The OWISE Library is located in Bogard Hall 217. We have a number of books related to women in STEM. Here is a list of our books and a short summary of each. Contact Katie Evans at firstname.lastname@example.org to check out a book. It is free!
Career Advice for Life Scientists
E. Marincola, Ed., Career Advice for Life Scientists. The American Society for Cell Biology, 2002.
This book consists of a compilation of articles from the American Society of Cell Biology Newsletter that were taken from a column written by Women in Cell Biology. Each author gives his or her perspective on a given issue through either research performed or their own life experiences. Topics discussed include knowing when to say no in order to achieve work-life balance, tools for career advancement, effective communication, management skills and successful negotiation techniques. This book is also useful for graduate students, in that there is a section titled "Getting the Most from Your Graduate Experience." The tips provided in this book are not only applicable to those in life sciences, but can be translated into any work field.
Career Advice for Life Scientists Vol. III
U. Goodenough and E. Marincola, Ed., Career Advice for Life Scientists Vol III. The American Society for Cell Biology, 2009.
As in Volume I, this book is a compilation of articles from a column written by Women in Cell Biology in the American Society of Cell Biology monthly newsletter. Each author gives his or her perspective on a given issue through either research performed or their own life experiences. Topics discussed in this volume include how to succeed in an academic career in the sciences, asking for a raise, alternative science careers, overcoming shyness, establishing one's scientific citizenship, women in science, and the balance of career and family. There is also a chapter useful for students which includes articles on going from undergrad to a PhD program, choosing and applying for a postdoctoral position, getting a god job, and making a career plan. The tips provided in this book are not only applicable to those in life sciences, but can be translated into other fields.
Why So Slow? The advancement of women
V. Valian, Why So Slow? The advancement of women. Cambridge: MIT Press, 1998.
Valian looks to find the reasoning behind the slow progression of women in the workplace through statistical and experimental data analysis. Her purpose is to provide clarification so that the performance of men and women are judged more fairly and accurately. A major topic discussed is gender schemas and their origin, role in the workplace, behavioral implications and their overall consequence. Valian does an excellent job interpreting the gathered data as well as providing useful anecdotes to further explain her findings.
Why so few? Women in Science, Technology, Engineering, and Mathematics
C. Hill, C. Corbett, A. St. Rose, Why so few? Women in science, technology, engineering, and mathematics. Washington, DC: AAUW, 2010.
Men significantly outnumber the number of women in science, technology, engineering, or math (STEM) related fields, especially in higher level positions. Although this gap has lessened over the past decade, there still seems to be a lack of interest and resistance in women pursuing degrees and careers in STEM fields. This book explores topics such as stereotypes, spatial skills, and workplace biases that are placed on both males and females, which could possibly be the framework for the obvious contrast in numbers between the genders.
On the Outskirts of Engineering: Learning Identity, Gender, and Power via Engineering Practice
K. Tonso, On the Outskirts of Engineering: Learning identity, gender, and power via engineering practice. Rotterdams, The Netherlands: Sense Publishers, 2007.
On the Outskirts gives an overview of the practices that occur in the lives of engineering students. The data collected was gathered from both male and female first year, sophomore and senior level engineering design students as well as engineering faculty members. Tonso explored engineering and teamwork practices throughout the various stages in a student's academic career and how it affected the students. She also looked into engineering identity types and a woman's place among them. Overall, Tonso suggests how students are moved to the outskirts in an engineering school which ultimately influences not only the student's performance in school, but also the development of their professional practices.
Serving Up Science and Engineering (to girls especially): A quick briefing
R. Sevo and B. Bogue, Serving Up Science and Engineering (to girls especially): A quick briefing. Published on lulu.com, 2009.
This book serves as a guide for those with the desire to get more young ladies interested and involved in science, technology, engineering and math. The authors describe it as a "cookbook" in that it is written in a quick and easy-to-read format. It allows for one to find and read information on a particular topic of interest at the time, put the book down, and to return to it when needing quick information on a different topic. It provides activities and strategies for incorporating this information.
Women Don't Ask: Negotiation and the Gender Divide
L. Babcock and S. Laschever, Women Don't Ask: Negotiation and the gender divide. Princeton: Princeton University Press, 2003.
