS has been a great way for me to meet fellow physics
majors and become active in the physics department, through hosting weekly SPS dinners and creating a series of
summer talks given by postdocs to the students completing research on campus. In addition, joining the national SPS
organization has been crucial to better learning and understanding what physics resources are available to me as an
undergraduate.
Outside of physics, I am an avid rock climber and captain of the Yale Climbing Team. I enjoy both outdoors and
competition climbing. Additionally, I play the flute and arrange music for the Davenport Pops Orchestra, a completely
student-run group. I hail from Staunton, Virginia, which is located among the beautiful Blue Ridge Mountains in the
Shenandoah Valley. In the future, I hope to continue my physics career by pursuing graduate school in physics and
possibly eventually become a research scientist or professor in physics.
Once again, thank you for your support. I know that many of the SPS programs, such as the scholarship program,
would not be possible without the generosity and dedication of donors like you. I am especially grateful for the
opportunities that your donation will provide me through this scholarship as I continue my education. Your generosity
has truly made a difference in my life. =
Sincerely,
Elizabeth Cady van Assendelft

awis@work
AWIS fellow honored
Dr. Ann Lee-Karlon Honored

as AWIS Fellow
A nn Lee-Karlon, PhD, was named a

Fellow of the Association for Women
in Science (AWIS) at the July meeting
international postdoctoral fellowship at the University College
London. She holds U.S. and international patents in vascular
tissue engineering.
of the National Governing Board. Dr.
Lee-Karlon, Senior Vice President, Lee-Karlon, selected for her dedication and commitment to
Portfolio Management and Operations, the advancement of women in science, technology, engineer-
at Genentech, was honored for her ing, and mathematics (STEM), was inducted at the annual
vision, leadership, and passion in support AWIS Governing Board Meeting in Washington DC. Criteria
of the values and mission of AWIS as for selection as an AWIS Fellow is a demonstrated, exempla-
exemplified through her inspiring service ry commitment to the achievement of equity for women in
as a member, a volunteer, and President of the AWIS National STEM. Since the AWIS Fellows Program was created in 1996,
Governing Board. 148 women and men have been inducted and honored. =
Ann stands out among an extremely dedicated cadre

of AWIS Fellows promoting diversity and inclusion in
the STEM workforce, noted AWIS CEO, Janet Bandows
Koster. She has been a member of AWIS since 1996
when she completed her PhD in Bioengineering at UC
Ann stands out among
San Diego. Thats a tremendous commitment to AWIS
and a testament to the work of the organization which sup-
ports women at every career stage.
an extremely dedicated
Prior to joining Genentech in 2002, Dr. Lee-Karlon was a
venture leader at Eli Lilly. She has served as a senior scientist
cadre of AWIS
in biotech in La Jolla, California and interned at UBS invest-
ment bank in London. Dr. Lee-Karlon holds an MBA from
Stanford University, BS in Bioengineering from the University
Fellows promoting
of California at Berkeley, and PhD in Bioengineering from the
University of California at San Diego as a National Science
Foundation (NSF) Research Fellow. She completed an NSF
diversity and inclusion
in the STEM workforce.

awis@work
AWIS National Governing Board
Meet the New Members of the AWIS

National Governing Board
E ffective July 1, four new members were elected to the

board in addition to the election of Councilor Susan Wind-
ham-Bannister, Ph.D., as President-Elect. The new board mem-
Institute of Medical and Biological Engineering, the National
Academy of Inventors, and a Young Global Leader by World
Economic Forum. In 2002 she was named by MIT Technology
bers expertise and experience complement the organizations Review as a top innovator under 35.
strategic focus on innovation and entrepreneurship for women
in the fields of Science, Technology, Engineering, and Mathe- Sara Kenkare-Mitra, Councilor
matics (STEM) and will support the pilot of its new accelerator, Sara Kenkare-Mitra, Ph.D., is senior vice
STEM to Market (S2M). These new board appointees will join president of Development Sciences at
the existing 12 members to guide the organizations programs Genentech, a member of the Roche
and partnerships to accelerate positive system transformation Group. Kenkare-Mitra has had a significant
needed to achieve equity and parity in STEM. impact on the development of a number
of medicines leading to Genentechs key
Susan Windham-Bannister, product approvals including Avastin,
President-Elect Susan Windham- Tarceva, Lucentis, Xolair, Erivedge, Perjeta, and Kadcyla
Bannister, Ph.D., recognized by The and more than 65 Investigational New Drug applications. Sara
Boston Globe as one of the 10 Most also is an adjunct faculty at UCSF in the Department of Bioengi-
Influential Women in Biotech in 2013, is neering and Therapeutic Sciences. She was selected one of the
an expert in entrepreneurial innovation. 150 Most Influential Business women by San Francisco Business
Windham-Bannister currently serves times in 2011. Sara was elected to the Institute of Medicine,
as managing partner of Biomedical National Academy in 2014.
Innovation Advisors LLC, as well as the president and CEO of
Biomedical Growth Strategies, LLC. She received a bachelors Wendy Mayer, Councilor Wendy
degree from Wellesley College, a doctorate in health policy Mayer, M.B.A., is vice president Strategy,
and management from the Florence Heller School at Brandeis Pfizer Innovative Health. In this role, she is
University, and a doctor of science from Worcester Polytechnic responsible for articulating and evaluat-
Institute (honoris causa). ing strategic opportunities across Pfizers
Innovative portfolio (Vaccines, Oncology,
Sangeeta Bhatia, Councilor Sangeeta Internal Medicine, Rare Disease, Immu-
Bhatia, M.D., Ph.D., is a Howard Hughes nology & Inflammation, and Consumer
Medical Institute Investigator and the Health), including business development and transformative
John J. and Dorothy Wilson Professor at innovation. She joined Pfizer in 1997, and has had various roles
MITs Institute for Medical Engineering across different aspects of the commercial organization.
and Science and Electrical Engineering
and Computer Science. She is the Director A Gracious Exit
of the Marble Center for Cancer Nano- AWIS is especially grateful to those members who completed
medicine, and a member of the Ludwig Center for Molecular their term on the National Governing Board who generously
Oncology and is also an Affiliated Faculty member of the Har- gave of their time, expertise, and support:
vard Stem Cell Institute, an Institute Member of the Broad Insti-
tute, a Biomedical Engineer at the Brigham & Womens Hospital, Ann Lee-Karlon, PhD, Senior Vice President, Portfolio Manage-
and has been elected to Brown Universitys Board of Trustees. ment and Operations, Genentech
Jennifer Elisseeff, Councilor Dr. Patricia E. Pedersen, Associate Vice President for Development,
Elisseeff is the Morton Goldberg Professor Director of University Corporate and Foundation Relations, Yale
and Director of the Translational Tissue
Engineering Center at Johns Hopkins
Department of Biomedical Engineer-
ing and the Wilmer Eye Institute with
appointments in Chemical and Biolog-
ical Engineering, Materials Science and
Orthopedic Surgery. She was elected a Fellow of the American

