Keynote speakers

Confirmed Keynote Speakers:
Maria Ong, Senior Research Scientist, TERC, Cambridge, Massachusettes, USA
Paul Walton, Professor and Dean of Chemistry, York University, UK
Katrien Maes, Chief Policy Manager, LERU
Eileen Drew, Professor, Trinity College, Irland
Cathelijn Waaijer, PhD, Leiden University, The Netherlands
Mathias Wullum Nielsen, Postdoctoral Fellow, Stanford University, USA
Ineke Klinge, PhD, Chair H2020 Advisory Group on Gender, Germany
Sue V Rosser, Professor and Provost, San Francisco State University, USA – video

Maria Ong
The Accidental Research Activist: One Scholar’s Path in (Slowly) Reforming Practice and Policy for Equity and Diversity in STEM

Women of color in the United States—women who are African American, Asian American, Latina, Native American, and mixed race—have long been considered valuable sources of talent to fill US workforce needs in science, technology, engineering, and mathematics (STEM). However, they are an understudied group, and they are severely underrepresented in most STEM disciplines in America. Maria Ong will discuss her body of research that has brought to light issues that must be addressed to increase the participation, retention, and advancement of women of color in STEM higher education and careers. She will also present her related advocacy and policy work that has brought national attention to these issues. Dr. Ong is a Senior Research Scientist and Evaluator at the Technical Education Research Centers, Inc. (TERC) in Cambridge, Massachusetts, USA.

About Maria
Maria OngMaria (Mia) Ong, Ph.D., is a Senior Research Scientist and Evaluator at the Technical Education Research Centers, Inc. (TERC), a STEM education research organization in Cambridge, Massachusetts, USA. She is also the Founder and Director of Project SEED (Science and Engineering Equity and Diversity), a social justice collaborative affiliated with The Civil Rights Project/Proyecto Derechos Civiles at UCLA in Los Angeles, California. For twenty years, she has conducted empirical research focusing on minority women in higher education and careers in STEM and has led evaluation of several STEM diversity/inclusion programs. Dr. Ong’s work has appeared in reports to U.S. Congress and to the U.S. Supreme Court, as well as in journals such as Social Problems and Harvard Educational Review. She has given over 75 keynote addresses and invited talks worldwide. Between 1996 and 2000, she directed an undergraduate physics program for minorities and women at the University of California at Berkeley; for this work, she was a co-recipient of a U.S. Presidential Award for Excellence in Science, Mathematics, and Engineering Mentoring. Dr. Ong has served on a number of national advisory committees, including the National Science Foundation’s Committee on Equal Opportunities in Science and Engineering and the Social Science Advisory Board of the National Center for Women and Information Technology. She holds a Ph.D. in Social and Cultural Studies in Education from U.C. Berkeley.

Paul Walton
 Equality for Women in Science: Sometime, Now or Never?

Over nearly all scientific organisations, across every country and across time, one finds that the progression of women in science is significantly hindered when compared to men.  Such a universal truth represents a enormous loss of talent from science, one that can ill be afforded. Recent years have seen some progress in understanding the principal factors behind this phenomenon and there has been some progress in new schemes which are designed to address the lack of women in senior scientific positions. These schemes have also met with some resistance which, in itself, has been revealing of the reasons why there is such a difference in the progression rates of men and women in science. This presentation discusses some of those resistances, why they arise, what can be done about out them, and what they reveal about gender (in)equality in science.

About Paul
PaulPaul Walton is a professor of chemistry at the University of York, UK. He obtained his BSc and PhD degrees in the UK, followed by a two year period at the University of California, Berkeley as a NATO postdoctoral fellow. He joined the department of chemistry at York in 1993 as a lecturer, becoming full professor in 1999. Between 2004 and 2010 he was chair of department. He has also been editor of Dalton Transactions (2004-2008), chair of Heads of Chemistry, UK (2008-2010) and chair of the Royal Society of Chemistry’s Diversity Committee. He is a strong advocate of gender equality in science, has advised many universities and government agencies on the subject, and has delivered many lectures across the world.

Katrien Maes
Women and Research: From Policy to Practice at LERU Universities and at the EU Level

There is a widely recognised need to step up systematic efforts on gender equality and gender mainstreaming in the EU. The world of research is no exception to this: 1/ not enough women enter or remain in a research profession and very few are in leadership positions, 2/ not enough universities and other research performers manage to successfully achieve structural and cultural change within their institutions, and 3/ gender and sex analysis is not well integrated into the research process itself.

The presentation will focus on what LERU and its member universities are doing within the network and in interaction with the EU to promote gender equality and to address the three challenges above. This work is evidenced by two papers published by LERU on gender equality. In a 2012 paper LERU proposes, based on an analysis of existing policies and practices at LERU universities, a set of guidelines for developing gender equality action plans at universities. In a 2015 paper, LERU analyses the role of gendered research and innovation (GRI, see point three above) as an important but under-recognised issue and suggests how GRI can be integrated into the funding, content and implementation process of research and innovation, in order to make research applicable to all genders, to contribute to responsible research and innovation and to improve peoples’ lives all over the world.

