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AWARDS: Advancing Ways of Awarding Recognition in
Disciplinary Societies Erin Cadwalader, Ph.D.
Phoebe S. Leboy Public Policy Fellow ADVANCE
Grant #0930073
What is AWIS?
Association for Women in Science
Largest multi-disciplinary organization for women in science, technology, engineering, and mathematics (STEM)
Dedicated to achieving equity and full participation of women in all disciplines and across all employment sectors
AWIS Members
1%
2%
50%
9% 1%
4%
5%
2%
15%
6%
1%
4%
Agricultural Sciences
Behavioral Sciences
Biological Sciences
Chemistry
Computer Science
Earth/Atmospheric/Ocean Sciences
Engineering
Mathematics
Medical Sciences
Physical Sciences
Social Sciences
Other
Academia 59%
Non- profit
5%
Other 12%
Industry/ business
15%
Gov’t/ Public
8%
K-12 1%
Sector
Discipline
Attrition from STEM Careers
“Chilly Climate”
Work-life satisfaction challenges
Wage gap, even in STEM
Lack of promotion
Lack of recognition
Broader Impacts
Increasing transparency and efficiency of committee processes
Tenure, grant review panel, hiring, etc.
Women are underrepresented in many spaces
Science Advisory Boards
Commercialization activity
University and corporate leadership
Cross-disciplinary research teams
Greater diversity in ideas leads to better decisions
Awards 101
Why Do Societies Give Awards?
Recognize leaders and pioneers in a field
Highlight cutting edge research, emerging fields
Someone gave money for the award
Motivate and inspire younger scientists
Reward service, participation
Increase public awareness of contributions from scientific community
What do you notice first?
Who Are Awards Named After?
Alfred Bader Award in Bioinorganic or Bioorganic Chemistry
Alfred Burger Award in Medicinal Chemistry
E. Bright Wilson Award in Spectroscopy
Claude S. Hudson Award in Carbohydrate Chemistry
*American Chemical Society
Who Are Awards Named After?
Alfred Bader Award in Bioinorganic or Bioorganic Chemistry
Alfred Burger Award in Medicinal Chemistry
E. Bright Wilson Award in Spectroscopy
Claude S. Hudson Award in Carbohydrate Chemistry
What message does it send?
*American Chemical Society
What Types of Awards Do Societies Give?
Senior research, lifetime achievement
Junior Investigator
Teaching, mentoring
Service, leadership
Women-only
Minority-related
Student (undergrad, grad)
Why are awards important?
Reflect values of the scientific society
Consideration for tenure, promotions
Recognition within the discipline
Business management studies: awards are important to everyone for job satisfaction, many prefer recognition to a raise
How AWARDS Got Started
Anecdotes about disciplinary society awards:
Women are under-represented in scholarly award recipients
Women are over-represented in service, mentoring, and teaching awards
Can we verify the anecdote with data?
Dr. Phoebe S. Leboy started counting
Are women under-represented in scholarly awards recipients relative to the available pool?
And what is the right way to figure that out?
Representation of Senior Level Faculty By Discipline
Recognition of women’s service & teaching by disciplinary societies
Recognition of women’s scholarly achievements
The Psychology of What’s Fair
Three dimensions of fairness
Outcome fairness: do the results represent the desired outcome?
Procedural fairness: are the processes well-defined?
Interactional fairness: are individuals treated with respect during the process?
