Where Are The Women In STEM Penhall SMPTEATC2018 · 2020. 4. 5. · Effect’, about Dana Scully of The X-Files. ... the contributions in the field of radioactivity made by scientist

The authors are solely responsible for the content of this technical presentation. The technical presentation does not necessarily reflect the official position of the Society of Motion Picture and Television Engineers (SMPTE), and its printing and distribution does not constitute an endorsement of views which may be expressed. This technical presentation is subject to a formal peer-review process by the SMPTE Board of Editors, upon completion of the conference. Citation of this work should state that it is a SMPTE meeting paper. EXAMPLE: Author's Last Name, Initials. 2018. Title of Presentation, Meeting name and location.: SMPTE. For information about securing permission to reprint or reproduce a technical presentation, please contact SMPTE at [email protected] or 914-761-1100 (445 Hamilton Ave., White Plains, NY 10601).

© 2018 Society of Motion Picture & Television Engineers® (SMPTE®)

SMPTE Meeting Presentation

Where are the Women? The importance of visibility in achieving inclusivity

Krystle Penhall, Editor WeMat Studios, Australia.

Written for presentation at the SMPTE 2018 Annual Technical Conference & Exhibition

Abstract. “If she can see it, she can be it,” is the affecting catch cry of the Geena Davis Institute on Gender in Media. But if she’s not seeing it, it’s almost impossible to convince a young woman that a career in STEM is even fathomable. It will come as no shock to those of us sitting inside one or more categories of marginalization, that the number of women participating in STEM is extremely low. It’s not due to a lack of ability or skill, nor because women lack ambition. Women don’t seek out these roles because they don’t see representations of people who look like them.

STEM literacy is imperative to our success as individuals, as corporations and as nations. We need to expand the scope of talent pools we currently draw from if we seek to innovate, disrupt, inspire and quite frankly, make more money. If we shine a light on an inclusive cross-section of women, companies will have access to a wider pool of committed, hard-working and creative teammates. This boosts work culture, innovation and output - improving the bottom line. While visibility can’t change systemic marginalization overnight, it will chip away at the sometimes-hostile work environments women face.

Women’s heightened visibility in film and television creates greater participation in the real world. In 2012, archery participation saw a dramatic surge across the US after the release of The Hunger Games, with the New York Times reporting that Katniss Everdeen was “the major cause of waiting

The authors are solely responsible for the content of this technical presentation. The technical presentation does not necessarily reflect the official position of the Society of Motion Picture and Television Engineers (SMPTE), and its printing and distribution does not constitute an endorsement of views which may be expressed. This technical presentation is subject to a formal peer-review process by the SMPTE Board of Editors, upon completion of the conference. Citation of this work should state that it is a SMPTE meeting paper. EXAMPLE: Author's Last Name, Initials. 2018. Title of Presentation, Meeting name and location.: SMPTE. For information about securing permission to reprint or reproduce a technical presentation, please contact SMPTE at [email protected] or 914-761-1100 (445 Hamilton Ave., White Plains, NY 10601).

© 2018 Society of Motion Picture & Television Engineers® (SMPTE®)

lists for archery lessons from coast to coast.” This year, 21st Century Fox, The Geena Davis Institute on Gender in Media, and J. Walter Thompson Intelligence, completed a study examining ‘The Scully Effect’, about Dana Scully of The X-Files. They researched the effect the character had in motivating women to work in STEM fields. Of the women surveyed, “63% say Scully increased their confidence that they could excel in a male-dominated profession.”

Through examination of statistical analysis and the application of research and theory, I will analyze industry leaders who are creating diverse and inclusive workforces in aerospace and computing, and the positive effects of this change. Alongside this, I will also offer compelling tales of lived experience where women’s visibility has directly impacted lives for the better – providing empowering takeaways and actionable suggestions for change.

Keywords. STEM; Visibility; Women; Inclusion; Diversity; Gender; Equality; Representation; Minority

© 2018 Society of Motion Picture & Television Engineers® (SMPTE®) 2

Introduction

“If she can see it, she can be it,” is the affecting catch cry of the Geena Davis Institute on

Gender in Media – and it couldn’t be more accurate. Visibility of women has substantial

impact in the real world. However, what happens when a woman grows up with a love for

Science, Technology, Engineering and Mathematics (STEM) and they don’t see anyone who

looks like them doing the work? Their perception of STEM is negatively impacted, their

confidence shrinks, and the pervasive messaging about women not belonging forces them

out.1 According to a study conducted by the University of Washington, this feeling of not

belonging is due to the “masculine culture” of STEM. This is the most powerful factor driving

the underrepresentation of women.2 The study breaks down the masculine culture into the

three main aspects that signal to women they don’t belong: job stereotypes that don’t line up

with women’s self-perception, negative stereotypes about women’s abilities, and a lack of

role models.3

Throughout history, women have fought uphill battles in STEM, only to have their

achievements ignored or commandeered by male supervisors or peers.4 “Over the centuries,

female researchers have had to work as “volunteer” faculty members, seen credit for

significant discoveries they’ve made assigned to male colleagues, and been written out of

textbooks.”5 In 1903, the contributions in the field of radioactivity made by scientist Marie

Curie were ignored. When the initial joint nomination for the Nobel Prize for Physics

occurred for her work in isolating radium, only two men were listed: her husband, Pierre

Curie, and Henri Becquerel. If it weren’t for the intervention of a member of the nominating

committee, and Pierre, Curie would not have received her first Nobel Prize.6 This is just the

first in a long line of hardships Curie faced during her scientific career because she was a

woman.7

Lise Meitner laid the groundwork that lead to the atomic bomb. Although she worked with

chemist Otto Hahn for many years, when Hahn published their findings, he failed to name

Meitner as a co-author. This resulted in Meitner’s name being separated from the discovery


of nuclear fission.8 Women of color have historically [also] faced significant challenges in

pursuing careers in science and medicine.9 Dr. Chien-Shiung Wu substantially contributed to

a milestone in Physics, but when the Nobel Prize was awarded for this work in 1957, her

name was omitted.10

Today, the number of women participating in STEM is not as high as it should be. In

computer science for example, the proportion of women receiving degrees has steadily

declined since the mid-1980s.11 For those women who are in STEM fields, half of them

reported experiencing gender discrimination at work.12 Additionally, a study by the Pew

Research Center stated that:

“The share of women in STEM reporting gender discrimination at work is higher

among those who work in majority-male workplaces (78%), those who work in

computer jobs (74%) and those with postgraduate degrees (62%).”13

Women face many barriers to entry and progression in STEM. These barriers include

unconscious bias, racism intersected with sexism, birthing and heightened childcare

responsibilities, more unpaid labor responsibilities at home, and the gender pay gap.14

In 2015, women filled 47% of all jobs in the US, but held only 24% of STEM jobs.15 The

numbers get even lower when you look at the share of women of color holding STEM

degrees, with Asian women at 4.8%, Latinas at 3.6% and Black women holding only 2.9% of

STEM degrees.16

Jobs in STEM are multiplying. High-level STEM literacy is a way for nations to ensure their

economies are competitive. STEM professionals are in demand, with positions in the US set

to grow by 8.9% by 2024.17 But there aren’t enough people to fill these in demand jobs. Why

then aren’t candidates being selected from the full spectrum of the population? An

awareness of how and why we select and nurture certain types of talent must be present, if

there is a desire to conquer unconscious gender bias and see the true breadth of workforce

options.


Women are both interested in and capable of pursuing and excelling in STEM fields.

However, one-in-five women in STEM (20%) say their gender has made it harder to succeed

at work, compared with 7% of men. For women who work in majority male STEM settings,

that figure rises to 48%.18 Women face a leaky and narrowing pipeline if they do progress.

Women who receive STEM degrees are less likely to choose STEM careers compared to

men. Among the women who do go into STEM fields, nearly twice as many leave their fields

than men do. Passing through the STEM career pipeline, women drop out remarkably more

often than men, resulting in a much smaller proportion of women at the end of the

pipeline.19 Women who work in STEM report numerous experiences with discrimination. This

includes being treated as if they are not competent (29%); earning less than their male

counterparts for the same job (29%); experiencing repeated, small slights at work (20%);

and receiving less support from senior leaders than a man doing the same job (18%).20

There are many hurdles to creating an inclusive workforce, but it is both possible and

necessary to do so. The most powerful way to change culture is to shine a light on a diverse

range of people in STEM. This isn’t a Band-Aid solution. It’s a long-game alternative to

programs like non-inclusive diversity policies and shortsighted quotas that don’t create

enduring change.21 Women are motivated, ambitious and smart. By highlighting women

working in STEM, talent pools will expand. To innovate, disrupt, inspire and, quite frankly,

make more money, we should include and value all types of people. When representation of

women is heightened, it leads to a normalizing of their presence in STEM. This reduces the

severity of many of the barriers women face, and inspires more women to not only join

STEM, but to stay.


Where are the Women in STEM?

To understand how visibility of women can yield strong results, one must first understand the

status quo in STEM. The movement for equality has made leaps and bounds over the last

100 years in the western world. On paper, it reads like women can have any job they desire.

But the truth is, women don’t have equal access to all types of work.

Why women and girls don’t choose STEM Women don’t choose STEM for a multitude of reasons, with the process beginning during

their early years. A scientific study showed that “as early as 18 months of age, children have

knowledge of gender stereotypes that grows in amount and in complexity across

development.”22 If you’re only exposed to visual representation of male medical doctors

during early childhood, then when you’re grown, you will expect that a doctor is a man. In

research conducted by Mikaela Wapman (CAS’14) and Deborah Belle, a psychology

professor, the pervasive nature of gender bias and STEM was examined using a riddle

named the surgeon’s dilemma:

A father and son are in a horrible car crash that kills the dad. The son is rushed to

the hospital; just as he’s about to go under the knife, the surgeon says, “I can’t

operate—that boy is my son! How is this possible?”23

If you didn’t deduce that the surgeon is in fact the boy’s mother, then you’re in the majority.

Researchers Wapman and Belle ran the riddle by two groups: 197 psychology students and

103 children (aged 7-17). In both groups, only a small number of participants—15% of the

children and 14% of the students—figured out that the surgeon was the boy’s mother.24

There are damaging stereotypes in popular culture about what it looks like on a day-to-day

basis to work in a STEM field.25 Maria Spio, an entrepreneur and electrical engineer, says,

“A big part of why women and girls don’t go into technology, is they don’t want to be in the


lab all day. But there are…so many other options.”26 Women and girls are not exposed to

these options as much as boys.

Mechanical engineer and CEO of Goldie Blox, Debbie Sterling, is a self-professed “pink aisle

disruptor,” who is inspiring future generations of female engineers.27 Although she loved

math and science throughout high school, when her math teacher suggested she major in

engineering in college, she was confused. “I pictured a greasy old man working on a train

engine, and I was not interested,”28 she said. Debbie struggled at Stanford because she

didn’t receive the same foundational STEM knowledge as her male peers during their early

school years. “I had almost no engineering training in my K-12 education [so when I went to

college] I was behind.”29 In college, her love for STEM almost wasn’t enough to keep her

pushing against the barriers she faced. These barriers included male classmates ignoring

her ideas, and feeling like she didn’t belong. “A million times I thought I wasn’t good enough,

I wasn’t smart enough and I almost quit.”30

Women in underrepresented fields in STEM face an unequal educational experience

compared to men. Due to being isolated as one of few women in class, “studies show that

female STEM students in typically male-dominated majors are more likely to change majors

(relative to their male peers), in response to low grades.”31 When pursuing a STEM

education, women aren’t valued in the same way as men and can face overt

microagressions. The National Academies of Sciences, Engineering, and Medicine stated

that, “there is evidence that underrepresented students commonly encounter more overt

stigma experiences. Those experiences have been characterized as microaggressions, from

instructors, peers, administrative staff, and others.”32 These microaggresions can lead to

underrepresented students feeling devalued and isolated, and can inhibit their academic

performance.33 This is not something that a majority-student experiences in a classroom.

