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Qian Y, Li L, Liu Y, Zhao P, Xie Z. Breaking the Gender Imbalance: Female Presence in the Computational Chemistry Group at Viva Biotech. J Chem Inf Model 2024; 64:6253-6258. [PMID: 39102346 DOI: 10.1021/acs.jcim.4c00456] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/07/2024]
Abstract
The growing field of computational chemistry and artificial intelligence is drawing unprecedented attention in drug discovery. However, the underrepresentation of female scientists persists in the field. While the gender disparity is acknowledged in academic settings, the issue is less addressed and intensifies in the pharmaceutical and biotech industry both at the entry-level and leadership positions. At Viva Biotech, we challenge this norm: over 60% of the full-time employees in our computational chemistry group are women, a testament of our commitment to the pursuit of gender equality. We share our vision of the evolving role of computational chemistry in drug discovery and where women stand and rise in the field. In this article, we discuss how we engage female empowerment with tactical approaches and from personal experiences. The intention is to offer actionable guidance for female computational chemists at early career stages to bring visibility to their impacts, and ascent to senior positions.
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Affiliation(s)
- Yue Qian
- Viva Biotech (Shanghai) Limited, 735 Ziping Road, Pudong New District, Shanghai 201318, P. R. China
| | - Le Li
- Viva Biotech (Shanghai) Limited, 735 Ziping Road, Pudong New District, Shanghai 201318, P. R. China
| | - Yanning Liu
- Viva Biotech (Shanghai) Limited, 735 Ziping Road, Pudong New District, Shanghai 201318, P. R. China
| | - Piaopiao Zhao
- Viva Biotech (Shanghai) Limited, 735 Ziping Road, Pudong New District, Shanghai 201318, P. R. China
| | - Zhuwei Xie
- Viva Biotech (Shanghai) Limited, 735 Ziping Road, Pudong New District, Shanghai 201318, P. R. China
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Nixon N, Lin Y, Snow L. Catalyzing Equity in STEM Teams: Harnessing Generative AI for Inclusion and Diversity. POLICY INSIGHTS FROM THE BEHAVIORAL AND BRAIN SCIENCES 2024; 11:85-92. [PMID: 38516055 PMCID: PMC10950550 DOI: 10.1177/23727322231220356] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 03/23/2024]
Abstract
Collaboration is key to STEM, where multidisciplinary team research can solve complex problems. However, inequality in STEM fields hinders their full potential, due to persistent psychological barriers in underrepresented students' experience. This paper documents teamwork in STEM and explores the transformative potential of computational modeling and generative AI in promoting STEM-team diversity and inclusion. Leveraging generative AI, this paper outlines two primary areas for advancing diversity, equity, and inclusion. First, formalizing collaboration assessment with inclusive analytics can capture fine-grained learner behavior. Second, adaptive, personalized AI systems can support diversity and inclusion in STEM teams. Four policy recommendations highlight AI's capacity: formalized collaborative skill assessment, inclusive analytics, funding for socio-cognitive research, human-AI teaming for inclusion training. Researchers, educators, and policymakers can build an equitable STEM ecosystem. This roadmap advances AI-enhanced collaboration, offering a vision for the future of STEM where diverse voices are actively encouraged and heard within collaborative scientific endeavors.
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Affiliation(s)
- Nia Nixon
- University of California, Irvine, California, USA
| | - Yiwen Lin
- University of California, Irvine, California, USA
| | - Lauren Snow
- University of California, Irvine, California, USA
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Szathmári E, Czibor A, Bents R, Szabó ZP, Kiss OE. Jungian personality type preferences of female and male Hungarian leaders. Front Psychol 2023; 14:1222568. [PMID: 37868595 PMCID: PMC10585028 DOI: 10.3389/fpsyg.2023.1222568] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/14/2023] [Accepted: 09/18/2023] [Indexed: 10/24/2023] Open
Abstract
In this study, we investigated the personality type preferences of female and male Hungarian non-managerial individual contributors, middle managers, and executives. We aimed to investigate the preferences among successful females and males (i.e., executives) compared to non-executives. The preference distinctions between successful females and males were also analyzed. We conducted a cross-sectional analysis using the Jungian-based Golden Profiler of Personality (GPOP) questionnaire (N = 5,376; 2,678 females, 2,698 males; average age 35.98 with an SD = 8.977). Executives scored higher in extraversion, intuition, thinking, perceiving, and calm preferences compared to middle managers and individual contributors while scoring lower in sensing and tense preferences. Extraversion, intuition, and feeling preferences were more prevalent among female executives than both male executives and women in general. Our findings suggest that Hungarian female executives' personality preferences align with either stereotypically feminine traits (intuitive and feeling) or male executive-like preferences (extraverted, sensing, thinking, and judging combination). We also discussed the influence of cultural norms and expectations on the personality preferences of female and male executives. Our results are in line with prior research conducted in the Western context, however, the gender differences are more striking. We concluded that men have a reasonable chance of success across a spectrum of personality preferences as they ascend the hierarchy, while women need to exhibit specific preferences to be successful on the same journey. The self-descriptive and cross-sectional nature of our data spell limitations, therefore we suggest conducting future longitudinal studies, including explanatory and contingency variables (e.g. perceived cultural norms).
