essay on diversity in physics

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9 Diversity in Physics

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More women now undertake careers in physics than ever, but still only 17.5% of the scientists sent by universities and institutes worldwide to conduct research at CERN are female. Why is this so, and how could the situation be improved? Easily applicable changes are proposed to attract and retain not only women but also a broader diversity of people in science, since women are not the only underrepresented group in the field. Science has everything to gain by being more inclusive in terms of gender, race, sexual orientation, religion and physical ability since diversity brings more creativity, which is essential to science. Owing to its position as a scientific and international leader, CERN has the ability and a moral obligation to set an example at every level.

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Commentary: Diversity in physics: Are you part of the problem?

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Ann Nelson; Commentary: Diversity in physics: Are you part of the problem?. Physics Today 1 May 2017; 70 (5): 10–11. https://doi.org/10.1063/PT.3.3536

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Many leading academic physics departments have no underrepresented-minority faculty members. My own department at the University of Washington has never had an African American tenure-track faculty member. That state of affairs is taken for granted, but it should be regarded as shameful.

At Stanford University in the late 1980s, I was the first tenure-track woman hired in physics; the applied physics department and SLAC still had none. Yet my appointment (granted to increase diversity in the physics department) immediately made the percentage of female physics faculty at Stanford well above the national average. At that time, having no women in a physics department was viewed as normal.

I often get asked, “Why are there so few women in physics?” That anyone would ask that question shows how oblivious many people are to the sexism and bias that permeate our society and physics culture. 1 I may not be able to fully answer the question, but I can tell you why there are women like me in physics. Because we love math and nature. Because we like doing computations and figuring things out, step by systematic step. We love the flashes of insight and the excitement of revelations from new data. We revel in breathtaking moments of awe. And we had support, mentors, encouragement, opportunities, and colleagues who gave us a positive view of ourselves as physicists.

Still, there are very few of us in the US. Many great articles are filled with infuriating anecdotes about the obstacles women scientists face. 1 I suspect few of my colleagues have read them. Even when they do read studies addressing gender issues, white men typically devalue them. My impression is that many physicists think the issue is complicated, is “not my fault,” and likely has nothing to do with them. Publications about bias often use the word “subtle” for effects that are obvious to those who experience them. 2  

All of Us . Watercolor and pencil on paper (2000). Warren W. Buck, University of Washington, Bothell.

African Americans, Native Americans, and Latinx and Hispanic Americans are particularly underrepresented in physics, even more so than white and Asian American women. The underrepresentation is even more egregious for African American, Native American, and Latina women. We physicists love data, and the numbers are shocking. 3 The reasons for underrepresentation are complex, but they are not subtle. A successful career in science is a difficult achievement; it requires that opportunities, abilities, and interests align and that pitfalls be avoided.

The effects of impediments are magnified for minorities. Without support mechanisms in place, a single conversation, setback, or harassment incident can be inordinately damaging, and every minority physicist I know has received multiple such wounds. Although the problem is entangled with class, early education, culture, and history, simply dismissing it as difficult, throwing a few programs at it, and hoping for gradual progress is a cop-out and a major failure. Despite several excellent programs and the publicly avowed goal of increasing diversity in physics, the percentages of underrepresented groups are increasing excruciatingly slowly if at all. The percentage of faculty members who are African American actually decreased 3 between 2008 and 2012. Even though a similar percentage of incoming African American undergraduates express an interest in physics, as do members of other groups, black Americans at the physics PhD level are underrepresented relative to white Americans by a factor of 8.5.

Addressing the covert and overt racism and the unwelcoming culture in most physics departments is a great place to start correcting the problem. Often I hear physicists say they don’t pay attention to race, sex, or discrimination and only are concerned with scientific merit, but problems are not difficult to notice if you pay attention.