awis@work
STEM to market
Introducing STEM to Market and the

First Two Cohorts of the AWIS Accelerator
By Heather Metcalf, PhD
AWIS Director of Research and Analysis
S ince December, when AWIS was awarded a prestigious

$420,000 grant by the Ewin Marion Kauffman Foundation
to tackle inclusion challenges facing STEM entrepreneurs,
we have launched and begun piloting our new multi-part
program, STEM to Market (S2M). Over a two-year period, S2M is
drawing on AWIS 46-year history of creating positive systemic
change to foster more inclusive STEM entrepreneurship
ecosystems.
Based on the research on STEM innovation and entrepre-

neurship, organizational and cultural change, mentoring, and
implicit bias, AWIS knows that inclusion challenges cannot
be addressed solely by offering skills or exposure to women
who might be entrepreneurs. Rather, STEM women seeking horts of The AWIS Accelerator up and running and applications
commercial opportunities encounter a host of cultural intrinsic open for the third. Well continue to share progress updates on
biases along their pathways to launching successful ventures. S2M in the AWIS Magazine as we go along. For now, wed like
These biases occur across the entrepreneurship ecosystem to share some lessons learned and to introduce you to our first
including: patent generation and citation, technology trans- two cohorts of The AWIS Accelerator.
fer, business ownership, self-employment, employment by
startups, access to capital, movement into leadership, access Initial Lessons Learned
to mentors and sponsors, training environments, and reward Weve already learned a lot from our efforts. In particular, we
structures. Without addressing these deeply rooted biases and specifically crafted The AWIS Accelerator to run primarily on a
barriers throughout the entire ecosystem, we merely inspire in- virtual platform to address a common barrier to STEM womens
terest in an unhealthy system that is inequitably difficult accelerator participation. Often, accelerator programs
to navigate and, at times, hostile to the presence of are structured as residency or in-person courses, re-
women entrepreneurs. quiring a fairly lengthy time commitment away
from other obligations and responsibilities.
Instead, STEM to Market addresses these While this may create an environment where
complex challenges holistically through participants can focus deeply and solely on
three programmatic initiatives: their entrepreneurial work, many women,
1) S2M: The AWIS Accelerator provides especially women of color, often find it
entrepreneurial awareness, skills, and unfeasible to drop all outside responsibil-
support to women commercializing their ities in this way. The AWIS Accelerator still
STEM research. provides an intensive and rigorous curric-
2) S2M: AWIS Intentional Investing empowers ulum, but with flexibility in how and where
funders and investors with the knowledge and participants engage in the content and mentor-
tools necessary to address systemic biases and ing activities, creating greater accessibility.
barriers.
3) S2M: Bi-directional Mentoring creates and strengthens In addition, we made intentional efforts to craft an experien-
connections across the ecosystems by facilitating mutually tially, geographically, and demographically diverse advisory
beneficial mentoring relationships between and among board and to incorporate the needs and experiences of wom-
STEM women and investors/funders participating in The en of color in all aspects of S2M. Because of our commitment
AWIS Accelerator and AWIS Intentional Investing. to taking an intersectional approach to inclusion challenges,
our first two cohorts of The AWIS Accelerator are richly varied
We are piloting S2M in three geographic regions: DC (May in their career pathways and demographic backgrounds and
2017 March 2018), the Bay Area (July 2017 May 2018), and bring a wide range of STEM expertise to the table. Across
Chicago (September 2017- July 2018), with the first two co- the two cohorts, our participants hold 4 patents, 8 patent