In Women Don't Ask, the authors tackle the issues surrounding gender divide in the workplace by addressing the differences in expectations between women and men. One author was told that men simply ask more than women which is the reason they have higher positions and more responsibility. Men already use the power of negotiation to their advantage while women tend to shy away from it, not completely understanding its true collaborative process and therefore using it less effectively. Babcock and Laschever address that issue and do an excellent job of teaching women how to successfully negotiate in both the workplace and at home.
H. Etzkowitz, C. Kemelgor, and B. Uzzi, Athena Unbound: The advancement of women in science and technology. Cambridge: Cambridge University Press, 2000.
With the gender gap between men and women in scientific professions still at a high, the question still remains what is the cause for the small number of women in the sciences. Several studies were conducted for this book on female and male faculty members, graduate students, and post-doctoral fellows in five science and engineering fields to gather information on their experiences in science. The distinctive encounters women experience in various stages of their career paths from undergraduate to graduate, and then into a professional field is explored. Also discussed is the consequences of gender role in playing and stereotyping starting from birth, and how they ultimately affect the gender gap seen in scientific professions.
Establishing the Family Friendly Campus
J. Lester and M. Sallee, Establishing the Family Friendly Campus. Sterling: Stylus Publishing, 2009.
Work-life balance is becoming more of a priority for the new generation of faculty, in which the demographics have changed from primarily white males to more women and people of color. As such, it is important for universities to establish policies that are geared towards a family-friendly environment. This book looks deeper into the need for these policies and gives examples of universities that are currently implementing policies (such as maternity leave and tenure stop clock) and programs (such as University of Arizona’s Life & Work Connections (LWC)) in efforts to establish work-life balance. The efforts accommodate not only faculty and staff, but also look into graduate students who have put aside desires to start a family.
Getting the Most Out of Your Mentoring Relationships
D. Dean, Getting the Most Out of Your Mentoring Relationships. Washington, DC: Springer, 2009.
As a member of the Association for Women in Science (AWIS), Donna J. Dean has encountered numerous women in STEM fields that have felt some form of isolation in their careers. Through the experiences of these women, as well as her own, she has developed this handbook to help enrich mentoring relationships in both academia and industrial environments. The work presented in this book is mostly directed at women in STEM fields that are graduate students, post-doctoral students, or early in their careers who will be in the mentee position. It is an easy to read and a handy resource on making a mentoring relationship successful.
The Madame Curie Complex: The Hidden History of Women in Science
J. Jardins, The Madame Curie Complex: The hidden history of women in science. New York: The Feminist Press at CUNY, 2010.
Jardins addresses the effects of the Curie complex on how it causes men to disregard women in the sciences, as well as a woman's feelings of inferiority. It identifies social problems caused only by gender such as how some people think a woman's mentality must be that of a man's in order to be a true scientist. Overall, The Madame Curie Complex looks at the contributions made by women scientists up to the 1980s that often goes unnoticed or without any credit.
Through the Labyrinth: The truth about how women become leaders
A. Eagly and L. Carli, Through the Labyrinth: The truth about how women become leaders. Boston: Harvard Business School Press, 2007.
This book sets out to replace the metaphor of the glass ceiling in the way women progress to higher leadership positions with a new metaphor of a labyrinth. Eagly and Carli's portrayal of a woman's path to leadership includes references on how a top position is attainable yet typically not direct and with unexpected obstacles. Some obstacles discussed are family-life balance, women (unlike men) needing to be considered "likable", and discrimination against women as leaders. Overall, Through the Labyrinth gives old and new perspectives on women in leadership positions, backed by research and actual case studies to exonerate negative connotations that may be in place.
Women in Science: Then and Now
V. Gornick, Women in Science: Then and Now, 25 Anv ed. The Feminist Press at CUNY, 2009.
Gornick conducted interviews with women scientists ranging in age from 24-78 years old on their experiences since deciding to enter into the male dominated scientific world. She defines a scientist as one who is in the pursuit of “separating what is real from what it not;” however, she questions whether women scientists have the same opportunities as men in their pursuit. This book is the result of her study on stereotypes, gender biases and discrimination of women still existing in the workplace and how these women have overcome these.
Annotations provided by Corisma S. Robinson.
Bogue, Barbara and Elizabeth T. Cady. Olio. CASEE of NAE, 2011.
A compilation of papers that summarize research on selected topics, meant to give the reader a briefing with authoritative references. All were written by researchers for a general reader, and reviewed by peers for content, accuracy and balance. They were commissioned by The Assessing Women and Men in Engineering Project, The Society of Women Engineers, and The Center for the Advancement of Scholarship on Engineering Education of the National Academy of Engineering. Funded by the National Science Foundation. Individual papers may be downloaded free (after registration) from http://www.engr.psu.edu/AWE/ARPresources.aspx There are two related books: “Olio” collects overviews of research around 10 pages each. “Olio Digest” collects information sheets which are two-page versions on the same topics.
