Gender bias typically stems not from malevolence, but from the perceived mismatch between the “typical woman” and the requirements of jobs that historically were held by men such as professor, scientist, and investment banker. In fact, many of the historically male dominated jobs are still held predominantly by men. For example, tenure-track jobs at research institutions still are 70-80% male.
Gender bias takes many forms, some obvious and others subtle. Here are some common examples of more subtle forms of bias:
Department chairs find themselves unable to compete for the best candidates when unwitting remarks by a committee member signal a chilly climate to one candidate after another.
Gender bias also impedes departments’ ability to retain top talent, which, in turn, costs money: costs add up fast when the average start-up package for a scientist ranges from $300,000 to $500,000.
Watch gender bias experts discuss the importance of recognizing and understanding gender bias.
Watch experts discuss the importance of addressing gender bias on the institutional level.
Please visit the Center for WorkLife Law website to learn more about the Economics of Retaining Talented Women Faculty as a Business Necessity in the Current Economic Environment.