awis@work
STEM to market
applications, and 2 SBIR/STTR grants and earned 17 PhDs, Kamana Misra, PhD in Biotechnology and Cancer
1 MD, 3 masters degrees, and 3 bachelors degrees from 20 Virology and founder of Biothink, has designed
different STEM fields. It is our great pleasure to introduce you a patient-friendly smart device application that
to our AWIS Accelerator participants and their entrepreneurial warns patients of harmful drug-drug interactions.
ventures. As a science entrepreneur, I can ensure that good
science goes beyond the labs to benefit society.
The DC Cohort
Jasmine Bridges, MS in Mechanical Engineering Chinonye Nnakwe, PhD in Pathology, created
and founder of Faith in Engineering, designed an a design-inspired toolkit and curriculum to help
analytical method of manufacturing technology life science majors navigate career barriers from
and reducing the R&D-to-production design/ a place of agency. Entrepreneurship gives me the
development cycle. As an entrepreneur, I can agency I need to help others and make a meaningful,
create my own perfect position and develop technology that global impact.
directly improves society.
Narcrisha Norman, PhD in Aerospace Engineer-
Gloria Gonzalez, PhD in Sociology is creating ing is developing software for analyzing large
a big data technological system for remedy- physics-based data sets. Entrepreneurship allows
ing health disparities and inequities. Through me to take considerable initiative in my career, leave
entrepreneurship, I can be part of positive societal a unique legacy, and promote positive change in
change. I can develop and implement solutions that society.
take into account the needs and experiences of my
community. Melissa Paciulli, PhD in Engineering designed
an ADHD Teen Driver Training that uses a full-car
Kelsey Kennedy, PhD in Biomedical Engineering, simulator to assess teens in simulated driving
is co-founder of OncoRes Medical, an Australian environments. I am passionate about owning my
medical device company where she developed own business and developing a product that can
a multi-patented optical imaging device for the improve the lives of others.
guidance of breast cancer surgery. STEM entrepre-
neurship is exciting! It lets me engage in open-ended Dorothy Phoenix, BS in Computer Science and
problem solving and provides the autonomy I need to tackle founder of Cloudy Heaven Games, is developing a
problems in my own way. mobile, educational game for teaching computing
concepts to students historically excluded from
Mary Kombolias, MS in Chemistry, is develop- computer science. I take calculated risks and step
ing a chemical solution that allows hair salons to off the well-beaten path. While it often feels like
digitally and accurately match a client's hair color jumping from the pan into the fire, there's a greater reward on
to a desired hue, thereby removing the guess the other side.
work in achieving a desired result. Entrepreneur-
ship allows me to connect disparate ideas, adapt techniques for Irena Vodenska, PhD in Tectonophysics is using
non-traditional uses, and take control over my time, which is the big data modeling to develop an early warning
only thing that, when lost, cannot ever be retrieved. system for financial risk accumulation. As an
entrepreneur, I can combine the right knowledge,
Felicia McClary, PhD in Chemistry has designed an approach, perseverance, and motivation to create
educational, interactive, storytelling app that teach- products and services that meet unmet needs.
es students STEM fundamentals and techniques.
Through entrepreneurship, I can share science with
young stakeholders who are limited in their exposure
to science or scientists like them.
As an entrepreneur, I can create my own

perfect position and develop technology that
directly improves society.
awis@work
STEM to market
As an entrepreneur, my research and

instruments I have developed can be
implemented to improve people's lives.
The Bay Area Cohort Sunanda Marella, PhD in Genetics, designed
Rebecca Abergel, PhD in Chemistry developed a venom peptides for use in the development of
patented drug product to treat heavy metal con- analgesics. Entrepreneurship is surrounded with
tamination. Pursuing entrepreneurship allows me excitement. It allows me to use my years of training
ensure that my research successfully transitions from in biology to work on the exciting new ideas of the
the science lab to popular use. future and bring those ideas to fruition.
Maria Artunduaga, MD, MPH, and founder and Janelle Muranaka, BS in Cellular and Molecular
CEO of Respira Labs, invented respiratory disease Biology and co-owner, founder, and Director of
tracking wearable technology. I have an innate Operations at Maxygen, is a biosuperior protein
passion for making scientific discoveries and trans- and contract research provide for all sectors of the
lating them into impactful products for population biotech industry. As a STEM entrepreneur, I can
health, making the world a better place, and influ- combine my passion for biotechnology with my drive
encing others to follow suit. to do things differently to create something completely new and
innovative.
Diana Chen, PhD in Electrical Engineering, devel-
oped adaptive optics technology. As an entrepre- STEM to market Continues on page 51 0
neur, my research and instruments I have developed
can be implemented to improve people's lives.
Tanya Crenshaw, PhD in Computer Science is

