Archive for the 'women in science' category

Reader question: conference, baby and looking for jobs

Last month, I received the following question from someone who found my blog and has the following question:

My wife and I will both be attending SfN 2018 in San Diego with a ~3 month old.

I found your blog post and was intrigued by your insights.

I was wondering if I could ask you for some further advice given your
experience.

To give you a brief idea, neither my wife and I nor I have any idea
how to be parents yet. Furthermore, we will both ideally make contacts
at SfN that lead to ideally both of us having employment. (My wife is
looking for tenure track positions, whereas I would take a postdoc or
industry position, depending on a variety of complicated factors.)

Personally, I grossly underestimated how much work a baby is before I had a baby. Taking a baby to a conference means that whenever you're not working and would otherwise be relaxing and/or networking (I know, for some people networking is not at all like relaxing), you're now taking care of a baby. However, there are so many people who make this work, so why couldn't you?

In a subsequent email he's even more specific in his questions:

Related to your original post wherein folks assume that mom with baby
wants non-serious baby-gush fun time instead of serious science, have
you ever heard/seen a new father going to posters/talks with baby in
arms? If so, does the same effect hold?

I'm still not sure if this was my own insecurity at the time or that more people share the feeling that once you're holding a baby, everyone assumes you want to talk about the baby and not science (please comment if you have experienced either one!). I think that many conferences, including SfN get more and more welcoming to babies and children and that it will hopefully be more and more normal to be a parent AND a scientist at the same time.

I happen to be a tall-ish white American man, whereas my wife is a
non-white female from not the USA. I am totally willing to carry
around new baby in an attempt to help her avoid having people assume
it's just a baby-gush social fun time event because she is interested
in learning everything she can about a new direction for her research.
On the other hand, I wouldn't want folks to think my wife was somehow
a "bad mom" for leaving infant baby with dad for a while. (I do not
trust that even well-educated, most probably liberal, most probably
wealthier academics to perceive a woman fairly. As an example, at SfN
one year, I witnessed a prominent PI explicitly ask one of his
postdocs why she wasn't drinking alcohol at a social event as 'there
could be some problematic reasons for that'. I can only assume this PI
meant that it would be a problem if this postdoc was pregnant, which
is completely inappropriate.)

Great that you're willing to step in to take more than your fair share of parenting to give your wife the chance to network. I would certainly hope that people don't assume that she is a bad mom for doing that, and at the same time I wonder if a place that has an attitude like that is somewhere you would want to work...

We are also curious to know how you approached social events after
hours, such as the Presidential Gala and other dinner/drinks events,
as these have yielded leads to jobs and other important social
connections before. Most of these events appear even less
infant-friendly than the main floor.

I have brought a baby to a social at SfN and that did not go very well. My baby was kind of overwhelmed and fussy, so less than ideal. If I would want to be sure I would be able to go there and have the opportunity to network, I would go without baby. If you can't manage to get childcare (bring a third adult?), I would decide to split the nights and each go to separate events while the other watches the baby, but perhaps other people (and other babies) feel very differently about this.

Do you know if SfN have anyone designated to serve as a point of
contact for parents who bring their kids? (Maybe they should?)

What are the statistics on doing SfN with kids? Maybe there should be
a social event just for parents who brought their kids?

I'm personally not going to SfN this year and as far as I'm aware there are no SfN-sponsored events for parents with kids, but I'm sure many more parents are bringing their kids and will walk around the posterhall with them. And then there's the lactation/baby care room where you will likely find many fellow parents. So perhaps all the sciparents out there who read my blog can practice a secret handshake to get in touch with each other?

Also, please add your wisdom and experience in the comments!

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#MeTooSTEM: stories for everyone

If you have been living under a rock and think sexual harrassment doesn't happen in academia, this new blog is for you.

If you think: this only happens in the US, this story is for you.

If you think: men who are accused of committing these acts lose their whole career, then read what the women it has happened to have lost and are still losing.

