News

You may feel that way strongly and want to reinforce your biases with anecdotes. Instead of argue with you in kind, allow me to provide resources going back to 2008 produced by very qualified women that come to similar conclusions. If this isn't enough there's sourced material in these and much more found elsewhere.

The Athena Factor: Reversing the Brain Drain in Science, Engineering, and Technology - June 2008

Over time, fully 52% of highly qualified females working for SET companies quit their jobs, driven out by hostile work environments and extreme job pressures.
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Hostile macho cultures. Women in SET are marginalized by lab coat, hard hat, and geek workplace cultures that are often exclusionary and predatory (fully 63% experienced sexual harassment).
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The data show that, for
many SET women, attrition rates spike 10 years into a career. Across the climates of science,
engineering, and technology, women experience a perfect storm in their mid- to late 30s.
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Athena Factor 2.0:Accelerating Female Talent in Science, Engineering & Technology - 2014

In this report, we revisit the SET landscape—expanded to include Brazil, China, and India as well as the U.S.—to determine what has changed for the better and to offer solutions for what has resisted change. The good news: the pipeline of global female talent in SET remains rich and deep, with women being the majority of SET college graduates in many key geographies. They’re ambitious, eager to be promoted, and dedicated to their professions: 80 percent of U.S., 87 percent of Brazilian, 90 percent of Chinese and 93 percent of Indian SET women say they love their work. However, a sizable proportion say they feel stalled and say they are likely to quit their jobs within a year.The fundamental reasons haven’t changed. While no longer subjected to overt bias, women continue to face powerful “antigens” in SET corporate environments. However, our new data identifies newly revealed nuances.
These include:

• Hostile macho cultures. Women in SET are marginalized by lab-coat, hard-hat, and geek workplace cultures that are often exclusionary and promulgate bias.
• Isolation. SET women no longer find themselves the sole female on a team or at a site. Yet they still feel excluded from “buddy networks” among their peers and lack female role models.
• Scarcity of effective sponsors. Although SET women have sponsors, they don’t reap the benefits to the degree that their male colleagues do. The “sponsor effect” (the differential in satisfaction with career progression for individuals with sponsors vs. those without) is 22 percent for U.S. SET women versus 32 percent for men, 19 percent for Brazilian SET women versus 42 percent for men, and 21 percent for Chinese SET women versus 58 percent for men.
• Difficulty with executive presence. SET women struggle to decipher and embody leadership attributes, and receive little useful feedback to correct this perception.
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