Breaking the barriers
Women's retention and progression in the chemical sciences.
Talented women, interested in an academic career, are leaving the sector before reaching their full potential. Many excellent female scientists who stay in academia are not progressing to senior grades in the same proportion as their male peers.
Through a major survey, interviews and focus groups, we have gathered data from across the community 鈥� giving us new insights into the barriers facing women in the chemical sciences.
Our report
This report contains evidence that barriers to retention and progression exist in the chemical sciences. The issues affect everyone, but they disproportionately affect women.
The vast majority (99%) of our survey respondents acknowledged the seriousness of the issues raised in this report. If we, as a community, do not act now, a simple statistical analysis of the higher education data tells us that we will never reach gender parity in the academic sector of chemical sciences.
Large or small, every action counts towards raising awareness and affecting a culture change that benefits everyone working with chemistry.
Systemic barriers are stopping women's progression. Our respondents describe:
- An over-reliance on funding structures that create uncertainty and unnecessary pressure.
- An inflexible and unsupportive academic culture that drives talented chemists elsewhere.
- Difficulty balancing work with other responsibilities, and the perception that caring takes priority for women.
Our survey also gathered strong anecdotal evidence of harassment and bullying. Some respondents even describe these behaviours as characteristic of academic departments.
These barriers disproportionately affect women鈥檚 retention and progression, but they affect everyone working in academic chemistry. Addressing them will have a positive impact on the entire chemical sciences community.
Gender parity is just one outcome of a healthy, equitable and well-run system that works for everyone in the chemical sciences.
We can build this system together if we act now.
- Funders need to balance their short- and long-term funding structures.
- Academic institutions need to lay the foundations for a fair and healthy working culture.
- Everyone needs to enforce a zero-tolerance approach to bullying and harassment.
We will build on the actions we have taken over the past few years with a five point plan:
- To launch a bullying and harassment helpline by summer 2019
- To launch Carers鈥� Grants in early 2019
- To launch annual recognition for chemistry departments that demonstrate significant progress in inclusion & diversity
- To facilitate an exchange programme of best practice between peers
- To launch a gender equality forum to accelerate culture change
Gender equality should be a given
What will you do differently?
Join us: the 浪花直播 is at its most impactful when the chemical sciences community is united behind our actions. We can lobby for change, demonstrate best practice and influence other organisations, but we need you as individuals to put this change into practice.
Act as a sponsor: sponsorship matters to women at all career stages and has a major contribution to progression and success. Support and sponsor women to succeed.
Nominate women scientists: prizes and awards have a positive impact on individuals鈥� careers and role models in the community. Nominations of women and by women are still too low.
Act as a role model: demand and expect flexibility. Be proud of your achievements, at work and at home. Request sponsorship and mentoring.
Help us raise awareness
We've prepared a range of ready-made digital items to download and use on different platforms. We look forward to you joining the conversation.
Download PowerPoint slide (PPTX)
This includes images for use in social media as well as the infographic and PowerPoint slide above.