Novel Methods to Explore the Gender Composition of the STEM PhD Workforce: An Analysis using the SDR

虽然在过去十年中，女性获得了科学、技术、工程和数学（STEM）领域近45%的博士学位，但她们在STEM部门的正教授中所占比例不到25%。尽管由于前几十年同组的性别构成，历史上代表性不足的现象将在高层机械地持续下去，但最近的研究表明，在同组内部，即使在较年轻的毕业生中，在任期和晋升方面也存在性别差距。因此，在学术界，女性在STEM领域的代表性不平等，而且这种情况正在持续下去。代表性不足的后果是多方面的，无论是对这些领域的女性来说——比如对女性研究生和本科生的指导减少——还是对这些领域本身来说，因为研究是由较少多样化的视角进行的。没有聘用其他方面有能力的女性STEM博士。可能导致创新减少，降低整体研究效率。这项对STEM博士学位持有者渠道的创新研究确定了导致女性博士比男性同行更不可能进入并保持终身学术职位的因素。它采用新颖的方法来识别和探索导致女性STEM博士在不同阶段选择学术界的个人和专业因素。该项目支持美国国家科学基金会（NSF）和国家科学与工程统计中心（NCSES）的目标，以更好地了解科学技术（S&amp；T）劳动力，并改进评估S&amp；T活动指标的方法。它关注的是一个代表性不足的群体所面临的问题：STEM领域的女性博士。这项研究将突出研究人员在研究参与度、薪酬和专业成果方面的差异，与完全离开学术界或STEM的研究人员相比，所有这些研究人员都具有更广泛的社会影响。这项研究的发现可能会通过鼓励雇主制定吸引女博士的政策来重塑研究和教育的基础设施，因为这样的政策可能会让雇主从其他就业岗位中挑选出高素质的女博士。利用获得博士学位调查（SED）和博士学位获得者调查（SDR）的数据，该项目使用尖端的轨迹分析将所有观察到的STEM博士学位持有者的工作序列分类为STEM职业道路的类型。使用来自SED和SDR的丰富数据，该项目生成了与这些类型学之间排序相关的个体特征的描述性分析。此外，该项目还比较了已确定的STEM职业类型中工作属性的客观和主观衡量标准，包括薪酬、与研究界的接触和工作满意度，分别适用于男性和女性。因此，该项目定义了博士学位持有者的一系列“职业管道”（学术界是其中之一），这些管道与女性有关，并且与这些管道中男性和女性的工作结果好坏有关。该项目回答了观察到的学术界转型在多大程度上实际上对女性博士有利。在薪水，研究时间和工作满意度方面。该奖项反映了美国国家科学基金会的法定使命，并通过使用基金会的知识价值和更广泛的影响审查标准进行评估，被认为值得支持。

While women have earned nearly 45% of the past decade's doctoral degrees in science, technology, engineering, and math (STEM) fields, they comprise less than 25% of full professors in STEM departments. Although historical underrepresentation will persist mechanically at the top levels due to the gender composition of cohorts in previous decades, recent work shows a within-cohort gender gap in tenure and promotion, even among younger graduates. Hence, women are unequally represented in STEM in academia, and are on track to remain so. The consequences of underrepresentation are numerous, both for women in those fields -- such as reduced mentorship for female graduate and undergraduate students -- and for the fields themselves, as the research is conducted by less diverse perspectives. Not engaging otherwise capable female STEM Ph.D.s. could lead to less innovation and reduced overall research productivity. This innovative study of the STEM Ph.D.-holder pipeline identifies factors that lead female Ph.D.s to be less likely than their male counterparts to enter into, and remain in, tenure-track academic positions. It applies novel methods to identify and explore personal and professional factors that contribute to women with STEM Ph.D.s selecting out of academia at various stages of the pipeline. This project supports the goals of the National Science Foundation (NSF) and National Center for Science and Engineering Statistics (NCSES) to better understand the science and technology (S&T) workforce and to improve the methodologies for assessing indicators of S&T activities. It focuses on issues facing an under-represented group: female doctorates in STEM. This research will highlight the differences in research engagement, compensation, and professional outcomes for a researcher who remains compared to one who departs either academia or STEM altogether, all of which have broader societal impact. The findings from this work will potentially reshape infrastructure for research and education by encouraging employers to craft policies that attract female doctorates, as such policies may allow employers to cream-skim highly qualified female doctorates from alternate employment. Using data from the Survey of Earned Doctorates (SED) and the Survey of Doctorate Recipients (SDR), the project uses cutting-edge trajectory analysis to classify all observed job sequences among STEM Ph.D. holders into a typology of STEM career paths. Using the rich data from the SED and the SDR, the project produces descriptive analysis of individual characteristics that correlate with sorting among these typologies. In addition, the project also compares among the identified STEM career typologies objective and subjective measures of job attributes, including compensation, engagement with the research community, and job satisfaction, separately for men and women. Hence, the project defines the set of "career pipelines" of Ph.D. holders (of which academia is one), which are associated with women, and which are associated with better or worse job outcomes for men and women within those pipelines. The project answers to what extent the observed transitions out of academia are in fact beneficial to female Ph.D.s. in terms of pay, research time, and job satisfaction.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.