Groo Dora Homecoming

Women in Science and Mentoring

Dr. Dóra Groó Hungarian Science and Technology Foundation

Gender equality in R&D • • •

Research methods often forget about the differences between women and men Career progress for women is even harder in R&D than in other sectors 40% of PhDs are acquired by women, but their proportion among active researchers is much lower, not to mention higher positions – this way they are not represented in decision making processes and the distribution of resources

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Situation in Hungary 1. 100 90 80 70 60 50 40 30 20 10 0

Scientists and engineers in 2001

30,6

12,7

other

23,8 75,6 45,6

women

men

75,4

80 70

11,7

assistant researcher

%

%

Men and women in R&D by occupation

60 50 40 30

65,4

64,4

35,6

34,6

women

24,6

men

20 10 0

budgetary institutions

Proportion of women among scientists and engineers, % , 2001 natural sciences 25,1 technical sciences 21,1 medical sciences 38,7 agricultural sciences 30,4 social sciences 36,6 humanities 47,7 other 32,8 total 33,0

higher education sector

private sector

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Situation in Hungary 2. Relative share of women and men in a typical academic career, Hungary, 2001

%

100 90 80 70 60 50 40 30 20

88,4

53,4 46,6

57,6

58,4

42,4

41,6

65,7 women men 34,3 11,6

10 0 student

PhD student

assistant professor

All PhDs: 42,4% Researchers: gen. 33% PhD: 22% Academic doctor: 10% member of the Academy: 3%

associate professor

full professor

glass ceiling 4

EU background

USA (Japan) European Union big gap in R&D and competitiveness

many conclusions have been drawn concerning the research and development activities of the EU, the differences in structure, management and other factors were analysed 5

EU activities – research and development 1. 1999. Communication of the European Commission: Women and Science: mobilising women to enrich European research 1998. Women and Science ETAN expert group task: to identify the problems/possibilities concerning female participation in R&D 2000. Report of the ETAN Group: Science policies in the European Union: Promoting excellence through mainstreaming gender equality „gender mainstreaming” = systematic integration of equal opportunities for women and men into the organisation and its culture and into all programs, policies and practices The report recommends various strategies to encourage women to enter and remain in science, like role models, mentoring, networks, fellowships, etc. Result: gender mainstreaming became a policy in research

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EU activities – research and development 2. 2000. Communication of the European Commission: Towards a European Research Area One of the main elements of ERA is equal opportunities 2001. Science and Society Action Plan – 4 specific actions on W&S Women in Science calls in the 6th Framework Programme 1998. Helsinki group: 15 EU member states + 15 associated countries 2002. Helsinki group report: National policies on women and science in Europe (CEE - EU differences) 2002. Women in industrial research expert group: 15 EU member states 2003. WIR report: Women in industrial research – A wake up call for European industry 7

EU activities – research and development 3. 2002. Enwise expert group (Enlarge the Women and Science initiative to East) Central and Eastern Europe + Baltic states 2003. Summer national contributions 2004. January 23. Press conference, report 2004. September 9-10. valorisation conference, Tallinn, publication of the Enwise final report: Waste of talents: turning private struggles into a public issue – Women and Science in the Enwise countries

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Some findings of the Enwise report • •

The highest proportion of women are to be found in the countries and sectors with the lowest R&D expenditure Honeypot indicator: a measure of the relationship between concentrations of women and men and R&D expenditure by main field of science and by sector women are more likely to be concentrated in the low expenditure sectors, fields and countries

•

Scissors diagram valid also for Enwise countries: the proportion of women declines as we go up in the hierarchy

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Women in the enlarged EU

Proportion of women on the labour market, 2001 70,0

62,9

60,0

%

50,0

46,7

43,1

39,5

40,0

46,5 27,2

30,0 20,0 10,0 0,0 EU-CEE Employment

EU-15 Professionals

Researchers

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Recommendations of the Enwise report 1. Ongoing political support from the Council of Ministers and the Parliament of the EU is necessary to enhance the role and place of women scientists from the Enwise countries in the ERA/FP6 Recommendations for the European Commssion: • provide wide access to data • organize NCP trainings on gender issues • follow with attention the proportional participation of women at scientific events • start helpdesks • develop mentoring schemes • support regional coordination centres for women and science 11

