New research finds that scientists who identified as part of a minority group are disadvantaged in a multitude of ways compared with heterosexual, able-bodied, white men. ScienceCareers spoke with CechErin about her study and inequities in STEM.
Interactions with work colleagues can be challenging for anyone to navigate. But they’re more difficult for some than others.
Q: Some people might look at this paper and say, “Didn’t we already know this?” Why do you think it’s important to have these kinds of data? It’s true that there’s been decades of work on inequality in STEM. But most of that work has been what I call single axis paradigms, meaning that they really focused on one type of inequality—gender inequality, racial or ethnic inequality—and haven’t said much about other forms of disadvantage and inequality. I’ve done that kind of work.
Q: Can you say what groups are most disadvantaged based on your data? Is it the case that the more marginalized identities someone has, the worse their experience is? Somebody who has multiple identities that are disadvantaged doesn’t always have the worst outcome compared to somebody with fewer identities that are disadvantaged. But there is a particular constellation of identity characteristics that have the worst outcomes on a consistent basis.
Q: Many of your respondents, particularly those who identify as part of minority groups, reported an intention to leave STEM. How concerning is that to you? We can think about intentions to leave as the canary in the coal mine of what might actually happen in a person’s career trajectory long term. We know from prior research that intention to stay is actually highly correlated with behavior—people who intend to leave are much more likely to actually leave.
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