If you think: these women only come forward hidden behind pseudonym, that is not the case. Although understandably, many are.

If you think: if stuff like this happens, people who see it will speak up, this story is for you.

If you think: I have my own story, these resources are for you. Also, consider sharing your story.

If you think: I want to thank the person who is bringing this to light ánd started a petition to remove sexual harrasers from the National Academy of Sciences, then consider sending @McLNeuro a supportive gif on twitter!

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On credibility and using your title

The other day I was in a training where we talked about how you can influence other people and we revisited Aristotle's pathos, ethos and logos triangle on persuading people (google it if you want to know more). One point of this triangle, the ethos part, is about credibility and trust, and in this training we talked about what that could look like. It made me realize that for some, credibility comes easier than for others, because some people may look more like what society finds credible than others. For example, I've heard people say that I look young, and not much like a scientist, so I guess I need to bring other ways of establishing credibility than someone who does look like your stereotypical scientist. Also, that stereotypical scientist can afford himself the luxury of coming into work in shorts and sandals and still look credible, while his female counterpart has a much narrower definition of what she can wear to be assumed credible.

Another aspect of credibility for scientists is your Dr. title. I've heard many people say that there is no need to use your title, and especially in The Netherlands there is a culture where people tend to be very informal. But if you can't use your title to bring credibility, for example when you're teaching, then how are you supposed to do that when you don't have the stereotypical "credible looks"? And wouldn't a really strong way for white men to be allies to women (or people of color, or anyone else who does not come with the stereotypical credible looks) to start using titles again, even in a society that is informal and scores relatively high on the gender equality lists? Would this be one way we could counter the "gender equality paradox in STEM?"

 

 

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Back when I had a baby and a fellowship rejection in one week

Over four years ago, I came home from the hospital in the evening after a day that started with me thinking I was in labor (and so did the midwives, by the way) but ended with me not being in labor anymore while the baby was still in my uterus. I was exhausted and wanted to go to bed, but just before that I checked my email. Back then, my private email and most of my work email came to the same email address. And there it was: a long awaited email from the EU with the results of whether I was going to get a Marie Curie fellowship to do my own research back in the homecountry. As the EU did back then, the email just said something along the lines of "fellowship results", and then you had to click a link, log into their participant portal, find out that your password has expired, make a new password, log in again to then find a very cryptic message that still did not really say whether you got the money or not. I was exhausted from being in the hospital all day, but my heart was racing at the same time because I wanted to know if I got the fellowship or not.

Fast forward: I did not get the fellowship but I did have the baby 5 days later. And now that I look back at these emails I'm surprised to see that within 2 weeks of giving birth I was emailing with the professor who gave me feedback on this grant on how to rework it into a new grant. I so much wanted to succeed in academia that I kept thinking and working around birthing a baby. But before you get all judgy, I also remember very clearly how this was a way for me to stay connected to my normal world: my world that I was used to and to try and avoid the world I had experienced with my first-born: a world where I felt so alone with a crying baby. I was not - and am still not - someone who can sit still for a long time. I wanted to continue to think about science even though I had just had a baby. I want to take care of a baby and think at the same time.

I was reminded of this when the other day, a journalist tweeted the following:

And of course Twitter had lots of opinions, that Racael Pells summarized for Times Higher Education. But as you can imagine from the story I shared, this could have been me (that is - before you come to the part where she describes that the academic in question was male).

In hindsight, perhaps I wish my work email wouldn't come to my private email address. In hindsight, I wish I wouldn't have checked my email after a long day in the hospital. And in hindsight, I wish I could have been more in the moment with my little baby. I wish I had seen more examples of how people actually do this, as opposed to stories of women who submit manuscripts while in early labor. I wish academia wasn't so much of a linear career path, where I was afraid to take some time to be in the moment with a little baby. But there are many moments in a day. Some moments were spent mindfully bonding with my new baby, and other moments were spent sending emails. That is how it was.

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The Brain Prize. Or should we say: The Men's Brain Prize?