Women face a more difficult time getting one-on-one help from tutors and professors, and

have a higher chance of teachers assuming the reason they don’t understand a tough math

or science concept, is because of their gender.34 While studying STEM, women also

experience accessibility issues and “as many as 30% drop out due to lack of flexible work


hours and child care.”35 After college, when women decide to stay on in the world of

academia, it doesn’t get much easier. A committee of senior professors at the

Massachusetts Institute of Technology (MIT) found that “even if women do find themselves a

faculty position, they are frequently paid less than their male counterparts, given less lab and

office space, get fewer awards for their work, and [are] given access to fewer resources.”36 A

study by the American Institute of Physics found similar results when they looked at 15,000

physicists in 130 countries. The study stated that, “in almost all cultures, female scientists

received less financing, lab space, office support and grants for equipment and travel, even

after the researchers controlled for differences other than sex.”37

Engineers are made, not born In her work Testosterone Rex: Unmaking the Myths of our Gendered Minds, Cordelia Fine, a

Professor of History and Philosophy of Science at the University of Melbourne, shatters the

gendered myth that girls and boys have strictly biological traits. She says, “Biological sex

doesn’t have straightforward consequences for male and female roles.”38 Fine’s work

explores the idea that gender essentialism is biologically and sociologically unsound. She

states that:

When we notice that girls and women sometimes take risks and compete to the

same degree as boys and men, when we realize that people have idiosyncratic

mixes of ‘masculine’ and ‘feminine’ brain characteristics and gendered qualities, it

becomes clear that biological sex can’t have nearly as potent and effect on male and

female behavior as it does on male and female anatomy.39

In other words, if boys and girls aren’t born with an inherent math skill, we need to ensure

girls are set up for the same STEM success as boys. Sterling also found similar results

during the research and development phase for her first prototype-engineering toy. “I read

every research article I possibly could, every book on gender differences and childhood

development, and what I learned from this research, is that the lack of girls and women in

tech has nothing to do with biology, it’s cultural.”40 Results published by Daniel Voyer, a

professor of psychology, prove that girls have been outperforming boys for 100 years.41


Voyer reviewed 308 studies involving more than 1.1 million boys and girls who were

students from 1914-2011. According to the data that included students from 30 countries,

girls have been outperforming boys in all of their classes — reading, language and math and

science.42

STEM skills are learned. One doesn’t have to be a savant to be good at math. Girls’

competence in STEM during their early school years is empowering messaging that a large

number of women and girls just aren’t receiving. As the American Association of University

Women (AAUW) stated when describing psychologist Carol Dweck’s growth-mindset

research, “the more girls and women believe that they can develop the skills they need to be

successful in STEM fields (as opposed to being ‘gifted’), the more likely they are to actually

be successful in STEM fields.”43 So if girls are not biologically predetermined to fail at STEM,

why are they not pursuing it with the same confidence as boys? In high school, less

emphasis is placed on cultivating girls’ interest in STEM compared to boys.44 Without

educators specifically engaging female students to participate, it’s unlikely that girls’ interest

will be cultivated. If a girl does go on to study STEM in college, she is more likely to be

behind in her studies than her male classmates, due to this lack of engagement in high

school.

Why mid-career women leave STEM At the tertiary level, the number of men and women holding undergraduate degrees is

almost equal, but women make up an extremely low number of degree holders across all

STEM fields, especially engineering.45 For those who tackle the barriers of disengagement,

support and negative messaging to actually gain a college degree in a STEM field, many

leave the industry mid-career.

There are a number of reasons why women leave STEM, and the issues they face at work

are varied. In the sciences it can be anything “from unwanted comments and weird texts, to

missed promotions and direct assaults. Female graduate students and postdocs are often

vulnerable while working in male-dominated field camps, laboratories, or remote


observatories where there are few places to turn for help.”46 Other issues women have to

battle are unconscious bias, racism intersected with sexism, managing more childcare and

unpaid labor at home, and less pay for equal work.47 While this is not an exhaustive list of

motivations behind women leaving STEM, it does paint a vivid picture of the different

barriers women face compared to men.

The AAUW states “women who leave engineering are very similar to women who stay in

engineering. The differences are found not in the women themselves but in their workplace

environments. Women who left were less likely to have had opportunities for training and

development, support from co-workers or supervisors, and support for balancing work and

non-work roles, than were women who stayed in the profession.”48

Gender bias is subtle and pervasive. It is defined as a preference or prejudice toward

one gender over the other. It can be conscious or unconscious, and may manifest in many

ways, both subtle and obvious.49 This bias impacts the belief that male leadership styles are

the standard to which all must aspire. But there are many types of leadership styles, each

with benefits and limitations.50 Former Wharton Management Professor, Anne Cummings,

says that, “culture has a huge influence on how women develop as leaders. More and more

we are seeing that women have very masculine leadership styles.”51 In comparing the ways

men and women lead, Cummings stated, “that men tend to be more task-oriented, while

women take on a more interpersonal style of leadership. Therefore, a ‘masculine’ style tends

toward assertive and task-based behaviors, while a ‘feminine’ style is more relationship

oriented and ‘democratic.’”52 If a woman does exhibit a more ‘masculine’ leadership style,

she will likely not be perceived as effective as a man would be for exhibiting the same

behavior. Research shows that of the people who emerge as leaders in a laboratory setting,

male leaders are judged more effective than women leaders. “That’s the scary part,”

Cummings noted. “Men and women can exhibit the same results and accomplishments, [but]

the perception of their effectiveness is different.”53 “If you're not respected and valued,”

added Sara Seager, Professor of Planetary Science and Physics at MIT, “Then why do [the

work]?”54


By default, hiring managers hire and promote people who look like them.55 If most leaders in

an organization are white men, other white men will see leadership as a viable pathway. The

unconscious gender bias that influences hiring does not bode well for women, with “about

72% of CEOs in top Fortune 500 companies [being] white males, [and] less than 1% African

American females.”56 Lisa Saksida, a Cognitive Neuroscientist and Scientific Director at

Western University’s BrainsCAN in Ontario, says of implicit bias that, “People often don’t

think about women.” “It’s not intentional, necessarily, but the first people who come to mind

are often the men.”57

Women also leave STEM because they are fatigued of hostile work environments. This

hostility can take many different shapes and can substantially impact a woman’s career. It

can include passing over women for promotions, judging women’s performance more

harshly than men, lower pay for the same work, smaller bonuses, fewer stock options,

exclusion from networks, microaggressions, and ignoring or mishandling complaints of

discrimination or sexual assault.58

Over a three-year period, Nadya Fouad – a faculty member in the Counseling Psychology

area of the Department of Educational Psychology at the University of Wisconsin-Milwaukee

– gathered data on why women don’t go enter or stay in engineering. She hoped to gain

