Is it really just sexism? An alternative argument for why women leave STEM

Everyone knows that you’re not supposed to start your argument with ‘everyone knows,’ but in this case, I think we ought to make an exception:

Alarming? Isn’t that a little, I don’t know, alarmist? Well, let’s look at some stats.

But hang on a second, maybe there just aren’t enough women qualified for the top levels of STEM? Maybe it’ll all get better in a few years if we just wait around doing nothing?

So what gives? Why are all the STEM women leaving?

So, it seems that sexism can not fully explain why women with STEM PhDs are leaving STEM. At the point when women have earned a PhD, for the most part they have already survived the worst of the sexism. They’ve already proven themselves to be generally thick-skinned and, as anyone with a PhD can attest, very stubborn in the face of overwhelming difficulties. Sexism is frustrating, and it can limit advancement, but it doesn’t fully explain why we have so many women obtaining PhDs in STEM, and then leaving. In fact, at least in the U of T chemistry department, faculty hires are directly proportional to the applicant pool —although the exact number of applicants are not made public, from public information we can see that approximately one in four interview invitees are women, and approximately one in four hires are women. Our hiring committees have received bias training, and it seems that it has been largely successful. That’s not to say that we’re done, but it’s time to start looking elsewhere to explain why there are so few women sticking around.

So why don’t more women apply?

To understand the so-called maternal wall better, let’s take a quick look at the sketch of a typical academic career.

For the sake of this exercise, let’s all pretend to be me. I’m a talented 25 year old PhD candidate studying Physical Chemistry — I use laser spectroscopy to try to understand atypical energy transfer processes in innovative materials that I hope will one day be used to make vastly more efficient solar panels. I got my BSc in Chemistry and Mathematics at the age of 22, and have published 4 scientific papers in two different fields already (Astrophysics and Environmental Chemistry). I’ve got a big scholarship, and a lot of people supporting me to give me the best shot at an academic career — a career I dearly want. But, I also want a family — maybe two or three kids. Here’s what I can expect if I pursue an academic career:

With any luck, 2–3 years from now I’ll graduate with a PhD, at the age of 27. Academics are expected to travel a lot, and to move a lot, especially in their 20s and early 30s — all of the key childbearing years. I’m planning to go on exchange next year, and then the year after that I’ll need to work hard to wrap up research, write a thesis, and travel to several conferences to showcase my work. After I finish my PhD, I’ll need to undertake one or two post doctoral fellowships, lasting one or two years each, probably in completely different places. During that time, I’ll start to apply for professorships. In order to do this, I’ll travel around to conferences to advertise my work and to meet important leaders in my field, and then, if I am invited for interviews, I’ll travel around to different universities for two or three days at a time to undertake these interviews. This usually occurs in a person’s early 30s — our helpful astronomy guy, Dr. Flaherty, found the average time to hiring was 5 years, so let’s say I’m 32 at this point. If offered a position, I’ll spend the next year or two renovating and building a lab, buying equipment, recruiting talented graduate students, and designing and teaching courses. People work really, really hard during this time and have essentially no leisure time. Now I’m 34. Within usually 5 years I’ll need to apply for tenure. This means that by the time I’m 36, I’ll need to be making significant contributions in my field, and then in the final year before applying for tenure, I will once more need to travel to many conferences to promote my work, in order to secure tenure — if I fail to do so, my position at the university would probably be terminated. Although many universities offer a “tenure extension” in cases where an assistant professor has had a child, this does not solve all of the problems. Taking a year off during that critical 5 or 6 year period often means that the research “goes bad” — students flounder, projects that were promising get “scooped” by competitors at other institutions, and sometimes, in biology and chemistry especially, experiments literally go bad. You wind up needing to rebuild much more than just a year’s worth of effort.

At no point during this time do I appear stable enough, career-wise, to take even six months off to be pregnant and care for a newborn. Hypothetical future-me is travelling around, or even moving, conducting and promoting my own independent research and training students. As you’re likely aware, very pregnant people and newborns don’t travel well. And academia has a very individualistic and meritocratic culture. Starting at the graduate level, huge emphasis is based on independent research, and independent contributions, rather than valuing team efforts. This feature of academia is both a blessing and a curse. The individualistic culture means that people have the independence and the freedom to pursue whatever research interests them — in fact this is the main draw for me personally. But it also means that there is often no one to fall back on when you need extra support, and because of biological constraints, this winds up impacting women more than men.

So, women with a PhD in STEM know that they have the capability to make interesting contributions to STEM, and to make plenty of money doing it. They usually marry someone who also has or expects to make a high salary as well. But this isn’t the only consideration. Such highly educated women are usually aware of the biological clock and the risks associated with pregnancy, and are confident in their understanding of statistical risks.

And yet, somehow, during this informal research adventure of mine, most scholars and policy makers seem to be advising that we try to encourage young girls to be interested in STEM, and to address sexism in the workplace, with the implication that this will fix the high attrition rate in STEM women. But from what I’ve found, the stats don’t back up sexism as the main reason women leave. There is sexism, and that is a problem, and women do leave STEM because of it — but it’s a problem that we’re already dealing with pretty successfully, and it’s not why the majority of women who have already obtained STEM PhDs opt to leave the field. The whole family planning thing is huge and for some reason, almost totally swept under the rug — mostly because we’re too shy to talk about it, I think.

In fact, I think that the plethora of articles suggesting that the problem is sexism actually contribute to our unwillingness to talk about the family planning problem, because it reinforces the perception that that men in power will not hire a woman for fear that she’ll get pregnant and take time off. Why would anyone talk about how they want to have a family when they keep hearing that even the mere suggestion of such a thing will limit their chances of being hired? I personally know women who have avoided bringing up the topic with colleagues or supervisors for fear of professional repercussions. So we spend all this time and energy talking about how sexism is really bad, and very little time trying to address the family planning challenge, because, I guess, as the stats show, if women are serious enough about science then they just give up on the family (except for the really, really exceptional ones who can handle the stresses of both simultaneously).

To be very clear, I’m not saying that sexism is not a problem. What I am saying is that, thanks to the sustained efforts of a large number of people over a long period of time, we’ve reduced the sexism problem to the point where, at least at the graduate level, it is no longer the largest major barrier to women’s advancement in STEM. Hurray! That does not mean that we should stop paying attention to the issue of sexism, but does mean that it’s time to start paying more attention to other issues, like how to properly support women who want to raise a family while also maintaining a career in STEM.

So what can we do to better support STEM women who want families?

For me personally, I’m in the ideal situation for an academic woman. I graduated my BSc with high honours in four years, and with many awards. I’ve already had success in research and have published several peer reviewed papers. I’ve faced some mild sexism from peers and a couple of TAs, but nothing that’s seriously held me back. My supervisors have all been extremely supportive and feminist, and all of the people that I work with on a daily basis are equally wonderful. Despite all of this support, I’m looking at the timelines of an academic career, and the time constraints of female reproduction, and honestly, I don’t see how I can feasible expect to stay in academia and have the family life I want. And since I’m in the privileged position of being surrounded by supportive and feminist colleagues, I can say it: I’m considering leaving academia, if something doesn’t change, because even though I love it, I don’t see how it can fit in to my family plans.

But wait! All of these interventions are really expensive. Money doesn’t just grow on trees, you know!

By demonstrating that we will support women in STEM who choose to have a family, we will encourage more women with PhDs to apply for the academic positions that they are eminently qualified for. Our institutions will benefit from the wider applicant pool, and our whole society will benefit from having the skills of these highly trained and intelligent women put to use innovating new solutions to our modern day challenges.

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