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From Scarcity to Visibility: Gender Differences in the Careers of Doctoral Scientists and Engineers
TABLE 5–2 Difference Between the Percent of Women and the Percent of Men Employed in Each Sector, by Year of Survey and Field
Year of Survey
1973
1979
1989
1995
Combined Fields
Academia
—
9.2
5.3
6.4
Industry
—
–15.4
–10.7
–11.1
Government
—
–2.2
–1.6
–0.3
PNP/Hospitals
—
5.0
4.7
1.9
Other
—
3.4
2.3
3.0
Engineering
Academia
8.4
7.1
5.2
10.0
Industry
–10.5
–5.1
–7.4
–10.8
Government
–1.2
–0.6
0.8
1.3
PNP/Hospitals
1.7
–1.2
0.8
–0.7
Other
1.5
–0.2
0.6
0.2
Mathematics
Academia
6.3
0.6
1.6
–0.3
Industry
–6.7
–2.5
–2.4
–7.7
Government
–1.8
–2.5
–0.7
1.6
PNP/Hospitals
–0.2
2.0
–0.1
0.2
Other
2.4
2.4
1.5
6.2
Physical Sciences
Academia
18.7
7.9
0.9
2.2
Industry
–22.2
–13.3
–5.5
–2.2
Government
–1.7
–0.9
0.2
–2.1
PNP/Hospitals
1.9
2.4
1.4
–1.0
Other
3.2
4.0
3.0
3.1
Life Sciences
Academia
4.8
5.8
5.8
6.3
Industry
–7.5
–7.5
–5.7
–7.5
Government
–3.9
–4.3
–3.5
–1.9
PNP/Hospitals
3.7
3.8
2.7
1.1
Other
3.0
2.2
0.8
1.9
Social/Behavioral
Academia
–4.5
–2.5
–4.7
–2.1
Industry
–3.5
–1.1
1.7
0.4
Government
0.0
–2.0
–2.5
–2.1
PNP/Hospitals
3.8
3.1
4.1
1.9
Other
4.1
2.6
1.3
1.9
NOTES: Positive values indicate a greater percent of women are in a given sector. See Appendix Table C-3 for further details.—indicates too few women to compute difference.
that in government. While this may partially reflect the specific subfields in which women are working, the report of the Committee on Women in Science and Engineering (CWSE 1994) notes that the rate of attrition of female scientists and engineers in industry is more than double that of men and much larger than in other sectors. Clearly, retention, not just training, is essential for increasing the number of women in industry.
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