1,200 respondents for her report, but ended up getting over 5,000 unleashing a wave of

pent-up frustration, disappointment, and anger. “We really touched a nerve,” she said.59 The

stereotype of women opting out to fulfil family caregiving responsibilities did play a part in

some respondents’ reasoning to drop out. But it was only one-third of women (17%), with the

majority two thirds leaving to pursue better opportunities in other fields. Fouad found that

women consider leaving engineering because their supervisor does not support them. Also

because “they don’t have training and development opportunities, and their colleagues are

uncivil to them, belittle them, talk behind their backs and undermine them.”60

The most alarming examples of the hostility women can face in STEM can be found in the

world of gaming. “It is at least anecdotally clear that one reason for women’s

underrepresentation is that it is an actively hostile and misogynistic space for female game


designers and programmers.”61 In late 2012, the hashtag #1reasonwhy went viral, when

women in the gaming industry started sharing the reason why there aren’t more women in

their tech-heavy industry. The responses were shocking, but it’s important to understand that

the kind of fears a woman considers before entering or continuing in a STEM field, are

justifiable. In their chapter ‘Gamer-hate and the Problem of Women’, Jennifer Jensen and

Suzanne De Castell chronicled some of the tweets women published at the time, listing

reasons why there aren’t more women in tech:

[There aren’t more women in tech because] conventions, where designers are

celebrated, are unsafe places for me. Really. I’ve been groped #1reasonwhy

[There aren’t more women in tech because] I was told I’d be remembered, not on my

own merits, but by who I was, or was assumed, to be sleeping with #1reasonwhy 62

Women are ambitious, smart and capable – stop blaming them There isn’t a lack of women in STEM because they are not motivated, ambitious, or smart

individuals. A marginalized person cannot be blamed for the system that is ostracizing them.

The marginalization of women at work is a systemic issue that is larger than women learning

to lean in or ask for a raise. Fouad says of women bowing out of the workforce, “It’s not

about ‘fixing the women’ – making them more confident or anything. It’s really about the

climate in the workplace,” she said.63 Advice given by movements like Sheryl Sandberg’s

popular Lean In strategy, takes the overall failure of women thriving in the workplace, and

“puts the responsibility of changing workplace behaviours entirely on the shoulders of

women.”64 Since the Lean In movement launched, numerous women's leadership programs

have sprung up and are aimed at changing women and they way they approach their

careers. “What [the programs] don't do, is address structural barriers,” says professor

Michelle Ryan. “[Women’s] ambition, motivation and willingness to sacrifice, do not occur

within a social vacuum. They are shaped and constrained by organisational and social

context.”65 Instead of focusing on changing women, the emphasis needs to be on changing

the systems and structures that favour men at women’s expense.66 There is enough room

for everyone at the table.


Women not seen as experts Engaging women in STEM conferences and networking events is integral to achieving

diversity and inclusion. European business writer Thomas Frostberg argues that including

more women in conference planning and participation, “is not about taking competent men

and replacing them with less competent women.” “Rather, [it’s] the opposite,” he says. “This

is about recruiting from the whole competence pool.”67 There are online tools available to

ascertain how diverse we should expect a conference line-up to be. The Conference

Diversity Distribution Calculator shows the chances of a conference over-representing

women versus not representing women at all. The maker of the tool determined that in an

unbiased selection, you’re significantly more likely to see more than the expected number of

women at tech conferences, than none at all. 68 However, this isn’t how it occurs in real life.

Tech conference speaker line-ups frequently contain few or no women at all. In January

2016, Davos hosted an all-male panel on women’s equality. In April 2016, PayPal held

another all-male panel on gender equality. In March 2017, Goldman Sachs hosted a two-day

technology conference where 93% of the speakers were men.69 Male overrepresentation at

conferences is so common, there’s a satirical Tumblr account named ‘Congrats, You Have

An All-Male Panel!’ devoted to mocking it.70

Conferences and industry networking events can be enriching experiences, adding value to

a career. But they can also be uncomfortable places for women, who don’t see many

attendees or speakers who look like them.71 Conferences and networking events can be

more difficult for women to access than men. It is documented that women are paid less for

doing the same work.72 This means that women who are not sponsored by an employer to

attend a conference, have to work more hours to accommodate the cost. A woman’s

experience at a conference is negatively impacted if it is an unwelcoming or unsafe

environment. In 2015, it was reported that 90% of women in technology have witnessed

sexist behaviour at company offsites and/or industry events. Women in technology also

report feeling excluded from key social/networking opportunities because of gender (66%),

and high-levels of unwanted sexual advances (60%). Disrespect and being ignored is also

something women navigate at conferences and networking events, with 88% of women in


technology having experienced clients/colleagues address questions to male peers that

should have been addressed to them.73

Today, women still do not feel welcome at all conferences and panels. “In 2015, at the World

Conference of Science Journalists, British biochemist Tim Hunt was taken to task for saying,

"Let me tell you about my trouble with girls. Three things happen when they are in the lab:

you fall in love with them, they fall in love with you, and when you criticize them they cry."

And in 2017, at an astronomical conference in Norway, women walked out after Nobel-prize

winning economist Christopher Pissarides told the gathered crowd that he prefers using a

male voice when using iPhone's voice assistant, Siri, because a man's voice is more

trustworthy. These are the kinds of attitudes and behaviors that push women out of

STEM.”74

Heightened Visibility of Women on Screen

Our appetite for entertainment media is insatiable. According to MPAA Chairperson and

CEO Charles Rivkin, global consumer spending in the theatrical and home entertainment

market is growing, with the global box office hitting another record high in 2017.

Subscriptions to online video services has also swelled, jumping up by 33%.75

With more people consuming screen stories, it’s important to consider the impact this has on

options for women. “The media is a powerful mechanism that subconsciously infiltrates the

way society views women,”76 says Katlyn Grasso of The University of Pennsylvania. It can

greatly influence the decisions we make in life and shape the opinions we hold.

A plethora of examples can be found when examining the impact that women’s heightened

visibility has in a real world context. Whether you explore participation in sport, education,

technology, space or public service, visibility works.


The number of girls participating in organized sport compared to boys is low. But in 2012,

archery participation saw a dramatic surge across the United States. This was due to the

The Hunger Games, the first film in a series featuring a young woman protagonist who

develops high-level archery skills while catching game for her loved ones who would

otherwise starve. This increased participation led to the New York Times reporting that

protagonist Katniss Everdeen was “the major cause of waiting lists for archery lessons from

coast to coast.”77

Taylor Richardson, a 14-year-old aspiring astronaut and engineer, knew the importance of

visibility when she raised funds for 1,000 girls to see Ava DuVernay’s film A Wrinkle in Time.

