In some professions, women have become well represented, yet gender bias persists-Perpetuated by those who think it is not happening

Characteristics of anesthesia program that graduating medical students find important: A cross-sectional survey

BACKGROUND

Applying to residency programs and constructing a rank order list is a challenging process and is a vital task that fourth year medical students must undergo each year. The aim of our study was to identify common themes in what residency applicants are considering when applying to an anesthesiology program and compare them between male and female applicants.

METHODS

A cross-sectional survey was distributed to all 1447 medical students who applied to the Brown University Anesthesiology residency program for the 2022 National Residency Matching Program (NRMP). The survey consisted of 53 questions designed to assess the factors that candidates deem important when ranking a residency program highly. Exploratory factor analysis was performed to determine the item-factor assignment. Confirmatory analysis was done to test the associations between the average scores for each of the identified factors. Associations and average scores among male and female responders were explored.

RESULTS

922 medical students completed the survey with a response rate of 63.7 %. An exploratory factor analysis (n = 457) performed on a random split sample (RSS) revealed a 45-item, seven-factor structure consisting of the following themes: exposure, teaching quality, gender and racial diversity, financial considerations, work life balance, prestige, and living in the same area. A confirmatory factor analysis was performed for the seven-factor model on the second RSS (n = 465). The model demonstrated adequate fit (Comparative Fit Index, CFI = 0.90, root mean square error of approximation [RIMSEA] = 0.085). Post hoc modification significantly improved the model fit (CFI = 0.98, RMSEA = 0.057).

CONCLUSION

Anesthesia applicants prioritize clinical exposure, teaching quality, diversity, and practical training factors like simulation and POCUS training. In addition, applicants also weigh financial considerations and work-life balance heavily in their ranking of anesthesia programs. Understanding these preferences can help anesthesia programs effectively market their programs to improve recruitment outcomes and to attract top applicants.

Barriers and facilitators for female practitioners in orthopaedic training and practice: a scoping review

BACKGROUND

Despite advances in medical education and professional opportunities, orthopaedic surgery remains the least gender-diverse medical specialty, with women significantly underrepresented globally. This scoping review aims to synthesize existing literature to provide a comprehensive overview of the barriers and facilitators encountered by females in orthopaedic surgery training and practice.

METHODS

A comprehensive search of Medline (OVID), Scopus, Embase, Emcare, and CINAHL was performed from inception to 14 July 2024. Additional sources were identified via citation searching and Google Scholar. Any primary studies employing qualitative, quantitative, or mixed methods approaches to explore barriers and facilitators experienced by female orthopaedic trainees and consultants in high-income countries. Quality analysis of included articles was conducted using the Mixed Methods Appraisal Tool.

RESULTS

Seventy-nine studies met the inclusion criteria, involving over 100 000 participants between 1993 and 2024. Most studies were cross-sectional surveys. Sixty-eight barriers and 38 facilitators were identified. Analysis using the Socio-Ecological Model revealed the complex interplay of factors at the individual, interpersonal, organizational, community, and policy levels. The largest proportion of barriers and facilitators resided at the organizational level.

CONCLUSION

This scoping review provides a comprehensive mapping of current evidence on barriers and facilitators for female practitioners in orthopaedic surgery training and practice. The findings suggest the need for multifaceted interventions to promote gender equity. Future research should evaluate the effectiveness of specific interventions and develop strategies to support women in orthopaedics, ultimately contributing to a more inclusive and diverse workforce.

Historical and ongoing inequities shape research visibility in Latin American aquatic mammal paleontology

Analysis shows that Latin American researchers and women published less on fossil mammals from Latin America than Global North researchers and male counterparts. Papers with more Latin American authors and those written in languages other than English received lower citation rates, highlighting their academic invisibility.

Students' Reports of Challenges, Experiences, and Perceptions of Equity, Diversity, and Inclusion at Veterinary Colleges in Canada and the United States

Equity, diversity, and inclusion (EDI) in veterinary medicine affects veterinarians, students, clients, and the regional availability of veterinary services. Veterinary students from 5 colleges in Canada and 5 colleges in the United States were surveyed about their challenges, experiences, and perceptions related to EDI, resulting in 456 responses (10.4%). A greater proportion of participants reported personal, financial, mental health, and physical health challenges during veterinary college compared to the proportion reporting these challenges before starting veterinary college. Statistically, participants who did not identify as White (odds ratio [OR]: 2.2, confidence interval [CI]: 1.1-4.3), who reported having a disability (OR: 5.0, CI: 2.1-12.1), and who identified as part of the LGBTQ2S+ community (OR: 8.5, CI: 3.8-19.2 ) were more likely to agree or strongly agree that discrimination occurs at veterinary colleges. Fewer participants reported experiencing discrimination in veterinary colleges (20.6%) compared to veterinary workplaces (36.8%). In the workplace, more participants reported the expectation of facing bias from clients than from managers or peers. The expectation of facing bias from clients was associated with the female gender (OR: 2.7, CI: 1.3-5.6), not identifying as White (OR: 7.4, CI: 2.5-21.3), and identifying as part of the LGBTQ2S+ community (OR: 2.7, CI: 1.3-5.4). More participants expected to practice in the same type of region as where they grew up rather than a different type of region. Thus, training future veterinarians from areas with region-based lack of access to veterinary services may be more effective than simply training more veterinarians. College EDI initiatives should include input from all participants and especially those who are most likely to experience discrimination, facilitating meaningful training and support.

Shifting from a female-dominated profession: The perceptions and experiences of male students in communication sciences and disorders

INTRODUCTION

A longstanding aim of the American Speech and Hearing Association is to diversify professional representation. Despite their efforts, a prevalent disparity in male representation persists. The purpose of this study is to explore the experiences of males currently enrolled in a speech-language pathology (SLP) program to better understand barriers to entering the field and identify ways to increase the number of males practicing as speech-language pathologists.

METHOD

Twenty-one male students enrolled in an undergraduate or graduate SLP program in the United States participated in four focus group discussions. The 60 minute semi-structured interviews held virtually were recorded and transcribed verbatim. Data were analyzed thematically from an experiential orientation using an inductive approach grounded in the data to explore male experiences and perspectives as an underrepresented student in the program.

RESULTS

The analysis generated three themes: (1) Harnessing Heterogeneity, (2) Building Community and a Supportive Infrastructure, and (3) Infectious Attitudes and Perception. The experiences highlight the strengths and shortcomings of the profession and reveal the cultural landscape.

CONCLUSIONS

The findings reinforce the need for outreach efforts to increase awareness of the profession and highlight the importance of mentoring programs to provide the support and guidance needed for success.

