http://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&feed=atom&action=historyTeam:Paris Bettencourt/Human Practice/Gender Study - Revision history2024-03-29T06:16:11ZRevision history for this page on the wikiMediaWiki 1.16.5http://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=362010&oldid=prevAudeBer at 17:02, 6 November 20132013-11-06T17:02:15Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> For the medal: 1 point for bronze medal, 2 points for silver medal, 3 points for gold medal. For the world jamboree qualified teams: 2 points for every team taking part in 2010 and before (before regional jamborees existed) , 6 points for team qualified for world final (after 2010). For special prices (Best ...): 6 points were attributed for each regional price earned (only after 2010), 13 points for each price earned in the world final (all price worth 13 points before regional jamborees existed). For the final place in world final: 15 points for the sixth team, 20 points for the fifth team, 25 points for the fourth team, 30 points for the third team, 35 points for the second team, 40 points for the firth team.</p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> For the medal: 1 point for bronze medal, 2 points for silver medal, 3 points for gold medal. For the world jamboree qualified teams: 2 points for every team taking part in 2010 and before (before regional jamborees existed) , 6 points for team qualified for world final (after 2010). For special prices (Best ...): 6 points were attributed for each regional price earned (only after 2010), 13 points for each price earned in the world final (all price worth 13 points before regional jamborees existed). For the final place in world final: 15 points for the sixth team, 20 points for the fifth team, 25 points for the fourth team, 30 points for the third team, 35 points for the second team, 40 points for the firth team.</p></div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <b>Figure 9: Gender balance and succes in iGEM. </b> The proportion of women in teams that have won prizes in iGEM compared to the proportion in teams over all. There is a significantly higher proportion of women in teams that win prizes <b>(p=0.034)</b>.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <b>Figure 9: Gender balance and succes in iGEM. </b> The proportion of women in teams that have won prizes in iGEM compared to the proportion in teams over all. There is a significantly higher proportion of women in teams that win prizes <b>(p=0.034)</b>.</div></td></tr>
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</table>AudeBerhttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361818&oldid=prevSebajara at 03:59, 29 October 20132013-10-29T03:59:57Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p> &nbsp;&nbsp;</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p> &nbsp;&nbsp;</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Finally, a survey was conducted among iGEMers and former iGEMers to understand their motivations and activities in iGEM. The study was designed to be unbiased and to avoid stereotype threat (for example by putting the question about gender in the end among many other pieces of information). It is still available <a href="http://bit.ly/14WykuZ"> here</a>. Participants in the survey had to rank from 1 to 5 (1 being not important, and 5 very important) answers to questions regarding personnal and professional motivations for participating in iGEM as well values and on what did they spend their time. 63 people answered among whom 32% were women.</p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Finally, a survey was conducted among iGEMers and former iGEMers to understand their motivations and activities in iGEM. The study was designed to be unbiased and to avoid stereotype threat (for example by putting the question about gender in the end among many other pieces of information). It is still available <a href="http://bit.ly/14WykuZ"> here</a>. Participants in the survey had to rank from 1 to 5 (1 being not important, and 5 very important) answers to questions regarding personnal and professional motivations for participating in iGEM as well values and on what did they spend their time. 63 people answered among whom 32% were women.</p></div></td></tr>
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<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div><ins class="diffchange diffchange-inline"> It is interesting to notice that men and women answered almost exactly the same way regarding most of the questions. Women gave a little more importance for the value of fundamental research in iGEM while men graded a bit better "Changing the world". Motivations were approximately the same as well as time spent on each activity. Just a little fact was that men considered human practices a bit more important than women did but spent a little less time on it. </ins></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div><ins class="diffchange diffchange-inline"> There is only one main difference (more than one point out of five which is represented below) : the will to lead a project and lead a team. It is striking to see how much men are more motivated to lead teams than women. This is definitely to put in relation with the number of women advisers found and the impact it can then have on teams mixity. This could reflect women lack of self esteem in some parts of their work.</ins><<ins class="diffchange diffchange-inline">/p</ins>></div></td></tr>
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<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div><del style="color: red; font-weight: bold; text-decoration: none;"> <p></del></div></td><td colspan="2"> </td></tr>
