Education

Study Finds Girls Want STEM Careers, But Are Unsure if They're Smart Enough: “ROX just released the latest version of its study, The Girls' Index, which examines girls' experiences, behaviors, and aspirations. The findings are grim regarding girls and STEM careers. Despite a growing interest in STEM fields, girls' confidence in their abilities is declining. Only 59% feel they're proficient in math and science—a decrease from 73% in 2017. And, 58% of high school girls believe they are not smart enough to pursue their dream job, an increase from 46% in 2017. ‘This isn't about ability,’ says Lisa Hinkelman, PhD, founder and CEO of ROX and author of The Girls' Index. ‘It's about perception and confidence. Girls are internalizing messages from society, media, and even well-meaning adults that subtly, but persistently, undermine their belief in their STEM capabilities. They're navigating a minefield of societal pressures, with a staggering 89% reporting pressure to fit into specific roles and stereotypes.’ This confidence gap the ROX study uncovered is exacerbated by a lack of visible role models in STEM and persistent stereotypes about who ‘belongs’ in these fields, says Dr. Hinkelman. ‘Even when girls [excel] academically in math and science, they often aren't encouraged to see themselves as future STEM leaders.’ The issue is that while girls' interest in STEM is growing, their belief in their ability to succeed in these fields is shrinking, she says. ‘This disconnect is not just a personal issue for these girls—it's a societal loss. We're at risk of missing out on a generation of innovative thinkers and problem solvers simply because they don't believe they're smart enough.’” Read more 👉 https://lnkd.in/eT7B2puT #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels

“Systematic bullying and undermining of girls and women in STEM starts early on and is the reason why they do not stay in science and related fields.”  – proposition nr. 6 that accompanied my PhD thesis.   Whenever I shared with my male colleagues that I did not always feel welcome or safe in the predominantly male field that I worked in, I was always met with disbelief. “I don’t feel like that’s true” I would hear from the man sitting in front of me when I shared the numbers, the proven trends and the systemic biases that I got from the literature. Then, when I chose to share my personal and painful anecdotes of things that had happened to me, I got told that that was bad but also that it is “not all men” and maybe they didn’t mean it like that. More out of frustration than anything else, I chose to add an extra section to my thesis next to the acknowledgements, a section for my “anti acknowledgements”.  My goal here was not to blame individual people. I just wanted to prove the point of my 6th proposition: I had been told explicitly and implicitly that I shouldn’t be a scientist often enough that it had eaten away at my confidence and joy. When I said I didn't feel welcome, this is what I meant. I am sad to say that if I were to leave science, this would be my biggest reason for that. And I know for a fact that I am not alone. If we want to create a welcoming scientific environment for every person, we have to actively champion the people who currently do not make up a representative part of the scientific community. It is not enough to just not be mean to people, because the truth is that there are plenty of people who will. If we want to keep women and girls in science, we all have to actively take part in welcoming them, including them and cheering them on from the start. In a world full of Warners, be an Elle Woods.

