Abstract Women frequently feel alienated in science, technology, engineering, and mathematics (STEM) environments due to gender biases, ultimately leading them to feel less competent or leave the field altogether. This study utilizes personal statements from a subset of participants from a National Science Foundation (NSF) funded Research Experiences for Undergraduates (REU) Site: Biomedical Engineering in Simulations, Imaging, and Modeling (BME-SIM) to investigate how confidence is shown by participants and how confidence is perceived by faculty reviewers in personal statements. This study compares feedback from faculty reviewers to perceived and self-reported confidence using lexical (i.e., word choices and use) and syntactic (i.e., structures of language segments such as sentences, phrases, and organization of words) features of these personal statements. Women received more negative feedback related to confidence compared to their male counterparts, notably in relation to modesty. Few differences were found between writing styles of genders in their pre- and post-program statements. Overall, writing styles did not seem to correlate with the genders' perceived or self-reported confidence; however, perception of confidence suggested a relationship between genders' pre- and post-program statements when examined by noun and adjective variation. A similar relationship was found between self-reported confidence and noun variation in men and women participants. Findings suggest that writing style perceptions and practices may be influenced by gender norms; however, without looking at the specific diction and content of personal statements, these conclusions cannot be fully established.
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Same‐gender supervisors protect women's leadership aspirations after negative performance feedback
Two studies examined how the gender of a workplace supervisor can affect a woman's response to performance evaluations and also her professional advancement aspirations. In Study 1, employed women reviewed a performance evaluation in which feedback was manipulated to reflect one of two stereotypes of women (high in warmth or low in competence). Findings showed that participants were more likely to attribute negative (i.e., low competence) feedback from men supervisors to gender biases than the same feedback from women supervisors. There was no effect of supervisor gender when the feedback was positive (i.e., high warmth) or neutral. In Study 2, negative feedback from men supervisors, regardless of evaluative dimension (competence or warmth) resulted in women reporting decreased professional aspirations. This relationship was mediated by women's attribution of supervisor feedback to gender biases. Together, these findings suggest that same‐gender supervisors can potentially buffer women's long term professional aspirations after a discouraging performance review.
more » « less- NSF-PAR ID:
- 10072868
- Publisher / Repository:
- Wiley-Blackwell
- Date Published:
- Journal Name:
- Journal of Applied Social Psychology
- Volume:
- 48
- Issue:
- 8
- ISSN:
- 0021-9029
- Page Range / eLocation ID:
- p. 437-447
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
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Abstract Objective This study investigates how
healthcare seeking for oneself and “healthcare work” for family—constellations that include the continuation of health insurance, access to formal medical care, and medication adherence—change during a period of unemployment.Background “Intensive mothering” norms that promote selfless caregiving may discourage women's (but not men's) engagement in own healthcare seeking behavior. Breadwinning norms may oblige men (but not women) to provide income and other resources, including health insurance.
Method This article relies on data from 100 in‐depth interviews with unemployed men and women conducted from 2013 to 2015. An iterative coding process guided data analysis; themes and patterns were evaluated to determine their importance across the data.
Results After a job loss, many women (but few men) stopped seeking previously maintained healthcare for themselves. In contrast, some men rejected obligations to provide health insurance for their family. Moreover, the majority of women (but few men) discussed the prioritization of family in their healthcare decision‐making.
Conclusion The intersection of financial inequalities and changing gender norms in healthcare seeking and family healthcare work placed a unique toll on women's health.
Implications These findings expand current understanding of how gender functions as a primary frame and how these frames change, suggesting that gender beliefs about family responsibilities extend to healthcare seeking and family healthcare work and are constrained by social class, even as gender frames change to reshape men's obligations to provide health insurance.