On her GoFundMe campaign page, Richardson said it was important young women of color

see themselves in the protagonist Meg, “a brown girl, front and center, who looks like me.”78

Richardson wanted to make sure that many young women of color see STEM as an option,

saying, “This can be me and many girls who look like me. It was beautiful and amazing to

see [a girl of color protagonist] and the [other] diverse characters that are also in the

movie.”79

The film adaptation of Hidden Figures, from its namesake text by Margot Lee Shetterly, is “a

powerful example of how media can help change the face of the space industry for the

better,” says Kay Sears, VP of Strategy & Business Development at Lockheed Martin. Sears

also said, “It’s this type of portrayal and celebration of gender diversity in our industry, past,

present, and future that can really spark the next generation of women in science and

engineering.”80 After watching Hidden Figures and seeing young girls get excited and

motivated about STEM, Julie Williams-Bryd, Deputy Center Chief Technologist at NASA,

made sure to prioritize time to go out and speak to young girls about working at NASA. “We

have so many young girls now willing to come through NASA and do internships and…to

just take tours because now they realize ‘this is something I can do,’” she said. “It’s not just

for the boys.”81 During a presentation to girls of color at a middle school, NASA engineer

Kristy Brumfield confessed that when she was in high school, she didn’t even know what an

engineer was. “I was just like you,” she told a group of girls who were starting to show

increased interest in STEM since seeing Hidden Figures.82 The principal of Arthur F Smith


Middle Magnet School, Norvella Williams said that the girls at her school are now expressing

an interest in STEM and after seeing Hidden Figures: “They felt empowered.”83

“If girls do not see women in the Oval Office or Fortune 500 boardrooms, careers in male-

dominated industries may seem elusive to them.”84 If media and entertainment show diverse

women and girls working in STEM, then they are more likely to believe pursuing work in this

area is possible. Having diverse representation of women and girls in films like The Hunger

Games, A Wrinkle in Time or Hidden Figures, provides guidance on what they can imagine

for themselves. “That just helps break these glass ceilings a little bit more for them”, says

NASA Langley engineer Debbie Martinez.85 Danielle Lee agrees, stating in Scientific

American that for women and young girls, “being able to identify female role models helps

them imagine themselves as STEM professionals. The role models enhance their

perceptions of such careers and boost their confidence in studying such subjects.”86

Working in STEM: Scully Inspires Scientists

In September 1993, women and girls were introduced to a new kind of hero on television: a

medical doctor turned federal agent in the FOX network’s science fiction drama The X-Files.

Played by actor Gillian Anderson, Dr. Dana Scully was the skeptical scientist enlisted to

debunk the work of paranormal believer and fellow FBI agent Fox Mulder. In television and

film, the pair investigated unexplained phenomena from 1993-2008, with a recent return to

air in 2016 and 2018. In the 90s, Scully stood out as one of very few female STEM

characters in prominent prime time television. She was thorough, procedural, and confident -

descriptors largely reserved for male characters at the time. Scully was a beacon to many

women and girls who hadn’t seen a woman character like this before. Instead of playing the

victim or enabling the male protagonist’s emotional story beats, the value she brought was

intelligence and strength of character.


Scully’s influence One of the longest-running science fiction series in network TV history,87 The X-Files

forever changed the television landscape, ushering in the age of arching mythologies and

hardcore Internet fandom.88 It was “a proving ground for an impressive number of writing

phenoms — most notably Breaking Bad’s Vince Gilligan, and Homeland’s Alex Gansa and

Howard Gordon.”89 The show’s biggest gift to pop culture, however, was Dana Scully - her

influence visible in many characters since she graced the halls of FBI headquarters. Scully’s

impact is seen in the skepticism of Temperance Brennan from Bones; the intelligence of

Joan Watson in Elementary; the bravery of Olivia Benson in Law and Order: SVU; the

determination of Sydney Bristow in Alias; the loyalty of Zoë Washburne in Firefly; and the

empathy of Olivia Dunham of Fringe,90 – and that’s just to name a few.

What is the ‘Scully Effect’? Along with this great influence on fictional characters, Scully also left a substantial real-life

impression on women and girls pursuing STEM. For most of her tenure as Scully, actor

Gillian Anderson only had anecdotal knowledge of this impact, citing that, “I’ve met a lot of

women in law enforcement, I’ve met FBI agents, I’ve met doctors…a huge amount [of]

women getting into the sciences around when The X-Files was on.”91 Speculation about the

effect went on for over two decades, with a lack of hard data to prove it was real. Dr. Anne

Simon, The X-Files science advisor, became aware of Scully’s influence around the fifth

season of the show. Being a scientist, she wanted to test the theory for herself. While Simon

was teaching a 500-person intro to biology class, she asked her students if watching Dana

Scully on The X-Files had influenced them. Over half of the students raised their hands in

the affirmative.92 Science writer Abby Norman has also heard first-hand about the impact

Dana Scully had on women. “I have met so many incredible scientists through the work that I

do”, she said. “What’s incredible is the consistency with which they cite Scully as an

inspiration.”93

In early 2018, the Geena Davis Institute on Gender in Media, J. Walter Thompson

Intelligence, and Twentieth Century Fox released a report evidentially confirming the

existence of the “Scully Effect”, its official moniker. The study gathered data from over 2,000


women, aged 25 years and older. It found significant evidence of the Scully Effect impacting

women and girls. When it comes to attitudes towards STEM, Scully increased women’s

understanding of STEM as important. She inspired regular viewers of The X-Files to major in

a STEM field in college and work in a STEM profession, compared to women who watched

the show less regularly.94 Thanks to Scully, frequent viewers of The X-Files were found to be

43% more likely than other women to have considered working in a STEM field.95 The final

part of the study examined Scully as a role model for women and girls, with nearly two-thirds

of women in STEM saying Dana Scully served as their role model. Scully’s reach spans

even further than just STEM-specific roles, with 63% of women familiar with her, saying she

increased their confidence in working in a male-dominated profession.96

What does the data mean? The data from The Scully Effect report proves that representing women in STEM directly

correlates to real world participation. There are many barriers to entry and career longevity

for women in STEM. They need access to role models to admire, exemplifying potential

successful career paths. Without good examples for women, the narrative around STEM

being a hostile place will not change. If potential employees think that an industry is not

welcoming, they will self-filter and not consider it an option. An effective way of ensuring

women consider and stay in STEM, is to heighten the representation of those already

working in STEM fields.