Women were banned from medical trials until 1993. Your current treatment still assumes you're a 70kg male. This isn't ancient history affecting dusty textbooks. It's a research gap with devastating consequences for women's health today. Decades of male-focused research created treatment protocols that work well for men. But women's bodies respond completely differently. Here's what research reveals about female physiology: 👉 Sleep: Our sleep architecture shifts throughout our menstrual cycle, with more insomnia during luteal phase. Men's patterns remain stable. 👉 Stress Response: Our cortisol is modulated by estrogen and progesterone. Stress lasts longer depending on cycle phase. Men's responses stay consistent. 👉 Gut Health: Our gut bacteria composition changes with hormonal shifts, impacting digestion and mood. Men's microbiome remains stable. 👉 Immunity: Stronger during follicular phase, weaker during luteal, affecting illness susceptibility. Men have less variable but generally less robust responses. This isn't just interesting science. It's critical health information. The diet that energises you during follicular phase might drain you in luteal due to metabolic shifts. High-intensity workouts feel easier in first half of your cycle, while restorative movement supports you better in the second half. Even stress management techniques need adapting based on your hormonal state and cortisol sensitivity. Yet standard health advice ignores these fluctuations entirely. Most health research has historically focused on men or women outside reproductive years. The result: 👉 Health guidelines that rarely account for hormonal cycles 👉 Women told their symptoms are "in their head" or "normal" 👉 Complete lack of cycle-aware guidance for nutrition, exercise, and mental health 👉 Treatment protocols designed for male physiology applied to female bodies This reflects decades of training gaps, not malicious intent. But the impact on women's health is undeniable. At Aeva Health, we're building healthcare that understands these patterns. ☑️ That treats your hormonal fluctuations as valuable data, not inconveniences. ☑️ We work with evidence-based approaches designed specifically for women's unique physiology. ☑️ Our protocols account for hormonal fluctuations and female-specific presentations. Because female physiology isn't a design flaw. It's a design feature. One that deserves healthcare built around it, not adapted to it. Have you noticed how your body responds differently to the same inputs at different times of your cycle?

I've heard from thousands of green jobseekers that feel “stuck” in their journey to work on climate, with the four most common barriers being:  🤝 Lack of personal connections in the industry 🛠 Uncertainty on transferring skills 👷♀️ Lacking direct experience in the field 🔍 Challenges finding organizations or roles that align with interests   Last year, I hosted a mini-series of the Degrees Podcast called ‘The Year of the Climate Job.’ Each episode dissects these barriers and shares ways to overcome them. Here is the full series, along with key takeaways: 🤝 Lack of personal connections in the industry Episode: How to network for a green job with purpose-driven LinkedIn expert Nick Martin - https://lnkd.in/eNP6FJ9e Takeaways: - Browse the #OpenDoorClimate Directory to find climate professionals willing to connect and chat https://lnkd.in/gSf727gi - Use LinkedIn to build relationships with people you admire and contribute content yourself 🛠 Uncertainty on transferring skills Episode: Transfer your skills to a green job with Work on Climate’s Eugene Kirpichov - https://lnkd.in/ecjggq_V Takeaways: - Try to connect with people in jobs that you want to understand what skills they use day-to-day - Take stock of your own skills and remember that climate-focused companies need traditional skills 👷♀️ Lacking direct experience in the field Episode: Learn how to build your climate experience with Terra.do founder Anshuman Bapna - https://lnkd.in/e2tKYnTQ Takeaways: - Consider courses or certification programs that incorporate case studies or capstone projects - Try pitching yourself for freelance or project-based work or volunteerism 🔍 Challenges finding organizations or roles that align with interests Episode: Taking the mystery out of finding a green job with Green Jobs Board’s Kristy Drutman - https://lnkd.in/eZbJVPwJ Takeaways: - Pair skills with what you’re passionate about when searching general or climate job boards - Follow industry news and analysis hubs to learn about companies and potential roles 🤷♂️ Unsure how to use current job for climate action Episode: How to green any job with Project Drawdown’s Jamie Beck Alexander - https://lnkd.in/eMKVEFPN Takeaways: - Understand the leverage points of existing job functions have to take climate action - Organize with other interested coworkers to brainstorm and come together on issues and action I also recommend checking out the latest season of Degrees from Yesh Pavlik Slenk featuring some incredible guests, including Katharine Hayhoe, Solitaire Townsend, Drew Wilkinson and Shannon Houde,. https://lnkd.in/eba8GBdF