<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div><del style="color: red; font-weight: bold; text-decoration: none;"> It is interesting to notice that men and women answered almost exactly the same way regarding most of the questions. Women gave a little more importance for the value of fundamental research in iGEM while men graded a bit better "Changing the world". Motivations were approximately the same as well as time spent on each activity. Just a little fact was that men considered human practices a bit more important than women did but spent a little less time on it. </del></div></td><td colspan="2"> </td></tr>
<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div><del style="color: red; font-weight: bold; text-decoration: none;"> There is only one main difference (more than one point out of five which is represented below) : the will to lead a project and lead a team. It is striking to see how much men are more motivated to lead teams than women. This is definitely to put in relation with the number of women advisers found and the impact it can then have on teams mixity. This could reflect women lack of self esteem in some parts of their work.</p></del></div></td><td colspan="2"> </td></tr>
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</table>Sebajarahttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361715&oldid=prevSebajara at 03:57, 29 October 20132013-10-29T03:57:29Z<p></p>
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</table>Sebajarahttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361684&oldid=prevSebajara at 03:56, 29 October 20132013-10-29T03:56:42Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p>Points were attributed the following way.<br></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p>Points were attributed the following way.<br></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> For the medal: 1 point for bronze medal, 2 points for silver medal, 3 points for gold medal. For the world jamboree qualified teams: 2 points for every team taking part in 2010 and before (before regional jamborees existed) , 6 points for team qualified for world final (after 2010). For special prices (Best ...): 6 points were attributed for each regional price earned (only after 2010), 13 points for each price earned in the world final (all price worth 13 points before regional jamborees existed). For the final place in world final: 15 points for the sixth team, 20 points for the fifth team, 25 points for the fourth team, 30 points for the third team, 35 points for the second team, 40 points for the firth team.</p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> For the medal: 1 point for bronze medal, 2 points for silver medal, 3 points for gold medal. For the world jamboree qualified teams: 2 points for every team taking part in 2010 and before (before regional jamborees existed) , 6 points for team qualified for world final (after 2010). For special prices (Best ...): 6 points were attributed for each regional price earned (only after 2010), 13 points for each price earned in the world final (all price worth 13 points before regional jamborees existed). For the final place in world final: 15 points for the sixth team, 20 points for the fifth team, 25 points for the fourth team, 30 points for the third team, 35 points for the second team, 40 points for the firth team.</p></div></td></tr>
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<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div><ins style="color: red; font-weight: bold; text-decoration: none;"> <b>Figure 9: Gender balance and succes in iGEM. </b> The proportion of women in teams that have won prizes in iGEM compared to the proportion in teams over all. There is a significantly higher proportion of women in teams that win prizes <b>(p=0.034)</b>.</ins></div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The aim was to give each team a score that is proportional to the rewards it earned, taking in account that all teams were in world jamboree prior to 2011, without having to be qualified in regional jamborees.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The aim was to give each team a score that is proportional to the rewards it earned, taking in account that all teams were in world jamboree prior to 2011, without having to be qualified in regional jamborees.</div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> In order to check if this could be seen in the best iGEM teams that existed, the sex ratio of of prize winner teams was compared to the one of participating teams with boostrap resampling giving a p-value of 0.035 This means that the sex ratio of winning teams (45%) is significantly different from the one of participating teams (37%)</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> In order to check if this could be seen in the best iGEM teams that existed, the sex ratio of of prize winner teams was compared to the one of participating teams with boostrap resampling giving a p-value of 0.035 This means that the sex ratio of winning teams (45%) is significantly different from the one of participating teams (37%)</div></td></tr>
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<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div><del class="diffchange diffchange-inline"> <b>Figure 9: Gender balance and succes in iGEM. </b> The proportion of women in teams that have won prizes in iGEM compared to the proportion in teams over all. There is a significantly higher proportion of women in teams that win prizes <b>(p=0.034)</b>.</del></div></td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div></div></td></tr>