STEM Practitioners in the Real World Shattering stereotypes Although there currently are not enough women working in STEM, the strictly loner male

genius nerd stereotype of engineers and tech workers doesn’t exactly represent what it

looks like to work in STEM in the real world either.97 With skills like collaboration, creativity

and emotional intelligence integral to high performance in STEM jobs today, many different

types of people can and do find a home in the industry. Stereotypes like the loner genius

aren’t just something innocuous that we don’t need to worry about: they can be damaging to

achieving an inclusive workplace. “The loner stereotype can deter talented people from the


industry — not just women, but anyone who thinks that sounds like an unattractive job

description,”98 writes New York Times correspondent and tech writer Claire Cain Miller. One

way STEM can broaden its inclusion is to shatter the prevailing geek-boy stereotype, by

highlighting the kinds of qualities truly needed in employees today, like critical thinking,

creativity, collaboration and curiosity.99 The flow on effect of this will be STEM attracting a

less homogenous group of potential hires, changing the composition of people coming in.

#iLookLikeAnEngineer In August 2015, a young full-stack engineer named Isis Anchalee received a host of

backlash for appearing in a recruitment campaign for OneLogin. She was one of four

employees who took part in the ad campaign featured in the BART public transit stations in

San Francisco.100 Each ad featured an image of a real life engineer, and a quote on their

time at the company. Anchalee’s advertisement quickly went viral, with a lot of

commentators on social media trying to figure out who this campaign was targeting, if she

was smirking too much, and if she was even what an engineer looked like. Anchalee wrote a

post on Medium in response, saying, “Some people think I’m not making ‘the right face’.

Others think that this is unbelievable as to what ‘female engineers look like’”.101 As a way to

use her unwanted fame for good, she started the hashtag #iLookLikeAnEngineer and took to

Twitter with a photo of herself holding paper with the phrase “I help build enterprise software”.

This quickly opened the floodgates, with many women around the world posting photos of

themselves with their dog, pink hair, pregnant or in fancy dress…all while being engineers.102

The response was so great to her hashtag that Anchalee set up a website where women

engineers could continue to share their stories and create a community.

Kimberly Bryant and Black Girls Code Kimberly Bryant didn’t have a lot of STEM role models when she was growing up in the

1970s. She counts herself as one of the lucky ones from her community saying that it was

“indeed an impossible task for a young girl of color growing up…who never saw an engineer

anywhere in my general vicinity or neighborhood, to select a career in [electrical]

engineering.”103 Bryant went on to found the non-profit Black Girls Code, an organization that

focuses on providing technology education for African-American girls.104 With computing


jobs being among the fastest growing and highest paid positions in the US economy, Bryant

knows that to set the young women of her community up for success, they need to have a

high level of technology literacy or risk being left behind as participants in the burgeoning

innovation economy.105 Bryant acts as the role model she never had for both her young

daughter, and the one million girls across the US that she aims to train in computer

programming by 2040.106

Inclusion is Good for Business

Last year, the US Department of Commerce said that “America’s STEM workforce is crucial

for generating new ideas, receiving and commercializing patents, and providing the flexibility

and critical thinking required in the modern economy.”107 But you won’t have access to the

best ideas and critical thinking unless you engage a diverse mix of people and make sure

work culture is inclusive. Canada's Minister of Science Kirsty Duncan, a former scientist

herself, said that getting more women into high-ranking scientific position adds new

perspectives. "We absolutely need women's ideas, their smarts, their voices. We get better

results," she said. "When you include women, they may ask different questions, use different

methodologies, and they may get results that benefit everyone."108 Kay Sears, a VP at

aerospace and security firm Lockheed Martin, also supports the idea that having different

types of people together yields better results. She is confident that Lockheed Martin has

benefited greatly from their push for a more diverse workforce, and argues that diversity

actually creates a better product. “If everybody looked the same around the table” she said,

“I’m not sure you would get that challenge, or that creativity that ultimately is the product of a

diverse team.”109

“When you understand how to nurture all of your employees, not just the ones that are like

you, you allow them to bring their whole selves to work.”110 And when workers are allowed to

be their whole selves at work, and are not having to spend energy battling sexism, racism, or

homophobia, they can focus their energy on creating innovative products, improving

pipelines, and increasing output.


Within ten years, the US will see a need for 1.7 million more engineers and computing

professionals. But there won’t be enough trained workers to fill these positions. With this in

mind, companies “simply can’t afford to ignore the perspectives or the talent, of half the

population.”111 If a company is ranked highly as a place to work, then it will have a better

selection of high-quality candidates. Those candidates will be easier to attract and retain if a

company is inclusive. “Employee retention is crucial to running a lean and successful

business. Zappos’ CEO Tony Hsieh famously stated that bad hires had cost the company

$100 million by 2010.”112 Women in Tech and LGBTQ empowerment coach Ciara Gogan

says of providing a work environment of integrity and authenticity, “You'll be an employer of

choice, giving you a competitive edge in this hot economy and improving your employee

retention.”113

Aerospace and inclusion To accomplish seemingly impossible tasks, you need access to the best minds, and the

space industry is no stranger to improbable tasks. In 2016, then Deputy Administrator of

NASA, Dr. Dava Newman said, “Diversity equals excellence, and excellence demands that

we have diversity.”114 The numbers of women participating at NASA isn’t yet the gender

parity we need to see, but they have made an effort to improve the inclusivity of their culture.

Across its ten centres, NASA bodes a workforce of more than one-third women employees,

and in 2016, it selected its first gender-balanced class of astronauts.115 Allison McIntyre is a

flight operations directorate at NASA, and the chief of the space vehicle mockup facility. She

believes that aerospace is more inclusive for women compared to other tech fields, saying,

“It is definitely more inclusive for women. I’m really blessed to be in an organisation...that

really rewards you on your merits, not on gender. Approximately 50% of the management in

the Flight Operations Directorate, branch chief...and above...are women.”116

There is a NASA research facility located in Southern California which has a known

reputation for taking on many different kinds of women, as both interns and employees.

Although the genesis of this facility began with a predictable gathering of three young men,

its inherent foundational values were perhaps less typical of the time. The young men were


innovative, risky, troublemakers, dreamers and they were only tolerated on the Caltech

campus where they began.

