Quick Dips

Women in Science Slowly Winning

Gerda Kuschel and Vicki Hay

The gender gap in science has been a concern for some time, but a study of staff changes over the past seven years at a leading research establishment suggests that, though still male-dominated, the prospects for women are slowly improving.

A career in science has traditionally been the territory of far more men than women, and the disparity is still obvious. There are several possible reasons for the low participation of women in science. There is significant inertia in the science workforce because it is made up of people who joined up to 40 years ago, when the participation of women was even lower than it is today. Although the proportions of women students studying undergraduate science subjects have increased, there is a time lag of up to seven years before these numbers are reflected in the proportions of postgraduate and further qualified women available to enter the workforce.

In addition, science has an extremely low staff turnover of just over 1.2% per year versus up to 19% per year in other careers, and people tend to stay in science careers for life so there are fewer opportunities for entry of "new blood".

Since its formation in 1992, NIWA (the National Institute of Water and Atmospheric Research) has grown from 332 staff to a complement of 612; of the latter figure 453 are science staff. The proportion of women science staff at NIWA has increased from 13.5% in 1993 to 22.5% in 1999. Significant increases have occurred in both the scientist and technician categories, but women are better represented in the technician level: 29.1% in 1999 as opposed to 15.7% of scientists.

Female participation at the institute still lags behind that in universities. In looking at the participation of women in science-related degrees at New Zealand universities from 1993 to 1997 (when the most recent figures were available), there has been a percentage increase with the proportion appearing to have stabilised at around 38%. Interestingly, women seem to be represented equally well in postgraduate study as in undergraduate study.

Location and hiring practices were found to have an impact. With five main offices and 10 smaller branch offices throughout New Zealand, NIWA women scientists made up from 8.3% to 44.8% of the science staff, depending on location. Women are strongly represented in Auckland, one of the institute's newest sites with 44.8%, and less in the longer-established Wellington office, with 16.8%. The recent and rapid growth in science activities at NIWA in Auckland from the original four staff in 1994 to 42 in 1999 has allowed recruitment of science staff in gender proportions more representative of the current university graduate population.

There are also significant differences in the age distribution for women and men in science at NIWA. Some 72% of all women are aged 39 years or less (median age around 34) and 35% of all men are aged 39 years or less (median age 43).

The proportions of women drop off dramatically beyond age 40. This is not surprising given the even lower proportions of women in science 20-25 years ago when these people would have been entering their science careers.

Looking at responsibilities, women in NIWA science are not yet well-represented at higher levels. This is certainly influenced by the current strongly skewed age distribution but other factors, such as the low turnover in all levels of science staff which results in few opportunities being available for staff to progress quickly, are likely to play a part.

On current trends, a gender imbalance will remain in many areas of science for a number of years. Realistically, some discrepancy between the current proportions of women in science working at NIWA (22.5%) and as university graduates (38%) is to be expected, given the time lapse between graduation and work.

NIWA is contributing to changing the gender balance by promoting science as a challenging and rewarding occupation for all through a number of school and community education programmes. The institute attempts to attract high-calibre graduates through liaison with tertiary institutions, the Centres of Excellence programmes and associated work experience opportunities.

Once hired by NIWA, science staff are encouraged to participate in in-house mentoring programmes throughout their career. The institute's equal employment principles are incorporated into general policies and initiatives rather than treated separately.

In looking at the trends in recruitment at NIWA over the past five years, it is clear that something is working. For every year since 1993, the proportion of women recruited as new science staff has been higher than 24%. The average for the past four years is 41.8%, compared to the 38% available graduates from university.

Although historically women in science have been under-represented, the proportion of women science staff in NIWA is increasing, albeit very slowly. At the current hiring rate of about 10 new science staff per year and staff turnover of around 1.2%, it would be 2029 before the proportion of women reached 41.8% (the current level at which women are being hired).

Even with the unrealistic scenario of all vacancies from now on being filled by women, the participation of women in science at NIWA would still take 12 years (2011) to reach 50%.

So the long and winding road lies ahead for at least another generation!

Vicki Hay is a researcher with NIWA.
Gerda Kuschel is based at NIWA in Auckland.