Partnered with Societies Representing Range of Disciplines
Society
Number of
members
% of women
members
Number of scholarly awards
% of women recipients for scholarly excellence
(2000-2010)
American Chemical Society 164,000 21% 50 7.3%
American Geophysical Union 60,000 24% 10 11.9%
American Mathematical Society
30,000 24% 14 5.5%
American Statistical Association
18,000 33% 7 12.2%
Mathematics Association of America
20,000 23% 12 12.1%
Society for Industrial and Applied Mathematics
13,000
13%
12
4.7%
Society for Neuroscience 40,000 50% 7 20.6%
Societies Also Have Range of Member Size
Society
Number of
members
% of women
members
Number of scholarly awards
% of women recipients for scholarly excellence
(2000-2010)
American Chemical Society 164,000 21% 50 7.3%
American Geophysical Union 60,000 24% 10 11.9%
American Mathematical Society
30,000 24% 14 5.5%
American Statistical Association
18,000 33% 7 12.2%
Mathematics Association of America
20,000 23% 12 12.1%
Society for Industrial and Applied Mathematics
13,000
13%
12
4.7%
Society for Neuroscience 40,000 50% 7 20.6%
Composition of Society Variable
Society
Number of
members
% of women
members
Number of scholarly awards
% of women recipients for scholarly excellence
(2000-2010)
American Chemical Society 164,000 21% 50 7.3%
American Geophysical Union 60,000 24% 10 11.9%
American Mathematical Society
30,000 24% 14 5.5%
American Statistical Association
18,000 33% 7 12.2%
Mathematics Association of America
20,000 23% 12 12.1%
Society for Industrial and Applied Mathematics
13,000
13%
12
4.7%
Society for Neuroscience 40,000 50% 7 20.6%
Number of Scholarly Awards Variable, Too
Society
Number of
members
% of women
members
Number of scholarly awards
% of women recipients for scholarly excellence
(2000-2010)
American Chemical Society 164,000 21% 50 7.3%
American Geophysical Union 60,000 24% 10 11.9%
American Mathematical Society
30,000 24% 14 5.5%
American Statistical Association
18,000 33% 7 12.2%
Mathematics Association of America
20,000 23% 12 12.1%
Society for Industrial and Applied Mathematics
13,000
13%
12
4.7%
Society for Neuroscience 40,000 50% 7 20.6%
Women Under-Represented Relative to Percent in Society
Society
Number of
members
% of women
members
Number of scholarly awards
% of women recipients for scholarly excellence
(2000-2010)
American Chemical Society 164,000 21% 50 7.3%
American Geophysical Union 60,000 24% 10 11.9%
American Mathematical Society
30,000 24% 14 5.5%
American Statistical Association
18,000 33% 7 12.2%
Mathematics Association of America
20,000 23% 12 12.1%
Society for Industrial and Applied Mathematics
13,000
13%
12
4.7%
Society for Neuroscience 40,000 50% 7 20.6%
But that’s the total number, what about comparing available
pools of professors?
Women Winners Lower than Professor Pool
0%
5%
10%
15%
20%
25%
30%
35%
40%
ACS AGU AMS ASA MAA SIAM SfN
% women tenuredfaculty (top 50institutions, 2010)
% women recipientsfor scholarlyexcellence (2000-2010)
Is it a leadership issue?
0%
5%
10%
15%
20%
25%
30%
35%
40%
ACS AGU AMS ASA MAA SIAM SfN
% women tenuredfaculty (top 50institutions, 2010)
% women recipientsfor scholarlyexcellence (2000-2010)
% womenpresidents since1990
Women More Likely to be Leaders than Winners
Best Practices for Achieving Parity
(as well as for keeping awards relevant and inspiring & considering
other committee compositions)
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Competence Hirability Mentoring Competence Hirability Mentoring
Male Applicant Female Applicant
Male faculty
Female faculty
Moss-Racusin CA, et al. PNAS. 109 (41), 2012.
Implicit Bias: Hiring B.S.
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Competence Hirability Mentoring Competence Hirability Mentoring
Male Applicant Female Applicant
Male faculty
Female faculty
Moss-Racusin CA, et al. PNAS. 109 (41), 2012.
Implicit Bias: Hiring B.S.
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Competence Hirability Mentoring Competence Hirability Mentoring
Male Applicant Female Applicant
Male faculty
Female faculty
Moss-Racusin CA, et al. PNAS. 109 (41), 2012.
Implicit Bias: Hiring B.S.
