Gender Bias and Women's Career in STEM: Literature Review

This literature review examines the underrepresentation of women in Science, Technology, Engineering, and Mathematics (STEM) fields, highlighting the significant gender disparity. It explores the barriers women face, including stereotyping, gender bias, lack of mentorship, and the absence of female role models. The review delves into the impact of societal expectations, work-life balance challenges, and the influence of organizational culture on women's career progression in STEM. It also discusses the impact of income inequality and the need for inclusive workplace policies. The review emphasizes the importance of addressing these issues to promote women's success in STEM careers and achieve greater gender equality in leadership positions. The student has provided a detailed overview of the factors affecting women's career advancement in STEM, drawing from various research studies and academic sources.

Running Head: Thesis Literature review
Thesis Literature Review
Student’s Name
University Name
Author’s Note

2Thesis Literature review
Table of Contents
Thesis Literature review..............................................................................................................................3
3.1 Stereotyping as well as gender bias...................................................................................................5
3.2 Mentoring as well as networking.......................................................................................................8
3.3 Role models......................................................................................................................................8
3.4 work life and family life balance.......................................................................................................9
3.5 Motherhood.....................................................................................................................................10
3.6 current study and Research questions..............................................................................................10
Research aim.............................................................................................................................................11
Reference List and Bibliography...............................................................................................................12

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Thesis Literature review
In the domain of science, engineering as well as mathematics that is referred to as STEM, the
representation of women is still very limited. The global statistics show that there is significantly
large number of women doing their graduation in the STEM subjects; however the numbers of
women undergoing education in STEM subjects pursuing their career also in the same domain
are very less. As observed by Abalkhail and Allan (2015), although most important factors that
are faced by women have been reviewed in depth in the empirical studies, the factors that impede
the success of women in course of pursuing their career in STEM area has not been studied in
detail. Again, Wang and Degol (2013) has established in this context that the women positioned
in the leadership position in pursuit of career based on STEM have found proportionately much
lesser success compared to the male counterparts positioned in equivalent positions. In fact,
Amon (2017) observes that even in the domain of academic studies, at the doctoral level, the
representation of women studying in science, technology, math, engineering, as well as medical
is comparatively lesser than men.
One of the major barriers to the growth of women in significant positions of leadership is
that they are mostly not considered for being posted as authoritative figures owing to the
conventional gender biases existing in the workplaces. Gender disparity has been proven to be
existing in both academic as well as professional fields.
The researchers have observed that half of the workforce is constituted by women. However it
has also been observed that less than 30% of the working women are actually appointed in the
STEM field. Analysing the reasons for less participation of women in in STEM fields, Ben-
Noam (2018), inform that in career related to this domain, advancements towards position of

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leadership is very slow for women and the natural propensity for women is to leave their career
half way, when they are appointed in STEM domains. This is substantiated by the statistical
figures that supports the fact that the number of women positioned in senior leadership posts in
organisations are very low. The shortage is however maximum in the fields of STEM.
Buffington et al. (2016), inform that in 61% of the energy companies there is absolutely no
representation of women in board of directors, in the academic fields, 31% of the the full-time
faculties are women and in positions like dean of Institutions for departmental heads, 27% are
only female. Blickenstaff (2005), Analysing the reasons for such low participation of women in
such higher organisational positions, suggest that the primary hindrances that impacts career
growth of women in search domains are absence of role models, who are women, presence of
severe gender bias as well as gender discrimination. Bonneywell (2017), however strongly
argues that women leaving the STEM fields open face bigger issues like lack of networks as well
as supports from resources.
Burkinshaw and White (2017), analyse that the conventional working structure in the STEM
fields expect that women employees are expected to have nurturing as well as Cooperative
nature, where they would be docile and would not negotiate any benefits. On the contrary in the
society allows as well as integers men for promoting themselves in order to get quick progress in
their career. Burkinshaw and White (2017), analysing the approach towards male and female
employees, informed that on one hand women are expected to be Cooperative and assertive
rather than interrogative in their Outlook and male members who possess qualities to occupy
leadership positions are expected to be positive as well as fortright. Statistics provided by the
National Science Academy suggests that conscious as well as unconscious bias news exists in the
society which helps men as well as women being treated differentially within the context of