Gender challenges within the UK Defence Medical Services: recruiting and retaining a diverse workforce

While there are women represented in some notable positions within the UK Defence Medical Services (DMS), the challenges and barriers to successful female progression have not disappeared. The DMS needs highly talented, motivated doctors working to support operations, yet we struggle to recruit and retain female personnel. This is in clear contrast to the increased proportion of female personnel working within the civilian medical workforce.This article seeks to communicate this problem, illustrated by the lived experiences of DMS female doctors, by exploring the six gender bias barriers ('Glass Walls') that hold women back in the workplace.Cultural change requires a determined effort, driven persistently from the top and at every level of leadership and management. The first step requires recognition and acceptance of the problem. Progress is likely to be slow, or fail, if driven by the female minority alone. While the DMS remains a majority-male organisation, male allies are pivotal in advocating for their female colleagues, to promote change, in an effort to recruit and retain talented individuals.

Sex bias in pain management decisions

In the pursuit of mental and physical health, effective pain management stands as a cornerstone. Here, we examine a potential sex bias in pain management. Leveraging insights from psychological research showing that females' pain is stereotypically judged as less intense than males' pain, we hypothesize that there may be tangible differences in pain management decisions based on patients' sex. Our investigation spans emergency department (ED) datasets from two countries, including discharge notes of patients arriving with pain complaints (N = 21,851). Across these datasets, a consistent sex disparity emerges. Female patients are less likely to be prescribed pain-relief medications compared to males, and this disparity persists even after adjusting for patients' reported pain scores and numerous patient, physician, and ED variables. This disparity extends across medical practitioners, with both male and female physicians prescribing less pain-relief medications to females than to males. Additional analyses reveal that female patients' pain scores are 10% less likely to be recorded by nurses, and female patients spend an additional 30 min in the ED compared to male patients. A controlled experiment employing clinical vignettes reinforces our hypothesis, showing that nurses (N = 109) judge pain of female patients to be less intense than that of males. We argue that the findings reflect an undertreatment of female patients' pain. We discuss the troubling societal and medical implications of females' pain being overlooked and call for policy interventions to ensure equal pain treatment.

Overcoming gender bias in STEM

Despite prevalent diversity and inclusion programs in STEM, gender biases and stereotypes persist across educational and professional settings. Recognizing this enduring bias is crucial for achieving transformative change on gender equity and can help orient policy toward more effective strategies to address ongoing disparities.

Many Mickles Make a Muckle: Evidence That Gender Stereotypes Reemerge Spontaneously Via Cultural Evolution

We explore whether societal gender stereotypes re-emerge as social information is repeatedly passed from person to person. We examined whether peoples' memories of personality attributes associated with female and male social targets became increasingly consistent with societal gender stereotypes as information was passed down social transmission chains. After passing through the memories of just four generations of participants, our initially gender-balanced micro-societies became rife with traditional gender stereotypes. While we found some evidence of the re-emergence of gender stereotypes in Experiment 1, we found the effects were stronger when targets appeared in a feminine-stereotyped occupational context (Experiment 2), and a masculine-stereotyped occupational context (Experiment 3); conversely, the re-emergence of gender stereotypes was attenuated when targets appeared in a single gender context (Experiment 4). The current findings demonstrate that gender schematic memory bias, if widely shared, might cause gender stereotypes to be maintained through cultural evolution.

The inclusion of the gender perspective in oncology research with Spanish participation

The gender perspective is important for a better diagnosis and treatment of diseases, especially in the field of oncology. This study aimed to analyse the gender approach in scientific articles in the field of oncology by studying the gender composition of the authorship of papers and the gender inclusion in the research carried out. A bibliographic search of articles and reviews signed by at least one Spanish institution published between 2010 and 2019 was carried out using the Science Citation Index Expanded database in the Oncology category. A total of 7523 studies were classified according to the gender composition determined by the author's name and a randomised sample was used to evaluate the inclusion of gender perspectives using a checklist. This study revealed a lack of gender parity in the authorship of oncology publications involving Spanish participation. Papers without author gender parity were eight times higher than papers with parity and showed a greater presence of male than female authorship (58 % versus 31 %). Regarding the introduction of the gender perspective, a negative response of 68 % referring to compliance with the entire checklist was obtained, and only a fifth of the articles presented gender balance in the study sample. Moreover, there is a positive correlation between gender parity in authorship and gender perspective integration in published research. In conclusion, there is a great need to advance the inclusion of gender perspectives in cancer research to overcome gender bias and promote better prevention, detection, and intervention for cancer.

Social inattentional blindness to idea stealing in meetings

Using a virtual reality social experiment, participants (N = 154) experienced being at the table during a decision-making meeting and identified the best solutions generated. During the meeting, one meeting participant repeated another participant's idea, presenting it as his own. Although this idea stealing was clearly visible and audible, only 30% of participants correctly identified who shared the idea first. Subsequent analyses suggest that the social environment affected this novel form of inattentional blindness. Although there was no experimental effect of team diversity on noticing, there was correlational evidence of an indirect effect of perceived team status on noticing via attentional engagement. In sum, this paper extends the inattentional blindness phenomenon to a realistic professional interaction and demonstrates how features of the social environment can reduce social inattention.

Organizational commitments to equality change how people view women's and men's professional success

To address women's underrepresentation in high-status positions, many organizations have committed to gender equality. But is women's professional success viewed less positively when organizations commit to women's advancement? Do equality commitments have positive effects on evaluations of successful men? We fielded a survey experiment with a national probability sample in Germany (N = 3229) that varied employees' gender and their organization's commitment to equality. Respondents read about a recently promoted employee and rated how decisive of a role they thought intelligence and effort played in getting the employee promoted from 1 "Not at all decisive" to 7 "Very decisive" and the fairness of the promotion from 1 "Very unfair" to 7 "Very fair." When organizations committed to women's advancement rather than uniform performance standards, people believed intelligence and effort were less decisive in women's promotions, but that intelligence was more decisive in men's promotions. People viewed women's promotions as least fair and men's as most fair in organizations committed to women's advancement. However, women's promotions were still viewed more positively than men's in all conditions and on all outcomes, suggesting people believed that organizations had double standards for success that required women to be smarter and work harder to be promoted, especially in organizations that did not make equality commitments.

