Katherine Michelmore, and Sharon Sassler. “Explaining the Gender Wage Gap in STEM: Does Field Sex Composition Matter?” RSF: The Russell Sage Foundation Journal of the Social Sciences, vol. 2, no. 4, 2016, pp. 194–215. JSTOR, www.jstor.org/stable/10.7758/rsf.2016.2.4.07. Accessed 4 May 2021.

This article explains how the wage gap between men and women in STEM fields impacts the retention of women in these fields. This article showed me that not only does the wage gap impact the finances of women, but also impacts the representation of women in various STEM fields.

PARTICIPANTS OF THE GLOBAL HEALTH FIELDWORK ETHICS WORKSHOP. “#MeToo Meets Global Health: A Call to Action.” Health and Human Rights, vol. 21, no. 1, 2019, pp. 133–140. JSTOR, www.jstor.org/stable/26727078. Accessed 4 May 2021.

This article explains how sexual harassment in academia stunts the progress of women in STEM fields. Most sexual harassment in academic institutions is likely to occur to trainees. It’s very understandable to want to quit after something like that has happened to you and blame it on the environment and not the man themselves. The man is the only one at fault in these situations.

Funk, Cary, and Kim Parker. “Women and Men in STEM Often at Odds Over Workplace Equity.” Pew Research Center’s Social & Demographic Trends Project, Pew Research Center, 21 Aug. 2020, www.pewresearch.org/social-trends/2018/01/09/women-and-men-in-stem-often-at-odds-over-workplace-equity/. 

This article provided statistics comparing gender discrimination and sexual harassment against women in STEM vs how much men experience it. This article also showed statistics on how this affects the retention of women in the fields and how represented women end up being. In addition, it also provided statistics showing how black people in the STEM industry are also widely discriminated against and how this affects their representation. The statistics show that even though female representation is going up in health and life sciences, it has actually gone down in computer jobs since the year 1990.

Agarwal, Dr. Pragya. “Gender Bias In STEM: Women In Tech Still Facing Discrimination.” Forbes, Forbes Magazine, 5 Mar. 2020, www.forbes.com/sites/pragyaagarwaleurope/2020/03/04/gender-bias-in-stem-women-in-tech-report-facing-discrimination/?sh=48db402370fb. 

In this article, this behavioral scientist explains ways that we can prevent gender bias and discrimination from happening in the STEM fields for the future. She suggests anonymizing CVs during the recruitment process in order to look past internal biases that someone hiring may have without realizing. Most of the gender bias in STEM fields comes from the fact that there is not enough representation leading to men appearing to be the “more competent” ones and they end up being the ones hired over women for no reason other than internal bias.

Antonio Gallego, José. “Women and STEM Field: a Long Journey Full of Hard Obstacles.” NEWS BBVA, BBVA, 8 Feb. 2021, www.bbva.com/en/opinion/women-and-stem-a-journey-full-of-obstacles/. 

In this article, it is explained that the reason for the lack of female retention in STEM fields is due to the lack of women as role models. If you don’t see that women are actually making it to the top of the ladder, it almost seems as if there is no point is trying to make it because there is no one actually there showing you that it is possible. The reason this article actually caught my eye is because it was written by a man and it seems as though his intentions mean well, at the end he gives some tips to stop this discrimination from occurring. He almost seems a bit oblivious because he states that the reader should stop contributing to the problem, pay attention, and recognize that diversity is important. Although this is well meaning, it does nearly nothing to actually solve the issues at hand.