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</table>Sebajarahttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361377&oldid=prevMarguerite at 03:49, 29 October 20132013-10-29T03:49:18Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Teams of 50 synthetic biology labs were studied. The labs were chosen by their presence on the webpage http://syntheticbiology.org/Labs.html . For each lab, several numbers were reported in a table : total number of people in the team, number of women in the team, number of PhD students, post docs, head of labs, number of women PhD students, post docs, head of labs. From this, the sex ratios (number of women / total number of people) were then calculated for each of those categories. </p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Teams of 50 synthetic biology labs were studied. The labs were chosen by their presence on the webpage http://syntheticbiology.org/Labs.html . For each lab, several numbers were reported in a table : total number of people in the team, number of women in the team, number of PhD students, post docs, head of labs, number of women PhD students, post docs, head of labs. From this, the sex ratios (number of women / total number of people) were then calculated for each of those categories. </p></div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The first conclusion that can be made is that women are generally under-represented in synthetic biology labs. 33% correspond to the average presence of women in research in Europe. Indeed according to the European Commission, 32% of researchers in Europe are women <i>(She Figures, 2012)</i>. <br><br>The second finding also reflects well an already known reality in science : the glass ceiling. In 1995, the glass ceiling was defined by the U.S. Department of Labor, as a <i>"political term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements" </i>.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The first conclusion that can be made is that women are generally under-represented in synthetic biology labs. 33% correspond to the average presence of women in research in Europe. Indeed according to the European Commission, 32% of researchers in Europe are women <i>(She Figures, 2012)</i>. <br><br>The second finding also reflects well an already known reality in science : the glass ceiling. In 1995, the glass ceiling was defined by the U.S. Department of Labor, as a <i>"political term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements" </i>.</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> With only 17,85\% of heads of labs being women, synthetic biology is still doing slightly better than the average. According to a European study done in 2008 called <i>Mapping the maze,getting women to the top in research</i>., only 15% of women occupy top research position in Europe. However, the number of SB P.I. should be analyzed through the filter of history. In a new field, it would be expected in a world where bias would not be present anymore to have way more women at those positions.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> With only 17,85\% of heads of labs being women, synthetic biology is still doing slightly better than the average. According to a European study done in 2008 called <i>Mapping the maze,getting women to the top in research</i>., only 15% of women occupy top research position in Europe. However, the number of SB P.I. should be analyzed through the filter of history. In a new field, it would be expected in a world where bias would not be present anymore to have way more women at those positions.</div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> To study SB conferences, available programs online were downloaded. Data referring to the number of speakers but also to posters were recorded. The data-set could not be completed for certain years due to the impossibility of finding the data online.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> To study SB conferences, available programs online were downloaded. Data referring to the number of speakers but also to posters were recorded. The data-set could not be completed for certain years due to the impossibility of finding the data online.</div></td></tr>
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<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div> <p><center><a href="https://2013.igem.org/File:ParisB2013Resultats_SB.xls"></div></td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div> <p<ins class="diffchange diffchange-inline">><br</ins>><center><a href="https://2013.igem.org/File:ParisB2013Resultats_SB.xls"></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div><img src="https://static.igem.org/mediawiki/2013/b/b1/PB_downloadGD.png" width="530"></a></center></p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div><img src="https://static.igem.org/mediawiki/2013/b/b1/PB_downloadGD.png" width="530"></a></center></p></div></td></tr>
<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div> <p></div></td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div> <ins class="diffchange diffchange-inline"><br></ins><p></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The sex ratio of the speakers have followed a very interesting evolution. It has been multiplied by 3 from SB1 to SB5. This could indicate a change of policy considering speakers. Most likely, the first conferences invited speakers without taking into consideration the gender dimension. Might it be due to some complaints or the raise in awareness of the conferences organizers, the numbers went up. This example is interesting because it clearly show an interest in the subject by the involved community.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The sex ratio of the speakers have followed a very interesting evolution. It has been multiplied by 3 from SB1 to SB5. This could indicate a change of policy considering speakers. Most likely, the first conferences invited speakers without taking into consideration the gender dimension. Might it be due to some complaints or the raise in awareness of the conferences organizers, the numbers went up. This example is interesting because it clearly show an interest in the subject by the involved community.</div></td></tr>