Girls are good at STEM: Opening minds and providing evidence reduces boys' stereotyping of girls' STEM ability

Girls and women face persistent negative stereotyping within STEM (science, technology, engineering, mathematics). This field intervention was designed to improve boys' perceptions of girls' STEM ability. Boys (N = 667; mostly White and East Asian) aged 9-15 years in Canadian STEM summer camps (2017-2019) had an intervention or control conversation with trained camp staff. The intervention was a multi-stage persuasive appeal: a values affirmation, an illustration of girls' ability in STEM, a personalized anecdote, and reflection. Control participants discussed general camp experiences. Boys who received the intervention (vs. control) had more positive perceptions of girls' STEM ability, d = 0.23, an effect stronger among younger boys. These findings highlight the importance of engaging elementary-school-aged boys to make STEM climates more inclusive.

Gender and social class inequalities in higher education: intersectional reflections on a workshop experience

Research about the experiences of underrepresented groups in higher education (HE) demonstrates the persistence of challenges, despite policies and institutional strategies to promote inclusion. Diversity and inclusion policies have been part of the HE agenda for several decades, yet most policies and interventions focus on (a) a given, isolated identity experience (e.g., based solely on gender, social class, or ethnicity) rather than more intersectional approaches to identity; and (b) top-down interventions that do not include participants insights in their design. In this paper, we report a case study of a workshop with students at an elite university that drew on an intersectional approach to social identities (IASI), specifically, looking at gender and social class. We explore three key themes: (a) the importance of group processes, (b) the use of visual techniques, and (c) the institutional tensions and the (de)politicisation of social psychology research. Reflecting on this case study we argue that approaches to identity and inclusion in HE can benefit from intersectionality beyond the use of multi and overlapping identity and social group categories. We argue that research in this space is not neutral and needs to acknowledge researchers' position about (a) inclusion and diversity, (b) perceptions of participants in research, and (c) the motivation and aims of institutions where the research is conducted. Finally, we discuss the theoretical and practical implications of integrating an intersectional approach within social identity research in HE when focusing on underrepresented groups.

Commitment to inclusion: The importance of collaboration in gender equity work

Despite decades of faculty professional development programs created to prepare women for leadership, gender inequities persist in salary, promotion, and leadership roles. Indeed, men still earn more than women, are more likely than women to hold the rank of professor, and hold the vast majority of positions of power in academic medicine. Institutions demonstrate commitment to their faculty's growth by investing resources, including creating faculty development programs. These programs are essential to help prepare women to lead and navigate the highly matrixed, complex systems of academic medicine. However, data still show that women persistently lag behind men in their career advancement and salary. Clearly, training women to adapt to existing structures and norms alone is not sufficient. To effectively generate organizational change, leaders with power and resources must commit to gender equity. This article describes several efforts by the Office of Faculty in the Johns Hopkins University School of Medicine to broaden inclusivity in collaborative work for gender equity. The authors are women and men leaders in the Office of Faculty, which is within the Johns Hopkins University School of Medicine dean's office and includes Women in Science and Medicine. Here, we discuss potential methods to advance gender equity using inclusivity based on our institutional experience and on the findings of other studies. Ongoing data collection to evaluate programmatic outcomes in the Johns Hopkins University School of Medicine will be reported in the future.

His opportunity, her burden: A narrative critical review of why women decline academic opportunities

OBJECTIVES

This paper stems from a desire to deepen our own understanding of why women might 'say no' when allies and sponsors offer or create opportunities for advancement, leadership or recognition. The resulting disparity between representation by men and women in leadership positions, invited keynote speakers and publication counts in academic medicine is a stubborn and wicked problem that requires a synthesis of knowledge across multidisciplinary literature. Acknowledging the complexity of this topic, we selected a narrative critical review methodology to explore reasons why one man's opportunity might be a woman's burden in academic medicine.

METHODS

We engaged with an iterative process of identifying, reviewing and interpreting literature from Psychology (cognitive, industrial and educational), Sociology, Health Professions Education and Business, placing no restrictions on context or year of publication. Knowledge synthesis and interpretation were guided by our combined expertise, lived experience, consultations with experts outside the author team and these guiding questions: (1) Why might women have less time for career advancement opportunities? (2) Why do women have less time for research and leadership? (3) How are these disparities maintained?

RESULTS

Turning down an opportunity may be a symptom of a much larger issue. The power of social expectations, culture and gender stereotypes remains a resistant force against calls for action. Consequently, women disproportionately take on other tasks that are not as well recognised. This disparity is maintained through social consequences for breaking with firmly entrenched stereotypes.

CONCLUSIONS

Popular strategies like 'lean into opportunities', 'fake it till you make it' and 'overcome your imposter syndrome' suggest that women are standing in their own way. Critically, these axioms ignore powerful systemic barriers that shape these choices and opportunities. We offer strategies that allies, sponsors and peers can implement to offset the power of stereotypes.

Stochastic modelling of intersectional pay gaps in universities

The gender and ethnicity pay gaps are well publicised for academics. The majority of research relies on observations representing a point in time or uses models to consider a standard academic lifespan. We use a stochastic mathematical model to ask what drives differences in lifetime earnings of university academics and highlight a new question: how best should we quantify a working lifetime? The model observes and accounts for patterns in age when entering and leaving the workforce, and differing salary trajectories during an academic career. It is parameterized with data from a national dataset in Aotearoa New Zealand. We compare the total lifetime earnings of different gender and ethnicity groups with and without accounting for the different lengths of time spent in academia. The lifetime earnings gaps are considerably larger when we account for different hiring and leaving ages. We find that overall, for every ethnicity, women have shorter careers and are more likely to leave academia. All minority ethnic groups-and women-earn considerably less than their male white, European colleagues.

Inclusion unlocks the creative potential of gender diversity in teams

Several studies have highlighted the potential contribution of gender diversity to creativity, also noted challenges stemming from conflicts and a deficit of trust. Thus, we argue that gender diversity requires inclusion as well to see increased collective creativity. We analyzed teams in 4011 video game projects, recording weighted network data from past collaborations. We developed four measures of inclusion, based on de-segregation, strong ties across genders, and the incorporation of women into the core of the team's network. We measured creativity by the distinctiveness of game features compared to prior games. Our results show that gender diversity without inclusion does not contribute to creativity, while at maximal inclusion one standard deviation change in diversity results in .04-.09 standard deviation increase in creativity. On the flipside, at maximal inclusion but low diversity (when there is a 'token' female team member highly integrated in a male network) we see a negative impact on creativity. Considering the history of game projects in a developer firm, we see that adding diversity first, and developing inclusion later can lead to higher diversity and inclusion, compared to the alternative of recruiting developers with already existing cross-gender ties. This suggests that developer firms should encourage building inclusive collaboration ties in-house.

