Trained Scientific Women Power: How Much are we Losing and Why?

The responses across the group are similar and there
is no significant difference between the sub-groups
with respect to reasons for why women drop out of
Science. It is interesting to see that more than half
the responses from women in all the three subgroups
have indicated family factors as contributing
to the drop out.
A similar question was asked with respect to men to
find if the reasons for men dropping out of Science
were different. Data reported by women scientists
for why men drop out of Science shows that the
sub-groups were largely similar in their responses.
The highest proportion of responses by WIR showed
that they perceived men to drop out from Science
research for other lucrative career options (49.6
per cent). The second largest majority of responses
by this sub-group indicated that they perceived family
responsibilities such as earning and providing for
the family to be a reason for men dropping out of
Science (12.6 per cent). An approximately equal
proportion of responses have also indicated lack of
patience and dedication for Science among men
as the reason for drop-out (12.2 per cent).
Among WNR, the highest proportion of responses
indicated that this sub-group perceived other
lucrative careers as reasons for men’s drop out
from Science (47.5 per cent). The second highest
proportion of responses showed that they perceived
lack of patience and dedication for Science
research among men (16.9 per cent) to be the
reason.
WNW also perceived lucrative
career options as the reason for
men’s drop out from Science (45.8
per cent). The second highest
proportion of responses showed
that they perceived family
responsibilities (13.3 per
cent) followed by lack of
patience and dedication for
Science (12.7 per cent).
Two options for this question
- ‘lack of patience and
dedication for Science’ and
‘peer pressure to do well in
life’ - were generated based on the large
number of responses given by both women
and men scientists in the ‘any other category’
indicating these reasons. It is interesting to
note that men, and not women, have been
perceived to lack patience and dedication for
Science and as seeking opportunities for
greener pastures. Despite this indirect
implication of greater dedication on the part
of women, organizations, policy makers and
scientific personnel are often skeptical about
hiring women for Science research careers
citing factors such as family responsibilities
and childcare.
Provisions Perceived to be Useful to Retain
Women in Science Research*:
Institutionally initiated provisions have been
recognized as important factors in retaining women
and attracting girls to careers in Science. Many
universities, scientific research institutes and
professional organizations such as National Science
Foundation, National Academy of Engineers in the
USA and Indian professional organizations such as
INSA, DST and DBT, Indian Academy of Sciences,
etc have initiated schemes, fellowships, mentoring
networks, career fairs, diversity policies, etc, to
increase the representation of women in Science.
Such schemes have been largely beneficial in
increasing the numbers and opportunities for
participation of women.
Provisions perceived to be useful for continuing in
Science research reported by the three groups of
women scientists is given below (Refer Appendix II,
table 29 for details).
Note: The question was a multiple response question and the total
number of responses received exceed the actual number of
respondents.
The provision that has received the highest
proportion of responses from WIR is flexibility in
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