Bogue, Barbara and Elizabeth T. Cady. Olio Digest. CASEE of NAE, 2010.
A compilation of papers that summarize research on selected topics, meant to give the reader a briefing with authoritative references. All were written by researchers for a general reader, and reviewed by peers for content, accuracy and balance. They were commissioned by The Assessing Women and Men in Engineering Project, The Society of Women Engineers, and The Center for the Advancement of Scholarship on Engineering Education of the National Academy of Engineering. Funded by the National Science Foundation. Individual papers may be downloaded free (after registration) fromhttp://www.engr.psu.edu/AWE/ARPresources.aspx There are two related books: “Olio” collects overviews of research around 10 pages each. “Olio Digest” collects information sheets which are two-page versions on the same topics.
University of Washington. Interrupting Bias in the Faculty Search Process. ADVANCE Center for Institutional Change, 2010.
“Interrupting Bias in the Faculty Search Process” is a live action film that was created from a case study used at national leadership development workshops. In the film, a search committee of four tenure-track faculty members debate candidate qualifications for an open position. The web site provided will prepare you to show the film and help your audience to: demystify subtle discrimination and identify biases that occur during evaluation of faculty and faculty candidates; examine assumptions of competence and best-fit; become change-agents in their departments and transform the hiring process.
The Secret Thoughts of Successful Women
Young, Valerie. The Secret Thoughts of Successful Women. Crown Business, 2011.
If you are a working woman, chances are this internal monologue sounds all too familiar. And you’re not alone. From the high-achieving Ph.D. candidate convinced she’s only been admitted to the program because of a clerical error to the senior executive who worries others will find out she’s in way over her head, a shocking number of accomplished women in all career paths and at every level feel as though they are faking it—impostors in their own lives and careers. An internationally known speaker, Valerie Young has devoted her career to understanding women’s most deeply held beliefs about themselves and their success. In The Secret Thoughts of Successful Women, Young gives these women the solution they have been seeking. Combining insightful analysis with effective advice and anecdotes, she explains what the impostor syndrome is, why fraud fears are more common in women, and how you can recognize the way it manifests in your life. With her empowering, step-by-step plan, you will learn to take ownership of your success, overcome self-doubt, and banish the thought patterns that undermine your ability to feel—and act—as bright and capable as others already know you are.
Ask For It
Babcock, Linda and Sara Laschever. Ask For It: How Women Can Use the Power of Negotiation to Get What They Really Want. Bantam, 2008.
In their groundbreaking book, Women Don’t Ask, Linda Babcock and Sara Laschever uncovered a startling fact: even women who negotiate brilliantly on behalf of others often falter when it comes to asking for themselves. Now they’ve developed the action plan that women all over the country requested—a guide to negotiation that starts before you get to the bargaining table.
Page, Scott E. The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton University Press, 2007
In this landmark book, Scott Page redefines the way we understand ourselves in relation to one another. The Difference is about how we think in groups--and how our collective wisdom exceeds the sum of its parts. Why can teams of people find better solutions than brilliant individuals working alone? And why are the best group decisions and predictions those that draw upon the very qualities that make each of us unique? The answers lie in diversity--not what we look like outside, but what we look like within, our distinct tools and abilities.
Hiring For Excellence
Utah State University. Hiring For Excellence. ADVANCE Center for Institutional Change, 2008.
This CD is for training through an online workshop called Hiring for Excellence. The workshop will provide with recommendations for hiring the best candidate possible for a position. It takes approximately 1.5 hours to complete. The workshop contains six short video-taped scenarios and each scenario ends with two questions to which one needs to respond. The workshop can be accessed at the following URL: http://bb.usu.edu.
Prepared for Work, Not the Career
Bogue, Barbara, Yolanda Comedy and Daryl Chubin. Prepared for Work, Not the Career Building Science, Engineering & Technology Leadership. American Association for the Advancement of Science, 2011.