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</table>Margueritehttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361341&oldid=prevMJDeyell at 03:48, 29 October 20132013-10-29T03:48:36Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <img src="https://static.igem.org/mediawiki/2013/9/91/PB_HighSchool_Gender_Students.png" width="250px"/></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <img src="https://static.igem.org/mediawiki/2013/9/91/PB_HighSchool_Gender_Students.png" width="250px"/></div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <b>Figure 8: Sex ratios in High School iGEM by year and role. </b>On the left, the proportion of students in the High School Competition that are women for each year. On the right, the proportion of women in each role for all years. Bars represent 95% Confidence Interval.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <b>Figure 8: Sex ratios in High School iGEM by year and role. </b>On the left, the proportion of students in the High School Competition that are women for each year. On the right, the proportion of women in each role for all years. Bars represent 95% Confidence Interval.</div></td></tr>
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</table>MJDeyellhttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361266&oldid=prevMarguerite at 03:46, 29 October 20132013-10-29T03:46:51Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Teams of 50 synthetic biology labs were studied. The labs were chosen by their presence on the webpage http://syntheticbiology.org/Labs.html . For each lab, several numbers were reported in a table : total number of people in the team, number of women in the team, number of PhD students, post docs, head of labs, number of women PhD students, post docs, head of labs. From this, the sex ratios (number of women / total number of people) were then calculated for each of those categories. </p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Teams of 50 synthetic biology labs were studied. The labs were chosen by their presence on the webpage http://syntheticbiology.org/Labs.html . For each lab, several numbers were reported in a table : total number of people in the team, number of women in the team, number of PhD students, post docs, head of labs, number of women PhD students, post docs, head of labs. From this, the sex ratios (number of women / total number of people) were then calculated for each of those categories. </p></div></td></tr>
<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div> <p><center><a href="https://2013.igem.org/File:ParisB2013_Synthetic_Biology_Research_Groups.xls"><del class="diffchange diffchange-inline">Download the database here</del></a></center></p> </div></td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div> <p><center><a href="https://2013.igem.org/File:ParisB2013_Synthetic_Biology_Research_Groups.xls"></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div><ins class="diffchange diffchange-inline"><img src="https://static.igem.org/mediawiki/2013/b/b1/PB_downloadGD.png" width="530"></ins></a></center></p> </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The first conclusion that can be made is that women are generally under-represented in synthetic biology labs. 33% correspond to the average presence of women in research in Europe. Indeed according to the European Commission, 32% of researchers in Europe are women <i>(She Figures, 2012)</i>. <br><br>The second finding also reflects well an already known reality in science : the glass ceiling. In 1995, the glass ceiling was defined by the U.S. Department of Labor, as a <i>"political term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements" </i>.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The first conclusion that can be made is that women are generally under-represented in synthetic biology labs. 33% correspond to the average presence of women in research in Europe. Indeed according to the European Commission, 32% of researchers in Europe are women <i>(She Figures, 2012)</i>. <br><br>The second finding also reflects well an already known reality in science : the glass ceiling. In 1995, the glass ceiling was defined by the U.S. Department of Labor, as a <i>"political term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements" </i>.</div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> To study SB conferences, available programs online were downloaded. Data referring to the number of speakers but also to posters were recorded. The data-set could not be completed for certain years due to the impossibility of finding the data online.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> To study SB conferences, available programs online were downloaded. Data referring to the number of speakers but also to posters were recorded. The data-set could not be completed for certain years due to the impossibility of finding the data online.</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> </p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> </p></div></td></tr>
<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div> <p><center><a href="https://2013.igem.org/File:ParisB2013Resultats_SB.xls"><del class="diffchange diffchange-inline">Download the database here</del></a></center></p></div></td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div> <p><center><a href="https://2013.igem.org/File:ParisB2013Resultats_SB.xls"></div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div><ins class="diffchange diffchange-inline"><img src="https://static.igem.org/mediawiki/2013/b/b1/PB_downloadGD.png" width="530"></ins></a></center></p></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The sex ratio of the speakers have followed a very interesting evolution. It has been multiplied by 3 from SB1 to SB5. This could indicate a change of policy considering speakers. Most likely, the first conferences invited speakers without taking into consideration the gender dimension. Might it be due to some complaints or the raise in awareness of the conferences organizers, the numbers went up. This example is interesting because it clearly show an interest in the subject by the involved community.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The sex ratio of the speakers have followed a very interesting evolution. It has been multiplied by 3 from SB1 to SB5. This could indicate a change of policy considering speakers. Most likely, the first conferences invited speakers without taking into consideration the gender dimension. Might it be due to some complaints or the raise in awareness of the conferences organizers, the numbers went up. This example is interesting because it clearly show an interest in the subject by the involved community.</div></td></tr>