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Affiliation(s)
- Edit Szathmári
- Doctoral School of Psychology, ELTE Eötvös Loránd University, Budapest, Hungary
- Institute of Psychology, ELTE Eötvös Loránd University, Budapest, Hungary
| | - Andrea Czibor
- Institute of Psychology, University of Pécs, Pécs, Hungary
| | - Richard Bents
- Future Systems Consulting Inc., St. Paul, MN, United States
| | - Zsolt Péter Szabó
- Institute of Psychology, University of Pécs, Pécs, Hungary
- Department of Ergonomics and Psychology, Faculty of Economic and Social Sciences, Budapest University of Technology and Economics, Budapest, Hungary
| | - Orhidea Edith Kiss
- Institute of Psychology, ELTE Eötvös Loránd University, Budapest, Hungary
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Adams SJ. Women have leadership advantages - on why that matters and how it may help us. Australas Psychiatry 2023; 31:422-425. [PMID: 36748106 DOI: 10.1177/10398562231153004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/08/2023]
Abstract
OBJECTIVE Diversity in the workforce is a recognised component of highly functioning teams but remains aspirational in the Australian mental health context. There continue to be significant obstacles to true workforce diversity. The objective of this paper is to outline some of the skills and advantages women in established leadership roles have by dint of their lived workforce experience and how these skills may inform leadership approaches and capacity building potential for the benefit of the system. CONCLUSIONS Leaders must synthesise, capacity build, maintain a systems and future focus and hold a vision to harness the skills of others. This paper outlines why women may have some unique capabilities as a consequence of a gender socialised world and describes approaches that contribute to cohesive, diverse and engaged teams.
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Affiliation(s)
- Sophia Jl Adams
- Mental Health Division, Austin Health, Heidelberg, VIC, Australia
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Gil-Lacruz AI, Gil-Lacruz M, Gracia Bernal A, Flores-García M, Domingo-Torrecilla P. Labour attitudes towards gender equity in Spain: the role of education throughout an economic cycle. GENDER IN MANAGEMENT: AN INTERNATIONAL JOURNAL 2023. [DOI: 10.1108/gm-04-2021-0097] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/20/2023]
Abstract
Purpose
The purpose of this study is to analyse the background and consequences of the Spanish job market on the employment conditions of Spanish women and on underlying attitudes on gender role in the working environment.
Design/methodology/approach
From the European Social Survey (2004, 2008, 2010, 2016), the authors draw a sample of 3,706 individuals aged from 25 to 64 years old living in Spain. The sample allows the authors to make estimations from several aggregation levels depending on gender (men and women) and generational cohort (baby boom and X generation).
Findings
Education improves the perception of women’s work among both men and women. The role of education is especially interesting for older people. Educational levels help women adapt to a changing context, promote female participation in the job market and protect them from unemployment situations. This study demonstrates that both gender and generational cohort moderate the impact of education on gender labour attitudes and working status.
Research limitations/implications
Finally, this work is not exempt from limitations. For example, the use of cross sections does not allow the authors to obtain a richer set of causal relationships than the use of panel data would allow them. In addition, it would be interesting to replicate the study of gender labour attitudes among human resource managers and workers to have a broader view of what happens within companies.
Originality/value
The main contribution to the state of the art is to demonstrate that both gender and generational cohort moderate the impact of education on gender labour attitudes and working status. In addition, this study analyses whether gender labour attitudes change throughout the economic cycles, because population characteristics change (endowment effect) and/or because the same characteristics have different impacts (coefficient effect).
