Prof. Fiona Murray, associate dean for innovation and inclusion at MIT Sloan, speaks with Bloomberg Law reporter Lauren Castle about her recent study that found female PhD students are 17% less likely to become new inventors compared with their male counterparts. “What we can show is relative to the supply into Ph.D. programs, there’s still just this huge difference in the percentage of women on patents coming out of the labs than there are in the university,” says Murray.
Writing for Inside Higher Ed, Columbia University Simons Fellow Robert W. Fernandez highlights MIT’s “publicly published outcomes for students of color.” “MIT’s data showed, for example, that the population of enrolled graduate students in biology who identified as underrepresented minorities increased from 4 percent in 2005 to 19 percent in 2023—suggesting that the institute’s recruitment efforts for that department have improved over time,” explains Fernandez.
Researchers at MIT and elsewhere have found that “Black women who work in predominately white teams may have worse job outcomes,” reports Ruth Umoh for Fortune. The researchers, “studied 9,037 inexperienced new hires in a large, elite professional service firm from 2014 to 2020, focusing on retention and promotion rates,” explains Umoh. “Black women were the only demographic whose turnover and promotion rates were significantly affected by the racial identify of their coworkers.”
A new study co-authored by Prof. Roberto Fernandez examines the obstacles facing women seeking to advance their careers in tech, reports Sarah Shemkus for The Boston Globe. The researchers found “recruiters were more likely to reach out to men and had longer conversations with male candidates,” writes Shemkus. “And women needed more impressive resumes to make the cut for recruiter outreach.”
Los Angeles Times reporter Brian Merchant spotlights Joy Buolamwini PhD '22 and her new book, “Unmasking AI: My Mission to Protect What is Human in a World of Machines.” “Buolamwini’s book recounts her journey to become one of the nation’s preeminent scholars and critics of artificial intelligence — she recently advised President Biden before the release of his executive order on AI — and offers readers a compelling, digestible guide to some of the most pressing issues in the field,” writes Merchant.
Joy Buolamwini PhD '22 speaks with Brian Bergstein of The Boston Globe’s “Say More” podcast about her academic and professional career studying bias in AI. “As I learned more and also became familiar with the negative impacts of things like facial recognition technologies, it wasn’t just the call to say let’s make systems more accurate but a call to say let’s reexamine the ways in which we create AI in the first place and let’s reexamine our measures of progress because so far they have been misleading,” says Buolamwini
Prof. Fiona Murray and her colleagues have found that female STEM PhD students are less likely than their male counterparts to receive mentorship from top inventor advisors, reports Women We Admire. The researchers “emphasize the importance of early intervention and encouragement for female PhD students aspiring to become inventors. Programs that actively support female professors in their patenting endeavors can indirectly lead to a surge in female inventor PhDs, thereby plugging the leaky pipeline.”
Joy Buolamwini PhD '22 writes for The Boston Globe about her experience uncovering bias in artificial intelligence through her academic and professional career. “I critique AI from a place of having been enamored with its promise, as an engineer more eager to work with machines than with people at times, as an aspiring academic turned into an accidental advocate, and also as an artist awakened to the power of the personal when addressing the seemingly technical,” writes Buolamwini. “The option to say no, the option to halt a project, the option to admit to the creation of dangerous and harmful though well-intentioned tools must always be on the table.”
Researchers from MIT and elsewhere have found that “managers in a large retail chain saw women as having less leadership potential even though their performance reviews were better, on average, than those of their male peers,” reports Sarah Green Carmichael for The Washington Post. “Analyzing data on 30,000 employees, the researchers found that overperforming didn’t do much to improve women’s scores on leadership potential. Their bosses continued to underestimate them.”
A new study co-authored by Prof. Emilio Castilla finds that using stereotypically masculine or feminine adjectives to describe the qualities needed for a job opening has a negligible effect on who applies, reports Lisa Ward for The Wall Street Journal. “It’s a superficial intervention with little tangible effect,” says Castilla.
Prof. Nina Roussille has found that “women on average asked for 3.3% less than men for a full-time engineering job, with that gap growing to 6% for women with more experience,” reports Alicia Wallace for CNN. “However, when salary transparency was employed on the site and a median wage was given, the gap closed.”
Nature reporter Abdullahi Tsanni spotlights Nicole McGaa, a fourth-year student at MIT, and her work leading MIT’s all-Indigenous rocket team to the 2023 First Nations Launch National Rocket Competition. “Our project and others like it will set a precedent at MIT that will help Indigenous students to bridge their identity with their engineering aspirations and career goals,” says McGaa. “I encourage other Indigenous students to be brave, approach your projects with courage and try incorporating your identity and values into your work.”
A new study co-authored by MIT researchers finds that journals and academic papers should be evaluated using a “diversity factor,” a metric aimed at improving representation across research, reports Patrick Jack for Times Higher Education. Jack notes that the researchers see the diversity factor as a “‘call to action’ for improved representation and to prevent the perpetuation of biases against certain subgroups.”
Writing for Times Higher Ed, Prof. Carlo Ratti makes the case that in the wake of the U.S. Supreme Court’s ruling on affirmative action, big data and analytics could “help admissions officers quantitatively capture the kinds of disadvantages applicants face and the kinds of diversity they may represent.”
Lynette Seow MBA ’23 co-founded Safe Space Singapore, a B2B2C platform aimed at strengthening “mental resilience by providing tele-therapy care and prevention education,” reports Matt Symonds for Forbes. “Ultimately, I figured that if I wanted to build a Safe Space for people to come to, I had to be one to the people I met,” shares Seow. “If improving mental health is my mission, and a disproportionate percentage of LGBTQ+ people experience mental health struggles, how could I ignore drawing attention to this cause even if it meant being a bit more public about my personal life?"