Blatant examples of hostility and discrimination are frequent. Classic examples include minority physicists being told they only got in to some program or received some award because of their race and female physicists being asked about marital status and childbearing plans. One woman accidentally overheard her mentors expressing disappointment that she had married, because “married women always drop out.” Mishandled or covered-up sexual harassment cases have made the news recently (see, for example, Physics Today , June 2016, page 30 ), but the publicly reported ones are the tip of the iceberg.

Slightly more ambiguous instances, such as being mistaken for a secretary, a janitor, or a criminal, are even more numerous. Colleagues will tell me that such incidents only happen occasionally and that people should quit being so sensitive. Often I am told about white male physicists who have also encountered serious difficulties—a way to push the blame away. I have been told that more subtle cases of poor treatment are due to individual characteristics of the victim. For instance, if only a woman dressed or presented herself differently she would not be harassed, or someone has just not accomplished enough or has a difficult attitude, as if that would justify disrespecting someone.

Implicit bias is prevalent even among members of underrepresented groups. We all have biases and privileges that we aren’t unaware of. A famous example of unconscious bias occurs in orchestra auditions. When they are done “blind,” so that decisions are made without judges knowing the applicant’s gender, 50% more women are selected. 4  

It is not enough for each of us to be supportive and to strive to overcome our unconscious biases. Members of underrepresented groups often justifiably feel tremendous anxiety and lack of confidence. They can feel alienated by the hostile and competitive culture of science and academia, the lack of encouragement, disparaging comments, and harassment. As a result of the lack of diversity in the field, most physics departments have no faculty members with the sensitivity and knowledge to encourage and mentor students who experience the effects of racism and discrimination.

I saw firsthand, as a faculty member at Stanford in the late 1980s, how the presence of even one African American faculty member who is an effective mentor can foster a supportive community and make a huge difference. While Arthur Walker was a professor there, Stanford produced more than 40 African American PhD physicists, far more than any other leading research university. Walker was also the PhD adviser of Sally Ride, the first female astronaut. Similarly, the presence of James Young on the MIT physics faculty was critical to fostering a climate that allowed for the success of many African American PhD students, including Shirley Ann Jackson, MIT’s first African American female PhD and the current president of Rensselaer Polytechnic Institute, and Sylvester James Gates Jr, the first African American physicist to hold an endowed chair in physics.

I have heard many times that the lack of diversity in faculty hiring is entirely a pipeline issue. However, a good deal of data and anecdotes show otherwise. 2 , 3 The attrition rate for minority PhDs is horrendous, even among those who have received PhDs from top-ranked physics departments. In multiple physics departments, I have witnessed tremendous attachment to the idea that faculty hiring should be an exercise in evaluating scientific merit according to objective criteria. The fact that some candidates have to meet those criteria while contending with bias, hostility, and barriers is generally viewed as a secondary consideration, as is a candidate’s ability to improve the departmental environment for underrepresented minorities.

A frequently used measure of objectivity that is actually discriminatory is for faculty members to informally poll their friends at other universities. The old-boy network of people hiring according to friends’ recommendations still flourishes. It is well documented that people feel more comfortable with and rate more highly those who are like them. 5 The fact that university administrations typically apply pressure to ensure diversity in candidate short lists is viewed by many faculty with cynicism and may subject minority candidates to additional scrutiny. If we truly care, we must go beyond standard operating mode and place a much higher priority on the ability of faculty members to mentor students from underrepresented groups and to foster an inclusive physics culture. To do that, we must change our attitudes in hiring decisions and hold our colleagues accountable to do the same.

Let me be clear. If your career is established and you are not making an explicit and continual effort to encourage, mentor, and support all young physicists, to create a welcoming climate in your department, and to promote the hiring of diverse faculty members, you are part of the problem. This is a critical issue of civil rights in our field. Albert Einstein, an activist on the issue of racism, is an excellent example that no matter how great a physicist you might be or what obstacles you have overcome, you have not earned the privilege of ignoring our diversity problem. 6  

In addition to offering encouragement, collaboration, and mentorship, you should be ensuring racial and gender diversity on speakers’ lists, committees, and job short lists and making increased diversity a high priority for all faculty hiring. Not only is the lack of inclusion unfair, but it fails to maximally exploit the talents of a great humanity.