Sustainability policies and practices at veterinary centres in the UK and Republic of Ireland

BACKGROUND

Veterinary professionals operate at the human-animal-environment interface and are concerned about sustainability issues. This study examined the extent to which sustainability is represented in policy and enacted in veterinary practice settings, as reported by practice representatives.

METHODS

An online survey was completed by 392 veterinary centre representatives in the UK and Republic of Ireland to identify existing policies and practices around the environmental impacts of veterinary services and animal husbandry, responsible medicine use, animal welfare and social wellbeing.

RESULTS

A minority of respondents were aware of an environmental policy at their practice (17%, 68/392). Many others were undertaking waste reduction initiatives, but wider environmental interventions were infrequently reported. The majority were aware of medicine stewardship and animal welfare policies or guidelines, but a minority reported social wellbeing policies (40%, 117/289) and the provision of advice to clients on the environmental impacts of animal husbandry (31%, 92/300).

LIMITATIONS

The bias arising from the small convenience sample of practice representatives and potential discrepancies between the claims of survey respondents and their practices' policies and activities are acknowledged.

CONCLUSION

Results depict a value-action gap between the concern of veterinary professionals towards sustainability and the policies and practices at their workplaces. Building on progress in the sector, wider adoption of comprehensive policies and practices, with guidance, could enhance veterinary contributions to the sustainability agenda, in particular to mitigate the environmental externalities of veterinary services and animal care and ensure safe, fair and inclusive workplaces.

Women in Interventional Pulmonology: Results from a Worldwide Survey

BACKGROUND AND OBJECTIVES

Gender inequality in medicine remains an issue. Despite the increasing proportion of female physicians, women still appear underrepresented in interventional pulmonology (IP) careers. To date, no data are available on the gender distribution in IP.

METHOD

An online survey was sent to pulmonary physicians internationally between July and December 2022. The survey included questions on gender diversity in the pulmonology departments, such as the proportion of male, female, and gender diverse physicians performing bronchoscopy, career progression, and social life.

RESULTS

Responses from 92 physicians (mean age 45 ± 10 years) from 47 hospitals across 17 countries were analysed, of whom 52% were women. Overall, 79% of the respondents were pulmonologists and 83% perform bronchoscopy. Although men continue to dominate bronchoscopy (65 vs. 43%) and are more likely to be involved in research (89 vs. 77%), the observed difference is statistically not significant (p = 0.135 and p = 0.281). Leading positions are held by 60% of male respondents and 23% of female respondents (p = 0.002). Men are also more often reported to have academic awards. Discrimination based on gender was reported by 5.3% of all men and 26.8% of all women (p = 0.023).

CONCLUSIONS

Men and women are almost equally involved in IP, especially in female-led bronchoscopy units. However, leading positions and academic awards are still predominantly held by men.

Women drive efforts to highlight concealable stigmatized identities in U.S. academic science and engineering

Concealable stigmatized identities (CSIs) are hidden identities that carry negative stereotypes and can result in a loss of social status if revealed. Instructors often choose to conceal these CSIs due to anticipated negative student reactions, yet revealing CSIs can have a positive impact on undergraduates. Women are generally more likely to reveal personal aspects about themselves in social situations, but may face greater consequences for revealing a stigmatized identity to students given their already marginalized position in academic science and engineering. Therefore, in this study, we were interested in understanding to what extent there are differences between men and women science and engineering instructors in (i) the representation of CSIs, (ii) their decisions to reveal CSIs to undergraduates in their classes, and (iii) their perceived stigma of CSIs. Based on a national survey of over 2,000 instructors in science and engineering from very high research activity doctoral institutions, we found that women were more likely than men to report having depression, anxiety, or a disability. Of instructors who held CSIs, women had 1.5x higher odds than men of revealing their CSIs to some undergraduates compared to no undergraduates and perceived greater stigma associated with all CSIs. Despite perceiving greater stigma associated with concealable stigmatized identities, women are more likely to reveal their CSIs to college science and engineering students, leading the way to a more diverse and inclusive scientific community by demonstrating themselves as role models for these identities.

Gender-based disparities and biases in science: An observational study of a virtual conference

Success in STEM (Science, Technology, Engineering, and Math) remains influenced by race, gender, and socioeconomic status. Here, we focus on the impact of gender on question-asking behavior during the 2021 JOBIM virtual conference (Journées Ouvertes en Biologie et Mathématiques). We gathered quantitative and qualitative data including : demographic information, question asking motivations, live observations and interviews of participants. Quantitative analyses include unprecedented figures such as the fraction of the audience identifying as LGBTQIA+ and an increased attendance of women in virtual conferences. Although parity was reached in the audience, women asked half as many questions as men. This under-representation persisted after accounting for seniority of the asker. Interviews of participants highlighted several barriers to oral expression encountered by women and gender minorities : negative reactions to their speech, discouragement to pursue a career in research, and gender discrimination/sexual harassment. Informed by the study, guidelines for conference organizers have been written. The story behind the making of this study has been highlighted in a Nature Career article.

Exploring changes in residential preference during COVID-19: Implications to contemporary urban planning

The advent of the COVID-19 pandemic and the subsequent lockdown has reshuffled our daily routines and activity spaces. The home and its immediate environment have attained a critical role in coping with the confinement both as living, working and recreational space. Drawing on a longitudinal survey from greater Oslo, we analyze shifts in residential preferences amidst COVID-19. Given the pandemic induced movement restrictions, we pay special attention to the mediating role of perceived accessibility on the link between several sociodemographic/locational/housing characteristics on preference shifts. Amidst a drop in perceived accessibility, outdoor assets like gardens or balconies, and motility by car and public transport are amongst the residential and locational amenities that have gained most in people's considerations for a new dwelling peri-pandemically. Dwelling satisfaction and preferences with regard to neighborhood density, dwelling size, and work-proximity, have remained largely unchanged despite a clear trend towards more teleworking. Our results can be understood as a nod of approval to contemporary compact urban planning. Nonetheless challenges as to bolstering its resilience still linger and more needs to be done to mitigate the inequalities in (perceived) access to in-home, near-home, and mobility assets that we have also observed to have (re)-immerged in the wake of the pandemic.