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STEM jobs. As provided in a study by Buse, Hill and Benson (2017), income inequality is one of
the major factors that is experienced by a woman in the STEM job domains coma particularly for
those who are employing senior positions in organisations. Carnes et al. (2012), stoutly
emphasizes that such in equality is practiced in the rather prestigious organisations like
academies where there are no state first policies for safeguarding the interest of employees
protection for women as well as motivations for progress of women in their career.
These are the Social biases that prevent women from entering leadership positions. In this
context Carnes et al. (2015) notices that there is a enhancing high level regional as well as Global
conversation seeking to put forward the past as well as recent barriers which have been hindering
the enhancement of women participation in the STEM domains. Women are not encouraged to
occupy senior roles and these women employees further demean the interest of the junior senior
employees. Therefore, as observed by Ceci et al. (2014), a gradual misconception regarding the
lack of competence in women stems in the men and women employees in an office.
3.1 Stereotyping as well as gender bias
It has been represented that in the STEMM job domains, participation of women in high level
leadership posts are globally under represented. That is why, all over the world the number of
women working as CEO is only 26% and the number of women employed in fields like
computer science, maths as well as engineering is even less than 22%. This data has been
provided by the u.s. Bureau of labour statistics in the year 2015. Ceci and Williams (2011),
identify that there is a perception of difference in leadership styles of men and women
employees, where in women are expected to have a Cooperative Outlook and generally operate
as a team member, where is main opposite to be direct as well as authoritative in their
approaches. Traditionally Cheryan et al. (2011), identifies that organisational traits of male

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members for the aspect of masculinity in organisations are more suited to compliment the
leadership style and qualities required in modern organisations.
Again, irrespective of the cause behind under representation of women in in leadership positions
in the STEM organisations, a stereotype assumption has been developed that the skill level of
women are low and by reflex did not have the necessary characteristics as well as organisational
aspects which are supposed to be possessed by men for attaining leadership positions. Cheryan et
al. (2009) is ready to call this a very critical aspect of modern definition of sexisnm and this
denies that gender bias exists in organisations and also accounted the empirical evidences that
substantiate biases in organisations.
It has been noted by Coate and Howson (2016), that the female scientists who who are equal in
experience as well as qualifications with their male counterparts are still observed to be
possessing inferior roles, receiving less payment and also not receiving any formal mentoring as
well as formal support. In almost all the domains, productivity statistics shows that women are as
productive as their male counterparts, the fact they are considered to be inferior in context to the
male members regarding their output in companies by their superiors. One obvious explanation
against the working of buyers in this context is that the superiors represent it by 80% male
members, which is by the male domination and male reference works in this context to uplift the
achievements of male employees of the organisation. Male members, which is by the male
domination and Mel reference works in this context to uplift the achievements of male
employees of the organisation. Hence, Corbett and Hill (2015) argue that although the
achievement of female members of the organisation is not disregarded, the overexposure of male
members of the company shadows the achievements of female employees.

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This is an investment atmosphere, which at time forces talented female employees to leave the
STEM fields. Often intelligent and aware women in organizations get affected by this negative
stereotyping regarding their abilities and the overwhelming pressure make some anxious which
in turn affects their performance at workplaces. This social constraint constantly works on them
to make them move away from the STEM fields.
On the basis of the standards set for women in the society, it is possible that women would not
speak for themselves. The feminine nature of employees is associated with employees following
traditions and stereotypes in workplaces and being looked down if they are not doing so.
However, Cundiff and Vescio (2016), observe that female employees who are able to exhibit
masculinity, exhibit lesser emotions and be tough with the fellow as well as subordinate
members are mostly expected to get success.
In strong argument Dasgupta and Stout (2014),identifies that when masculine qualities are
executed by women they are stereotype as rather arrogant, Harsh as well as over ambitious
employees and as expected by the difficulty of typed work Plus societies, women should not be
identifying themselves with male traits. This is because, it is natural for a male worker in a
society to achieve the personal and professional characteristics to be a manager.
Devine et al. (2017), analysing the impact of this procedure of developing stereotypes, has
informed that women Porcupine higher positions in organisations displaying this message using
embedded organisational work culture, generally tend to differentiate themselves from their
natural gender roles.
Hence, analysing these biceps it can be identified that in both organisations of Corporate as well
as academic domains, pertaining to the STEMM fields, there is a need to cultivate professional