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Title: diversity, equity, and inclusion in particle physics.

Abstract: To achieve the highest level of intellectual excellence calls for the greatest extent of diversity. However, due to the unjust institutional and societal barriers, the field of particle physics remains as one of the least diverse fields, severely limiting the potential of our scientific achievements. In order for the US Particle Physics Community, including the accelerator science and engineering fields, to remain at the forefront of global scientific leadership, it is imperative for our community to act urgently and diligently to improve the status quo of diversity, equity, inclusion, and accessibility (DEIA). This report summarizes the community contributions and recommendations within the Diversity and Inclusion Topical Group of the Community Engagement Frontier (CEF3) at the Snowmass 2021.

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Diversity, equity and inclusion

The Wayne State University Department of Physics and Astronomy embraces diversity as fundamental to academic excellence, scientific innovation and societal progress. We recognize that fostering a diverse and inclusive community is essential for enriching intellectual discourse and cultivating a supportive environment where everyone can thrive.

• We acknowledge the historical inequalities and systemic barriers that have marginalized certain groups within academia and the sciences. Therefore, we are dedicated to actively dismantling these barriers and promoting equitable access to opportunities for all community members.
• We strive to create a welcoming and just environment where students, faculty and staff from all backgrounds feel valued, respected and empowered to contribute their unique perspectives and talents.
• We celebrate the multitude of identities and experiences that enrich our department, including but not limited to race, ethnicity, gender, gender identity and expression, sexual orientation, socio-economic status, nationality, religion, age, disability and veteran status.
• We embrace the ongoing journey of learning, reflection and growth. As such, we invite feedback from our community members and remain open to evolving our practices to better serve the needs of all individuals.

Any kind of harassment or aggression, major or micro, is a serious concern to our Physics and Astronomy department. If you find yourself in a situation outside the normal expectations of a friendly, inclusive, professional, safe and supportive environment, here is the place to get help.

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• Commission on the Status of Women : Gender, equity, justice and career development for women from the WSU President’s Office.
• DEI Learning & Development Series : Providing DEI training workshops for all members of the WSU community.
• Family Advocacy Network : Providing advice on family leave, caregiver support, tenure clock extensions and other aspects of managing work/family/life circumstances.
• Office of Diversity, Equity and Inclusion : A central source for many of WSU’s DEI efforts in many offices.
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The Institute of Physics (IOP) has launched a new award to help universities attract, support and retain a diverse physics community. The Physics Inclusion Award will encompass several aspects of diversity such as race and ethnicity, neurodiversity and sexual orientation.

It replaces the long-established Project Juno , which rewarded university physics departments and organizations that showed they had taken action to address gender equality.

Project Juno was originally set up after the IOP examined the challenges facing UK university departments in the mid-2000s. Over the last 15 years, the number of women physics professors at UK universities has doubled, with women now making up a quarter of academic staff. But there remain many parts of the population that are under-represented in physics. Less than 1% of university physics staff, for example, are Black.

A steering group, chaired by University of Birmingham theoretical physicist Nicola Wilkin , began work on the new award in 2021. A pilot scheme ran from September 2023 to January 2024 involving staff from 11 physics departments in the UK and Ireland. They worked through a Physics Inclusion Award self-assessment tool, reviewed the effectiveness of the award criteria and took part in feedback sessions with the IOP.

“Building upon the success of Project Juno, [the new award] widens our offer to anyone who faces barriers because of who they are or where they come from – so that everyone is welcomed and included in physics”, says the IOP president, atomic physicist Keith Burnett . “To realize the incredible potential physics offers society, we need a growing, diverse, sustainable physics community which drives the physics of today and attracts the generation of tomorrow.”