designing corporate anti-bias and allyship training materials
PHYSICIAN SCIENTIST OR
for technology companies. Entrepreneurship gives me space SENIOR SCIENTIST
to carve out a position where I am using my expertise in intellec-
tually engaging and meaningful work. Pulmonary & Critical Care Medicine at Brigham and
Womens Hospital seeks a Physician Scientist or Senior
Nzola De Magalhaes, PhD in Biomedical Engi- Scientist to join our faculty. The successful candidate will have
neering, developed antibody drug conjugates outstanding research accomplishments with international
for pancreatic cancer diagnosis and therapy. I recognition and reputation for scientific excellence with a
have always dreamed of owning my own business. particular focus and interest on cell signaling. The candidate
Through entrepreneurship, I can see my invention go will have demonstrated ability and accomplishment in
to the clinic and make a positive impact in the lives of research expertise and scholarship. Academic rank as
patients affected by cancer. Professor of Medicine at Harvard Medical School will be
commensurate with experience and qualifications.
Alison Lewis, Masters in Design, Technology,
and Advanced Manufacturing and founder of Applicants should possess an M.D. or Ph.D. VISA
Switch Embassy, designed a fabric-based technol- sponsorship is not available.
ogy platform for easily integrating technology into
textiles. Entrepreneurship empowers me to build a Please send letter of interest and curriculum vitae to: Bruce
future where we ALL have a say in what is built and D. Levy, M.D., Chief, Pulmonary & Critical Care Medicine,
created around us. Brigham and Womens Hospital, 75 Francis Street, Boston,
MA 02115. nbeattie@bwh.harvard.edu; 617-525-5407.
We are an equal opportunity employer and all qualified

applicants will receive consideration for employment without
regard to race, color, religion, sex, sexual orientation, gender
identity, national origin, disability status, protected veteran
status, or any other characteristic protected by law.

W From the Cover continued from page 3
some of the great women scientists. She

designed a unique illustration paired with a
short summary of the life and work of more
than 35 badass women in science, technol-
ogy, engineering, and mathematics. Theres
this enormous legacy of women changing the
world and so few people know about them,
shares Amanda. I decided I wanted to cele-
brate the lesser known, but still extraordinary
women who have shaped science. One wom-
an highlighted in the series is Mae Jemison, an
engineer and physician who was the first black
woman to travel into space during her 1992
mission aboard the shuttle Endeavor. Another,
Rita Levi-Montalcini, discovered nerve growth
factor in her makeshift bedroom laboratory
after Mussolini banned Jews from academic
careers. She went on to replicate her findings
at Washington St. Louis after WWII and was
awarded the Nobel Prize in 1986.
Amanda funded Beyond Curie through a

Kickstarter campaign. She raised over $32,000
from over 600 donations. Many of her images
were markedly visible during the March for
Science after she made six posters available ute digital notecards personifying different atomic elements,
for free specifically for the event. She says this project was as well as videos of women scientists doing work outside of
challenging due to the volume of profiles and her desire to academia. Amanda is looking forward to launching her second
be as inclusive as possible. It was just a lot of work. But what Kickstarter campaign to support Atomic by Design in the near
I really learned is sometimes its community that carries you. future.
Amanda is visibly moved as she describes the messages she
has received from girls and women who have shared the Be bold, be empowered
tremendous impact this project has had on them. She says get- I encourage makers and scientists to be empowered people.
ting letters from women programmers who feel theyve been Amanda says being empowered means being in a position to
without women role models their whole career and seeing understand that your skills and experiences are valued and can
young girls cutting and pasting her images to make their own be used to change peoples lives. As a leader and innovator in a
posters has made this project even more worthwhile. Role field she has defined for herself, Amanda understands the feel-
models that we can actually see really shape our perception of ing of not quite fitting in. Its not enough, she believes, to be a
what we are able to accomplish, Amanda says. She hopes that, good scientist. Its important to make a difference in the ways
by giving women a better understanding of their rich history in you know how, even if that means pursuing a non-traditional
science, Beyond Curie will help women feel more at home and STEM career. There is so much to be done and so many places
promote progress in their STEM fields. for someone with a STEM background to make an impact.
Self-expression is the theme of Amandas upcoming project. In her own bold and innovative way, Amanda is doing just
Atomic by Design is a science-based clothing line for girls, that. =
young women, and the young at heart. She is designing shirts,
dresses, and accessories, each highlighting a different atomic Amanda Phingbodhipakkiya can be found on Twitter and
element, that will allow women to show off their smarts with- Instagram @alonglastname. To learn more about her work, visit
out compromising their style. The Atomic by Design fashion www.alonglastname.com.
line will be stylishly modern, classy enough to wear to work,
yet comfy enough to lounge around in all day. Amanda aims
to help girls feel confident and excited to wear their smarts on
their sleeves and to acknowledge that they can be bright and
beautiful at the same time. Her goal is to take hard science
and put a twist on it, she says. Give it some personality and
empower girls and women. Atomic by Design will work closely
with her Atomic Girls Club, a project that will inspire young
girls to pursue STEM careers. The Atomic Girls Club will distrib-