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Introduction and Theoretical Frameworks Our study draws upon several theoretical foundations to investigate and explain the educational experiences of Black students majoring in ME, CpE, and EE: intersectionality, critical race theory, and community cultural wealth theory. Intersectionality explains how gender operates together with race, not independently, to produce multiple, overlapping forms of discrimination and social inequality (Crenshaw, 1989; Collins, 2013). Critical race theory recognizes the unique experiences of marginalized groups and strives to identify the micro- and macro-institutional sources of discrimination and prejudice (Delgado & Stefancic, 2001). Community cultural wealth integrates an asset-based perspective to our analysis of engineering education to assist in the identification of factors that contribute to the success of engineering students (Yosso, 2005). These three theoretical frameworks are buttressed by our use of Racial Identity Theory, which expands understanding about the significance and meaning associated with students’ sense of group membership. Sellers and colleagues (1997) introduced the Multidimensional Model of Racial Identity (MMRI), in which they indicated that racial identity refers to the “significance and meaning that African Americans place on race in defining themselves” (p. 19). The development of this model was based on the reality that individuals vary greatly in the extent to which they attach meaning to being a member of the Black racial group. Sellers et al. (1997) posited that there are four components of racial identity: 1. Racial salience: “the extent to which one’s race is a relevant part of one’s self-concept at a particular moment or in a particular situation” (p. 24). 2. Racial centrality: “the extent to which a person normatively defines himself or herself with regard to race” (p. 25). 3. Racial regard: “a person’s affective or evaluative judgment of his or her race in terms of positive-negative valence” (p. 26). This element consists of public regard and private regard. 4. Racial ideology: “composed of the individual’s beliefs, opinions and attitudes with respect to the way he or she feels that the members of the race should act” (p. 27). The resulting 56-item inventory, the Multidimensional Inventory of Black Identity (MIBI), provides a robust measure of Black identity that can be used across multiple contexts. Research Questions Our 3-year, mixed-method study of Black students in computer (CpE), electrical (EE) and mechanical engineering (ME) aims to identify institutional policies and practices that contribute to the retention and attrition of Black students in electrical, computer, and mechanical engineering. Our four study institutions include historically Black institutions as well as predominantly white institutions, all of which are in the top 15 nationally in the number of Black engineering graduates. We are using a transformative mixed-methods design to answer the following overarching research questions: 1. Why do Black men and women choose and persist in, or leave, EE, CpE, and ME? 2. What are the academic trajectories of Black men and women in EE, CpE, and ME? 3. In what way do these pathways vary by gender or institution? 4. What institutional policies and practices promote greater retention of Black engineering students? Methods This study of Black students in CpE, EE, and ME reports initial results from in-depth interviews at one HBCU and one PWI. We asked students about a variety of topics, including their sense of belonging on campus and in the major, experiences with discrimination, the impact of race on their experiences, and experiences with microaggressions. For this paper, we draw on two methodological approaches that allowed us to move beyond a traditional, linear approach to in-depth interviews, allowing for more diverse experiences and narratives to emerge. First, we used an identity circle to gain a better understanding of the relative importance to the participants of racial identity, as compared to other identities. The identity circle is a series of three concentric circles, surrounding an “inner core” representing one’s “core self.” Participants were asked to place various identities from a provided list that included demographic, family-related, and school-related identities on the identity circle to reflect the relative importance of the different identities to participants’ current engineering education experiences. Second, participants were asked to complete an 8-item survey which measured the “centrality” of racial identity as defined by Sellers et al. (1997). Following Enders’ (2018) reflection on the MMRI and Nigrescence Theory, we chose to use the measure of racial centrality as it is generally more stable across situations and best “describes the place race holds in the hierarchy of identities an individual possesses and answers the question ‘How important is race to me in my life?’” (p. 518). Participants completed the MIBI items at the end of the interview to allow us to learn more about the participants’ identification with their racial group, to avoid biasing their responses to the Identity Circle, and to avoid potentially creating a stereotype threat at the beginning of the interview. This paper focuses on the results of the MIBI survey and the identity circles to investigate whether these measures were correlated. Recognizing that Blackness (race) is not monolithic, we were interested in knowing the extent to which the participants considered their Black identity as central to their engineering education experiences. Combined with discussion about the identity circles, this approach allowed us to learn more about how other elements of identity may shape the participants’ educational experiences and outcomes and revealed possible differences in how participants may enact various points of their identity. Findings For this paper, we focus on the results for five HBCU students and 27 PWI students who completed the MIBI and identity circle. The overall MIBI average for HBCU students was 43 (out of a possible 56) and the overall MIBI scores ranged from 36-51; the overall MIBI average for the PWI students was 40; the overall MIBI scores for the PWI students ranged from 24-51. Twenty-one students placed race in the inner circle, indicating that race was central to their identity. Five placed race on the second, middle circle; three placed race on the third, outer circle. Three students did not place race on their identity circle. For our cross-case qualitative analysis, we will choose cases across the two institutions that represent low, medium and high MIBI scores and different ranges of centrality of race to identity, as expressed in the identity circles. Our final analysis will include descriptive quotes from these in-depth interviews to further elucidate the significance of race to the participants’ identities and engineering education experiences. The results will provide context for our larger study of a total of 60 Black students in engineering at our four study institutions. Theoretically, our study represents a new application of Racial Identity Theory and will provide a unique opportunity to apply the theories of intersectionality, critical race theory, and community cultural wealth theory. Methodologically, our findings provide insights into the utility of combining our two qualitative research tools, the MIBI centrality scale and the identity circle, to better understand the influence of race on the education experiences of Black students in engineering.more » « less
