On the State of Professional Opportunities for Women in Biophysics: Marina Ramirez-Alvarado

To investigate perceptions about the state of women in science, the BPS Committee for Professional Opportunities for Women is hosting a blog series where members can express their views on the subject by briefly answering these four questions: In your opinion,

  1. What is the current state of gender equality in science and biophysics?
  2. What is the value of having equality and true inclusiveness?
  3. What is one area that needs attention; and
  4. What is the one thing that can be done right away?

You are encouraged to read and comment on these blog posts, and to volunteer your own answers by emailing them to Laura Phelan at lphelan@biophysics.org.


Council- Marina_Ramirez_Alvarado

Marina Ramirez-Alvarado, Mayo Clinic

What is the current state of gender equality in science and specifically in biophysics?

MRA: Gender equality has definitely improved over the past 25 years since I finished college and embarked on a scientific career, but unfortunately, things are still not great for women in science and biophysics.  We are all struggling with implicit biases that diminish and discourage the work of female scientists and biophysicists. Also, most often, when couples are faced with the two-body problem, the man’s career takes precedence. Many measures of progress, such as for example, the percentage of women professors in STEM fields, show that the pipeline is still leaky, especially at the top of the ladder, for full professors and leadership positions. In my view, a current problem is patchy support: some institutions are supportive, while others are less so; some colleagues are sensitive, supportive, and inclusive, while others are not. Further, even within biophysics, some sub-fields include more female speakers than others, and some journals (including Biophysical Journal) have more female representation in their editorial board than others. The same colleague/interaction/experience may be positive for one female scientist and negative for another. It can be confusing!

What is the value of striving towards equality and true inclusiveness?

MRA: More and more data show that diverse teams are more productive, more creative, and more successful. Female CEOs and female leaders are more effective in making their companies/institutions financially solvent. Female leaders inspire more loyalty and create welcoming and productive atmosphere where everyone feels valued. These seem to me compelling advantages for inclusive environments.

What is one area that needs attention?

MRA: Effective mentoring and increased visibility of female role models can help, and we must concentrate on closing this existing gap. Female scientists need mentors who can guide and advise them along fulfilling roles in research and leadership; further, it will be important to help women scientists identify possible sponsors and develop with them supportive and durable relationships. Mentors must recognize and acknowledge the multiple identities and roles that their mentees have; must learn to empower them to overcome barriers whether in the form of implicit bias, administrative burdens, and the sometimes-dangerous political waters of scientific careers.

What is the one thing that can be done right away?

MRA: We (all scientists) have to get involved. To those of us who are aware of the still real problem of gender inequity in science, I ask that that you speak up, voice your concerns and propose solutions; we have to express our concerns anytime we see gender inequality. To my colleagues who think we solved the problem of gender equality in science, I invite you to listen more to female colleagues, friends, and even relatives; every one of them has a story where she had to work harder than a male peer had to, for the same recognition.

Scientific societies, such as BPS, can play an important role by programming sessions at their annual meeting dedicated to addressing this problem.

In addition to programming educational sessions at their annual meetings, scientific societies can encourage all members to fill out the implicit bias assessment https://implicit.harvard.edu/implicit/education.html

One last thing: while we have to do more to include women scientists, we must extend an unbiased and welcoming hand to all colleagues regardless of ethnicity, race, sexual orientation, disabilities, etc. We need a broader view about what a diverse and inclusive environment is and work diligently to achieve it.

 

 

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