Mar 07 2018 Published by under Academia, role models, women in science

Yesterday, the Brain Prize was awarded. No doubt that this year's winners have made a strong contribution to neuroscience, but it was quite painful to see that this was the sixth year in a row that the winners of this prize were men. So far, 2 out of 28 winners have been women.

What we can do to change this, is to nominate more women for this prize, as the Brain Prize twitter account immediately suggested.

What I would hope the Brain Prize and the Lundbeck foundation would do is to make their selection committee more diverse too. And perhaps the members of said selection committee could ask for (is that how you use this in a sentence?) an inclusion rider.

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On improving diversity and what that feels like

Last week I wrote that a news outlet reported that Hans Clevers had said that Dutch women don't want to work hard. According to Hans Clevers, who came to my blog to reply, he hadn't actually said that.

Seeing the article on a Dutch news website, writing my post here and the discussion that followed left me feeling drained. I feel so frustrated that while I and so many others with me point out how this attitude of saying "I have done some things and there is nothing we can do to further increase diversity" is unhelpful and harmful, it does not seem to change the speed at which diversity increases. Outside of this blog, the LNVH ("Landelijk Netwerk Vrouwelijke Hoogleraren"; the Dutch society for Women full professors) wrote a letter to a large Dutch newspaper. And Athena's Angels (an initiative of 4 female full professors) wrote a reply in the same news paper today. But otherwise nothing happened. What could have been an opportunity to start a discussion on how to improve diversity in (Dutch) academic science, and increase the retention of women and minorities in the academic pipeline, ended in silence, at least as far as I can see.

I want to look into scientific literature on methods to increase diversity in STEM (or elsewhere) to write a post with suggestions on what to do and what works, but haven't had the time to do so. If you have links/papers to share with me, please do so in the comments or on twitter.

And in the meantime, I want to acknowledge the energy it takes to address these issues and take a deep bow for those of us who do this on a daily basis. I realize the privilege of writing here under a pseudonym and being able to go to work at a place with great emphasis on diversity. As Sara Ahmed wrote in her blog post titled "Feeling Depleted : "I think of social privilege as an energy saving device: less effort is required to pass through." So for those who still believe women aren't working hard: this is also where their energy goes: into the invisible void of challenging the status quo.

 

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Prestigious scientist says "Dutch women don't want to work hard"

Yesterday was International Day of Women and Girls in Science and it was great to see all the different faces of women and girls in science on twitter and read their stories. I love the atmosphere of people lifting each other up and cheering each other on. Sadly, my day ended with reading this news article where prominent Dutch cancer researcher Hans Clevers responds to criticism on the newly opened virtual cancer research institute "Oncode". Part of the criticism he received was the gender disbalance in this institute to which he respondes [my translation]:

"The gender balance is indeed a problem. But that problem is caused by women. We see many young women with potential, but when push comes to shove they quit. That's not our (the men's) fault. Dutch women just don't want to work hard."

Later in the article, he nuances this statement a bit by adding that it is not only women who are to blame, but (Dutch) society: that societal pressure to spend time with children on weekdays falls much more on women than on men. And by creating opportunities to work part-time, society has created a pretty narrow mold for women to fit: daycare centers often don't offer 5 days a week of care or advise against taking 5 days and HR people often ask pregnant women how many days they are planning to come back to work to (thereby implying less than 5 days), which is not asked to men. According to Hans Clevers, this causes the leaky pipeline: the fact that men and women perform equally through graduate school and post-doc and then women drop off in dramatic numbers.