</table>Margueritehttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361088&oldid=prevMarguerite at 03:42, 29 October 20132013-10-29T03:42:14Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> In the end our data set is composed of 662 teams over 5 years. For each team were reported : </div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> In the end our data set is composed of 662 teams over 5 years. For each team were reported : </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Year ; region ; name of the team ; number of student members ; number of women student members ; number of advisors ; number of women advisors ; number of instructors ; number of women instructors ; participation to MIT championship ; medal ; regional prices ; championship prices ;tracks. </p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Year ; region ; name of the team ; number of student members ; number of women student members ; number of advisors ; number of women advisors ; number of instructors ; number of women instructors ; participation to MIT championship ; medal ; regional prices ; championship prices ;tracks. </p></div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <h3> Attrition by Career Stage</h3></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <h3> Attrition by Career Stage</h3></div></td></tr>
</table>Margueritehttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361055&oldid=prevMarguerite at 03:41, 29 October 20132013-10-29T03:41:26Z<p></p>
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</table>Margueritehttp://2013.igem.org/wiki/index.php?title=Team:Paris_Bettencourt/Human_Practice/Gender_Study&diff=361011&oldid=prevMarguerite at 03:40, 29 October 20132013-10-29T03:40:08Z<p></p>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Teams of 50 synthetic biology labs were studied. The labs were chosen by their presence on the webpage http://syntheticbiology.org/Labs.html . For each lab, several numbers were reported in a table : total number of people in the team, number of women in the team, number of PhD students, post docs, head of labs, number of women PhD students, post docs, head of labs. From this, the sex ratios (number of women / total number of people) were then calculated for each of those categories. </p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> Teams of 50 synthetic biology labs were studied. The labs were chosen by their presence on the webpage http://syntheticbiology.org/Labs.html . For each lab, several numbers were reported in a table : total number of people in the team, number of women in the team, number of PhD students, post docs, head of labs, number of women PhD students, post docs, head of labs. From this, the sex ratios (number of women / total number of people) were then calculated for each of those categories. </p></div></td></tr>
<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div> <p><center><a href="https://2013.igem.org/File:ParisB2013_Synthetic_Biology_Research_Groups.xls"></div></td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div> <p><center><a href="https://2013.igem.org/File:ParisB2013_Synthetic_Biology_Research_Groups.xls"><ins class="diffchange diffchange-inline">Download the database here</ins></a></center></p> </div></td></tr>
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<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p></div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> <p></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The first conclusion that can be made is that women are generally under-represented in synthetic biology labs. 33% correspond to the average presence of women in research in Europe. Indeed according to the European Commission, 32% of researchers in Europe are women <i>(She Figures, 2012)</i>. <br><br>The second finding also reflects well an already known reality in science : the glass ceiling. In 1995, the glass ceiling was defined by the U.S. Department of Labor, as a <i>"political term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements" </i>.</div></td><td class='diff-marker'> </td><td style="background: #eee; color:black; font-size: smaller;"><div> The first conclusion that can be made is that women are generally under-represented in synthetic biology labs. 33% correspond to the average presence of women in research in Europe. Indeed according to the European Commission, 32% of researchers in Europe are women <i>(She Figures, 2012)</i>. <br><br>The second finding also reflects well an already known reality in science : the glass ceiling. In 1995, the glass ceiling was defined by the U.S. Department of Labor, as a <i>"political term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements" </i>.</div></td></tr>
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<tr><td class='diff-marker'>-</td><td style="background: #ffa; color:black; font-size: smaller;"><div> <a href="https://static.igem.org/mediawiki/2013/3/35/PB_GS_IGEMdatabase.xls"> <del class="diffchange diffchange-inline">Download the database here</del></a></div></td><td class='diff-marker'>+</td><td style="background: #cfc; color:black; font-size: smaller;"><div> <a href="https://static.igem.org/mediawiki/2013/3/35/PB_GS_IGEMdatabase.xls"></div></td></tr>
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</table>Marguerite