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Why do I have to "dress" down to appear like a Clark Kent to make it in academia?

After returning to the University of Copenhagen from a 3 year post doc period in the states I realized that I repeatedly, because of my gender, was expected to conform to a a stereotype.  
I was also offered to be fixed.

I am trying to understand why gender is a qualification in academia and how to change that.
found the below resources useful.

I did pass on the offers to be trained to act like a white man.


(Peach-pink throughout March)

 ‘Narrative’ CVs seeks evidence of applicants’ wider contributions to science

Achieving STEM diversity: Fix the classrooms


Women more likely to win awards that are not named after men

Gender Bias in Student Evaluations:  Student evaluations measure conformity with gendered expectations rather than teaching quality

Academia has a wider gender pay gap relative to industry


Women's experiences with gender discrimination and lower identification with more senior staff produce reduced expectations of success in career advancement


Making Jokes During a Presentation Helps Men But Hurts Women

LGBTQ status as a clear axis of inequality in STEM

Men found to cite work by men significantly more often than work by women


Female TA got five times as many negative reviews as male TA.  The TA tasks was performed by the same male.


Can you train people to be less biased?

Day-to-day work of diversity and inclusion


What it takes for women to be heard

Gender inequity in speaking opportunities (American Geophysical Union Fall Meeting)


Diversity in finalist pool influence hiring decisions

Why we need difficult women


Diversity makes us smarter

Interrupt Bias on Your Team


If you want more women in your group showcase the ones you have and do not let them do kitchen duties!


Men are typically described by words that refer to behavior, while adjectives ascribed to women tend to be associated with physical appearance. 

Research in gender and equality

Denmark’s exemplary gender balance trips up in science. "its gender balance in science lags embarrassingly behind that in many other European Union countries."

Bring on bias awareness to improve gender and ethnicity balance.


Gender quotas increase the competence of organisations by leading to the displacement of mediocre men

Thank you:  The most influential people in global policy 2019

Do we need to adapt men´s grant writing styles to make it?


Cards developed to help convey and id  gender bias in the workplace.

Conveying it is OK to have a family

Nudging for inclusion


Female scientists get less money and staff for their first labs


Bias in teaching and learning


Gender differences in peer review


How some men are challenging gender inequity in the lab


How the entire scientific community can confront gender bias in the workplace

How female scientists can confront gender bias in the workplace

Men and women need different kinds of networks to succeed

Beregning: Kvinder burde få mange flere Nobelpriser

How the leadership can confront gender bias in the workplace

Gender equality in grant making. What can a funder do?

The gender data gap

A gendered world will produce a gendered brain

Evaluate projects, not people

Why don't people like the sound of "woman president"?

War of words. 
Women are judged by the way they speak

Patchy progress on fixing global gender disparities in science

Women postdocs less likely than men to get a glowing reference

6 Things Successful Women in STEM Have in Common

To learn inclusion skills, make it personal

10 Female Scientists who changed the world

The Lancet, advancing women in science, medicine and global health

Why diversity matters

Repository of women in STEM resources

Women in the workplace - McKinsey & Company



Reimbursement policies make academia less inclusive

A disadvantaged background doesn’t have to be a barrier to success

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W O R K    I N    P R O G R E S S

Educate through the game of

gender bias:    Women in Science and Engineering

Card Deck


Regularly ask yourself/your team key questions such as: 

-How am I educating myself and my stakeholders about

structural racism?


-How am I holding space to

allow for conversations about structural racism in my company?


-What practices does my company have in place to support Black and People of Color team members?


-How am I supporting Black and People of Color business leaders that are in the B Corp community or other communities I’m a part of? 


-How am I supporting civic engagement to hold public leaders accountable and tackle structural racism in our systems of government?

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