This month I’ve presented at two conferences. This would not be noteworthy, were it not for the fact that I have a one month old. The first conference allowed me to participate remotely, and the second conference was within driving distance, so I attended in person (along with baby and husband). Insane? Possibly. Tiring? Definitely. So I’ve been reflecting on whether or not it was worth it, especially as a cash strapped graduate student, and the accommodations that made going possible. Continue reading
This year has been extremely travel heavy for me, the most since I’ve entered the field. I’m at the point in my post-doc where I have a good sense of the research program I want to build, so now I’ve been taking it on the road to get others excited about it and hopefully create enough interest to open up a faculty position. When this year ends, I won’t have spent a single entire month at home, with some months travelling as much as once a week. Although it’s very exciting (and sometimes exhausting), there’s a particular aspect of it I want to discuss: reimbursement culture when you’re on a budget.
This is the third consecutive year that the Evolution Meeting has had a workshop and networking lunch focused on Women in Science. This year’s focus was on implicit bias in the workplace. The event was organized by Jenny Boughman (Michigan State University) and Michele Dudash (University of Maryland) and led by Joan Herbers (Ohio State University), past president of the Association for Women in Science. During the workshop, which was attended by about 45 women and 1 man, participants were asked to share instances in academic settings in which they felt they had been disadvantaged due to implicit bias. Continue reading
This past week I was lucky to be able to attend the Philadelphia Trans-Health Conference, which is one of the (if not the) largest gatherings of transgender and gender non-conforming people in the world. With over 3,000 attendees, it’s one of very few spaces where trans people are in the majority.
It’s a strange feeling, suddenly being surrounded by others like you. One that I seem to share with many other trans people in STEM, based on how few trans people raised their hands when a session chair asked, “How many of you have met another trans person in your field before this workshop?” The session was hosted by an organization called oSTEM, or Out in STEM. During the workshop, we brainstormed ways to make the fields better for trans people: ways of calling out inappropriate behavior, how academic curricula fail trans students, role models and lack of overlapping social circles, and how to create a healthier environment. I want to focus on that last one a little, because there were a lot of important points that came out of it.
In the past month, I’ve been to 3 different conferences. It’s been exhausting, especially as I’ve noted that I try to be picky about the work travel I do. I felt that all of these meetings would be important for different reasons. One would introduce me to people in a related field in my new state of residence; two others were small meetings with high-level experts in my field, so I’d have a lot of time for networking and discussion, and to make sure these people were familiar with my work.
The ratio of men to women in these different meetings and conferences varied greatly. At the first one I went to (we’ll call this Conference 1), the “new people in a related field” one, I was one of only 2 female speakers (out of 14 total) the day that I attended and gave my talk. To be fair, this is a male-dominated field, but even so, it doesn’t skew *that* male. Not even close. Continue reading
One of my main motivations for writing here on Tenure She Wrote is to be an active part of the community of women in science, and because of that, I have been thinking a lot lately about how we can support other women in our scientific communities. There is a lot of discussion about that sort of vertical support, via mentoring, hiring, and outreach, but what about more lateral support for our colleagues in our department, our institution, and our broader fields?
There are, of course, the big things that we talk about including paying attention to the diversity of seminar and conference speaker lists; checking (and rechecking) for unconcsious bias in reviewing job candidates and in promotion decisions. But today I want to focus on those seemingly smaller things that can really make a difference to how connected and supported people feel. Continue reading
There is a plethora of research on the causes of hostile environments for women in academia, and on why we have an underrepresentation of women in many fields. There are support groups for women, societies entirely devoted to women academics (broadly and field-specific), workshops for women in academia, and countless articles and blogs devoted to the topic.
These initiatives are important, but here’s the thing: gender equality has to be a collaborative venture. If men make up the majority of many departments, editorial boards, search committees, labs and conferences, then men have to be allies in the broader cause of equality, simply because they have more boots on the ground. And, as much as I wish it weren’t so, guys often tend to listen more readily to their fellow guys when it comes to issues like sexism. I’ve also found that there are a lot of guys out there that are supportive, but don’t realize that many of their everyday actions (big and small) perpetuate inequality. So, guys, this post is for you.* Continue reading