A report of the “Building Science, Engineering and Technology (B-SET) Leadership Workshop” held on October 1 & 2, 2009. It was initiated by Pennsylvania State University and hosted by the AAAS Center for Advancing Science & Engineering Capacity. Barbara Bogue is a professor at Pennsylvania State University College of Engineering. Yolanda Comedy is a public policy consultant. Daryl Chubin is Director of the AAAS Center for Advancing Science & Engineering Capacity. The workshop was funded by the National Science Foundation through the program: Presidential Award for Excellence in Science, Mathematics, and Engineering Mentoring.
Steele, Claude M. Whistling Vivaldi: And Other Clues to How Stereotypes Affect Us (Issues of Our Time). W. W. Norton & Company, 2010.
Through dramatic personal stories, Claude Steele shares the experiments and studies that show, again and again, that exposing subjects to stereotypes—merely reminding a group of female math majors about to take a math test, for example, that women are considered naturally inferior to men at math—impairs their performance in the area affected by the stereotype. Steele’s conclusions shed new light on a host of American social phenomena, from the racial and gender gaps in standardized test scores to the belief in the superior athletic prowess of black men. Steele explicates the dilemmas that arise in every American’s life around issues of identity, from the white student whose grades drop steadily in his African American Studies class to the female engineering students deciding whether or not to attend predominantly male professional conferences. Whistling Vivaldi offers insight into how we form our senses of identity and ultimately lays out a plan for mitigating the negative effects of “stereotype threat” and reshaping American identities.
Changing the Conversation
National Academy of Engineering. Changing the Conversation: Messages for Improving Public Understanding of Engineering. The National Academies Press, 2008.
Changing the Conversation is a vital tool for improving the public image of engineering and outreach efforts related to engineering. It will be used by engineers in professional and academic settings including informal learning environments (such as museums and science centers), engineering schools, national engineering societies, technology-based corporations that support education and other outreach to schools and communities, and federal and state agencies and labs that do or promote engineering, technology, and science.
Advice for New Faculty Members
Boice, Robert. Advice for New Faculty Members. Allyn and Bacon, 2000.
Based on years of research, the author describes the habits of new faculty members who quickly and efficiently set themselves up for success, and includes simple suggestions to learn those habits. The subtitle, which means 'nothing in excess' describes the guiding philosophy that emerged from the author's research. He observed that new faculty members who thrived were those who worked moderately on teaching, research, and other faculty responsibilities. Also included is a description of the practical daily work habits that allow new faculty to work moderately, staying on top of their responsibilities while minimizing stress.
How to Disagree without Being Disagreeable: Getting Your Point Across with Gentle Art of Verbal Self-Defense
Elgin, Suzette Haden. How to Disagree without Being Disagreeable. Wiley, John & Sons, Incorporated, 1997.
As bestselling author Suzette Haden Elgin proves, you don't have to live your life on red alert. With her Gentle Art of Verbal Self-Defense techniques, you'll be able to respond clearly to hostile comments from others--or deliver necessary negative messages of your own--without sacrificing your dignity or principles.
You'll learn to:
* Keep domestic disagreements from escalating,
* Deliver criticism to coworkers, employers, or employees,
* Handle aggressive, negative comments about race, politics, or religion,
* Provide discipline without increasing hostility, and
* Use language that reduces tension and creates rapport in every situation.
Pozen, Robert C. Extreme Productivity. Harper Business Review, 2010.
Academic and former executive Pozen offers his set of recommendations on productivity, urging us to adopt a proper mind-set, to focus on the results we seek rather than the hours we work. He defines personal productivity as “the quantity and quality of your results in achieving your own objectives.” Presented in five parts, his advice and “takeaway” lessons include setting goals with specific priorities, focusing on final results, not sweating the small stuff, organizing your daily routine, improving reading comprehension, writing and speaking effectiveness, and long-term career decisions. His ideas are for all types of professionals, and he suggests action for certain stages of their careers. His insights on traveling effectively, embracing change, and balancing home and work are particularly valuable. He concludes, “Regardless of your employer’s culture, you can adopt most of the specific techniques in this book. . . . Ultimately, it is within your power to boost your results and reduce your working hours.” An excellent how-to on personal productivity. – Review by Mary Whaley
Transforming Science and Engineering: Advancing Academic Women
LaVaque-Manty, Danielle. Transforming Science and Engineering: Advancing academic Women. University of Michigan Press, 2010.
The National Science Foundation's ADVANCE Institutional Transformation program has been awarding five-year grants to colleges and universities since 2001 to address a common problem: how to improve the work environment for women faculty in science and engineering. Drawing on the expertise of scientists, engineers, social scientists, specialists in organizational behavior, and university administrators, this collection is the first to describe the variety of innovative efforts academic institutions around the country have undertaken.
