Boosting the Sustainable Representation of Women in STEM With Evidence-Based Policy Initiatives

Moss‐Racusin, Corinne A.; Pietri, Evava S.; Toorn, Jojanneke van der; Ashburn-Nardo, Leslie

doi:10.1177/2372732220980092

Cited by 24 publications

(20 citation statements)

References 108 publications

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“…To help address the pervasive sexism in STEM, it is critical to employ interventions that alter personal attitudes and behaviours without eliciting annoyance or boredom 39 and implement new inclusive organizational-level policies 9,10,11 . "Picture a Scientist's" presence on popular streaming platforms (e.g., Netflix, PBS) and high rating on IMDB highlights the film's broad appeal, suggesting that people may find interventions incorporating the documentary both enjoyable and informative.…”

Section: Discussionmentioning

confidence: 99%

“…Notably, the present two studies suggest that "Picture a Scientist" is not only an educational form of entertainment but may also act as an intervention to influence beliefs and behaviours. Indeed, it is particularly promising that relative to leaders who did not watch "Picture a Scientist," those who viewed the documentary had stronger intentions to enact new diversity and inclusion policies, which are crucial for addressing disparities in STEM 9,10 . Thus, the current findings can help inform company and university policies by highlighting the benefits of organizational diversity workshops incorporating documentaries, such as "Picture a Scientist."…”

Section: Discussionmentioning

confidence: 99%

“…Limiting women's inclusions in these disciplines ultimately harms innovation and scientific discoveries 6,7 , creating a pressing need for empirically validated interventions to address gender biases and disparities 8 . Moreover, it is critical that such interventions not only change beliefs and attitudes but also encourage support of gender-inclusive policies (e.g., parental leave, hiring initiatives) 9,10,11 . Effective workshops for reducing sexism and improving climates typically have relied on in-person formats with trained facilitators, limiting their scalability 12,13,14,15 .…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Can Films Impact Sexism in STEM? Examining this Possibility with the Popular Documentary “Picture a Scientist”

Pietri¹,

Weigold²,

Munoz³

et al. 2021

Preprint

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High-impact interventions are necessary to reduce persistent gender disparities and sexism in STEM. "Picture a Scientist," a popular documentary featuring stories and research about bias and discrimination in STEM, reached a large international audience. And yet, the extent to which this type of high-quality media can impact gender bias remains unclear. In a unique collaboration between film creators and researchers, the current large-scale field studies explored whether “Picture a Scientist” functioned as an online intervention targeting gender bias in STEM. Exploratory Study 1 found that viewers who were more engaged with the film were also more inspired to continue learning about the issues highlighted in the documentary and combating bias and unfair treatment. Employing a quasi-experimental design, preregistered Study 2 demonstrated that compared to those who had not watched the film (but intended to), participants who had viewed the film indicated higher awareness of gender bias and stronger intentions to address this bias through personal actions and new policies. Workshops and panel discussions featuring this documentary (and other similar forms of media) may be relatively low cost, easy to implement, and enjoyable interventions. Thus, the current findings can help inform future organizational policies and workshops, implementing viewings of this documentary or similar films.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Can Films Impact Sexism in STEM? Examining this Possibility with the Popular Documentary “Picture a Scientist”

Pietri¹,

Weigold²,

Munoz³

et al. 2021

Preprint

View full text Add to dashboard Cite

show abstract

“…However, existing research on occupational gender segregation has often focused primarily on immediately boosting the number of people from traditionally underrepresented groups rather than emphasizing broader longer-term outcomes (Moss-Racusin, Pietri, et al, 2021). Of importance, merely increasing the number of women present in STEM and/or men in HEED is not sufficient.…”

Section: Goal 1: Focus On Sustainable Gender Representationmentioning

confidence: 99%

Psychology of gender: Addressing misconceptions and setting goals for the field.

Moss‐Racusin¹

2021

American Psychologist

Self Cite

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As an active interdisciplinary subfield, the psychology of gender has made major contributions to social psychology, and to psychological science more broadly. And yet, it has often been viewed as a special-interest area producing less rigorous work than other subfields. Such unduly negative perceptions may undermine the extent to which developments in gender-related scholarship ultimately contribute to broader scientific and social advances. The current work seeks to address common misconceptions about the psychology of gender, both by highlighting impactful contributions from existing work and identifying opportunities for further research. To do so, it discusses three specific misconceptions that may distort the assessment (and ultimately limit the impact) of work in this field. It also presents three underlying goals for future programs of gender-related scholarship. It does so in service of the broader goal of extending the robust body of existing research into new generations of gender science that are rigorous, inclusive, impactful, and can serve as the foundation for both scientific and social progress. Public Significance StatementDespite the scientific and societal importance of studying gender, the psychology of gender has often been viewed as a special-interest area generating less rigorous work than other subfields. This article debunks three specific misconceptions of the field and outlines three major goals for future scholarship in this area, with the broader aim of promoting more robust engagement with psychological gender science and the extent to which it can contribute to scientific and social advances.

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“…In particular, companies should enact policies and trainings to ensure the equitable treatment of all employees and facilitate a diversity-valuing organizational culture (Avery & McKay, 2010;Bezrukova et al, 2016;McKay et al, 2008;Onyeador et al, 2021). Moreover, universities should create reward structures that highlight faculty who promote welcoming environments (Moss-Racusin et al, 2021) and require inclusive teaching and mentoring workshops for instructors (Moss-Racusin et al, 2016;Pfund et al, 2009Pfund et al, , 2015.…”

Section: Addressing Social Identity Threat and Promoting Inclusive En...mentioning

confidence: 99%

Promoting Inclusive Environments: In-group Organizational Endorsement as a Tool to Increase Feelings of Identity-Safety among Black Women

et al. 2021

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Black women face unique and harmful biases because of their intersecting and multiple marginalized identities, which are different from those experienced by Black men and White women (Crenshaw in s. Cal. l. Rev., 65, 1467., 1991. As organizations work to create more inclusive environments for minoritized employees, it is important to test effective messaging and identity-safe cues (i.e., cues that enhance feelings of identity acceptance) for Black women. In the current research, we investigate a new identity-safe cuein-group organizational endorsement. This technique involves two components: (a) learning about the successful experiences of a former Black female employee and (b) a persuasive message asserting that out-group employees can be supportive role models and mentors within the organization. In a pilot experiment (N = 182) and Study 1 (N = 236), Black female participants were more likely to believe role models and mentors can have different identities, to anticipate more identity-safety, and to have higher attraction to an organization that was endorsed by a former Black female employee compared to a White woman employee. Study 2 (N = 214) further demonstrated that in-group organizational endorsement was effective among Black female students early in their college career. Relative to a control group, Black female students in their 1 st -3 rd year who received the in-group endorsement intervention indicated higher identitysafety at their university and were more likely to pursue professional interactions with out-group members. For institutions that are actively working to promote inclusivity and pro-diversity norms among their employees, in-group organizational endorsement is one effective identity-safety signal for communicating such environments.

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Boosting the Sustainable Representation of Women in STEM With Evidence-Based Policy Initiatives

Cited by 24 publications

References 108 publications

Can Films Impact Sexism in STEM? Examining this Possibility with the Popular Documentary “Picture a Scientist”

Can Films Impact Sexism in STEM? Examining this Possibility with the Popular Documentary “Picture a Scientist”

Psychology of gender: Addressing misconceptions and setting goals for the field.

Promoting Inclusive Environments: In-group Organizational Endorsement as a Tool to Increase Feelings of Identity-Safety among Black Women

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