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means that can help to tackle the challenges related to gender differentiation and government
workplace policies which does not exclude women rather than try to make them inclusive as well
as accommodative regardless of their gender.
3.2 Mentoring as well as networking
As highlighted earlier, there is lack of role models as well as mentors for the female members.
This is received as a hindrance that prevents women from occupying leadership positions in
organisations. Dhar (2014), identify that in the senior executive positions, the participation of
women is reasonably low. Lack of mentorship, support from peers and other similar hindrances
prevent them from getting access to important data regarding networking that hinders a
professional growth and occupation of leadership positions. The informal network in office that
supports the promotion of male members are not present in context to women and that is what
makes it challenging from them to gain that social capital which is required for promotion to the
managerial opportunities. Evers and Sieverding (2015), observed that quite contrastingly, rather
than the male members, it is there female counterpart its, who has achieved leadership positions
in STEM do means commerce still requires near support and mentorship who will support them
and take their side when the normally face any challenges.
3.3 Role models
Young women are not interesting enough to join work places under STEM domains. The
primary reason behind this, as argued by Glass and Cook (2016), is the lack of role model in the
respective fields. In this context Handelsman (2016), also informed that the presence of a role
model helps the employee to feel inspired. Analysing the reason behind this corner of the same
researchers recommended that women have always acted as the best motivators anywhere in the
society irrespective of the place or position where they have been working. Naturally, the

9Thesis Literature review
exceptional woman who has made it to the top position in the STEM do means, constantly keep
inspiring the young girls who are Aspiring to acquire the same positions in future.
The need of mentorship, as observed by Hill, Corbett and St. Rose (2010), is rather emphasised
by the fact that they largely tend to depend upon what the here, believe as well as with whom
they interact and how they perceive the person whom the following as role models. Hence, it is
of Paramount importance that all the organisation of stakeholders in female members as well as
the female candidates aspiring to join the STEM job domains like elementary schools, university
level professor-ship and so on, so that they can visualise themselves posted in senior positions at
the length of their career.
3.4 work life and family life balance
The responsibility that female members undergo in families of an hinders their growth in career.
Inder and Vashistha (2014), observes that much of the hindrance that women has faced in terms
of career growth has come in the form of managing children, obligation towards family, and so
on. The work life balance that women have been trying to achieve is very hard to get for them.
Naturally, the women nursing career in academic fields and specifically in PhD level, are most
likely to leave their aspirations in the long run. Only 11% of such women find success in their
respective area. Again Kleist (2015), in support of the above stated argument has observed that
women out of this 11%, who are able to find success in their career in academic field generally,
have delay in getting married and getting children and hence success in work life has damaged
their family life balance. Naturally, the same research highlights that women are mostly in client
to get some part time job rather than a full time job in academic field and thereby there chance to
progress in carrier becomes Limited in the Inception only. Laukhuf and Malone (2015), observed
that married women have other applications like a very popular demand is that if the woman is

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working and marriage she has to get a job either in the same geographical region where the
husband is working or in the same office or at least in the same working domain.
3.5 Motherhood
Women who are mothers find more difficult in mobilizing their career and generally end up
failing in fulfilling their organisational aspirations. Lindemann et al. (2016), observed that
controversy and Taboo surrounding motherhood follow women in almost all the job fields and in
this context the STEM fields are not an exception. It is already been highlighted that women who
attained senior positions in organizations either delay in marriage or do not have children at all.
3.6 current study and Research questions
The aim of this study is to review the empirical findings regarding the challenges that women
face in order to achieve senior positions, particularly in the job context of STEM do means. The
participants who have been engage for this research study belong from Germany, India, Canada
as well as USA.
Observed by Mavriplis et al. (2010), employees anticipate the ratio of success in career based on
their cultural as well as social surroundings. In the STEM do means, it can be argued that the
negative stereotypical approach regarding abilities of women are present in almost all countries
including progressive countries like USA. Such perception towards women in workplaces creates
a gender gap and this is a truth that is applicable for all the job fields, globally.
The critical questions that will be covered in the context of the study are:
 What hindrances women face in STEM job domains?
 What prevents women from reaching leadership positions in STEM job domains?

11Thesis Literature review
 What are the challenges that are faced by women after they have reached senior positions
in the respective STEM streams?
Research aim
The aim of this research study is to analyse the career progress of women and what the
experience in the course of teaching leadership positions in STEM job domains. This is an
exploratory research study that identifies the living experiences of working women in the STEM
fields. The research study takes help of a qualitative research design and undertakes an
interpretive phenomenological analysis methodology, for the data analysis section.

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Reference List and Bibliography
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