Applications for the new award will open in late 2024.

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In a reservoir in Southeast Brazil, introduction of a fish native to the Amazon has reduced native species diversity

by André Julião, FAPESP

The silver croaker (Plagioscion squamosissimus), a fish native to the Amazon (corvina or pescada-branca in Portuguese), is the most probable cause of a sharp fall in the diversity of native species in the Jaguari reservoir, the Jaguari River and Rio do Peixe, all of which are part of the Cantareira Water Production System and the Paraíba do Sul Basin in São Paulo state, Brazil.

As a top predator in the food network, the invader has negatively affected local biodiversity by bringing about detrimental changes to its taxonomic, functional and phylogenetic structure, according to a study published in Biological Invasions by researchers at São Paulo State University (UNESP).

They analyzed fish monitoring data collected by power utility CESP (Companhia Energética de São Paulo), which has recorded the presence of the species in the reservoir since 2001. The data analyzed is for a period ending in 2016. In no more than ten years, P. squamosissimus has become the most abundant fish species in the reservoir.

"Although this predator is widely distributed in hydroelectric dam reservoirs throughout Brazil, its potential effects on native species had never been studied before. Our analysis highlights considerable losses to fish species diversity in the region," said Aymar Orlandi Neto, first author of the article. Conducted at the Ilha Solteira School of Engineering (FEIS-UNESP), the study was part of his Ph.D. research at the Botucatu Institute of Biosciences (IBB-UNESP). Some of the results were obtained while he was doing research at the University of Valencia in Spain.

CESP does this monitoring of fauna to comply with environmental licensing rules for operation of the dam and power plant enforced by IBAMA, the main federal environmental agency. Every four months its technicians install nets at predetermined locations in the reservoir (between Jacareí and São José dos Campos) and on the Peixe and Jaguari, identify the species caught, and estimate their abundance.

"We analyzed 15 years of monitoring data and found the abundance of native predators, particularly the thin dogfish (Oligosarcus hepsetus), to have declined significantly as P. squamosissimus preyed on smaller fish and became more abundant," said Igor Paiva Ramos, last author of the article and a professor at FEIS-UNESP.

However, it is not possible to tell from the available data whether the decline of O. hepsetus was due to indirect competition, since both this species and the invader may prey on the same fish. Another possibility is that P. squamosissimus, which can reach 80 cm, preyed on O. hepsetus, which is much smaller (30 cm as an adult). The former typically inhabits standing water bodies , such as lakes, and has thrived in the reservoir; whereas O. hepsetus, the native predator, prefers running water.

Introduced species

Invader species are a global problem and occur in environments of all kinds, on land and in water. In Brazil, the annual damage caused by non-native animals, plants and microorganisms has been estimated at BRL 15 billion (now about US $2.9 billion).

The figure is from the Thematic Report on Invasive Exotic Species, Biodiversity and Ecosystem Services, launched in March by the Brazilian Platform on Biodiversity and Ecosystem Services (BPBES).

In the article on the UNESP study, the researchers stress that other introduced species appear in the records for the Jaguari reservoir, including the peacock bass (Cichla spp.), also native to the Amazon, and Oreochromis niloticus and Coptodon rendalli, both of which are tilapias and originally from Africa, but their numbers are very small, reinforcing the conclusion that native diversity has dwindled due to P. squamosissimus.

The diversity loss observed by the authors applies to all three dimensions considered when this type of impact is assessed—taxonomic, functional and phylogenetic. Species richness losses during the period analyzed were noted, alongside substitution of many rare specialist species by a few generalists, and significant differences were found in species composition and abundance in the local fish community, with entire evolutionary groups disappearing.

Social problems

There are no simple solutions to the problem. The species is seen as a key fishing resource for both subsistence and sport. Eradicating it could cause social problems.

"The species has become very common throughout Brazil. It replaces native species and now plays a very important social role in local economies," Ramos said.