JPL then – welcoming women in the early days In the late 1930s, engaging in rocket research wasn’t prestigious. In fact, the endeavor could

garner you a host of ridicule from your fellow scientists.117 “I don’t understand how a serious

scientist or engineer can play around with rockets,” said Vannevar Bush, an engineering

professor from MIT at the time.118 But Frank Malina, Jack Parsons and Ed Forman, the

young and innovative members of the ‘suicide squad’ out of Caltech, didn’t seem to mind the

derision they received. These occasional troublemakers were too busy experimenting with

rockets on campus, sending shards of metal flying through the sky and turning expensive

equipment to rust.119 In 1940, the group was awarded its second grant, marking the US

government’s first investment in rocket research. With this funding, their main endeavor was

to build a rocket plane. It was this project that saw the beginnings of what we now know as

NASA’s Jet Propulsion Laboratory (JPL).

With this new project came a lot of extra work. Malina, Parsons and Forman sought out the

help of math-whiz and friend Barbara Canright. They tasked her to run calculations, with a

single experiment taking as long as a week to calculate by hand, filling as many as eight

notebooks.”120 The next two computers JPL hired were Virginia Prettyman and Macie

Roberts. Not long after she was employed, Roberts was promoted to supervisor and allowed

to hire for her own team. “This was not a typical move in the early 1940s. Most places

wouldn’t put a woman in charge of hiring and managing her own all-female division within an

engineering department. But JPL wasn’t a typical place.”121 And so on it went, with JPL

comfortably hiring more and more women over the next two decades. Notably, engineer

Helen Yee Ling Chow, whose computations lead to Jupiter-C’s success in the late 1950s,

and Janez Lawson, also an engineer and JPL’s first African American employee.122

The foundational integrity and values an organization embodies at its genesis matters.

Especially when considering why one organization or industry is more inclusive than

another. JPL’s start was based around innovation, risk and ridicule, which makes it easy to


see why their work culture today is an inclusive environment for women. It wasn’t prestigious

to work on rocket research in the 1940s, as it was associated with science fiction.

Historically, when a field is less desirable to men, due to lower pay, position, or prestige,

they aren’t as attracted to it. This opens up more space for women to fill. Intelligence and

innovation were valued highest at early JPL, outweighing the ego-driven or power-fueled

need for discrimination. They just wanted to do the work. JPL weren’t afraid of promoting

women into leadership in their early days. Macie Roberts hiring and managing her own all-

woman engineering team in the 1940s is a great example of this. Women in supervisory

roles can lead to greater inclusion of women. Engineer and supervisor Helen Yee Ling Chow

remembers that back then, men thought they knew more than she did, so if she was in

charge of them, it could be uncomfortable for both parties. “So I just hired women just out of

college,” she said. “I thought that if [I] didn't give them a chance, they'll never get a

chance."123

JPL now – an inclusive place to work It’s no wonder that today, many people desire to work at JPL. It was ranked third in the “best

places to work in IT” listing in 2017.124 The facility itself now spans over 177-acres at the foot

of the San Gabriel Mountains, a few miles outside of Pasadena, California. Today, a

pathway to gain employment at JPL is to first secure an internship there while in college.

That’s what C.J. Giovingo did while they studied to become an engineer at Capitol

Technology University in Maryland. Shortly after their internship ended, Giovingo was

offered a full time role at JPL, and they are now working on the Mars rover mission

scheduled for 2020. Giovingo says JPL’s culture was a reason to remain after the internship

ended. “I am a trans person,” they said. “So [JPL’s] diversity was a really big, important part

for me. I wanted to know that I was not only accepted, but also that I had a community to

grow into.”125

Diverse workforces are critical for the future of aerospace Not only is expanding the pool of potential candidates the right thing to do, it is becoming

critical for the success of the space industry to diversify the skills and talents in its workforce

if NASA desires success.”126 Otherwise, it won’t have enough qualified STEM workers to fill


available positions. “Today, tech talent is being lured away from the space industry. Web

giants like Google, Facebook and Amazon are snapping up engineering graduates

wooed by high-paying jobs and a sprawling work campus rife with amenities. The result

is a “graying” aerospace industry — one that is losing people to retirement faster than it

can backfill jobs with fresh talent.”127

Diverse intern pool JPL is actively building a larger, more inclusive workforce through cultivating a diverse intern

pool. They pay their interns a stipend to work full-time on campus, allowing people of

differing financial means to participate. They also work at sourcing different kinds of

applicants through jobs fairs, relevant conferences, and through minority-serving institutions,

like the National Society of Black Engineers and Society of Women Engineers.128 JPL are

also working to shift perceptions around the type of people who can work in aerospace. The

program coordinator at JPL’s education office says, “A lot of times, one of the biggest

challenges that we see from students from an underrepresented population, is that they

don’t think they’re eligible or can compete for these [intern] opportunities.”129 JPL counter

this thinking by showcasing a diverse array of faces working in aerospace on their website

and social media channels. Today, it’s a common occurance to see a woman explaining her

latest project on a JPL Facebook video. Like when scientist Ingird Daubar explains in her

video how she finds the best parking spot on Mars for InSight.130 Or when systems engineer

Farah Alibay talks in her video about being a woman of color in engineering, and seeing

three of her spacecraft on their way to Mars.131 JPL’s photography and language across its

online branding isn’t homogenous. It features a diverse range of faces. Most notably on their

NASA JPL Careers Facebook page. JPL are a place that welcomes women and highlights

their achievements. Debora Wolfenbarger, a technology transfer specialist who has been

with JPL for 40 years says, “I’ve always felt that I’ve been on an equal playing field with

everybody. I’ve been given opportunities to do things that most people would totally dream

about doing.”132


IBM and inclusion In 2017 for the fourteenth year running, IBM was listed as one of the top companies for

multicultural women.133 The overall list isn’t very long, consisting of only 25 companies, but

IBM has consistently made the upper echelon of the list since its inception, when only three

companies met the criteria. To make the list, IBM had to demonstrate “best practices in

hiring, retaining and promoting women of color, to ensure that a variety of perspectives are

represented at every level of management and decision-making.”134 To be clear, no

company on the list had more than 30% women of color in their workforce, nor did any of

them have a woman of color as the CEO. However, IBM does have a number of

encouraging policies and practices they’ve enacted to create a diverse and inclusive

workplace.

