WOMEN PARTICIPATION IN SCIENCE

 With India continuing to push the boundaries of scientific and technological advancement, it must ensure the full inclusion of women in this journey

what discourage girls from pursuing science

 Educational barriers, such as limited access to quality schools and gendered societal norms, can discourage girls from pursuing science, technology, engineering, and mathematics (STEM). 

they prioritise family over careers, severely jeopardising professional growth. 

Gender stereotypes further restrict opportunities, affecting hiring, promotions and funding. 

Harassment and discrimination in academic settings add another dimension of hostility that push many women out of the field.

A study of STEM scientists

A study of STEM scientists across 38 countries reveals higher attrition rates for women, driven by 

• non-inclusive workplaces, 
• work-life balance struggles,
•  and limited access to high-impact research.

These barriers will 

 slow career progression and reduce access to senior roles and professional networks, increasing dropout rates. 

The postdoc-to-faculty transition

The transition from a postdoctoral researcher (postdoc) to a faculty position (professor, lecturer, or principal investigator) is a crucial stage in an academic career, especially in science and research fields.

 it is especially challenging for women, with 

• family responsibilities, 
• low confidence, 
• lack of female role models cited as key factors, as highlighted by research from the National Institutes of Health.

why should  we focus - women in science

Diverse teams drive creativity and innovation, leading to breakthroughs by integrating multiple perspectives. 

More women in science also results in role models for future generations, inspiring girls to pursue STEM. 

Promoting equity ensures that women can contribute fully to scientific progress, enriching society with a more inclusive workforce.

 The “Matilda Effect” — 

named after 19th-century feminist Matilda Joslyn Gage — describes the tendency to downplay or overshadow women’s scientific contributions in favour of their male colleagues, highlighting the historic struggle for proper recognition of women’s innovations. 

jacob Clark Blickenstaff’s “leaky pipeline” 

Nearly 200 years later, gender inequity in STEM persists. Jacob Clark Blickenstaff’s “leaky pipeline” metaphor describes women dropping out of STEM due to biased pedagogy, a lack of role models, and hostile workplaces. 

A more recent “Chutes and Ladders” model 

focuses on broader structural and environmental barriers, highlighting how

•  mentorship,
•  access to hidden knowledge, 
• and career disruptions disproportionately hinder women, minorities, and marginalised groups, emphasising the need to address inequities within academic systems.

A survey across India

extensive survey across 98 institutions across India 

conducted in 2020-21, the proportion of women faculty members across 

• all the fields was a mere 17%, 
• ranging from 23% in biology 
• to 8% in engineering. 

The proportion was even lower within higher-ranked institutions

 with dwindling ratios within senior career faculty. 

The data showed that women scientists were vastly under-represented at conferences and often overlooked in career-enhancing activities.

How can Addressing these challenges 

it demands a reimagined approach 

• diverse career paths 
• involves policymakers, institutions, and the scientific community in fostering inclusivity, particularly for underrepresented and economically disadvantaged women. 

timing of intervention

Early intervention, engaging parents, educators, and the broader social environment, is key to lasting impact.

We propose three key recommendations

to improve the retention of women in STEM at the early- and mid-career levels. 

First, institutional changes 

such as 

• flexible work options, 
• affordable childcare, 
• policies supporting work-family integration are essential. 

Second, public recognition of both triumphs and obstacles is crucial. 

Showcasing successful women in science challenges stereotypes, inspires the next generation, and reinforces the need for greater visibility and representation. 

At the same time, calling out setbacks, as exemplified by BiasWatchIndia, can drive incremental progress by exposing gender inequities in academia. 

Three , a nuanced approach 

across career stages is crucial, 

• eliminating age restrictions on grants, 
• fostering mentorship networks, 
• supporting career re-entry after a break for family or personal reasons, and 
• amplifying senior women’s voices in leadership and decision-making.

Interventions

(GATI) pilot in 2020

The Department of Science and Technology (DST) launched the Gender Advancement for Transforming Institutions (GATI) pilot in 2020 .

to foster an inclusive environment for women and gender-diverse individuals in STEM, 

supporting participation-boosting initiatives such as the Women in Science and Engineering-Knowledge Involvement in Research Advancement through Nurturing, or WISE-KIRAN, and the Women Scientists Scheme (WOS) programmes.

 

(BioCARe) programme 

Noteworthy efforts include the Department of Biotechnology’s Biotechnology Career Advancement and Re-orientation (BioCARe) programme, which supports women scientists returning to research after career breaks.

Indian Council of Medical Research 

spearheads several programmes promoting women’s health and training for women scientists. 

WAY FORWARD 

While these initiatives reflect progress, they must scale into broader reforms to ensure that women scientists are recognised, empowered, and valued.

As India continues to push the boundaries of scientific and technological advancement, the full inclusion of women in this journey is not only a matter of fairness but also an example of true progress that can set a powerful example for the world to emulate.