Women In Science

The number of women who are employed in science, engineering and technology is half the number of men who are employed in the same industries. The Greenfield report identified that the UK economy was losing considerable talent because women who were qualified in science, engineering and technology were not working in those sectors. Half a million women in the UK are qualified in science, engineering and technology, but less than one third of them work in the sectors.

In November 2008, I pointed out that gender imbalance and highlighted the fact that the Government's newly announced strategy-a 17-page document-was silent on the matter. In a written response to me, Fiona Hyslop claimed that the reason for the omission was that

"this issue was not identified by the wide range of contributors and stakeholders as a priority area requiring new action."

To her credit, she then acknowledged that there was

"a clear need ... for better gender equality in this area".

I thank the cabinet secretary for agreeing to meet me to explore the matter further; I have been heartened by her willingness to engage on the issue. However, I am appalled that stakeholders in the scientific community did not raise the gender imbalance that I have highlighted as a matter requiring action. That lack of sectoral self-awareness may explain why it is so difficult to make headway on tackling the issue.

There are initiatives, such as the women into science, engineering and construction campaign-WISE-to improve the participation of girls in science, and there is evidence of improvement in take-up, although we still have some way to go on entry to the profession. At undergraduate level, female students account for 43 per cent of the total in chemistry, around 39 per cent in mathematics, 20 per cent in physics and only 15 per cent in engineering. Of equal, if not more, concern to me is what happens after that. In physics, 25 per cent of postgraduates are women, but the figure drops to 15 per cent among those gaining research posts. Only 8 per cent of those working as senior lecturers and less than 4 per cent of professors are women. Even in biology, only 12 per cent of professors are women. That is quite a leaky pipeline.

It is not enough to attract women into the sectors-we must keep them there. In 2002, Baroness Greenfield wrote:

"If you are not a woman, and if you are not a scientist, the issue of 'women in science', might seem to be fairly low down in the pecking order of national and international preoccupations nowadays. But if you happen to be both those things then, as a woman in science, you may well be feeling apprehensive, aggrieved or simply unsure of where your career and, indeed, your life is going".

Last month, I met a group of young female academics working in physics, astronomy and life sciences. Sad to say, they are indeed aggrieved and apprehensive. The discussion that we had supported Greenfield's analysis that a significant issue for women researchers was that,

"in the critical period of their early 30s, just as they had gained their scientific credibility, and were amassing data and the ensuing all-important published papers that impress the university search committees, so there was the shadow of the biological time-bomb for women.

If a woman takes time out to have a child at this highly critical phase in her career, it could be very hard for her to compete on a level playing field with men who have had a consistent track record of publishing."

In universities at postdoctoral research level-where some of our best bright young women scientists should be working-short-term research grants, the constant moving around that is required and the inflexibility of conditions of research awards are all unintentional barriers to participation. We need to move away from assessing somebody's competence purely by the number of papers that they have published. There should be more recognition of soft skills and teaching skills. Improved mentoring is urgently required and support for returners would also help.

Although there are role models for young women to look to-Baroness Susan Greenfield, Dame Professor Jocelyn Bell Burnell, Professor Neva Haites and Professor Anne Glover to name a few-the reality is that there are few women in senior posts in science departments to set an example to them. There is no magic solution, but a consistent and pragmatic approach is needed to nurture young women scientists. The UK resource centre for women in science, engineering and technology, which is based at Napier University, is tackling some of the issues, but much more needs to be done. The Athena project aims to increase the number of women who are recruited to the top academic posts in science. It works with universities on staff development, mentoring and networking schemes. It is extremely disheartening to me that only three Scottish universities have shown any interest in the project and I urge all Scottish universities to sign up to it.

A complex web of interactions has a negative impact on the retention and advancement of women within the sector as a whole. To reduce attrition at all levels of scientific, engineering and technology-related employment, workplace policies, practices and whole cultures need to change to make workplaces fair places to work for everyone. We need workplaces in which it is acknowledged that family life is at least as important as working life and in which every individual can progress to attain their full potential and reach the top if they have the capacity to do so.

We should be under no illusion: this is not a women's problem but a problem for us all. Britain's future depends on finding or creating far more professionals in science, engineering and technology and keeping them in work. The Confederation of British Industry has said that, to maintain the UK as a competitor in the global economy and keep manufacturing companies in Britain, the number of graduates in science, engineering and technology will have to double by 2012. Where will the new recruits be found if not through greater participation by women?

The Government's science strategy highlights the need to strengthen Scotland's capacity for innovation. With a wider variety of people working on new products or projects, we would surely be more likely to find new ideas and different approaches. Common sense tells us that a diverse work force-including one that is gender diverse-results in greater innovation.

If each sector and influencer agreed to take responsibility for improving equality practices within the area over which they have influence or control, the barriers to women's participation, retention and progression could be minimised. The Scottish Parliament and the Government are key influencers. We must encourage fresh thinking to tackle the inequalities that are leading to disillusionment among young women scientists. I hope that everyone will be able to support my amendment.