Focusing on a wide range of topics, the contributors discuss both the theoretical and empirical aspects of these initiatives, with emphasison the practical issues involved in creating the approaches. The cases represented in this collection depict the many issues women faculty in science and engineering face. The essays in Transforming Science and Engineering illustrate that creating work environments that sustain and advance women scientists and engineers benefits women, men, and underrepresented minorities. – Review from Amazon
Lean In: Women, Work, and the Will to Lead
Sheryl Sandberg. Lean In: Women, Work, and the Will to Lead. Knopf, 2013.
Thirty years after women became 50 percent of the college graduates in the United States, men still hold the vast majority of leadership positions in government and industry. This means that women’s voices are still not heard equally in the decisions that most affect our lives. In Lean In, Sheryl Sandberg examines why women’s progress in achieving leadership roles has stalled, explains the root causes, and offers compelling, commonsense solutions that can empower women to achieve their full potential.
In Lean In, Sandberg digs deeper into these issues, combining personal anecdotes, hard data, and compelling research to cut through the layers of ambiguity and bias surrounding the lives and choices of working women. She recounts her own decisions, mistakes, and daily struggles to make the right choices for herself, her career, and her family. She provides practical advice on negotiation techniques, mentorship, and building a satisfying career, urging women to set boundaries and to abandon the myth of “having it all.” She describes specific steps women can take to combine professional achievement with personal fulfillment and demonstrates how men can benefit by supporting women in the workplace and at home. – Amazon Book Review
Micromessaging: Why Great Leadership is Beyond Words
Stephen Young, Micromessaging: Why Great Leadership is Beyond Words.
Change the way you do business with the nonverbal gestures that can make or break any business relationship. A blank look, an averted gaze, or a dismissive shrug . . . we all know how other people's nonverbal cues can make us feel, even if they are delivered or received without conscious awareness. But do you know the ways in which these subtle behaviors can define your ability to influence the performance of others for better-or worse?
Stephen Young, one of the foremost experts on leadership, introduces the concept of micromessages-the gestures, facial expressions, tones of voice, word choices, eye contact, and interactive nuances that can be either debilitating or empowering to employees and to the power of leadership. Once you understand these micromessages, you'll be able to improve your leadership skills by getting inside your organization's cultural DNA to spark change, diffusing negative micromessages (microinequities) and use positive micromessages (microadvantages) to spark creativity, improve performance, and exceed goals, and infusing positive micromessages at all levels of the organization, achieving a strong, inclusive, and high-performing work environment.
Using the VALUE Rubrics for Improvement of Learning and Authentic Assessment
Terrel Rhodes and Ashley Finley, Using the VALUE Rubrics for Improvement of Learning and Authentic Assessment.
This publication addresses key elements of, and questions frequently raised about, the development and use of the VALUE rubrics for assessment of student learning. It provides information about rubric-based assessment approaches—including validity, reliability, and rubric modification—and faculty training in the use of rubrics. Specific examples of how campuses are using the VALUE rubrics to improve student learning are also provided.
Influence: Science and Practice
Robert B. Cialdini, Influence: Science and Practice.
Written in a narrative style combined with scholarly research, Cialdini combines evidence from experimental work with the techniques and strategies he gathered while working as a salesperson, fundraiser, advertiser, and in other positions inside organizations that commonly use compliance tactics to get us to say “yes.” Widely used in classes, as well as sold to people operating successfully in the business world, the eagerly awaited revision of Influence reminds the reader of the power of persuasion.
Cialdini organizes compliance techniques into six categories based on psychological principles that direct human behavior: reciprocation, consistency, social proof, liking, authority, and scarcity.
Equitable Solutions for Retaining a Robust STEM Workforce: Beyond Best Practices
Donna J. Dean and Janet B. Koster, Equitable Solutions for Retaining a Robust STEM Workforce: Beyond Best Practices.
Equitable Solutions for Retaining a Robust STEM Workforce offers tactics and proven recommendations to accommodate work/life satisfaction for those in the STEM fields. Using real-life case studies, this book discusses universal issues such as dual careers and strategic decision making, childcare/dependent care in professional contexts, promoting family-friendly policies, as well as mentoring and networking. Dean and Koster provide data and tools to drive successful programs relaying proactive solutions that STEM employers, academic institutions, policymakers, and individuals can utilize.