#wocinstem

[pheministphysicists]

This discussion and Twitter chat will bring together women of color scientists for an open discussion about the STEM pipeline.

WEBINAR LIVE VIDEO WILL BE AVAILABLE BELOW AT 1:00 PM EST ON APRIL 27, 2017

As of 2010, women of color represented less than 6% of faculty members with STEM doctorates at four-year colleges and universities. This underrepresentation increases up the career ladder of the academy — at the rank of full professor, women of color constitute only 2.5% of faculty.

Despite public attention focused on addressing this underrepresentation, the voices of women of color who are in the STEM professoriate pipeline — or have exited — are often missing from the discussion.

[Read more: Accelerating Change for Women Faculty of Color in STEM: Policy, Action, and Collaborationby Institute for Women’s Policy Research]

Dr. Chanda Prescod-Weinstein, theoretical physics postdoctoral associate at the University of Washington, Seattle, will moderate this discussion with women of color scientists about the STEM pipeline, asking:

Are we asking the right questions about STEM pipeline programs?

Are STEM pipeline programs responding to the right questions and challenges?

What leads women of color to exit the STEM professoriate pipeline?

What research questions do women of color scientists suggest social science ask about the experiences and representation of women of color in the STEM professoriate?

Panelists include:

Dr. Evelynn Hammonds, Barbara Gutmann Rosenkrantz Professor of the History of Science and Professor of African and African American Studies and Director, Project on Race & Gender in Science & Medicine, Hutchins Center for African and African American Research, Harvard University

Dr. Donna J. Nelson, Professor of Chemistry at University of Oklahoma

Dr. Jami Valentine, Primary Patent Examiner at the U.S. Patent and Trademark Office & founder of the website African American Women in Physics

Dr. Cynthia Hess, Associate Director of Research at Institute for Women’s Policy Research, will provide an overview of the latest data about the representation of women of color in the STEM professoriate at the beginning of the webinar.

Register for the webinar below and join the discussion on Twitter here with the hashtag #WOCinSTEM.

[jkxcomics]

Today JKX Comics honors the work of Aomawa Shields, an astrophysicist whose work revolves around the climate and potential habitability of extrasolar planets (planetary bodies that orbit stars). Dr. Shields utilizes computational-based modeling along with data acquired from space missions to study the surface and atmospheric conditions of extrasolar planets. Her research helps identify potentially habitable planets outside of our solar system. Her work is highly recognized receiving many awards including the NSF CAREER Award, Clare Booth Luce Professorship and a TED fellowship. Dr. Shields encourages the next generation of scientists by founding the Rising Stargirls program. JKX thanks Dr. Shields for her amazing work! #WHM2020 #WomensHistoryMonth #WomenInSTEM #wocinstem #womenofcolour #womenofcolorscholars #blackandstem #wocintech #wocinspace https://www.instagram.com/p/B97Jpktp5Iy/?igshid=12gqzq9akk737

[momofthreesillyboys]

Wow!! I just going to stare at this for awhile! Thank you so much! #Repost @semarhyq.art with @get_repost ・・・ ✨Commission✨ The Molecular Bioinformaticist for @mom_of_3_silly_boys_who_knits. Thank you for supporting my artwork. ________________________________________________________ Do not take screenshots, copy or trace. Do not share without proper credit. ________________________________________________________ #illustration #digitalart #womeninstem #wocinstem #latinasinstem #mujeresenciencia #cientifica #stillascientist #scicomm #typesofscientists #artedigital #sciart #scicommer #scienceisfun #representationmatters #diversityinstem #womeninleadership #steminist #truediversity https://www.instagram.com/p/B85Gc6VpIb2/?igshid=6euz6dfl8uxk

[lmetzger]

#Repost @brooklynhistory with @get_repost ・・・ Mary Susan Bailey Edwards was one of the earliest black nurses working in Brooklyn. She trained at Hampton University in Virginia before moving north in 1910. Many others would follow her as part of the Great Migration. 🏥🏥🏥 Edwards is just one of many Brooklynites now featured in our new exhibition, “Taking Care of Brooklyn: Stories of Sickness & Health,” on view at our Pierrepont St. location! 🏥🏥🏥 Portrait of Mary Susan Bailey Edwards, circa 1920, v1990.14.1; Brooklyn Historical Society. #takingcareofbk #WomenInMedicine #WOCinSTEM https://www.instagram.com/p/By3StyNAZ8y/?igshid=1gcsvxrpvua9f