W Climate Leadership continued from References for rapid decarbonization. Science,
page 10 Girod, B., van Vuuren, D. P., & Hertwich, 355(6331), 12691271.
E. G. (2014). Climate policy through Wynes, S., & Nicholas, K. A. (2017a). The
of a meaningful life. Finding ways in changing consumption choices: climate mitigation gap: Education and
our own lives to contribute to a safer Options and obstacles for reducing government recommendations miss
climate will look slightly different for greenhouse gas emissions. Global the most effective individual actions.
everyone. Were all well aware of the Environmental Change, 25, 515. Environmental Research Letters, 12(7),
limitations we face in terms of time and King, R. (2015). Carbon emissions and 074024.
money: adding carbon tradeoffs to this income inequality: Technical note. Wynes, S., & Nicholas, K. A. (2017b).
mental calculation is an important step Oxfam International. Additional study materials including
toward focusing priorities in our own Nicholas, K. A. (2017). A hard look in the video abstract, FAQs, infographics,
lives, and in the households, workplaces, climate mirror Scientific American. 12 and more available from: http://www.
and communities we share with others. July. https://blogs.scientificamerican. kimnicholas.com/responding-to-
This self-reflection, the conversations com/observations/a-hard-look-in-the- climate-change.html
it sparks, and the examples it inspires, climate-mirror/
can be powerful forces for bottom-up Rockstrm, J., Gaffney, O., Rogelj, J.,
climate leadership. I encourage us all to Meinshausen, M., Nakicenovic, N., &
start today. = Schellnhuber, H. J. (2017). A roadmap
W Leadership in the Meeting Room continued from page 13 greater impact in their workplace setting. Di is also an ICF-trained
professional career and leadership coach with a background as
lenging, many like John work with professional coaches to hold a program manager, engineer, and researcher in industry and
themselves accountable in developing new habits. The ability academia. She holds a degree in Electrical Engineering and Com-
to stay intentionally engaged regardless of triggers requires puter Science from MIT and has managed development of several
commitment to the practice of setting intentions and exercising product features from ideas to worldwide launch for Microsoft. In
emotional agility in each moment. = founding ZHENNOVATE, Di believes that everyone deserves access
to quality personal and professional development resources that
Di Ye is founder of ZHENNOVATE, a personalized talent devel- are traditionally available only to managers and executives, and
opment company dedicated to equipping STEM professionals strives to democratize such access for all levels of the STEM work-
with the soft skills for building a fulfilling career and making a force. For more information, please visit www.zhennovate.com.
W Physics Diversity continued from page 25 6. R. Hilborn, R. Howes and K. Krane, 12. L. Blackwell, K. Trzesniewski and C.
"Strategic Programs for Innovations in Dweck, "Implicit theories of intelligence
but could diversify it, bolstering our na- Undergraduate Physics: Project Report," predict achievement across an adoles-
tional reputation and creating equitable American Association of Physics Teachers, cent transition: A longitudinal study and
retention and graduation outcomes for College Park, 2003. an intervention," CHILD DEVELOPMENT ,
all of our students. = 7. R. Scherr, M. Plisch and R. Goertzen, pp. 246-263 , 2007.
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PHYSICS , pp. 439-445, 2004 .