Head Coach Gender and Player Performance in NCAA Softball

In some industry segments, more than 70% of leadership positions are held by men. This can often lead to the suggestion that men are more successful in leadership roles, particularly in areas where women are viewed to have no practical experience. Unfortunately, it is often difficult to find women and men in leadership positions where performance of the leader can be objectively evaluated, which can make it likewise difficult to establish if the gender identity of a leader makes a measurable difference. While men's sports are an example of an industry dominated by gendered thinking in leadership, as women are assumed to be worse candidates for coaching positions due to a lack of familiarity with playing men's sports, there is an exception to this general trend in women's sports. In women's sports, both women and men work as coaches, often in equivalent roles and positions. Consequently, we can scientifically evaluate if the gender of the coach impacts the outcomes we observe. In this article, we specifically consider the sport of college softball, where we note a more equal breakdown in coaching by gender than most other sports. The evidence from college softball indicates the gender of the coach does not impact outcomes. Specifically, we find the gender of the head coach does not appear to alter the performance of individual hitters and thus a team's offensive production. Such findings challenge the gender stereotypes we see in coaching and leadership hiring.

Gender composition predicts gender bias: A meta-reanalysis of hiring discrimination audit experiments

Since 1983, more than 70 employment audit experiments, carried out in more than 26 countries across five continents, have randomized the gender of fictitious applicants to measure the extent of hiring discrimination on the basis of gender. The results are mixed: Some studies find discrimination against men, and others find discrimination against women. We reconcile these heterogeneous findings through a "meta-reanalysis" of the average effects of being described as a woman (versus a man), conditional on occupation. We find a strongly positive gender gradient. In (relatively better paying) occupations dominated by men, the effect of being a woman is negative, while in the (relatively lower paying) occupations dominated by women, the effect is positive. In this way, heterogeneous employment discrimination on the basis of gender preserves status quo gender distributions and earnings gaps. These patterns hold among both minority and majority status applicants.

Business Intentions of Australian Veterinary Students—My Business or Yours? A Cluster Analysis

Little is known about veterinary entrepreneurial predisposition. Yet entrepreneurship and intrapreneurship (entrepreneurial behaviour of employees) foster business innovation and growth and support wealth creation and employment in both privately and corporately owned businesses which deliver contemporary veterinary services. We used responses from 515 final-year students in Australian entrepreneurship, nursing, and veterinary programs to capture entrepreneurial intention (EI), outcome expectations (OE-sb), entrepreneurial self-efficacy (ESE), and corporate/large organisation work intentions (CWIs). Veterinary respondents stood out for their high EI and high OE-sb, but low financial ESE and low CWI. Proportions of veterinary, entrepreneurship, and nursing respondents differed markedly across distinct cluster profiles representing entrepreneurial, intrapreneurial, both entrepreneurial and intrapreneurial, indifferent, and corporate employment intentions and attributes. Post hoc analysis revealed proportional cluster membership differences for respondents from different veterinary schools. Our findings raise questions regarding (1) the effectiveness of veterinary business curricula competencies which focus on expense management and (2) the implications of the mismatch of motivations and goals of new veterinary sector entrants whose low intent to work in a corporate environment is at odds with increasing corporate ownership of veterinary practices. To inform curricular change, we recommend further research to evaluate the relative impact of individual factors, admissions factors, and the formal or hidden curricula on entrepreneurial intention in veterinary final-year students.

"Fitting in whilst standing out": Identity flexing strategies of professional British women of African, Asian, and Caribbean ethnicities

INTRODUCTION

Professional British women of African, Asian, and Caribbean (AAC) ethnicities contend with unique challenges and experiences in the workplace. These challenges are often due to experiences that occur at the intersection of gender and ethnic identity, thus many professional white British women (of Anglo-Saxon decent), do not face the same challenges. AAC women are more often discriminated against, excluded from informal networks, and their contributions credited to someone else. We take an intersectional theoretical approach to better understand both the disadvantaged experiences and the possible advantaged experiences that British AAC women face, based on their experiences as AAC individuals, as women and as AAC women. The study seeks to 'give voice' to the experiences of AAC professional women, due to the limited amount of scholarship that adequately considers their workplace experiences. We consider the ways that their identity produces qualitatively different experiences determined by the context, by the nature of interpersonal encounters or by both the context and interpersonal encounters.

METHODS

We conduct real-time online written interviews and utilize thematic template analysis to understand whether AAC women strategically flex identity at work. We present four major themes. These are (1) the benefits of identity flexing, (2) the role of specific stereotypes, (3) context specific opportunities, and (4) the costs of identity flexing. We draw on literature that suggests that AAC women's identity experiences are not exclusively oppressive.

RESULTS

We find that unique experiences, occurring at the intersection of facets of identity may also yield forms of relative advantage, wherein individuals are able to adaptively leverage opportunities. Our results demonstrate that where the facets of one's identity are more varied, there might be more chance that the particular identity will be valued in a given social context. As a result, the individual may try to assimilate with certain identity groups (through flexing), as the context directs.

DISCUSSION

Nevertheless, engaging in identity flexing strategies has costs for women's well-being, such as needing to perform increased amounts of emotional labor and heightened feelings of frustration. Overall, these costs (as well as benefits), evidence the complex nature of identity flexing and the likely negative well-being implications that could ensue for the individual.

Gender integration and female participation in scientific and health research in Zambia: a descriptive cross-sectional study protocol

INTRODUCTION

Despite the Zambian government making progress on prioritising gender mainstreaming, female participation in science, technology and innovation in academia, research and development is still low. This study aims to determine the integration of gender dimensions and the factors that influence female participation in science and health research in Zambia.

METHODS AND ANALYSIS

We propose a descriptive cross-sectional study design employing in-depth interviews (IDIs) and survey as data collection techniques. Twenty schools offering science-based programmes will be purposively selected from University of Zambia (UNZA), Copperbelt University, Mulungushi University and Kwame Nkrumah University. In addition, two research institutions, Tropical Disease Research Centre and Mount Makulu Agricultural Research Station, will be included. Survey respondents will include a random sample of 1389 academic and research staff from the selected schools. A total of 30 IDIs will be conducted with staff and heads of selected schools and research institutions. Data collection will be conducted over a 12-month period. Before commencement of data collection, in-depth literature search and record review on gender dimensions in science and health research will be conducted to gain insight into the subject matter and inform research instrument design. Survey data and IDIs will be collected using a structured paper-based questionnaire and semistructured interview guide, respectively. Descriptive statistics will be computed to summarise respondents' characteristics. Bivariate analysis (χ² test and independent t-test) and multivariate regression analysis will be conducted to test the association and identify factors influencing female participation in science and health research (adjusted ORs, p<0.05). An inductive approach will be used to analyse qualitative data using NVivo. Survey and IDI will be corroborated.

ETHICS AND DISSEMINATION

This study involves human participants and was approved by UNZA Biomedical Research Ethics Committee (UNZABREC; UNZA BREC 1674-2022). Participants gave informed consent to participate in the study before taking part. Study findings will be disseminated through a written report, stakeholder meetings and publication in a peer-reviewed international journal.