As GenAI becomes more ubiquitous, research alarmingly shows that women are using these tools at lower rates than men across nearly all regions, sectors, and occupations.   A recent paper from researchers at Harvard Business School, Berkeley, and Stanford synthesizes data from 18 studies covering more than 140k individuals worldwide.   Their findings:   • Women are approximately 22% less likely than men to use GenAI tools • Even when controlling for occupation, age, field of study, and location, the gender gap remains • Web traffic analysis shows women represent only 42% of ChatGPT users and 31% of Claude users   Factors Contributing the to Gap:   - Lack of AI Literacy: Multiple studies showed women reporting significantly lower familiarity with and knowledge about generative AI tools as the largest gender gap driver. - Lack of Training & Confidence: Women have lower confidence in their ability to effectively use AI tools and more likely to report needing training before they can benefit from generative AI.   - Ethical Concerns & Fears of Judgement: Women are more likely to perceive AI usage as unethical or equivalent to cheating, particularly in educational or assignment contexts. They’re also more concerned about being judged unfairly for using these tools.   The Potential Impacts: - Widening Pay & Opportunity Gap: Considerably lower AI adoption by women creates further risk of them falling behind their male counterparts, ultimately widening the gender gap in pay and job opportunities. - Self-Reinforcing Bias: AI systems trained primarily on male-generated data may evolve to serve women's needs poorly, creating a feedback loop that widens existing gender disparities in technology development and adoption.   As educators and AI literacy advocates, we face an urgent responsibility to close this gap and simply improving access is not enough. We need targeted AI literacy training programs, organizations committed to developing more ethical GenAI, and safe and supportive communities like our Women in AI + Education to help bridge this expanding digital divide.   Link to the full study in the comments. And a link also to learn more or join our Women in AI + Education Community. AI for Education #Equity #GenAI #Ailiteracy #womeninAI

Innovation knows no gender. Reflecting on my journey as an engineer over the past 25 years, from stepping into the workforce to witnessing the remarkable strides women have made today, I am struck by both the progress achieved and the many challenges that persist. When I started my career in the late 90s, women engineers were a handful and today, I'm heartened to see more women not only entering the field but also pioneering innovations and driving meaningful change. ➡️ However, looking at the numbers, in 2023, men outnumbered women in global engineering by 86.3% to 13.7%. And despite the demand for tech skills, women constitute only 28% of engineering graduates globally. In STEM fields, they make up 33% of researchers but hold just 12% of national science academy memberships. ➡️The leaky STEM pipeline begins early and persists over time. It is not just enough to keep feeding the pipeline by increasing the number of female students. It is imperative to work towards breaking gender stereotypes through early investment in reskilling and the promotion of STEM education. Apart from making STEM education more fun and engaging, introduction to female role models and mentors can help change stereotypical perceptions related to these subjects and inspire more girls to choose and work in the area. ➡️I see technology as an enabler here. Achieving equal representation of women in the tech industry requires a collaborative effort from organisations, academia, and government bodies. At the organisational level, tech firms should focus on creating supportive structures that not only attract but also retain and nurture female professionals. Flexible working policies, improved leave and well-being benefits, and support networks serve as key factors in promoting women in the workplace. Investing in training and mentorship programs is essential to equip high-potential women technologists with the necessary skills for leadership roles. Initiatives like involving female employees in the recruitment process, hosting career fairs, and offering internship programs can help organisations move towards a more gender-balanced workforce. The future of engineering is bright, and women are an integral part of that future. By continuing to support and celebrate women in engineering, we are investing in a world where innovation knows no gender, and where the contributions of all are valued and recognized. #InternationalWomenInEngineeringDay 🎉✨