W SABV continued from page 35 potential influence in research design and analyses, as well as
in publications. The NIHs goal is to ensure that in the entire
not a variable or confound that is applicable to the study. research spectrum, from basic science to clinical treatments
Unacceptable justifications include those based on budget and beyond, sex influences are considered, collected,
constraints or lack of literature to justify sex differences. characterized, and communicated. =
The goal of an experiment is to generate data. For studies that Janine Austin Clayton, M.D., Associate Director for Research on
are designed to examine sex differences, the experimental Women's Health and Director of the Office of Research on Women's
design should include consideration of effect size and power Health at the National Institutes of Health (NIH). A board-certified
calculations to determine the necessary number of samples/ ophthalmologist, Dr. Clayton's research interests include auto-
subjects in the study (Cornelison & Clayton, 2017). Even if a immune ocular diseases and sex/gender influences on health.
study is not designed to detect sex differences, the data should She is the author of more than 80 scientific publications, journal
still be disaggregated by sex, as significant differences by sex articles, and book chapters. Dr. Clayton was granted the Bernadine
can be averaged out and lost when data for both sexes are Healy Award for Visionary Leadership in Womens Health in 2016,
combined for comparison with controls. In addition, even if selected as an honoree for the Womens Day Red Dress Awards and
no sex differences are detected, such data are still important the prestigious American Medical Association Dr. Nathan Davis
to know. For example, if small groups of both sexes are used Awards for Outstanding Government Service in 2017.
in a study, even if there is not enough power to detect sex
differences in that study, those data could be used to plan Jamie M White, M.S., National Institutes of Health (NIH) Pres-
future studies and meta-analyses (Cornelison & Clayton, 2017). idential Management Fellow (PMF STEM), is a public health
The NIH is committed to data sharing through its Data Sharing analyst and the special assistant to the Director of the Office of
Policy (https://grants.nih.gov/grants/policy/data_sharing/) and Research on Womens Health (ORWH) at the NIH. Ms. White has
Public Access Policy (https://publicaccess.nih.gov/policy.htm). expertise in chromatographic instrumentation, with extensive
experience with mass spectrometry and analytical techniques
Once the data are analyzed, the influence of sex should be measuring steroid hormones and their effects. With a degree in
considered in the interpretation of the results. Trends in the Neuroscience, Ms. Whites interests and research pursuits include
study results that may have resulted due to sex should be global mental health, psychoneuroendocrinology, womens
reviewed. Considering SABV and postulating trends in data health, and policy. Ms. White was selected as a Gates Millennium
do not require that all studies be designed to look for sex Scholar and Global Health Fellow finalist.
differences or powered to discern a small sex difference. The
NIH does not expect that every study will be designed to References
detect sex differences at some level of statistical power. Since Clayton, J. A. (2016). Sex influences in neurological disorders: case
many knowledge gaps still exist for known sex differences, studies and perspectives. Dialogues in clinical neuroscience, 18(4),
reporting subset analyses with appropriate caveats on 357.
limitations adds value to science. Similar trends identified Consideration of sex as a biological variable in NIH-funded research.
across multiple studies could inform the design of future Retrieved 18 Aug 2017, from https://orwh.od.nih.gov/resources/
definitive sex-difference studies. It is particularly important for pdf/NOT-OD-15-102_Guidance.pdf
pharmaceutical treatments to be thoroughly studied in both Cornelison, T. L., & Clayton, J. A. (2017). Considering Sex as a
sexes, as females have been shown to require smaller doses of Biological Variable in Biomedical Research. Gender and the
some drugs and vaccines (Klein & Flanagan, 2016). Genome, 1(2), 89-93.
Kiebzak, G. M., Beinart, G. A., Perser, K., Ambrose, C. G., Siff, S. J., &
In exploratory or early mechanistic studies, especially Heggeness, M. H. (2002). Undertreatment of osteoporosis in
in research areas where SABV has not been previously men with hip fracture. Arch Intern Med, 162(19), 2217-2222.
considered, an appropriate first step would be to include Klein, S. L., & Flanagan, K. L. (2016). Sex differences in immune
both sexes, disaggregate data by sex, and discuss appropriate responses. Nat Rev Immunol, 16(10), 626-638. doi: 10.1038/
generalizations that can be drawn from findings (Cornelison & nri.2016.90
Clayton, 2017). In the research plan as well as in progress reports Maleki, N., Linnman, C., Brawn, J., Burstein, R., Becerra, L., & Borsook,
and publications, acknowledge the limits of applicability of D. (2012). Her versus his migraine: multiple sex differences in
findings that may arise from the sample, methods, and analyses brain function and structure. Brain, 135(8), 2546-2559.
used. Researchers should be mindful that sex-specific influences Prendergast, B. J., Onishi, K. G., & Zucker, I. (2014). Female mice
can change with age or other biological variables. For example, liberated for inclusion in neuroscience and biomedical research.
sex-specific data in young adult animals might not generalize to Neuroscience & Biobehavioral Reviews, 40, 1-5.
juvenile or aging animals, or measurements made at one time- Shah, K., McCormack, C. E., & Bradbury, N. A. (2014). Do you know
point in a females hormonal cycle might not be representative the sex of your cells? Am J Physiol Cell Physiol, 306(1), C3-c18. doi:
of the value at other points. 10.1152/ajpcell.00281.2013
Sharma, N., Chakrabarti, S., & Grover, S. (2016) Gender differences
In order to build a rigorous, transparent, and comprehensive in caregiving amount family - caregivers of people with mental
understanding of health and disease, the NIH now expects illnesses. World Journal Psychiatry, 6(1), 7-17.
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W STEM Talkers continued from page 37
W Womens work continued from page 37
to make the same mistake twice. She found that
canonical functions of RNA. She opened doors to the secret cabinet of
the molecules they were studying had been
non-coding RNAs, now known to run the cell both in function itself and
described in an inventory of nuclear RNAs by
in regulation of function. Her laboratory found the small nuclear RNAs
another laboratory, that of Harris Busch, but in her
known as snRNPs (pronounced snurps) that process messenger RNA
publications and talks, she called them snRNPs,
starting from the long RNA transcripts produced in higher organism
not by the names of the other investigators. Her
nuclei. These were the first RNAs that did not directly contribute to
lab established the functions of these small RNAs.
information flow, DNA to RNA to protein, known as Cricks Central Dogma.
She and her collaborators showed that the U1,
The concept that RNA could have other roles kicked off explorations that
U2, U3, U5, and U6 small nuclear RNAs associated
resulted in the veritable zoo of non-coding RNAs we now know about,
with the snRNPs were essential for the splicing
with dozens of different roles in cells.
of messenger RNAs. These snRNPs control most
of the splicing of messenger RNA out of longer
Two decades after Joan Steitzs entry into molecular biology, Jennifer
precursor molecules. Later, her group discovered
Doudna began her scientific career by showing that RNA could learn
another set of RNAs and RNPs accounting for
to become a catalyst in a test tube, taking on abilities people thought
about 1% of the total splicing. Both sets work by
previously were limited to proteins known as enzymes. Her experiment
means of recognition of splice site via RNA-RNA
showing that the catalytic RNAs, known as ribozymes, could evolve and
base pairing.
improve in ability in a test tube was revolutionary, contributing to the
growing knowledge of ribozymes that reaped Nobel prizes for Tom Cech
How important was the discovery of the snRNPs?
and Sydney Altman in 1989. In her later work, she collaborated with Cech
It revealed the basis for a very important
using x-ray crystallography to see the shapes of ribozymes and show
regulatory mechanism. Splicing can produce
that the shapes resembled the catalytic areas of enzymes, an enormous
different molecules from the same sequence of
breakthrough. Most recently, her laboratory discovered the way that the
DNA. For example, in a gene with exons 1, 2, and
CRISPR, a DNA repeat plus short RNA-based DNA rearrangement system
3, a message could contain all three, only exons
in some bacteria, can be used to do something entirely novel and greatly
1 and 2, only exons 1 and 3, or just exon 1. Each
desired: to edit DNA. Gene delivery has been optimized for years, but
spliced version of the messenger RNA would
changing a gene to the correct or more optimal form on location was a
code for a different protein, with all of the genes
pipe dream until this new method was developed. The potential of CRISPR
information or only selected parts of it. Humans
has molecular biologists in a kind of feeding frenzy of experiments, trying
have very similar genes to chimpanzees, but it is
to fulfill the potential of genetic medicine.
thought that splicing variation is highly regulated
and explains many of the differences between the
In this dual biography, Hoopes, a contemporary of Steitz who received
two species. Thus splicing is an important process
a PhD in genetics from Yale in 1968, traces the childhood scientific
regulated by higher organisms. Understanding
explorations, education, postdoctoral experience, major discoveries,
the molecules involved in the process is the
and family life with joys and challenges of children for each of these two
first step in unpacking how alternative splicing
women. She concludes with a chapter suggesting future directions for
regulation can work.
women in science. A coda presents a simplified view of information flow
within a cell in the form of an imaginary interview between a schoolgirl
Joan Steitz and her laboratory discovered the
journalist and the two subject women. Hoopes based this dual biography
roles of these important non-coding RNAs in the
on extensive interviews with each woman, with their major mentors and
snRNPs and showed how they contribute to the
collaborators, and with other colleagues and students. She also used
splicing of messenger RNAs, a process that makes
books and articles about science during these years, its sociological nature
it possible for all eukaryotic cells to assemble
as well as its understanding of natural phenomena, as well as biographies
their proteins. These RNAs were the first group of
of major scientists in molecular biology whose work related to that of
non-coding RNAs discovered that did something
Steitz and Doudna.
beyond direct participation in protein synthesis.
Transfer RNAs and ribosomal RNAs had been the
Readers will find an engrossing story of overcoming obstacles and
only non-coding RNAs known before these were
finding unexpected supporters for women, in a field where they are
discovered.
underrepresented and not always accepted. The ways Joan Steitz and
Jennifer Doudna overcame difficulties to achieve marriage and child-
Does discovering a non-coding RNA group
raising, while still operating at the top of the field of molecular biology,
that has a new cellular function really matter?
will especially interest young women considering careers in science as
Probably it does. For people to discover all of
well as those numerous women who once considered this path and chose
the types of non-coding RNA that are now
otherwise. It will inspire women to believe they can accomplish feats that
known, they had to imagine that there could
some have told them are impossible, and can construct a highly satisfying
be RNA taking part in diverse processes. A new
life for themselves. Any reader will find the persistence and determination
category of non-coding RNAs with a different
of these two women of the RNA world to be an inspiring story of human
achievement, worth knowing about and pondering as a guide to life.
STEM Talkers Continues on page 50 0