Sponsorship and Negotiation for Women Otolaryngologists at Midcareer: A Content Analysis

OBJECTIVE

To explore challenges and opportunities for supporting midcareer women otolaryngologists in the areas of negotiation and sponsorship.

STUDY DESIGN

Qualitative approach using semistructured interviews.

SETTING

Online multi-institutional interviews.

METHODS

This study was performed from June to August 2021. Women otolaryngologists representing diverse subspecialties, training, and practice environments were recruited via a purposive criterion-based sampling approach. Semistructured interviews were transcribed, coded, and analyzed via an inductive-deductive approach to produce a thematic content analysis.

RESULTS

Among the 12 women interviewees, who represented 7 subspecialties, the majority were Caucasian (58%) and in academic practice (50%). The median residency graduation year was 2002 (range, 1982-2013). Participants expressed several challenges that women otolaryngologists face with respect to negotiation, including the absence of systematic formal negotiation training, gendered expectations that women experience during negotiations, and a perceived lack of power in negotiations. Obstacles to effective sponsorship included difficulty in the identification of sponsors and the influence of gender and related systemic biases that hindered sponsorship opportunities.

CONCLUSION

Notable gender disparities exist for negotiation and sponsorship in the midcareer stage for women otolaryngologists. Women start at a disadvantage due to a lack of negotiation training and access to sponsors, which is exacerbated by systemic gender bias and power differentials as women advance in their careers. This study highlights opportunities to improve negotiation and sponsorship for women, with the goal of promoting a more diverse workforce.

Sure you are ready? Gendered arguments in recruitment for high-status positions in male-dominated fields

Recruitment contexts such as STEM professorships promote clearly defined selection criteria and objective assessment. We illuminate in these contexts, the subjective interpretation of seemingly objective criteria and gendered arguments in discussions of applicants. Additionally, we explore gender bias despite comparable applicant profiles investigating how specific success factors lead to selection recommendations for male and female applicants. Implementing a mixed methods approach, we aim to highlight the influence of heuristics, stereotyping, and signaling in applicant assessments. We interviewed 45 STEM professors. They answered qualitative open-ended interview questions, and evaluated hypothetical applicant profiles, qualitatively and quantitatively. The applicant profiles enabled a conjoint experiment with different applicant attributes varied across the profiles (i.e., publications, willingness to cooperate, network recommendation, and applicant gender), the interviewees indicating scores of selection recommendation while thinking aloud. Our findings reveal gendered arguments, i.e., questioning women potentially fueled by a perception of women's exceptional status and perceived self-questioning of women. Furthermore, they point to gender-independent and gender-dependent success patterns, thereby to potential success factors particularly for female applicants. We contextualize and interpret our quantitative findings in light of professors' qualitative statements.

Do Youth Dream of Gender Stereotypes? The Relationship among Gender Stereotyping, Support for Feminism, and Acceptance of Gender-Based Violence

Although gender roles have continued to evolve, stereotypical perceptions about men and women persist. From a traditional perspective, men are viewed as aggressive, competitive, and dominant, whereas women are expected to be pretty, affectionate, and passive. The relevance of gender stereotypes lies in the way such expectations reinforce gender inequality and discrimination. Gender stereotyping is also linked to an increased acceptance of gender-based violence, as such conceptions are based on the premise that women are subordinate to men. The current study uses data from the Barometer on Youth and Gender, conducted by the Centro Reina Sofía in 2021 (N = 1201), to analyze the potential associations among gender stereotyping, support for feminism, and acceptance of gender-based violence among young people in Spain (15-29 years old). The results show that young people ascribe, to some extent, stereotypical characteristics to women and men and point to the existence of gender-based occupational stereotypes. Our results shed light on the role that gender stereotyping plays in support for feminism and the acceptance of gender-based violence. They also provide valuable information about the magnitude of gender-stereotypical perceptions among young men and women.

Addressing workplace gender inequality: Using the evidence to avoid common pitfalls

In this Landmark article I outline four common missteps that are made when designing and implementing workplace gender equality initiatives: (1) when we don't go beyond describing the numbers; (2) when we try to 'fix' women rather than fix systems; (3) when we are overly optimistic about the progress we have made; and (4) when we fail to recognise the intersectionality of the experiences that women face. I will briefly consider each of these missteps in term, presenting research that suggests alternative ways of approaching gender equality initiatives.

Reaching the top but not feeling on top of the world: Examining women's internalized power threats

More and more women are breaking the glass ceiling to obtain positions of power. Yet with this rise, some women experience threats to their power. Here we focus on women's perceived threats to the stability of their power and the degree to which women feel they do not deserve their power positions, as reflected in their impostor feelings. The present research identifies key workplace characteristics that are associated with these internalized power threats with survey data collected among 185 women in high-power positions. We find that negative workplace experiences (i.e., gender discrimination, denigrating treatment, lack of cultural fit, and lack of mentoring) are associated with a greater sense of power threat, which in turn relates to adverse workplace outcomes (i.e., reduced job satisfaction and increased emotional exhaustion and opting-out intentions). With this unique sample of high-powered women, our findings help illustrate the forces that make women experience power as precarious, thereby shedding light on the disadvantages these women face. We provide suggestions on how to reduce women's internalized power threats.

Training Surgical Residents Utilizing an Animal Shelter Fracture Program

Working relationships between veterinary medical teaching hospitals, animal shelters, and rescue groups are one way to increase veterinary students' and residents' hands-on training. The goal of this study is to describe the use of a shelter fracture program to improve the surgical skills of surgical residents. In this program, the participating shelter and rescue organizations electronically submit cases. Following evaluation of radiographs and case approval by the orthopedic faculty, the case is scheduled for a physical evaluation. A resident takes primary surgical care together with a fourth-year student rotating through the orthopedic surgery service to ensure the proper pre-, peri-, and post-operative standard of care. All care is overseen by the orthopedic faculty. A veterinary student-run fracture foster program allows students to gain additional experience in the pre-, peri-, and post-operative care of shelter animals. The total number of shelter animals treated during a 9-year period was 373, with a mean annual case load of 41.1 cases (± 10.3). During the same time period, a total of 435 client-owned cases underwent surgical fracture treatment, with a mean annual case load of 48 cases (± 11.7). Surgical resident and student surveys show that this program contributes to their knowledge, skills, and confidence in treating fracture patients. A successful cooperative program provides advanced surgical fracture treatment of shelter animals, improving animals' quality of life as well as surgical residents' and veterinary students' skills training.