Nevertheless, he proposed measures similar to those taken in other countries to deal with invader species. One such measure would be to permit hunting of this species throughout the year without size limits or a ban during the reproductive period, with the aim of eradicating it or at least reducing its abundance. However, federal and state laws restrict fishing not just of native species , which is quite right, but also of invasive species to some extent.

"This ends up perpetuating the species that are harmful to local fauna," Orlandi Neto said.

Ramos pointed out that eradication of invaders does not necessarily lead to a return of the natives. "We don't know whether another invader will take the place of P. squamosissimus if it's removed. The environment has been modified to such an extent that it may no longer be suitable for former inhabitants," he said.

Journal information: Biological Invasions

Provided by FAPESP

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• 07 May 2019

Improving diversity in the physical sciences needs more than data — it needs resolve, too

You have full access to this article via your institution.

Women are under-represented in the chemistry and physics communities within academia. Credit: Monty Rakusen/Getty

When it comes to diversity in science, the data paint a consistently depressing picture. A 2018 survey and report from the UK Royal Society of Chemistry showed that 44% of undergraduates beginning chemistry degrees are women, compared with only 9% of chemistry professors (see go.nature.com/2v7mdfv ). But there is at least a growing recognition that we need data to document the issues and work out how best to address them.

Women’s work

With this in mind, two articles, published this week in Nature Reviews Chemistry and Nature Reviews Physics , collate statistics on women in the academic chemistry and physics communities around the world, and look at how these data can guide interventions ( M. Peplow Nature Rev. Chem. https://doi.org/10.1038/s41570-019-0098-y (2019) and R. Skibba Nature Rev. Phys. https://doi.org/10.1038/s42254-019-0059-x; 2019 ).

The barriers start young. Teenage girls in developed countries, for example, are less likely than boys with similar academic marks to aspire to a job that involves using mathematics, according to a survey of students in 32 countries ( M. Charles Socius http://doi.org/c5cm; 2017 ) — and if they do choose to pursue such a career path, they encounter obstacles at every step. The result? Yawning inequalities at the most senior levels of academia.

Women in physics

Although both chemistry and physics have a major leaky-pipeline problem, in physics, girls and women are also much less likely to study the subject at all, according to the Nature Reviews Physics article. And yet reliable data on gender and other metrics of diversity are patchy. The 2018 Royal Society of Chemistry survey, and data collected by learned societies around the world — such as the Max Planck Society and the US National Science Foundation — are valuable starts. Such surveys need to be updated regularly and, ideally, standardized to allow for comparison. There is also a pressing need to explore how the numbers differ in various regions and cultures of the world, and how best to address them within their respective contexts.

But data alone are not going to deliver change. What matters more is to act on them. STEP UP 4 Women, run by the American Physical Society, is just one example of a programme that produces material for high-school teachers to help inspire young women to pursue undergraduate degrees in physics. Many would argue that we need to start such efforts well before this age, to avoid stereotypes that become engrained early on.

Addressing diversity requires a suite of solutions, and a firm resolve. Better mentoring and support of those from under-represented groups could prevent talented researchers from being driven out of academia ( A. M. Kloxin Nature Rev. Mater. http://doi.org/c5ck; 2019 ).

Some scientists leave research because of the challenge of squaring academic demands with other responsibilities, such as caring for an elderly relative or raising a family. One essential step is the development of better policies for promoting work–life balance — from simple department-wide initiatives, such as scheduling meetings at family-friendly times, through research-community initiatives (for example, conference scheduling and providing childcare at conferences), right up to nationwide policies that offer generous, and preferably equally shared, parental leave.

It is encouraging to see more policies and initiatives emerging to promote women and other under-represented groups in research. Collecting data to assess their impact and show what works is also important. But real improvements to diversity will be achieved only through widespread resolve and action on every front.

Nature 569 , 159 (2019)

doi: https://doi.org/10.1038/d41586-019-01418-w

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