The challenges have been in evidence for years, but real changes across all of Europe are slow in coming about. The European Commission has been at the forefront to push for change, in particular since gender equality was declared one of five top priorities for the European Research Area in 2012. The EC has made important changes in its research funding programmes to promote gender equality in EU-funded research projects. The EC initiatives are a good model, encouraging researchers and universities to make changes within their research and in their institutions and for other funders to adopt innovative approaches to gender-equal research policies and funding.

About Katrien
KatrienKatrien Maes is chief policy officer at the League of European Research Universities. LERU is an association of twenty-one European universities renowned for, and devoted to, world class research coupled with high quality teaching. LERU promotes the role and values of research universities in the knowledge society across Europe and beyond. Its purpose is to advocate these values, influence policy in Europe and to promote good practice through members’ exchange of experience. Katrien has been with LERU since 2004 and is responsible for policy development across all areas of LERU’s research and higher education related activities, from research funding, management and assessment, to research careers, doctoral training, professional development, gender issues and more. She is an expert in EU research policies and programmes such as ERA and Horizon 2020.

Eileen Drew
Creating Systemic Action for Gender Equality

Globally, gender inequalities are still a feature of every society and institution – not least in universities that perpetuate socially embedded notions of a gender order, this is riddled with unconscious bias. The FP7 INstitutional Transformation for Effecting Gender Equality in Research (INTEGER) Project (2011-2015) led the way in addressing these problems through initiating major structural changes. Drawing upon gender disaggregated data, strategic interventions (Gender Equality Plans) were established. The gender actions involved: increasing the visibility and leadership potential of women academics/researchers; monitoring and gender proofing of recruitment/retention and promotion policies and practices; ensuring gender balance on decision-making bodies/committees; providing mentoring programmes and training in gender awareness to overcome unconscious bias at all levels of the institution; setting targets for high level appointments; and promoting gender equality as a core value contributing to research excellence. The process was informed by international good practice, through peer mentoring with research institutions in the UK/EU/USA and alignment with the UK Athena SWAN Charter.

This paper presents the approaches used in designing institutional transformation, followed by the transferable strategies for building future alliances across institutions for effective implementation of Gender Equality Plans in institutions globally. The H2020-funded Systemic Action for Gender Equality (SAGE) project (2016-19) will produce and diffuse an innovative model and diagnostic toolkit for the pursuit of gender equality in higher education and research institutions throughout Europe. Despite clear commitment to achieving gender equality in research, and the call on Member States to do so, no EU-wide mechanism exists by which to achieve this. The SAGE model will deliver this, and address the stated need.

About Eileen
EileenProfessor Eileen Drew is the Director of the Centre for Women in Science and Engineering Research (WiSER) at Trinity College Dublin, Ireland where she has taught in the School of Computer Science and Statistics and Centre for Gender and Women’s Studies. Her research interests are: gender and the labour market, equality and diversity, work/life balance, the gender pay gap, family leave policies and gender in entrepreneurship and academic leadership. During her academic career, Drew has been involved in research, training and consultancy for numerous international gender related projects for the Council of Europe and European Commission. She worked as the Gender Mainstreaming expert for the Social Security Reform Co-operation Project in China. She holds the position of National Senior Expert to the European Fundamental Rights Agency (FRA) and has provided national expertise for European Gender Equality Institute (EIGE) projects. Professor Drew is engaged in driving the Athena SWAN initiative in Trinity College, following the successful completion of the INstitutional Transformation for Effecting Gender Equality (INTEGER) Project in June 2015. She is currently the PI for Systemic Action for Gender Equality (SAGE) (2016-2019), funded under the EU Horizon 2020 programme, in which Trinity College Dublin Is the coordinating partner.

Cathelijn Waaijer
Gender and post-PhD careers

In many countries, the share of females among new PhDs is now almost equal to that of males. This raises the question whether post-PhD careers have followed the same trend towards gender equality. In my presentation, I will not only talk about gender differences in academic careers, but also about the careers of PhDs not working in academia, who are the majority in many countries. Aspects I will go into are the sector of employment, type of contract, occupation, perception of the career and research performance.

About Cathelijn
cathelijnCathelijn Waaijer is a doctoral researcher at the Centre for Science and Technology Studies, Leiden University, the Netherlands. Her research focus concerns academic career systems. In particular, she is interested how they originated, how they are changing and what their effects are on the way science is conducted. Specific projects include the quantitative historical study of the German, American and Dutch academic career systems and a survey among recent PhD graduates on their perception of career perspectives in various sectors and the extent to which these perspectives have influenced their job choice. In this study, special attention is given to the role of gender in post-PhD careers. She has also published on science policy in general by analyzing the content of Nature and Science editorials using bibliometric mapping methods.