Systemic racial disparities in funding rates at the National Science Foundation

Concerns about systemic racism at academic and research institutions have increased over the past decade. Here, we investigate data from the National Science Foundation (NSF), a major funder of research in the United States, and find evidence for pervasive racial disparities. In particular, white principal investigators (PIs) are consistently funded at higher rates than most non-white PIs. Funding rates for white PIs have also been increasing relative to annual overall rates with time. Moreover, disparities occur across all disciplinary directorates within the NSF and are greater for research proposals. The distributions of average external review scores also exhibit systematic offsets based on PI race. Similar patterns have been described in other research funding bodies, suggesting that racial disparities are widespread. The prevalence and persistence of these racial disparities in funding have cascading impacts that perpetuate a cumulative advantage to white PIs across all of science, technology, engineering, and mathematics.

Race and Gender-Based Perceptions of Older Septuagenarian Adults

Objectives

Older adults face racism, sexism, and ageism. As the U.S. population ages, it is important to understand how the current population views older adults.

Methods

Participants recruited through Amazon's Mechanical Turk provided perceptions of older Black and White models' photographs. Using mixed-effect models, we assessed interactions between race and gender of participants and models.

Results

Among Participants of Color and White participants (n = 712, 70% non-Hispanic White, 70% women, mean 37.81 years), Black models were perceived as more attractive, less threatening, and sadder than White models, but differences were greater for White participants (race-by-race interaction: attractive p = 0.003, threatening p = 0.009, sad p = 0.016). Each gender perceived their respective gender as more attractive (gender-by-gender interaction p < 0.0001). Male and female participants perceived male models as happier than female models, but differences were greater for male participants (p = 0.026). Irrespective of participant age group, women were perceived as more threatening (p = 0.012). Other perceptions were not significant.

Discussion

Participants had few biases toward older Black and White models, while gender biases favored men.

What makes the pipeline leak? Women’s gender-based rejection sensitivity and men’s hostile sexism as predictors of expectations of success for their own and the respective other gender group

In academia, the proportion of women decreases with each career level. In this research, we examined how this so-called leaky pipeline relates to gender-based relative expectations of success. The participants were students from social sciences where women are the majority among students, such that it is more readily – but erroneously – inferred that gender discrimination is not an issue. We assumed that gender-based relative expectations of success should be predicted by two variables. Women students should experience higher gender-based rejection sensitivity than men students, with gender-based rejection sensitivity mitigating relative success expectations in women, but not in men. Men students should exhibit higher hostile-sexist attitudes toward women than women students, with hostile sexism reducing men students’ but not women students’ relative success expectations. We tested our hypotheses in an (under-)graduate sample of women and men students enrolled in educational or psychological majors (N = 372). Results show that a quarter of the women students expected men to be more successful than women and that proportionately more women than men students indicated that women have worse chances of success than men in the job they aspire to. Women were more concerned about being treated differently because of their gender than men, and men held more sexist attitudes toward women than women, with gender-based rejection sensitivity contributing to women students’ and sexism to men students’ expectation that their own gender group will less likely succeed in their aimed for future job. Implications how the leaky pipeline can be patched are discussed.

Gender-Based Discrimination and Sexual Harassment in Medical Physics

PURPOSE

Gender-based discrimination and sexual harassment have been well-studied in the fields of science, technology, engineering, math, and medicine. However, less is known about these topics and their effect within the profession of medical physics. We aimed to better understand and clarify the views and experiences of practicing medical physicists and medical physics residents regarding gender-based discrimination and sexual harassment.

METHODS AND MATERIALS

We conducted in-depth, semistructured, and confidential interviews with 32 practicing medical physicists and medical physics residents across the United States. The interviews were broad and covered the topics of discrimination, mentorship, and work/life integration. All participants were associated with a department with a residency program accredited by the Commission on Accreditation of Medical Physics Education Programs and had appointments with a clinical component.

RESULTS

Participants shared views about gender-based discrimination and sexual harassment that were polarized. Some perceived that discrimination and harassment were a current concern within medical physics, while some either perceived that they were not a concern or that discrimination positively affected women and minoritized populations. Many participants shared personal experiences of discrimination and harassment, including those related to unequal compensation, discrimination against mothers, discrimination during the hiring process, gender-biased assumptions about behaviors or goals, communication biases, and overt and persistent sexual harassment.

CONCLUSIONS

There is an urgent need to acknowledge, better understand, and address gender-based discrimination and sexual harassment in the field of medical physics.

College Students’ Political Attitudes Affect Negative Stereotypes about Social Groups

This study examined the relations between political attitudes and negative stereotypes in undergraduates by employing 4 measures of stereotypes: modern sexism, modern racism, feelings about 20 social groups, and ratings of the intelligence of these social groups. It was hypothesized that conservatives and Republicans alike would show more evidence of negative stereotypes than liberals and Democrats, especially for disadvantaged social groups. The study revealed that, indeed, Republicans showed stronger evidence of negative stereotypes but that Democrats also harbor some biases. Importantly, the social groups for whom Democrats and Republicans show negative stereotypes differed greatly. Republicans had considerably more negative stereotypes against racial and religious minorities, and particularly against individuals who do not identify with the cis-gender, heterosexual norm. Thus, the targets of Republicans’ stereotypes were groups that have traditionally been subjected to discrimination. Democrats, on the other hand, held stronger negative stereotypes against groups that are more politically powerful, such as Caucasians and Christians.

Stressing the Advantages of Female Leadership Can Place Women at a Disadvantage

Abstract. An often-heard claim is that women will inevitably take over men’s dominant position in management due to superior female leadership skills. Lammers and Gast (2017) found that such claims paradoxically maintain gender inequality by undermining support for affirmative action. The original article was limited by comparing a single experimental and control text and exclusive reliance on American samples. We report a replication and extension among a German community sample ( N = 300), which tests the effects of five different experimental stimuli, primarily drawn from different German media outlets, against a control stimulus. The data replicate earlier effects and confirm that the media should be careful not to exaggerate claims about female leadership strengths.

The intersectional privilege of white able-bodied heterosexual men in STEM

A foundational assumption of science, technology, engineering, and math (STEM) inequality research is that members of the most well represented demographic group-white able-bodied heterosexual men (WAHM)-are uniquely privileged in STEM. But is this really the case? Using survey data of U.S. STEM professionals (N = 25,324), this study examines whether WAHM experience better treatment and rewards in STEM compared with members of all 31 other intersectional gender, race, sexual identity, and disability status categories. Indicating systematic advantages accompanying WAHM status, WAHM experience more social inclusion, professional respect, and career opportunities, and have higher salaries and persistence intentions than STEM professionals in 31 other intersectional groups. Decomposition analyses illustrate that these advantages operate in part as premiums-benefits attached to WAHM status that cannot be attributed to variation in human capital, work effort, and other factors. These findings motivate research and policy efforts to move beyond a single axis paradigm to better understand and address intersectional (dis)advantages in STEM.

