EDUC 735 _ Journal Article Critique -1
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Liberty University *
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Course
735
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English
Date
Dec 6, 2023
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Pages
5
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BRIDGING THE STEM GAP
1
How Can We Close the Gender Gap in STEM?
Rosalie-Joy Bruno
School of Education, Liberty University
Author Note
Rosalie-Joy Bruno
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Rosalie-Joy Bruno.
Email:
RJBruno@liberty.edu
BRIDGING THE STEM GAP
2
The field of engineering has always been heavily dominated by males. In reference to the
concentrated areas of
petroleum, mechanical, and automotive engineering fields, women’s ability
to contribute is limited largely impart because of the sexual perception given. The term
sexualized visibility is used to describe how a women's contributions in the workplace is often
overshadowed by her physical attributes and often over-sexualized. These attributes are often
obliterating their value and ability to contribute like their male counterparts. In the skilled, male
dominated world of engineering, women are often viewed as emotional and sexual, while nearly
invisible as being viewed as competent and leaders (Fernando et al., 2019).
Summary
The design of the research was based on one-to-one interviews with women conducted in
a semi-informal manner. The interview process involved fifty women and spanned across one
hundred different organizations in the United Kingdom. Throughout all the interviews the human
resources department at each firm was notified and participation among women was completely
voluntary. Those interviewed were categorized by time spent in the field of engineering. The
initial scope of the interview was not to investigate the sexual visibility among women engineers,
but to uncover why some women stay the course and create a career in engineering while others
choose to leave
(Fernando et al., 2019). The data was then analyzed using the thematic analysis.
A thematic analysis is used by taking the qualitative data to be able to identify, analyze, and
report back a repeated pattern.
The findings of this study uncovered how women felt visible and objectified based on
their appearance and felt under a microscope when interacting with their male colleagues
(Fernando et al., 2019). In order for women to be taken seriously, they felt the need to work
twice as hard in order to prove their competence and expertise. Additionally, building
BRIDGING THE STEM GAP
3
relationships among their male counterparts was deemed flirtatious by both male and female
coworkers. Among the women interviewed, the underlying theme was that they were not viewed
for the scope of their work but more of how they looked in their clothing, which undermined
their accomplishments
(Fernando et al., 2019). In order to compensate for this stereotype,
women played into others stereotypes such and the sister or daughter role, which then opened up
doors because their male colleagues liked the idea of being stepping into the role model light.
Patriarchal relations at work thus potentially constrained women from making decisions, taking
leadership and showing creativity (Fernando et al., 2019).
Critical Analysis
The authors of this article Dulini Fernando, professor at Warwick Business School,
Laurie Cohen, professor at Nottingham Business School, and Joanne Duberley, professor at
Birmingham Business School, sought to educate the engineering workforce about the disparity
between male to female engineers. The intent behind this research was clearly thought out,
organized, and reported to the intended audience. The chief aim of this was to show that while
women are indeed a part of the engineering workforce, they are not viewed as a contributing
factor in their field. Specifically, the focus of the research was to answer the following research
question - how do women engineers respond to sexualized visibility and with what implications
for their careers
(Fernando et al., 2019).
For this question to be answered, the researchers drew
up the Social Indentity based Impression Management (SIM.) “The SIM model recognizes the
importance of managing the impact of social identity based on stereotypes on others’ perceptions
of one’s competence and character (Roberts, Cha, & Kim, 2014).
The research that was conducted was primarily done in the engineering fields of
petroleum, mechanical, and automotive engineering. While the validity of the research is there
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BRIDGING THE STEM GAP
4
however, the study was only done in Britain (Fernando et al., 2019). If there was a broader scope
of research done, perhaps there might have been different results. When you consider the stride
other areas of the world, more specifically the United States, has done in the area of equality in
the workplace, there is the possibility of more women in this field. A study conducted by
Fernando et al., 2018) did show that while women may be underrepresented, there has been
strides to make them stay in the field due to stricter human resources guidelines.
Conclusion
The area of research I have chosen to explore is how we can tighten the gap between
female and male students in STEM programs in school. The article highlighted in this critique is
relevant to my study in the fact that the gap is still as wide in the field of engineer, however in
other fields like medicine there is hardly a gap at all.
Sexualized visibility was introduced as a
term to describe how the value of women in the workplace is overshadowed merely by the
physical attributes. The male dominated field has since required to downplay of feminine
characteristics in the workplace. When your abilities and contributions you have in your chosen
field are labeled as insignificant by an attribute you can not control, it lessens your desire to stay
in a field that is already difficult enough.
BRIDGING THE STEM GAP
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References
Fernando, D., Cohen, L., & Duberley, J. (2018). What helps? women engineers' accounts of
staying on.
Human Resource Management Journal
,
28
(3), 479–495.
https://doi.org/10.1111/1748-8583.12192
Fernando, D., Cohen, L., & Duberley, J. (2019). Navigating sexualised visibility: A study of
british women engineers.
Journal of Vocational Behavior
,
113
, 6–19.
https://doi.org/10.1016/j.jvb.2018.06.001
Roberts, L. M., Cha, S. E., & Kim, S. S. (2014). Strategies for managing impressions of racial
identity in the workplace.
Cultural Diversity and Ethnic Minority Psychology
,
20
(4),
529–540. https://doi.org/10.1037/a0037238