Now let's unpack what he is saying here:

  1. Part-time culture. It is true that The Netherlands are the country where most people work part-time and there is a huge gender disparity there (see figure). A likely explanation is that Dutch women were relatively late compared to other countries to join the workforce, and many people of my generation and older have grown up with their mom at home taking care of housework and the kids, which is different than in the US for example where women joined the workforce much earlier. It is important to note that the gender disparity in part-time work is not only due to child care obligations, because also women in their 20s without children work part-time in large numbers. There is no clear data showing why this is: is it the choice for different sectors of employment where part-time work is the norm and it is more difficult to get a permanent contract, are women more inclined to live to work rather than work to live or is it a matter of everyday sexism that favors men for full-time high profile positions? We need to understand this better before we can start pointing fingers. I do agree that the narrow mold for women to fit in terms of how to combine children and a career is problematic, and I hope that when men such as Hans Clevers see this, they do the work to help this, for example by providing high quality childcare at work. The ratio of children to daycare teachers is much higher here than it was for our (expensive!) daycare in the US, which for us was a reason to each work 4 days to only need 3 days of daycare.

    From: https://www.economist.com/blogs/economist-explains/2015/05/economist-explains-12

  2. Women don't want to work hard? Let's go back to this first statement from Hans Clevers, even though he later goes back to add more nuance. I would love to see actual data showing that this is true, because I am aware of data showing that women actually have to work harder in order to get equal results, and the other way around: that with equal levels of productivity, women are less likely to get promoted/get grants/get papers in high IF journals. And that is on top of the fact that most of these women will be doing this hard work in a climate that is unsafe and unwelcoming. So we should ask ourselves (and this is somewhat of a rhetoric questions): are women not willing to work hard, or do women - after working equally hard with less recognition while taking on more of the childcare responsibilities - at some point think "f*ck this sh*t" and leave academia?
  3. What it means when someone like Hans Clevers says this. This is the part that really makes me sad: that someone in such a position of power as Hans Clevers makes statements like these that seem unsupported by the data that is out there on gender disparity and general inequality in academia. How many young students who are women, people of color and in particular women of color who have few or even no role models to look up to will read something like this and think "f*ck this sh*t" even sooner?  Also, making such a statement suggests a lack of awareness of Hans Clevers' own bias against women and minorities. If he has the choice between hiring a man or a woman for a position, I'm pretty sure his bias against women ("women don't want to work hard") will likely drive him to choose the man, unless the woman is extraordinarily qualified. And for someone who is likely in numerous committees deciding the future of young scientists, this is highly problematic and demoralizing.

 

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Repost: To a conference in babyattachmode

Six years ago I went to SfN in DC. It was close enough to where we lived that I could drive, which meant that on the weekend I brought my then 4 month old baby, and on the weekdays I brought my pump. I wrote about what that was like and will repost it below. However, at the time it didn't occur to me to address what a hassle it was to walk back and forth to the designated childcare area. I was a post-doc, I just had a baby and all I did was try to cope with that in whatever circumstances were given. This year, with SfN being in the same conference venue in DC, SfN blogger Rebecca Calisi Rodriguez is addressing the fact that the childcare and lactation "room" is less than ideal.

 

She started a google doc here, where parents and caregivers can leave their suggestions for improvement. I think it is awesome that people speak up about this, because for me, as a young parent and a post-doc, I didn't feel it was my place to speak up and I can imagine more sleep-deprived struggling parents feel that way. However, I do think that for the sake of inclusivity, breastfeeding success and overall happiness of new parents it is SO IMPORTANT to address this. Here is my experience from 6 years ago:

Last year’s society for Neuroscience meeting was right when I went back to work after my maternity leave. And since I had patched a whole bunch of cells while very pregnant, I even had something to present there. The meeting was right around the corner from where I live, which is why I decided that even though BlueEyes was only 4 months old, the whole family was going to the meeting (and in this case, with meeting I mean the actual science-part, and not so much the social and drinking part). So on Saturday and Sunday I put BlueEyes in a baby wrap (Girasol Chococabana for those of you interested), and walked around the conference.

