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“What does it take to be a scientific genius and how do we decide who qualifies? Is it based on influence? Awards? Recognition of impactful research? Maybe all of the above. As we strive towards a fairer world and a more equitable industry, perhaps we ought to ask ourselves another question though, are the standards the same for everyone?

The rising number of women in science shows great and undeniable progress. In 2024, over 45% of physical science degrees were achieved by women¹, up almost 4% from 2020, along with increases in other fields such as computing, engineering and technology. Women even continue to outnumber men in several scientific disciplines, psychology, microbiology and genetics, to name a few. 

Despite this progress, however, it is vital that we do not mistake changing headcounts for changing habits. Gender inequality in science continues to impact women in ways that aren’t always easy to measure and report. Factors such as employment, recognition, funding opportunities and academic promotion can all see women significantly disadvantaged² compared to their male colleagues, impacting not only their careers, but their overall wellbeing.

Do stereotypes define success?

Research suggests that our perceptions of gender can lead to prejudice against women in professional roles. This phenomenon is known as ‘Role Congruity Theory,’³ and becomes especially true in roles historically associated with men, such as academia and leadership.

For example, a study from 2016⁴ asked undergraduate students to describe traits they thought were essential to be a ‘good scientist,’. The traits they described overlapped significantly with the traits they had associated with men, but not the traits they had associated with women. This demonstrates how internal bias can affect the way we see people, a habit that, despite its reputation for logic and objectivity, the scientific community has been unable to shake. 

These perceptions can set women at a disadvantage when it comes to achieving more senior positions, and those who do achieve them are scrutinised harshly. For example, a research study in Nature⁵ revealed that women are less likely to be recognised as ‘academically brilliant’, less likely to receive funding, and less likely to be hired for faculty positions, once more revealing how gender bias can impact women’s careers.  

The gender of genius

“There are many accomplished and celebrated women in the life sciences; Marie Curie, Tu Youyou, Barbara McClintock and countless others. Many of whom change lives with their high impact research and guide fields with their expertise. Despite their achievements, however, there is no denying that the route to get there is riddled with extra hurdles and potholes.

In terms of scientific research, there is plenty of evidence to show that women are disadvantaged when it comes to getting their work out there to the world. Last year, the high impact journal Nature released an article⁶ highlighting how they publish “too few papers from women researchers,” and that they would “double down on efforts to diversify the pool of corresponding authors and referees.”

Further to this, research also shows⁷ that women who hold equal or similar scientific achievements to men tend to be less rewarded. And, if women do receive scientific awards, they are less likely to gain the research visibility⁸ and financial resources that usually accompany it.

So then, all of this begs the question, who really gets to be a genius, and what is it like as a woman trying to build a career in science?

In their words…

To find out more about the impact of gender bias, I spoke with two women who work in the life sciences. Collectively, their experiences range across multiple disciplines, from small organisations through to global universities. This is what they had to say:

“I’ve been in organisations where roles of leadership were just continually given to men. As a younger woman it leaves you thinking, do I get a chance? Would someone like me get a chance to reach that level? No one says it out loud, but sometimes it feels like there’s an implicit bias that men should be in strategic roles.”

This contributor then went on to share her observations on how we do treat women that take on these senior positions:

“I remember when a woman was hired for a traditionally male role. She would be loud and outspoken, and she was known across the company as being ‘cold,’ but I think if a man behaved like that, he might not be judged as harshly.” 

A second contributor said:

“Sometimes as a woman, it can feel like you’re not listened to, or that what you bring to the table is less important. It’s not all the time, and it definitely depends on who you’re with, but it can leave you feeling small and undervalued, even if you’re naturally a confident person.”

She also shared that:

“What’s interesting is, when you’re speaking to a man in a senior position you can tell straight away when he cares what you have to say and when he sees you as a colleague and an equal. It feels incredible. Which is crazy to say, because it should just be the bare minimum.”

But what can I do about it?

The gender bias is both colossal and complicated. It might feel like there is nothing you can do as an individual to support the women around you, but that’s just not true.

 When asked about how people can make a difference, the women I spoke with had plenty of advice and insights to offer:

“The first step is understanding that women sometimes need a little boost to be on the same playing field of opportunity. Challenge yourself to be vocal in support of your female colleagues and know that sometimes women don’t feel safe enough to speak up and put their head over the parapet. 

It’s our personal responsibility to make sure our female colleagues are getting recognition, and that they’re feeling comfortable in their place of work.”

And…

“It’s important to read and learn about the gender bias. Speak to your colleagues about it, ask them how they feel and if there’s anything you can do to help moving forward.

I think it’s as simple as, treat others how you would want to be treated.”

The gender bias in science has an immense historical legacy that continues to influence the way women are treated and perceived, even today. Understanding the impact of this is a vital step in changing it. 

Together, we should continue to celebrate the incredible work of women in science, whilst also recognising the additional challenges they face in the space. TheUniversity of Cambridge published a pieceearlier this year aiming to do exactly that, but there are many other great resources out there you can learn from, in addition to having open conversations with those around you.

Though gender bias is a problem for women, it is not women’s problem to solve. All of us are responsible for making the space equitable, and ensuring that people are recognised and elevated in the way they deserve. 

You you would like to read more about just a fraction of the incredible women making a difference in the science of rare disease, check out ourWomen in RAREvertical and dive into our dedicatedWomen in RARE edition. 

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References
[1] https://www.wisecampaign.org.uk/2023-2024-core-stem-subjects-higher-education-statistics/
[2] https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0238635
[3] https://psycnet.apa.org/record/2002-13781-007
[4] https://www.researchgate.net/publication/289570659_Stereotypes_About_Gender_and_Science_Women_Scientists
[5] https://www.nature.com/articles/s41598-017-13491-0
[6] https://www.nature.com/articles/d41586-024-00640-5
[7] https://www.tandfonline.com/doi/full/10.1080/08934215.2021.1974505
[8] https://www.nature.com/articles/s41467-021-25712-2

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