In South Africa, Women’s Month is celebrated as a reminder of the contributions made by women to society, the achievements towards women’s rights and an acknowledgement of the difficulties and prejudices many women still face.
Women have come a long way from those early days when a woman’s place was in the kitchen. They have become a force to be reckoned with — even in former male strongholds.
Traditionally, careers in science and engineering were male territory, but times are changing. Since 1994 gender issues have received more attention than ever before in South Africa. Government, industry and society have come to realise that increasing participation of women in science and engineering is not optional but essential to the future success of these disciplines.
But is it safe to assume that gender equality has become firmly established in science and engineering?
The answer is ”no”. In countries such as Finland and Sweden, renowned for their social justice policies, the removal of formal discriminatory policies and procedures and the introduction of gender equality legislation did not necessarily lead to true equality. There has been a marked increase in the numbers of women who enrolled and graduated in science and engineering after the formal obstacles were removed but, even so, women are still under-represented in these disciplines. More women still enrol for courses in social sciences, the humanities and health sciences than in the natural sciences.
Add to this a pattern of dwindling numbers as the level of study moves upward from undergraduate to doctoral levels in the natural sciences and engineering and it becomes clear that men still have the bigger slice of the cake at higher levels. A similar trend emerges for women employed in science and engineering. The higher the rank, status and power, the fewer the women.
Numerous studies have attempted to explain the factors that influence the entry and progress of women in science. By studying the biographies and analysing the diaries of male and female scientists and their overall career experiences, researchers have pinpointed myriad factors that make it more challenging for women to succeed in scientific careers.
Research commissioned by the department of science and technology has revealed gender bias patterns in primary and secondary schools in the form of pressure to conform to traditional gender roles; science and maths curricula skewed in favour of boys’ traditional interests; and the lack of positive role models for girls in science and technology. Even more worrying is that the South African studies also reveal incidents of sexual harassment and overt gender discrimination.
Women who succeed in graduating as scientists and engineers are likely to discover that they have to deal not only with challenges posed by the career itself, but also overcome organisational cultures and practices that have been shaped in ways that favour men.
Because of childbearing and childrearing, most women are not likely to follow the pattern of uninterrupted service that contributes to promotion. The career successes and failures of women are frequently linked to their relationships with lovers, husbands and children.
For the majority of men these relationships do not translate into career disruptions.
Careers in science and engineering require large investments of time and energy in the early stages. By the time careers are being established, women generally also need to make decisions about relationships and family.
Even though career goals have become more significant for women as their participation in all sectors of the economy has increased, their responsibilities in the family and household domain have not diminished. This has presented women with additional challenges in career planning compared to men.
Scientific careers are largely developed by building up reputations. How a scientist is rated by peers has a direct bearing on access to research grants and invitations to conferences, and even influences access to publication. Although reputation is closely linked to research performance, it is also affected by other factors such as access to networks, mentors and seniority.
Women find it more difficult to build personal reputations on the basis of their research achievements. Reputations are made through informal networks that involve colleagues, friends, critics and competitors. Reputations are not simple translations of research productivity.
A growing consciousness in South Africa of the need for equity in gender and race representation is leading to better gender representation in decision-making structures. Yet, given the small pool of women at senior levels, women often find that these opportunities for them to contribute to change involve additional work and stress.
Competition for grants and promotion is rife in the sciences. For women this presents an additional challenge. By competing, they risk being perceived as ambitious — a character trait that does not sit well with traditional notions of femininity. Women have named competitiveness as the biggest single factor that mars the development of mutual support and cooperation with their partners.
Breaking new ground
Despite the constraints, South Africa has produced a number of successful women scientists and engineers. Research shows that these women are well-organised high-achievers. When the demands of work and home increase, they are likely to work harder.
Will these pathbreakers smooth the way for other women? The answer is yes — if the deeper levels of gender bias that now come into play can be dismantled.
South African women find it difficult to juggle motherhood and career. Long-standing traditions, social conventions and structural arrangements still influence gender roles when it comes to career, marriage and parenthood. One way of smoothing the path ahead would be to make more and better childcare facilities available and get partners to share household duties.
The ”super woman” created by feminist writers has been described as the woman who succeeds in meeting the demands of work, relationships and family. Because she takes care of everything, the man in the relationship does not need to change.
But this myth has to be deconstructed. Men simply have to assume greater responsibility for family and domestic chores if there is to be gender equality.
The obstacles to science as a career for women require our focused attention. The rules of the game were created by men and favour masculine traditions and behaviours. By identifying the unspoken rules and informal practices we can begin a process of change to open the doors to larger numbers of women.
We need a multipronged approach to achieve meaningful gender equality in science and engineering. This should include a portfolio of strategies that address the many facets of gender bias. These can include changes in the curriculum, the breakdown of stereotypes through media and communication campaigns, mentorship programmes, increased access to funding and gender-specific support mechanisms.
The numbers of girls at all levels of schooling and the proportion of women graduates have built a strong foundation for future success.
There is a dire need in our country for people skilled in science and technology. To become a leading nation, it is necessary for South Africa to embrace the full range of potential and existing talent inherent in its people.
Cheryl de la Rey is the deputy vice-chancellor and professor of psychology, University of Cape Town