W STEM Talkers continued from page 49 molecular gerontology career wound down References
1
and to prepare for retirement, she completed Oral History Interviews, interview with
role could open minds of investigators a creative writing certificate at UCLA in 2009 Alan Lightman, the American Institute
to suspect there could be roles of RNA and an MFA in English/Creative Writing at of Physics, April 3, 1989, https://www.
in splicing ribosomal RNA, in providing San Diego State University in 2013. Laura aip.org/history-programs/niels-bohr-
a template for repair of chromosome published her memoir on becoming a wom- library/oral-histories/33963.
2
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3
Science progresses in fits and starts, Ceiling, in 2010 and the second edition of Jesse Emspak, How Vera Rubin
and often the way that scientists it in 2013. She has published over 20 stories Overcame Sexism and Invented a
conceptualize their mechanism opens and articles in magazines and newspapers. Whole Field of Scientific Study, Quartz
doors to major discoveries. Thus its likely Laura won several writing awards since she Media Outlet, December 27, 2016,
that the discovery of these new non- switched from biology to creative writing. https://qz.com/873189/vera-rubin-
coding RNAs by the Steitz laboratory The California Writers Club awarded her the-scientist-who-discovered-dark-
contributed to the discovery of many their Jack London Award in 2013. She has matter/.
new non-coding RNAs. = also been the keynote speaker at three
events and talked with groups large and
Laura L. Mays Hoopes is currently small about women in science, writing,
Halstead-Bent Professor Emerita of biology career choices, and her memoir.
at Pomona College in Claremont, CA. Her
Science progresses in fits and starts, and often the way

that scientists conceptualize their mechanism opens doors
to major discoveries.
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Through entrepreneurship, I can bring
together communities abundant with
different STEM and non-STEM talents to create
innovative technologies.
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Entrepreneurship allows me to bring transformative edu/fer/vol32/iss18/1
STEM educational technology to universities around the world. Whittington, K. B., & Smith-Doerr, L. (2008). Women
inventors in context: Disparities in patenting
Ilmi Yoon, PhD in Computer Science, developed across academia and industry. Gender & Society.
a series of software applications including an Retrieved from http://gas.sagepub.com/content/
e-reader application that measures learning early/2008/02/11/0891243207313928.short
and comprehension outcomes. Through
entrepreneurship, I can bring together communities
abundant with different STEM and non-STEM talents to create
innovative technologies. =

the last
word
/s -'l-sh n/
Adi Diner, PhD
Senior Project Manager, Spectra-Physics
What is your favorite word?

Solution is the word that I find myself returning to,
time and again.
How do you define it?