SfN turned out to be very baby-friendly, since they even had a specific room for infant care, where you could nurse and change your baby. The only disadvantage was that this was kind of far away from the poster hall, so after I had checked out a poster or two I had to walk back there to nurse a hungry baby or change a diaper. Oh well, most people walk around the poster hall to meet people they know instead of actually look at the posters anyway, right? A major unexpected disadvantage was that when you show up at someone’s poster with a baby attached to you, they automatically assume that you’ve come to show your cute baby instead of ask a serious science question. So not much science talk for me that weekend…

On Monday BlueEyes went to his usual daycare, and I traded the baby-in-wrap for my breast pump. This was potentially even bulkier and certainly more annoying to drag around all day. The same sort of thing as before happened where I would check out a bunch of posters (at least now I got to ask science-questions and have people answer them), and then have to walk back to the infant care room to pump milk. And after I presented my own poster I realized that whoever thought of four hour poster sessions had probably never lactated him- or herself….
A last thing to note is that the night after we took BlueEyes to SfN, he had his longest night sleep so far (a 6 hour stretch of sleep!). And mind you, this was in November… So I guess nothing puts our baby to sleep like a couple 1000 neuroscience posters!

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I shouldn't ever stop caring about harassment cases

This morning I came to a realization that shocked me and that made me quite painfully aware of my own biases. Already a couple of times I had come across this headline on twitter: She Was a Rising Star at a Major University. Then a Lecherous Professor Made Her Life Hell. Every time I saw it I couldn't help but think: Oh man, another person who was oppressed/harrassed/assaulted in whatever way by some man who has the power to do so and still goes unpunished for way too long. But it didn't touch me enough to read the piece. Or to retweet it or say what I think about it. It just made me a little numb that this just keep happening over and over and over it seems.
And then someone tweeted the name of the victim in this case. And I recognized the name and realized that I had seen her present her work and I was so impressed with her. She was energetic and funny and a really good presenter who did very interesting work. All of a sudden I cared so much more about this case. And that is the part that shocked me.
Because someone shouldn't have to be energetic and funny and a good presenter for me to care. I should always care when someone is oppressed or assaulted or harrased, whether they are boring or funny to me and whether I like them or not. It made me think of whenever men say things like:"We should care about women because they are our daughters and wives and sisters" and I think to myself: no, we should care because they are people. Yet I do the exact same thing in my head: I care more about people that I know and/or like.

 

How can I change this attitude and make sure I don't stop caring about cases like this one? By reading the statistics about how often women are sexually harrassed in science that make me angry every time I look at them. By linking to all the pieces online that show how hard it is to file these complaints against established men when you are the victim, but also how there are kind people that stand by the victims. Although at the end of the day the question remains whether you can ever really win in a case like this.

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A personal take on the motherhood penalty

There's having to take time off for parental leave. There's not always being able to stay for networking after work. There's having to stay home when your kid is sick. And the list goes on and on why becoming a parent means sometimes not being able to be at work or working. However, it is still the case that for mothers this compromises their career more than for fathers, resulting in less pay and an overall perception of being less competent: an issue called the motherhood penalty, which was also highlighted when Gina Baucom asked for examples of crappy things that are being said to women academics the other day.

The other day I got a bit more insight into why this could be on a level I hadn't considered yet. Someone I know had her second kid about a 1,5 year ago and the first time year had been quite a struggle: she was tired, also moved to a different house and at the same time was making a huge effort to perform at the same level she did previously. This nearly resulted in a burn out, except that she had a very kind and caring manager who sent her home at just the right time and told her to take it easier. At this point she was crying, tired and just not the strong person she was otherwise.

After this first year, she started to feel like her normal self again: more sleep, normal hormone levels, etc. However, at the same time she noticed that her manager still treated her like the more fragile person who needed help and protection. Her manager would not give her the more challenging projects even though she was very capable of taking those on again. And ultimately her male colleague who had been there shorter got a promotion and she didn't. Seemingly because her manager could not get rid of the notion they had of her being weak. She felt that not only did she have to fight to get back into all her projects, she had to fight double hard to erase her manager's notion of her being a weak person. 

I'm not sure there is an answer here in how to navigate this path, but I'd be curious to hear what you would advice here, dear readers!

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