The Reproducibility Movement in Psychology: Does Researcher Gender Affect How People Perceive Scientists With a Failed Replication?

The reproducibility movement in psychology has resulted in numerous highly publicized instances of replication failures. The goal of the present work was to investigate people’s reactions to a psychology replication failure vs. success, and to test whether a failure elicits harsher reactions when the researcher is a woman vs. a man. We examined these questions in a pre-registered experiment with a working adult sample, a conceptual replication of that experiment with a student sample, and an analysis of data compiled and posted by a psychology researcher on their public weblog with the stated goal to improve research replicability by rank-ordering psychology researchers by their “estimated false discovery risk.” Participants in the experiments were randomly assigned to read a news article describing a successful vs. failed replication attempt of original work from a male vs. female psychological scientist, and then completed measures of researcher competence, likability, integrity, perceptions of the research, and behavioral intentions for future interactions with the researcher. In both working adult and student samples, analyses consistently yielded large main effects of replication outcome, but no interaction with researcher gender. Likewise, the coding of weblog data posted in July 2021 indicated that 66.3% of the researchers scrutinized were men and 33.8% were women, and their rank-ordering was not correlated with researcher gender. The lack of support for our pre-registered gender-replication hypothesis is, at first glance, encouraging for women researchers’ careers; however, the substantial effect sizes we observed for replication outcome underscore the tremendous negative impact the reproducibility movement can have on psychologists’ careers. We discuss the implications of such negative perceptions and the possible downstream consequences for women in the field that are essential for future study.

Interview with an avatar: Comparing online and virtual reality perspective taking for gender bias in STEM hiring decisions

Virtual perspective taking can reduce unconscious bias and increase empathy and prosocial behavior toward individuals who are marginalized based on group stereotypes such as age, race, or socioeconomic status. However, the question remains whether this approach might reduce implicit gender bias, and the degree to which virtual immersion contributes to behavioral modulation following perspective taking tasks is unknown. Accordingly, we investigate the role of virtual perspective taking for binary gender using an online platform (Study 1) and immersive virtual reality (Study 2). Female and male undergraduates performed a simulated interview while virtually represented by an avatar that was either congruent or incongruent with their own gender. All participants rated a male and a female candidate on competence, hireability, likeability, empathy, and interpersonal closeness and then chose one of these two equivalently qualified candidates to hire for a laboratory assistant position in the male dominated industry of information technology. Online perspective taking did not reveal a significant influence of avatar gender on candidate ratings or candidate choice, whereas virtual reality perspective taking resulted in significant changes to participant behavior following exposure to a gender-incongruent avatar (e.g., male embodied as female), such that men showed preference for the female candidate and women showed preference for the male candidate. Although between-group differences in candidate ratings were subtle, rating trends were consistent with substantial differences in candidate choice, and this effect was greater for men. Compared to an online approach, virtual reality perspective taking appears to exert greater influence on acute behavioral modulation for gender bias due to its ability to fully immerse participants in the experience of (temporarily) becoming someone else, with empathy as a potential mechanism underlying this phenomenon.

U.S. Women Faculty in the Social Sciences Also Face Gender Inequalities

There is a national interest in United States women's underrepresentation in science, technology, engineering, and mathematics (STEM); however, gender inequality in the social sciences has not received similar attention. Although women increasingly earn postgraduate degrees in the social sciences, women faculty still experience gender inequities. Consistent gender inequities include slower career advancement, blunted salaries, unequal workloads, work-life conflict, systemic gender biases, underrepresentation in positions of power, and hostile work environments. Cultural biases suggest that once women have achieved parity, gender bias no longer exists. This review challenges that notion by providing evidence from social science domains in which women are well-represented but continue to face systemic gender biases. We examine cultural influences on gender representation and career advancement in psychology, economics, political science, sociology, and anthropology. We make interdisciplinary comparisons of career trajectories and salaries using national data, documenting patterns across the social sciences. For example, women economists face gendered standards in publishing, and women political scientists are less likely to have their work cited than men. Furthermore, data show that salaries become stagnant as the representation of women in these fields increases. These disparities reflect cultural biases in perceptions of women's competence stemming from social role theory. We discuss best practices to address these problems, focusing on the ADVANCE organizational change programs funded by the National Science Foundation that target (a) improving academic climate, (b) providing professional development, and (c) fostering social networking. Federally supported interventions can reveal systemic gender biases in academia and reduce gender disparities for women academics in the social sciences.

Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics

In the study of women in academia, the focus is often particularly on women’s stark underrepresentation in the math-intensive fields of natural sciences, technology, and economics (NTE). In the non-math-intensive of fields life, social and behavioral (LSB) sciences, gender issues are seemingly less at stake because, on average, women are well-represented. However, in the current study, we demonstrate that equal gender representation in LSB disciplines does not guarantee women’s equal opportunity to advance to full professorship—to the contrary. With a cross-sectional survey among N = 2,109 academics at mid-level careers (i.e., assistant and associate professors) in the Netherlands, we test the hypothesis that in LSB (more than NTE), female academics perceive to hit a “thicker” glass ceiling—that is, they see a sharper contrast between the high representation of women at the lower compared to the top levels. We test whether this predicts female academics’ lower estimated chances to reach full professorship relative to men in LSB (but not NTE). We introduce a novel perceived glass ceiling index (GCI), calculated based on academics’ perceptions of the share of women and men in their direct work environment minus their perceptions of gender ratio among full professors in their field. Results confirm that the perceived glass ceiling is thicker in the non-math-intensive LSB compared to math-intensive NTE fields. Furthermore, only in LSB (but not NTE), women perceived a thicker glass ceiling than men. Moreover, only among female academics, the thicker the perceived glass ceiling, the lower their estimated chances to become full professor 1 day. Combined, a moderated mediation showed that for women only, a thicker perceived glass ceiling in LSB compared to NTE disciplines predicted their lower estimated chances to advance to full professor level. No such mediation occurred for men. We conclude that women’s higher numerical representation in LSB disciplines does not negate a male-dominant normative standard about academic leadership and success. Paradoxically, the perceived odds for female academics to reach the top of their field are lower in fields where they are relatively highly represented, and this may pose unique barriers to women’s perceived opportunities for career success.