[momofallcapes]

We had a wonderful time listening to the @blackgirlscode panelists talk about their journey to their STEM careers. What did they all have in common: Grace, grit, curiosity, and a LOVE FOR MATH (even when they weren’t good at it). It’s great to see people that look like you doing cool stuff. Kids can listen to me all day but it’s great to hear people say all the stuff that the kids sigh about when I say it. 😂😂❤️ so thankful to have been in the room! Parents, you gotta keep dragging your kids to stuff. It’s worth it in the end. ✨👩🏾‍💻🤓👩🏽‍🔬 #blackgirlscode #blackgirlscodeDC #letsk12better #WOCinSTEM #girlsintech #mathproblems https://www.instagram.com/p/Bo1Fds7B24Q/?utm_source=ig_tumblr_share&igshid=1cxmop8c85k4t

[wearekolorkoded]

Tackling Only-ness in Your Workplace: An Honest How To

Preliminary note on what “only” means in this sense: the only black person, the only woman, the only latinx person, the only openly gender non conforming person, the only neuro-diverse person, as in the only of any group traditionally marginalized and over looked in tech.

Dear engineering and IT mangers, co-workers, workplace allies, etc,

 We the "only's" are tired. Tired of so blatantly standing out, but also tired of being overlooked. Tired of being the go-to person for questions related to our culture or background, but not when it comes to projects or technical contributions. Tired of not having our cultures or backgrounds represented throughout the company or team. Tired of asking ourselves the questions "Is it because I'm ....?" and "How much longer am I going to put up with this?" We're tired, and you're losing us a lot quicker than you're willing to do the work to replace us. So let's get real, here are some ways you can better support, appreciate, and amplify the "only's" on your team: 1. Don't let us remain the only for too long. Although this is really an HR/Hiring problem at it's root, we probably have contacts with similar backgrounds and skills that would also make great contributions to the org/team/project. Respectfully ask if we do, and actually consider the candidates we recommend. Not every job needs a degree or even one from a well known school. 

2. For managers/leaders, make an effort to gauge our experiences in an open and candid manner. It can be very difficult for "only's" to share our true feelings about our job and responsibilities with our managers. Build this relationship, make sure your employees can talk to you about their experiences, good and bad, without the feeling that you're rushing to judgement. 

3. Follow up to 2, don't automatically take offense to what we say. Keep in mind, our experiences look very different because of our "only" status. Some people may talk to/treat us differently because of it and when we share these moments with you, we are looking for support. We are looking for someone else to see and acknowledge that this is an issue and it needs to be dealt with. 

4. Take our suggestions seriously. Examine them and ask us questions if you have concerns. When hiring, your org/team/project was looking for someone to contribute and that's what we're trying to do. Don't dismiss our ideas without consideration. Our "only"-ness allows us to notice things that a more homogenous team may overlook or not even think of in the first place. 

5. Invite us into the conversation. For some of us, we don't need help to jump in and contribute to the discussion, but for others it's the complete opposite. If you notice we haven't shared our opinions or contributed to the conversation at all, respectfully invite us in, and don't interrupt us if we're trying to make a point.

  6. Give credit where it's due. If we're doing remarkable work, commend us publicly for it. It helps to raise our profile throughout the team and among other employees.

We, the "only's", chose your company, org, team, or project for a reason. All of us would hate for that reason and the accompanying productivity it drives, to die out over toxic, non-inclusive work culture. We the "onlys" aren't asking for special treatment by any means. We just want the same considerations as everyone else on the team. The burden of creating a more inclusive work place should not reside on the employees doing everything they can to survive a system not built for them in the first place. This burden will be dismantled with a commitment to practice inclusion at every opportunity. It takes work, but it's work anyone can do. 

[macpeters22]

A little alchemy today for #cutiepietarot #cute #cartoon #tarot #tarotart #alchemy #stem #stemgirls #womeninstem #scienceladies #wocinstem #beakers #labcoat #geekladies

[nolyeimnaturho]

Happy International Women's Day #womeninstem #womensday #internationalwomensday #strongerthanyouthink #wocinstem #blackwomenstem (at Mississippi State University)