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Elgendi MM, Stewart SH, DesRoches DI, Corkum P, Nogueira-Arjona R, Deacon SH. Division of Labour and Parental Mental Health and Relationship Well-Being during COVID-19 Pandemic-Mandated Homeschooling. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:17021. [PMID: 36554900 PMCID: PMC9779066 DOI: 10.3390/ijerph192417021] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/11/2022] [Revised: 12/14/2022] [Accepted: 12/15/2022] [Indexed: 06/17/2023]
Abstract
While the COVID-19 pandemic has impacted the way parents partition tasks between one another, it is not clear how these division of labour arrangements affect well-being. Pre-pandemic research offers two hypotheses: economic theory argues optimal outcomes result from partners specialising in different tasks, whereas psychological theory argues for a more equitable division of labour. The question of which approach optimizes well-being is more pressing in recent times, with COVID-19 school closures leaving many couples with the burden of homeschooling. It is unknown whether specialisation or equity confer more benefits for mandated homeschoolers, relative to non-homeschoolers or voluntary homeschoolers. Couples (n = 962) with children in grades 1-5 completed measures of workload division and parental well-being. A linear mixed modelling in the total sample revealed that specialisation, but not equity, promoted increased parental emotional and relationship well-being. These relations were moderated by schooling status: voluntary homeschoolers' well-being benefitted from specialisation, whereas mandated homeschoolers' well-being did not benefit from either strategy; non-homeschoolers well-being benefitted from both strategies. Across the mixed-gender couples, mothers' and fathers' well-being both benefitted from specialisation; equity was only beneficial for mothers' well-being. Overall, couples might be advised to adopt highly equitable and specialised arrangements to promote both parents' well-being.
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Affiliation(s)
- Mariam M. Elgendi
- Department of Psychology and Neuroscience, Dalhousie University, Halifax, NS B3H 4R2, Canada
| | - Sherry H. Stewart
- Department of Psychology and Neuroscience, Dalhousie University, Halifax, NS B3H 4R2, Canada
| | - Danika I. DesRoches
- Department of Psychology and Neuroscience, Dalhousie University, Halifax, NS B3H 4R2, Canada
| | - Penny Corkum
- Department of Psychology and Neuroscience, Dalhousie University, Halifax, NS B3H 4R2, Canada
| | | | - S. Hélène Deacon
- Department of Psychology and Neuroscience, Dalhousie University, Halifax, NS B3H 4R2, Canada
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The impact of gender-role-orientations on subjective career success: A multilevel study of 36 societies. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103773] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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Erkal N, Gangadharan L, Xiao E. Leadership selection: Can changing the default break the glass ceiling? THE LEADERSHIP QUARTERLY 2022. [DOI: 10.1016/j.leaqua.2021.101563] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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Smith JE, von Rueden CR, van Vugt M, Fichtel C, Kappeler PM. An Evolutionary Explanation for the Female Leadership Paradox. Front Ecol Evol 2021. [DOI: 10.3389/fevo.2021.676805] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Social influence is distributed unequally between males and females in many mammalian societies. In human societies, gender inequality is particularly evident in access to leadership positions. Understanding why women historically and cross-culturally have tended to be under-represented as leaders within human groups and organizations represents a paradox because we lack evidence that women leaders consistently perform worse than men. We also know that women exercise overt influence in collective group-decisions within small-scale human societies, and that female leadership is pervasive in particular contexts across non-human mammalian societies. Here, we offer a transdisciplinary perspective on this female leadership paradox. Synthesis of social science and biological literatures suggests that females and males, on average, differ in why and how they compete for access to political leadership in mixed-gender groups. These differences are influenced by sexual selection and are moderated by socioecological variation across development and, particularly in human societies, by culturally transmitted norms and institutions. The interplay of these forces contributes to the emergence of female leaders within and across species. Furthermore, females may regularly exercise influence on group decisions in less conspicuous ways and different domains than males, and these underappreciated forms of leadership require more study. We offer a comprehensive framework for studying inequality between females and males in access to leadership positions, and we discuss the implications of this approach for understanding the female leadership paradox and for redressing gender inequality in leadership in humans.
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Heck IA, Santhanagopalan R, Cimpian A, Kinzler KD. Understanding the Developmental Roots of Gender Gaps in Politics. PSYCHOLOGICAL INQUIRY 2021. [DOI: 10.1080/1047840x.2021.1930741] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Isobel A. Heck
- Department of Psychology, The University of Chicago, Chicago, Illinois, USA
| | | | - Andrei Cimpian
- Department of Psychology, New York University, New York, New York, USA
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The History of Thinking About Leadership. LEADERSHIP 2021. [DOI: 10.1007/978-3-030-60437-0_1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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