Programs and Research
A listing of upcoming programs and research from CRG-STEMM. See our archive of past news, events, and speakers.
Impact of a Climate Acceleration on Departmental Residency Match in Academic Medicine
We explored the potential impact of establishing a climate accelerator on gender inequality within a top-ranked medical school department at a public university. Historically, women faculty and residents have been underrepresented within this department. The climate accelerator is an organized women’s group comprised of women faculty (both clinical and basic science) and women residents. Its mission is to foster the advancement of women through professional networking, career development and sponsorship.
Cracks in the Glass Ceiling: A Comparative Collaboration
We study whether companies with more women on corporate boards also have more women in executive position. Our work, part of a comparative project with Norway, is funded by the Norwegian Research Council. This research is funded by the Norwegian Research Council and directed by Sigtona Halrynjo (Institute for Social Research, Oslo, Norway), and Mary Blair-Loy (UCSD). The UCSD team at the Center for Research on Gender in STEMM also includes Catherine Crowder and Rebecca Chou.
Faculty and Learning Community
For more information, visit the Faculty and Learning Community page.
Workplace Flexibility Stigma
A study by CRG-STEMM affiliates Erin Cech and Mary Blair-Loy has found that flexibility stigma among science faculty is a problem for even childless workers. The article, "Consequences of Flexibility Stigma for Academic Scientists and Engineers," reports that professionals who acknowledge the existence of a flexibility stigma in their workplaces are more likely to consider leaving their employer, are less satisfied with their jobs, and feel that they have a more difficult time achieving work-life balance than those who do not indicate the presence of such a stigma. Learn more in Inside Higher Ed and Work in Progress.
The Persistence of Male Power and Prestige in the Professions: Report on the Professions of Law, Medicine, and Science & Engineering
Gender inequality maintains a tenacious grip on the American workplace. Post-recession, men continue to be more likely than women to retain the lion’s share of power. This holds true even within the professions requiring the most education, where some might imagine the potential for parity would be greatest. This social scientific report and set of three case studies from the Center for Research on Gender in the Professions show that, among those at the pinnacle of power, women still lag behind men.
See Our Report
Individual Case Studies
- Science and Engineering Professions: The Status of Women and Men (PDF)
- Legal Professions: The Status of Women and Men (PDF)
- Medical Professions: The Status of Women and Men (PDF)
Media Coverage of the Report
The Report has received attention from numerous news sources, such as the Huffington Post, WBUR Radio Boston, and KPBS. The press release is available from the UCSD News Center. Find a complete listing of the coverage (PDF).
The Decline of Men? Not So Fast!
Recent media reports sensationalize the gains women have made in the labor force, while exaggerating the difficulties men are facing. We have listed the writings by the loudest voices (PDF).
ASA OOW Blog: Work in Progress
Work in Progress, the blog of the Organizations, Occupations, and Work section of the American Sociological Association, provides a sociological perspective on matters related to work as a complement to more mainstream accounts of the subject. The blog is written for the general public, showcasing recent sociological research in the field. Work in Progress recently featured a post with sociologists Julie Kmec, Lindsey Trimble O'Connor, and Scott Schieman, a CRG-STEMM Senior Academic Affiliate, regarding the penalties many working mothers believe they face when they adjust their work schedules after having children. Unlike the men in the sample who made similar schedule changes, these mothers report that they feel ignored and are asked to perform the least desirable tasks at their workplaces, whether they reduce or increase their work hours; the authors attribute such reactions by employers and co-workers to perceived violations of norms of "ideal workers" and of cultural expectations of mothers.