Reaching 50:50 in ASTRO 3D

From the very beginning, reaching 50/50 gender representation was a defined goal for ASTRO 3D. We reached 50/50 in March 2022, an incredible achievement given gender representation in Physics & Astronomy is typically 25/75 (female/male).

Here we provide the strategies and framework that we developed within ASTRO 3D to help achieve our goal of gender diversity. The documents are developed by EDI committee members with feedback from the ASTRO 3D community. We hope these resources are shared broadly and adapted as needed by leadership across the science community.

We are grateful to the ASTRO 3D community and especially the EDI committee members. Without their sustained engagement and effort, we could not have achieved our goals.

WHY 50:50?

We need to:

• Provide role models for students and early career researchers
• Provide an inclusive environment for all
• Provide balanced role models for education and outreach in schools
• Avoid inducing stereotype threat at schools and in the workplace

Graph source: Kewley (2021), Nature Astronomy, 3, 1067

Implicit Bias in Recruitment

So, why is it so difficult to get closer to 50:50 in science? Implicit bias is a big factor.

In a randomised double-blind study, staff from science faculties from research-intensive universities were asked to rate the application materials (CV and cover letter) of a PhD student for a laboratory manager position.

Staff rated the male applicant as significantly more competent and hireable than the (identical) female applicant and, interestingly, both male and female staff were equally likely to exhibit bias against the female applicant.

ASTRO 3D has therefore run Implicit Bias training for all members and continues to encourage hiring committees to update their training.

Balanced Hiring

Overcoming implicit bias during recruitment, without implementing women-only hires/positive discrimination, will help increase the number of women in STEM. There is extensive literature on what works to attract and recruit more women at all career stages and it requires multiple inventions at all stages of recruitment. These guidelines can be applied at all levels, including fixed-term positions, such as postdoc hires.

1. Advertisement – must have gender-neutral language as a minimum and also advertise the organisation as somewhere that is supportive of women. This includes advertising diverse leadership in the organisation.
2. Referrals – to gain a more diverse pool of applicants, we need to widen our search for suitable candidates, using networks. Very often women are unlikely to put themselves forward without support or suggestion.
3. Composition of the selection committee and diversity of chair – the selection committee should be at least 50% women, and 50% of the committee chairs overall need to be women.
4. Shortlisting applicants – shortlists need to be 50:50. Blind assessment of applications (removing name and gender-identifying components) can help. Implicit bias training before shortlisting to avoid biases and stereotypes.
5. Interview – implicit bias training and merit-based questions on how well candidates meet the selection criteria.
6. Discussion of candidate post-interview – implicit bias training to avoid biases and stereotypes

Women depart the physical sciences in larger numbers than men. They often depart to take up careers in other organisations.

The main reasons given are:

• Dislike of the culture (too cold/chilly)
• Lack of a good relationship with a supervisor
• Doubts that they will obtain a senior position
• Moving interstate/overseas for a spouse’s career
• Lack of role models with a visible and good balance between work and family life

We need to ensure that we retain the women we recruit!

How to improve culture:

• Values-based culture
• Codes of conduct (enforced)
• Diversity training
• LGBTQI+ training and support
• Cultural awareness training
• Indigenous awareness training
• Family-friendly policies
• Inclusive events (conferences, meetings etc)
• Inclusive social events
• Sharing our hobbies and work/life balance

LEADERSHIP

Representation Matters

• Multiple role models in senior leadership positions
• Multiple supervisors and mentors
• Mentoring circles