Archives Tag : Shelley Correll
Negative+Math+Stereotypes=Too few women
Women earned only 18% of all Computer Science degrees and made up less than 25% of the workers in engineering- and computer-related fields in 2009. These statistics stand in stark contrast to the gains they have achieved in law, medicine, and other areas of the workforce. While this dearth of women in the science, technology, engineering, and math fields is often attributed to lack of innate ability or desire on the part of women, the director of the Clayman Institute for Gender Research at Stanford, sociology professor Shelley Correll, sees this explanation as incomplete. And she offers a competing one: stereotypes.
Team to research ways to aid women medical faculty with help of NIH grant
Hannah Valantine, MD, the senior associate dean for diversity and leadership at the Stanford University School of Medicine and former Clayman Faculty Research Fellow, was recently awarded a $2 million, three-year grant from the National Institutes of Health (NIH). The grant is one of six to be awarded by the NIH and funds researchers searching for new approaches to creating a more diverse workforce in the sciences.
Shelley J. Correll to lead Stanford’s Clayman Institute for Gender Research
Shelley J. Correll, Associate Professor of Sociology, has been appointed as the Barbara D. Finberg Director of the Michelle R. Clayman Institute for Gender Research, Stanford University. Correll brings research expertise, leadership experience, and passion for change to the Institute.
Why so few?
The answer to the question of “Why so few?” for women in science, technology, and engineering is top of mind for many administrators, managers, and community leaders. The AAUW put together a 100+ page report summarizing great thinking on this topic, titled: Why So Few? Women in Science, Technology, Engineering and Mathematics. Included in the report are two Stanford faculty, Professors Shelley Correll and Carol Dweck.
Motherhood penalty remains a pervasive problem in the workplace
Mothers looking for employment are less likely to be hired, are offered lower salaries and are perceived as being less committed to a job than fathers or women without children, according to a recent study of gender inequality in the workplace. What’s more, the pay gap between mothers and childless women is actually bigger than the pay gap between women and men.
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