For me, solution means finding effective and innova-
tive ways to overcome challenges.
Has your word influenced you during your

career, or is it a word that you have chosen
retrospectively? What other interests do you have?
I naturally gravitate to challenges. I cannot leave a problem Ive always loved traveling, and these days I particularly love trav-
unsolved. From childhood on, Ive always looked for ways to eling with my family. The world is an exciting place, and there
improve things. Can this device work better? Is there a faster way is so much to learn from exploring it. Before I started graduate
to do this? school I spent six months backpacking in Australia and East Asia.
Traveling alone in the world is a very powerful experience: you
In an experimentalist life, problem-solving is a day-to-day ne- learn to be independent, but also to ask for help. You encounter
cessity. Ive always enjoyed translating equations into real-world challenges that can be solved only by having an open mind and
phenomena. In graduate school, I found myself working in labo- understanding that there is more than one way to look at any
ratories that used lasers as well as ion beams. When we worked given situation. Today, with my family, traveling is very differ-
with this array of complicated and sensitive equipment, we faced ent. We hike and camp in the wilderness, downhill ski in the
a high probability that all the devices would not work properly mountains, and snorkel in the sea. It is thrilling to step out of our
at the same time. This resulted in daily challenges that called for comfort zones and experience the world together.
solutions.
How do you see AWIS helping women in STEM today?
When I started working with high-end lasers, I was struck by the Networking: women are usually a minority in STEM, and this
technological and engineering solutions I observed. Initially I often means we feel alone. We might know a few professional
worked on a laser that uses nonlinear optics, while also taking a women, but in many cases, they face different challenges than
course on this technology. It was eye-opening for me to see how we do. They might be older or younger than we are, have a
the theories discussed in class were implemented in the design different cultural background, or take a different approach to
of the laser, and I came to appreciate the extra steps needed to the conflicting demands of career and family. We therefore often
turn these theories into an actual product. Today I am working lack an extensive and nearby professional community to rely on.
alongside the same people who developed the laser that fasci- AWIS fills in this gap: the opportunities this organization pro-
nated me back then. vides for networking and mentoring are invaluable. Thanks to
AWIS, we have more opportunities to meet each other and learn
As my career has progressed, I have learned that finding solutions about varied ways to succeed and thrive in STEM as women.
is a crucial part of working on a team, and that such teamwork re-
quires solving both interpersonal and technical issues. Given the Research: AWIS has been collecting and providing statistical data
various conflicting demands that one has to navigate in laborato- about women in STEM for many years. This data makes possible
ry teamwork, finding a solution is almost always a balancing act. a better overall understanding of the current challenges faced
But the varied opinions within a team can often lead to opportu- by women in STEM, and, subsequently, a better understanding
nities and ideas that would not have been possible without these of possible steps that can be taken to support them. In the scien-
competing views. The word solution, therefore, stands not only tific community, we fully appreciate that facts are the best way
for scientific innovation and skill but also, and crucially, for the to overcome misconceptions and biases. AWIS functions as a
ability to welcome various voices and opinions and to turn them database of evidence-based information and personal experi-
into a collective effort. In this way, I find that obstacles can often ences. It is an important source of rigorous data for anyone who
turn out to be the building blocks of solutions. wishes to understand and support women in STEM. =
Adi Diner, PhD, is is Senior Project Manager at Spectra-Physics.

The Association for Women in Science
Smart Women Doing Cool Stuff
+PJOPVSHMPCBMOFUXPSLPGPWFS NFNCFST
BMMJFTBOETVQQPSUFST.
Visit www.awis.org and join today. AWIS

Find a
Better Fit
Whether youre a job seeker or an employer, nding a good match
difference. Get it right at the AWIS Career Center
can make all the diff
a hub of careers, opportunities and diversity.
The AWIS Career Center offers:

Job Seekers Employers
The best jobs in the STEM A pool of diverse and accomplished talent
Email alerts with job search matches Professionals at every stage of their careers
Anonymous resume posting The only niche job board for women in STEM
Get started at
awis.careerwebsite.com

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AWIS Spotlight on Women in Art & Science

T he gentleman to whom Amanda

Amanda studied neuroscience at Colum-

your network | your resource | your voice 1

From the Cover:

2 association for women in science | fall 2017

her work as a designer. Its about the way I

In 2016, Amanda was awarded a spot in the

Engaging the Community through Play,

Beyond Curie is Amandas second project where

From the Cover continues on page 46 0

your network | your resource | your voice 3

So why do these issues persist?

Bahija Jallal, AWIS President

4 association for women in science | fall 2017

To continue to advance our understanding of intersectionality, AWIS performed a wide-sweeping

Janet Bandows Koster, koster@awis.org

your network | your resource | your voice 5

July 25, 2017

Dear AWIS Leaders,

Heidi E. M. Dobson PhD

6 association for women in science | fall 2017

National Academies of Science

your network | your resource | your voice 7

R eaders of this magazine are already familiar with the basic

8 association for women in science | fall 2017

We focused on the United States, Canada,

your network | your resource | your voice 9

with status or intellectual contributions. Others are making

Consider Family Size and Lifestyle

10 association for women in science | fall 2017

O n a flight to Seattle, my seatmate, who I will call John,

Setting Intention (2 Dimensions) Johns Example

12 association for women in science | fall 2017

Coaching Question Johns Response

your network | your resource | your voice 13

Defining Leadership through Action:

L eadership and talent development remains

14 association for women in science | fall 2017

When you have less women in a dep

to be done to achieve equity Sharing her experience as the only female

your network | your resource | your voice 15

Beyond Gender Bias:

One category of reactions that I receive all the time as a

T here is little doubt that gender stereotypes and discrimination play

One professor told [classmates] not to present

16 association for women in science | fall 2017

presenting themselves as women first in order to be taken

TThus, not only do women feel pressure to avoid feminine

Within academia and the business w world