I attended a girls' school from classes 6-12, and I loved it. It shaped my confidence and influenced my personality. Just a generation ago, very few girls had the opportunity to have formal schooling. My mother went to school until Class 5, and then she was not allowed to study anymore. We stand on the shoulders of others before us. I often muse about the history that brought us to the opportunities we take for granted. Women's education is one of them. In 1848, a young Savitribai Phule did something unthinkable—she opened the first school for girls in India. At a time when educating women was considered radical, Savitribai, along with her husband Jyotirao Phule, opened the doors for generations of women to pursue their right to education. Life wasn't easy for Savitribai, born in the village of Satara in 1831, the youngest of four children in a socially backward community. At the age of 9, she was already married to Jyotirao. But luckily for her, her husband was a far-sighted social activist who encouraged the then-illiterate Savitribai to start learning. And how much she loved learning! So much so that Savitribai would go on to get trained as a teacher herself. And it wasn't easy then, either. 1848 saw the opening of Bhide Wada, the first school for girls in Pune and India. Life became worse afterward. She was India's first woman teacher. The first woman principal. And that irked the patriarchy. Savitribai faced constant harassment — she was forced to carry an extra saree with her to school because stones and cow dung were thrown at her when she walked to school. But nothing would deter her. Savitribai didn’t stop at education. She fought for women’s rights, set up shelters for widows, and stood against child marriage. Her poetry was a rallying cry for equality. Written in Marathi, these poems made her one of India's earliest feminist voices. In 1897, when a plague epidemic broke out in Pune, Savitribai and Jyotirao were at the forefront, caring for the sick. Sadly, she contracted the disease herself and passed away. Today, we wear the mantle of education lightly. But it's because of Savitribai that we can rest easy knowing the right to education is a fundamental right for every child, no matter their gender. This is part of a series on India’s Unsung Women. Source: The Logical Indian #Feminism #Gender #WomenEmpowerment #Education #India

Girls start school just as capable in math. So why does the gender gap widen within months? This chart is both fascinating and troubling. It tracks all children in France who began school in 2018. At the start, boys and girls scored similarly in mathematics. But just four months in, boys begin to pull ahead. By the start of the second year, the gap is no longer subtle—it’s systemic. The data points to a hard truth: the gender gap in math isn’t innate. It’s learned. Girls are subtly (and not so subtly) steered away from math from the earliest stages of education. The result? Fewer girls in STEM, fewer women in high-earning tech roles, and yet another pipeline problem that starts before they even learn multiplication. For those of us advising on leadership, equity, and talent strategy, this matters. Because the solution isn’t just in university quotas or boardroom targets. It starts in the classroom. The future of innovation demands that we rethink how we educate and who we empower—early. #Leadership #STEM #Education #GenderEquity #WomenInTech #FutureOfWork

A while back, I listened to an interview with Viola Davis where she talked about how “there’s a difference between someone TELLING you that you can do it, vs. SHOWING someone HOW they CAN do it.”   Long before I became an employee of Dow, or a President of anything…. I was surrounded by strong women who SHOWED me that I COULD DO ANYTHING through their actions, their resilience, and their love. And my mom and two older sisters are those women. I did not get to where I am without them and so many other mentors and sponsors – both women and men – who supported my growth, advocated for me when I wasn’t in the room, and opened doors to those rooms so that I could take a seat at the table.   As I reflect this Woman’s History Month, while so much progress has been made, our work is not done. There are too many women, especially women of color, that are being left behind. According to the latest The World Bank ‘Women, Business, and the Law’ report, the global gender gap is wider than expected with pay being a key driver. This report indicates that women earn just 77 cents for every $1 paid to men. This gap is simply too wide, and the gap has existed for far too long.   Collectively, we are facing a significant number of global challenges – climate change, food insecurity, the need for more sustainable solutions... just to name a few. To address these challenges, we need diverse talent and perspectives – including women – to solve them. And to do that, they must have a seat at every decision-making table to move our companies, our society, and our planet forward.   It’s for these reasons that during this Women’s History Month, I’m not only celebrating those who came before me and whose shoulders I stand on today, but recommitting to doing the work and paying it forward as a role model, a mentor, a sponsor, and importantly, a grandmother who not only tells my granddaughters they can do it…but SHOWS them that they CAN DO AND BE ANYTHING. #InspireInclusion #InvestinWomen #WomensHistoryMonth2024