Improving Women’s Advancement in Political Science: What We Know About What Works

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ABSTRACT

Women earn approximately half of all bachelor’s degrees in political science but they comprise only 22% of full professors. Scholars have offered various likely explanations and proposed many interventions to improve women’s advancement. This article reviews existing research regarding the effectiveness of these interventions. We find that many of the proposed interventions have yet to be fully evaluated. Furthermore, some of the policies that have been evaluated turn out to be ineffective. Women’s mentoring and networking workshops are the most promising of the fully tested interventions. The potential for failure underscores the need for additional evaluation of any proposed intervention before widespread implementation.

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Double-blind review favours increased representation of female authors.

Tom Tregenza, Lonnie Aarssen, Amber Budden … (2007)

Double-blind peer review, in which neither author nor reviewer identity are revealed, is rarely practised in ecology or evolution journals. However, in 2001, double-blind review was introduced by the journal Behavioral Ecology. Following this policy change, there was a significant increase in female first-authored papers, a pattern not observed in a very similar journal that provides reviewers with author information. No negative effects could be identified, suggesting that double-blind review should be considered by other journals.

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Sex and Science: How Professor Gender Perpetuates the Gender Gap*

James West, Marianne Page, Scott Carrell (2010)

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Female peer mentors early in college increase women's positive academic experiences and retention in engineering.

Tara C. Dennehy, Nilanjana Dasgupta (2017)

Scientific and engineering innovation is vital for American competitiveness, quality of life, and national security. However, too few American students, especially women, pursue these fields. Although this problem has attracted enormous attention, rigorously tested interventions outside artificial laboratory settings are quite rare. To address this gap, we conducted a longitudinal field experiment investigating the effect of peer mentoring on women's experiences and retention in engineering during college transition, assessing its impact for 1 y while mentoring was active, and an additional 1 y after mentoring had ended. Incoming women engineering students (n = 150) were randomly assigned to female or male peer mentors or no mentors for 1 y. Their experiences were assessed multiple times during the intervention year and 1-y postintervention. Female (but not male) mentors protected women's belonging in engineering, self-efficacy, motivation, retention in engineering majors, and postcollege engineering aspirations. Counter to common assumptions, better engineering grades were not associated with more retention or career aspirations in engineering in the first year of college. Notably, increased belonging and self-efficacy were significantly associated with more retention and career aspirations. The benefits of peer mentoring endured long after the intervention had ended, inoculating women for the first 2 y of college-the window of greatest attrition from science, technology, engineering, and mathematics (STEM) majors. Thus, same-gender peer mentoring for a short period during developmental transition points promotes women's success and retention in engineering, yielding dividends over time.