At work, women of color face not only gender-based discrimination, but also racially

motivated discrimination, making the barriers they navigate even more challenging. The first

step IBM has taken to become welcoming for women of color, is to keep track of diversity

data. By monitoring the number of different people IBM have in their workforce, the better it

can keep itself accountable, and know where to focus for improvements. Data shows that

“mentoring is an important support for women of color and a vital contributor to their success

and persistence in engineering and science.”135 But women of color have a “more

challenging time gaining access to mentoring relationships.”136 Even when they do find

access to a mentor, “they must overcome 13 critical barriers within the [mentoring]

relationship such as differences in race, gender, job level, function/profession or

organizational culture.”137 IBM battles this issue by establishing internal affinity groups to

support people from underrepresented communities - helping women of color to connect and

feel supported.

Sourcing women of color is not always something that can be done by looking in the usual

pipelines, so IBM actively searches for and identifies ways to retain them. Retention is

heightened through special incentives like flexible work schedules, options to work at home,

three-year leave of absence and child care services.138 Arguably the best way to diversify

the composition of a workforce is to have a mix of representation on hiring panels. The


positive effect of this is two-fold. First, it lowers the chance of subconscious gender or racial

bias influencing the hiring manager. Secondly, it allows the interviewee considering the

position to see somebody like them being included in company culture, assisting them with

feeling valued and wanted.

Similar to JPL, IBM has a strong foundation of considering diverse potential employees. In

the 1950s, IBM founder T.J. Watson wrote policy letter number four, “the first mandate on

equal employment in history.”139 This was before the Equal Employment Opportunity

Commission (EEOC) was established to administer and enforce civil rights laws against

workplace discrimination in the US.140 The IBM founder also “recruited women for top

positions and promised equal pay for the same kind of work—three decades before the

Equal Pay Act mandated other companies to do the same.”141

IBM doesn’t shy away from the fact that investing in diversifying a workforce takes time and

resources. But this investment pays off. Katherine W. Phillips, Senior Vice Dean at Columbia

Business School, says when teams are diverse, they consider different perspectives, aiding

them in solving problems faster and making better decisions. In additon, she says “diversity

can improve the bottom line of companies and lead to unfettered discoveries and

breakthrough innovations.”142 IBM acknowledge that women tend to have a higher share of

domestic commitments (including chores, child and elder care), and they are open to

workers investing in a more balanced life, with options for working from home, or doing

flexible hours.143 IBM actively promote these privileges to attract and retain top staff globally,

attracting more women and improving their inclusivity. Michelle Peluso, the Chief Marketing

Officer at IBM, says of their recruitment processes, “The more work we do to make sure we

are inclusive and we are diverse and we are the mirror of the world, the more generations of

girls to come will look up and feel like they can achieve everything they want to achieve.”144


Conclusion

Although women’s achievements in STEM may not always be attributed or highlighted,

women have been, and always will be, integral to STEM success and innovation. It’s not

neccessary to question whether women’s marginalization and discrimination is real or not. It

is undeniably real: whether you take into account either the hard data, or the horde of

anecdotal evidence provded by women across STEM fields. Women are paid less for the

same work, they are called names, they are ignored, they are made to feel like they don’t

belong, they forced out, and they are assaulted.

STEM skills are learned, and a high degree of STEM literacy will become more and more

important for economies across the globe. Girls have been outperforming boys at school for

100 years. Not just in reading and language, but in math and science as well. If girls’ interest

in STEM is cultivated, then future industry will not miss out on tapping a much needed

resource. This is especially important with the substantial growth of STEM jobs that the US

will see over the next decade. Assisting girls in understanding that STEM skills can be

learned, and that one can develop the skills required for success, means it’s more likely they

will actually see success in STEM.

Women are leaving STEM mid-career for many reasons including: lack of supervisor

support, lack of promotion and stretch opportunities, being ignored at conferences and

networking events, no balance of work and non-work roles, gender bias, microagressions,

rasism intersected with sexism, subtle and overt hostility, and unwanted and unsolicited

sexual advances.

Screen media is powerful and influences the way people view and value women. It can

greatly impact the decisions we make in life. The effect of seeing women participating in

STEM on screen has an effect on women participating in the real world. When The Hunger

Games was released, girls flocked to archery lessons across the US. When A Wrinkle In

Time hit theaters, thousands of young women of color saw a protagonist who looked like

them, positively influencing the idea that STEM can be for them too. When the Deputy Chief

Technologist at NASA saw young girls get excited after seeing Hidden Figures, she

prioritized time to go out and speak to young girls about working at NASA. When Dana

Scully appeared in the 90s, she influenced scores of women to work in the sciences and law


enforcement. Whether you explore participation in sport, education, technology, space or

public service, the heightened visibility of women in STEM works.

Stereotypes in STEM are largely inaccurate and widely damaging to building a diverse and

inclusive workforce. Attracting a diverse set of people to STEM requires showing them

participation is possible, and that they will be welcomed. Skilled STEM practitioners come in

all shapes, sizes and colors.

Inclusion is good for business. If the STEM workforce is crucial for generating new ideas,

and providing the flexibility and critical thinking required in the modern economy, then the

pool that candidates are selected from needs to be as wide-ranging as possible.

NASA’s Allison McIntyre believes that aerospace is more inclusive for women compared to

other tech fields. There are examples of this throughout the history of NASA’s JPL, where

women have been employed since the early days of the organization. JPL even had a

woman supervisor in charge of an engineering team in the early 1940s, not a typical move.

The cultural values held by JPL at its genesis have a through line to present day, where it’s

ranked third best for places to work in IT, and members of the trans community are

welcomed into the work culture.

IBM has also repeatedly ranked highly in the list of companies good for multicultural women.

They especially seem committed to attracting and retaining women of color and show this

pledge through various initiatives including: flexible work schedules, work at home options,

long leave of absences, child care services, and internal affinity groups servicing specific

underrepresented communities. As with JPL, IBM’s initial cultural values continue through to

today. They enacted the first mandate of equal employment in history and promised equal

pay for equal work before the Equal Pay Act came to be.

Increasing the visibility of women bolsters inclusion, and creates real-world impact. Visibility

creates enduring cultural change. In the words of inclusion strategist Vernā Myers,

“DIVERSITY is being invited to the party. INCLUSION is being asked to dance.”145


Acknowledgements This paper would not be possible without the support, encouragement and time given by

family, peers and friends. I look forward to a time where we no longer need to discuss how

to make STEM diverse and inclusive. Until then, however, I will continue to highlight,

celebrate and advocate for all women in STEM.

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