Download Equitable Solutions for Retaining a Robust STEM Workforce. by Donna J. Dean, Janet B. Koster PDF

By Donna J. Dean, Janet B. Koster

Equitable options for conserving a powerful STEM Workforce bargains innovations and confirmed ideas to deal with work/life pride for these within the STEM fields. utilizing real-life case stories, this publication discusses common matters similar to twin careers and strategic selection making, childcare/dependent care in expert contexts, selling family-friendly regulations, in addition to mentoring and networking.

Equitable options for keeping a  strong STEM Workforce offers info and instruments to force profitable courses relaying proactive options that STEM employers, educational associations, policy-makers, and members can utilize.

  • Distills and leverages most sensible practices and across the world portable rules to help and accommodate STEM work/life satisfaction
  • Serves as an motion plan to aid STEM employers, coverage makers and educational associations establish and create systemic change
  • Includes case reviews and sensible instruments sections to focus on powerful integration strategies
  • Addresses quite a few work/life demanding situations, together with helping trip for dual-career undefined, making strategic offerings round work/life matters, and overcoming implicit bias 

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Additional resources for Equitable Solutions for Retaining a Robust STEM Workforce. Beyond Best Practices

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Although the program was originally focused solely on women scientists, its content has become highly relevant to male scientists, who face many of the same career-conflict issues. The formulation, pilot testing, and ongoing adaptation, and modification of the program are particularly instructive. Case study 2 describes a countrywide strategy to provide encouragement and pragmatic information for early career women scientists in an emerging democracy. Subgroups of women with similar scientific backgrounds and interests were identified to whom training sessions were provided on the many elements of an independent scientific career.

To facilitate networking about work/life satisfaction on a global level and to remove the feeling of isolation often experienced by individuals in STEM, the development of a worldwide mentoring platform is needed. 9 Many women scientists are struggling to overcome antiquated ideas on the role of women in universities, corporations, and government agencies. Successful mentoring by senior-level women who can provide career advice based on their own experiences would benefit these struggling scientists.

Critical postretreat aspects were the anticipated follow-up quarterly videoconferences and outcome surveys. Based on participant preference, four videoconferences were offered, providing information on publishing, the tenure process, leadership, and issues related to increasing retention of women in STEM fields in academia. To prepare for the writing retreat, held in June 2012, selected faculty were asked to describe their writing goals for the retreat and to complete a short pretest survey to provide baseline data about themselves.

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