Solving the Equation: The Variables for Women’s Success in Engineering and Computing
Solving the Equation: The Variables for Women’s Success in Engineering and Computing asks why there are still so few women in the critical fields of engineering and computing — and explains what we can do to make these fields open to and desirable for all employees.
The numbers are especially low for Hispanic, African American, and American Indian women. Black women make up 1 percent of the engineering workforce and 3 percent of the computing workforce, while Hispanic women hold just 1 percent of jobs in each field. American Indian and Alaska Native women make up just a fraction of a percent of each workforce.
Diversity Is Good for Business
The representation of women in engineering and computing matters. Diversity in the workforce contributes to creativity, productivity, and innovation. Everyone’s experiences should inform and guide the direction of engineering and technical innovation.
Stereotypes and Bias Are Holding Everyone Back
One study ask science faculty to evaluate résumés that were identical except for the candidates’ names. The researchers found that scientists were more likely to choose a male candidate over an identical female candidate for a hypothetical job opening at a lab. Both female and male scientists also offered a higher salary to the male candidate and were more willing to offer him mentoring opportunities.
In another study, potential employers systematically underestimated the mathematical performance of women compared with men, resulting in the hiring of lower-performing men over higher-performing women for mathematical work.
Show Women That They Are Welcome in These Fields
Women who leave engineering are very similar to women who stay in engineering. The differences are found not in the women themselves but in their workplace environments. Women who left were less likely to have had opportunities for training and development, support from co-workers or supervisors, and support for balancing work and nonwork roles than were women who stayed in the profession.
Women engineers who were most satisfied with their jobs, in contrast, worked for organizations that provided clear paths for advancement, gave employees challenging assignments that helped develop and strengthen new skills, and valued and recognized employees’ contributions. In other words, workplaces with good management practices were more likely to retain women employees.
- Revised its required introductory computer science course to emphasize broad applications of computer science and accommodate different levels of experience.
- Provides students with early research opportunities.
- Sends women students to the Grace Hopper Celebration of Women in Computing.
In just five years, the percentage of women Harvey Mudd computer science graduates grew from a historical average of 12 to around 40 percent, while the national average stalled at 18 percent. What if we took the lessons from these efforts and applied them to businesses and K–12 education?
Why Are There Still So Few Women in Engineering Computing?
Watch report co-authors Catherine Hill, AAUW vice president of research, and Christianne Corbett, AAUW senior researcher, discuss Solving the Equation‘s major findings.
Everyone can encourage women to enter engineering and computing and help transform these fields into places where more women — and men — want to be.
Find out what it took for one curious girl to become a successful electrical engineer, despite barriers along the way.
The best part of Lara’s job is getting to help people every day. The worst part is being a part of “a little snake pit of the patriarchy.”
Whether it’s with Legos, Lincoln Logs, or the broken kitchen toaster, give the girls in your life room to explore.
Find Solving the Equation
In the Board Room
Employers can play a powerful role in increasing representation of women in engineering and computing by changing the workplace climate, including hiring and promotion practices. Solving the Equation was launched alongside an expert panel, including leaders from AT&T, Samsung Electronics North America, and Broadcom. The report continues to inspire major U.S. corporations to take action to advance women in the engineering and computing fields.
On the Hill
AAUW has frequently presented Solving the Equation and its policy findings on Capitol Hill and before state legislatures. By bringing our research to key stakeholders and policy makers, AAUW is helping educate our leaders on the steps to building a high-quality and globally competitive workforce.
At Conferences and Workplaces
The findings and recommendations of Solving the Equation are also reaching researchers, students, corporations, and professional groups. AAUW has presented at events and workplaces all over the country to share insight about recruiting and retaining women in engineering and computing. Since Solving the Equation’s release in March 2015, AAUW has presented at the U.S. News and World Report’s Energy That Works: Girl Power summit, the National Academies of Science, WEPAN (the Women in Engineering Programs and Advocates Network), Microsoft, Samsung, Google, and the Grace Hopper Celebration of Women in Computing.
AAUW also presented Solving the Equation’s findings at our own national, state, and student conferences in 2015.
In the Classroom
This spring, students from 10–12 colleges across the country will use findings from Solving the Equation to take action on their campuses and in their communities. Through AAUW’s Campus Action Projects, students will receive up to $5,000 in funding to create projects that help put an end to barriers facing women in engineering and computing.
Honors and Accolades
Solving the Equation was honored with the Groundbreaking Research Award by Million Women Mentors, an initiative to increase the interest and confidence of girls and women to persist and succeed in STEM careers. The report has earned media coverage from hundreds of local and national outlets, including Forbes, the Washington Post, USA Today, and the New Yorker.
Solving the Equation is made possible by these generous supporters: the National Science Foundation, Research on Gender in Science and Engineering award 1420214; AT&T; and the Mooneen Lecce Giving Circle.