Recommendations of the Enwise report 2. Recommendations for R&D policy makers at national level: • Gender mainstreaming approach in the national education policies • Attract girls to science • Establish steering committees for women and science • Family-friendly policies and working environment • Support for the young generation • Set up or support contact centres for women scientists • Examining the pay gap • Support gender research, research on women scientists • Provide equal opportunities in recruitment and promotion • Introduce gender sensitive indicators and sex-disaggregated data Media: • Improve the image of science 12

Mentoring • • • • • • •

What is mentoring? Why is mentoring important for women in R&D? Forms and means of mentoring Qualities of an ideal mentor Main topics for mentoring Good examples Mentoring for homecoming scientists

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What is mentoring? • It is a key tool in personal development and empowerment • With the aims of: – transferring experience to the younger generation – assisting people to develop solutions to personal and career problems – providing guidance and encouragement – improving the performance and enhancing the potential of young professionals

• Researchers face special problems during their career, therefore they need expert mentoring from their peers 14

Importance of mentoring for women in R&D The specific aim is to retain women in R&D Mentoring is a vital part of career development for women which can contribute to – identify the discriminatory factors hindering women in their scientific career – overcome myths and stereotypes on the supposedly „male fields” of research – prevent the isolation of women scientists in male-dominated professional environments – solve the women-scientist dilemma (work-life balance, return after a career break) – develop new skills (leadership, public speaking, etc.) 15

Forms of mentoring • One-to-one mentoring – Offers personal and individual contact – Requires considerable time and effort – Has the danger of a relationship of dependence

• Small group interactions – Offers the comfort of individual interactions – Scientists come from different career levels – Facilitates peer interactions

• Large group activities – Facilitates networking, prevents isolation – A broad range of advice and backgrounds among peers 16

Means of mentoring • • • • • •

E-mail connection Phone calls Informal meetings, visits Touring a mentor”s lab or workplace „Shadowing” a mentor (interning) Meetings at scientific events (conferences, workshops, etc.)

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Qualities of an ideal mentor The mentor is an experienced and trusted advisor and guide with the following qualities: • • • • • • • •

is respectable as a person and as a professional is a good listener and can reflect to what is being said is interested in the mentee and ready to invest time is knowledgeable and open, prepared to share her or his own experience can offer (not give) advise encourages the mentee, can be critical but always positive has a realistically positive outlook can help the mentee in entering formal and informal networks 18

Main topics of mentoring • • • • • •

Career opportunities Selection of academic course work Research opportunities Professional contacts and networking Self-image and self-confidence Balancing work and family

Source: AWIS Mentoring Project, 1993 19

Good examples of mentoring for women in science • USA – MENTORNET (www.mentornet.net) – AWISE Mentoring Scheme (www.awise.org) – AWIS Mentoring Project (http://www.awis.org/resource /mentoring.html)

• Europe – MENTORSET (www.mentorset.org.uk) – Mentoring Programme for Scholars at the University of Vienna (ESF project) – European Women in Mathematics Mentoring Project (http:// ewm.brookes.ac.uk) 20

Mentoring for homecoming scientists Mentoring is important because the returning scientist – lost her or his personal and professional connections in the home country – is not familiar with the actual conditions related to work (salary levels, taxation, social security, etc.) – has too high or too low expectations (in salary, position, etc.) – does not know the present system of science administration (relevant governmental bodies, grant systems, etc.)

The mentor can help in – giving a first orientation – introducing the homecoming scientist to existing networks – explaining the situation in the specific field where the returning scientist would like to find a job 21

Dr. Dóra Groó Hungarian Science and Technology Foundation 1027 Budapest, Bem József u. 2. Phone: 36-1-213-7868, 36-1-214-7714 E-mail: [email protected] Mobility: Anikó Seregélyi, [email protected] Women & Science: Eszter Papp, [email protected]

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