Evaluation of identical lab manager application package based on whether a male or female’s name was on top of the resume
Inoculation Against Implicit Bias
Men and women both have these biases
Scientists are men and women
Therefore, scientists have these biases too…
Make people aware that we all have biases that subconsciously influence decisions
Effects of bias mitigated by awareness
Recommendation: Educate committees before selection process about implicit bias
Awards Portfolio Update-Names
Names of Awards
Are they all named after pioneers in the field?
Do the names reflect the diversity of the discipline?
Might people see the name and think of candidates that more closely resemble the namesake?
Discouraging others from applying?
Recommendation: Consider expanding breadth of representation or name new ones after field rather than individuals
Awards Portfolio Update-Subdiscipline
Some awards may no longer reflect cutting-edge fields within discipline
Are those all still relevant?
Women often go into emerging fields, interdisciplinary specialties, may not yet be individually rewarded
Recommendation: Consider assessing subdisciplinary awards and re-evaluating them for relevance
Awards Portfolio Update-Timing
Many awards attract few nominees
Many recycle nominations from year to year if candidates didn’t win first time
Perception is that each award is highly competitive, reality is some just don’t get many submitted nominees
Recommendation: Consider changing the cycle of award presentation to better match number of nominees
Awards Portfolio Update-Website
Where are the past winners displayed?
Are they all easy to find?
Are the qualities sought for each award clear?
Recommendations
Designate Awards page on website
List awards, past winners
Clearly spell out what is needed for application, nomination package
Solicitations- Dissemination
How are the solicitations disseminated?
Print? Online?
Goal: get best possible nominees
Recommendations:
Make sure solicitations are likely to be seen by different types of media users
Reach out to women’s and minority committees, department chairs at institutions, etc.
Form canvassing committees
Solicitations- Gender Neutral Language
Avoid using words that are male or female-specific in association
Masculine: exceptional, analytical, talented, results
Feminine: conscientious, methodical, dependable
Be conscious of it in solicitations as well as letters of recommendations
Gender Bias Calculator
Schmader T, et al. Sex Roles. 57 (7-8), 2007.
Committee Composition: Less Desirable
Committee Composition and Interactions
Better balance of genders, ethnicities
Greater variety of perspectives make better decisions
Interactions: In person or via Skype best, rather than phone
Take turns: Make sure there is enough time for everyone to speak
Evaluations: Rank candidates and submit via ballot, then discuss
Evaluate Nominees Objectively
Discuss criteria being evaluated before looking at individual nominees
Establish a list of which qualities are most important
Avoid focusing on the who’s, what’s, & where’s
Make sure the candidates have correct qualifications, avoids cronyism
Disclose conflicts of interest, recuse as necessary
Progress with Pioneer Societies
0
1
2
3
4
5
6
7
8
ACS (46) AGU (8) AMS (12) ASA (11) MAA (20) SIAM (8) SfN (7)
avg
# o
f aw
ard
s/yr
wo
n b
y w
om
en
Society (total # awards/yr)
1991-2000
2001-2010
2011
2012
2013
Other Interesting Outcomes…
AGU: UniPHY to identify networks of influence and connectivity
AMS: increased number of women in leadership, on committees
MAA: adopted double-blind review process for journals
SIAM: Women 15% of SIAM editorial board of 14 journals, doubled the number of women recognized as fellows
New Societies
•American Astronomical Society
•American Economic Association
•American Institute of Biological Sciences
•Association for Psychological Science
•American Physical Society
•American Society of Plant Biologists
•Botanical Society of America
•Ecological Society of America
•Entomological Society of America
•Genetics Society of America
•Sigma Xi
Further Reading
AWARDS
http://raiseproject1.wordpress.com/2012/03/06/the-matilda-effect-in-science-awards-and-prizes-in-theus-1990s-and-2000s/
Implicit Bias
http://www.pnas.org/content/109/41/16474.full
http://advance.cornell.edu/documents/ImpactofGender.pdf
Gender Neutral Language
http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2572075/
http://www.academic.umn.edu/wfc/rec%20letter%20study%202009.pdf
http://diversity.berkeley.edu/sites/default/files/exploring-the-color-of-glass.pdf
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