Mathias Wullum Nielsen
Limits to meritocracy? Gender in academic recruitment and selection

This presentation is about the subtle and often unintended gender practices influencing academic recruitment and selection. The presentation has two objectives.

Focusing on the preliminary stages of academic hiring, the first part covers an underexposed aspect of the persistent gender inequalities in the upper ranks of the academy. By combining recruitment statistics and interviews with department heads at a Danish university, it identifies a discrepancy between the institutionalized beliefs among managers in the meritocracy and the de facto functioning of the recruitment and assessment procedures. Despite formalized requirements of transparency, the university’s hiring practices still allow space for mobilizing informal, potentially gendered network ties with implications for gender stratification.

In the second part, particular attention is devoted to subtle gender bias resulting from the use of quantitative metrics in recruitment and hiring. Such metrics often come to function as technologies supporting a managerial narrative of the gender blind meritocracy. They standardize the criteria for academic advancement and ensure transparency in the hiring process. However, standardization does not necessarily imply fairness, because standardized evaluative criteria often entail differential implications for men and women academics, especially in the early career stages.

About Mathias
Mathias Wullum Nielsen is a postdoctoral fellow in Gendered Innovations at Stanford University. He is a sociologist by training and got his PhD degree at the Danish Centre for Studies in Research and Research Policy at Aarhus University in Denmark. Nielsen has published numerous articles on the topic of gender equality in academia, including pieces in Science and Public Policy, Studies in Higher Education, Nordic Journal of Feminist and Gender ResearchScandinavian Journal of Educational Research and Nature.

Ineke Klinge
Making a difference: integrating sex and gender analysis into research and innovation

There is a growing insight that both sex and gender play a role in determining the health of both men and women. The ‘one size fits all’ model, using predominantly male animals or young white men in biomedical research is no longer valid. Gender Medicine is an innovative field of research that integrates a sex and gender analysis into basic, clinical and public health research in order to explain differences between women and men in health and disease.

Due attention is paid to biological differences between women and men and to the influence of gender processes in determining individual health outcomes. Intersecting factors such as f.e. age, ethnicity, and socio-economic status are also taken into account.

Within a framework of EU and international research policy making, the lecture will provide telling examples of new knowledge that can be created by integrating a sex and gender analysis. Remaining challenges will also be addressed.

About Ineke
Ineke_250_250Ineke Klinge chairs the Horizon 2020 Advisory Group for Gender at the European Commission. In 2015 she was visiting professor at the Institute of Gender in Medicine (GiM) at Charité, Berlin. She has a background in biomedical sciences and gender research. As associate professor of Gender Medicine at Maastricht University (1998-2014) her work focused on innovation of methodologies for biomedical and health research. Since 2000 she has coordinated many EU projects of which the most recent one was the Gendered Innovations project together with Londa Schiebinger from Stanford University. With Claudia Wiesemann she published the book Sex and Gender in Biomedicine. Theories, Methodologies , Results (University press Göttingen, 2010). She is currently involved in EU projects as f.e. EUGenMed, GenCad, TRIGGER, LIBRA, Gedii and participates in the advisory boards of the Institute for Gender and Health (Canada) and the European Institute for Women’s’ Health (EIWH).

Unfortunately Sue V Rosser is unable to be present – her lecture will be available on video
Sue V Rosser
Breaking into the Lab Revisited: Has ADVANCE Affected Senior Compared to Junior Women Scientists Differently?

Substantial evidence exists to demonstrate that the NSF ADVANCE Initiative has made a positive impact upon institutions and has changed the conversation, policies and practices in ways to remove obstacles  and some systemic barriers preventing success for academic women scientists and engineers.  Results from ADVANCE projects on campuses have facilitated consensus nationally about policies and practices that institutions may implement to help to alleviate issues, particularly for junior women scientists.

Although getting women into senior and leadership positions in STEM constituted an initial impetus for ADVANCE, less emphasis has been placed upon the needs of senior women scientists.  Surveys of academic women scientists indicate that the issues faced by junior and senior women scientists differ significantly. The focus of ADVANCE on junior women scientists in many ways seems appropriate, since if institutions do not evolve policies to attract and retain women in STEM, there will be no issues for senior women, because there will be few or no senior women.  This presentation will center on the differences in issues faced by senior compared to junior women scientists to explore whether a next step for ADVANCE should be to address needs of senior academic women scientists.

About Sue
Sue Rosser has served as the provost and vice president for Academic Affairs at San Francisco State University since August, 2009. Previously, she served for 10 years as the dean of Ivan Allen College, the liberal arts college at Georgia Institute of Technology, where she held the endowed Ivan Allen dean’s chair of Liberal Arts and Technology. She is the author of 13 books and over 130 journal articles on theoretical and applied aspects of women, science, health and technology; her most recent book is Breaking into the Lab:  Engineering Progress for Women in Science, New York University Press, 2012. She has held numerous NSF grants. Rosser received her Ph.D. in Zoology from the University of Wisconsin-Madison.

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