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Bairoh, Susanna, Satu Pyöriä & Niklas Mäkinen (2026): Disaggregating Gender Income Disparities in STEM: Cohort and Family Factors in a Nordic Welfare State. In: Work, Employment and Society, Jg. 40, H. 1, S. 113-134. DOI:10.1177/09500170251366157

Abstract

"The article examines the income trajectories of women and men in STEM (science, technology, engineering and mathematics) in Finland, a country within the Nordic labour market context that strives for gender equality. The study uses total population register data from Finnish STEM degree holders with at least a bachelor’s degree, aged 30–40 years, selecting cohorts born in 1960, 1965, 1970, 1975 and 1980 (N = 31,865). This study estimates how cohort, becoming a parent, and co-residing with a spouse affect income trajectories for women and men. The findings reveal persistent gender income disparities across cohorts, with economic turbulence potentially widening the differences. The results support the motherhood penalty and, unexpectedly, address a ‘living-alone penalty’ for men. Even with a design examining STEM graduates at the same career stage, gender differences remain significant and are not alleviated by the Nordic welfare state context." (Author's abstract, IAB-Doku) ((en))

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Beckmann, Janina, Ermioni Athanasiadi & Mona Granato (2026): Can vocational role models change the gendered perception of STEM VET occupations? Results from an intervention study in Germany. In: Research in Social Stratification and Mobility, Jg. 104. DOI:10.1016/j.rssm.2026.101166

Abstract

"In the German vocational education and training (VET) system, female apprentices are strongly underrepresented in STEM professions, where there is also a general shortage of skilled workers. In this study, we look at whether a vocational role model intervention of apprentices visiting schools could reduce gender differences in students’ aspirations toward VET STEM professions and change their gendered perception of these occupations in terms of their occupational knowledge, self-efficacy, and perception of tasks as interesting. Based on a regional sample of male and female secondary school students in Germany surveyed in 2022 and 2023, our results indicate that students still hold gendered career aspirations, self-efficacy, and knowledge with respect to STEM VET occupations. Based on a non-equivalent control group design, we find that the role model intervention with mainly male role models can reduce these gendered perceptions to some extent, with female students developing greater occupational knowledge and higher career aspirations. These findings suggest that real-life vocational role models can serve as a promising career orientation approach in the context of VET to reduce gendered perceptions and aspirations in the career choice process." (Author's abstract, IAB-Doku, © 2026 The Authors. Published by Elsevier Ltd.) ((en))

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Betz, Julia, Wido Geis-Thöne & Axel Plünnecke (2026): Ingenieurinnen in Deutschland – Potenziale, Herausforderungen und Entwicklungen. Teil 1: Analyse und Handlungsempfehlungen. (IW-Gutachten / Institut der Deutschen Wirtschaft Köln), Köln, 49 S.

Abstract

"Deutschland steht im Innovationswettbewerb zunehmend unter Druck. Die Situation wird durch demografische Entwicklungen, sinkende Studierendenzahlen in technischen Fächern und Schwächen im Bildungssystem weiter verschärft. Vor diesem Hintergrund ist die stärkere Einbindung von Frauen in Ingenieur- und Informatikberufe von entscheidender Bedeutung, um Innovationskraft und Wettbewerbsfähigkeit zu sichern. Positiv ist vor diesem Hintergrund zu bewerten, dass der Anteil der Frauen unter allen Erwerbstätigen mit einem ingenieurwissenschaftlichen Studium (inklusive Informatik) in den letzten Jahren gestiegen ist, insbesondere unter jüngeren Erwerbstätigen. Die Frauenanteile sind dabei in Dienstleistungsbranchen wie Schule, Hochschule höher als in industriell geprägten Branchen. In den letzten Jahren haben sich auch der Anteil und die Anzahl ausländischer Frauen mit Ingenieurstudium unter den Erwerbstätigen erhöht. Die Erwerbstätigkeit von Ingenieurinnen ist sowohl in sozialversicherungspflichtigen Ingenieur- und Informatikberufen als auch in anderen Berufen oder als Beamte/Selbständige gewachsen. Betrachtet man die sozialversicherungspflichtige Beschäftigung in Ingenieur- und Informatikberufen, so sind auch hier die Frauenanteile in den letzten Jahren gestiegen – regional vor allem in den westdeutschen Flächenländern, die auf diehohen Frauenanteile im Osten Deutschlands aufholen konnten. Betrachtet man die Frauenanteile in den Ingenieur- und Informatikberufen auf Basis der 400 Kreise und Städte, so sind diese im Norden und Osten Deutschlands tendenziell etwas höher als im Westen und Süden. Die Frauenanteile in den einzelnen Ingenieurberufen unterscheiden sich zwischen den Fachrichtungen: In den Bereichen Rohstoffe, Chemie und Bau sind sie höher, während sie in den Ingenieurberufen der Metallverarbeitung und der Energie- und Elektrotechnik niedriger ausfallen. Etwa 30 Prozent der Frauen in Ingenieurberufen sind teilzeitbeschäftigt. Steigende Frauenanteile sind auch an den Hochschulen und in der Forschung gemessen durch Patentanmeldungen zu beobachten. Auch bei diesen Kennziffern bleibt aber deutliches Entwicklungspotenzial. Hier ist bereits an den Schulen und in der Berufsorientierung anzusetzen. Im Alter von 15 Jahren gibt es bei Mädchen und Jungen nur leichte Unterschiede bei den MINT-Kompetenzen, größer sind die Unterschiede bei Selbstkonzept und Interesse. Dabei sind junge Frauen noch einmal deutlich stärker für den Klimaschutz sensibilisiert als junge Männer. Aus Sicht der Unternehmen kommt den Ingenieurwissenschaften und der Informatik eine sehr große Bedeutung für Innovationen im Klimaschutz zu. Dazu ist der Bereich Gesundheit/Medizin ein großes Wachstumsfeld für die Ingenieurwissenschaften. Berechnet man die künftige Beschäftigung in den Ingenieur- und Informatikberufen in Szenarien, so wird demografiebedingt das Beschäftigungswachstum aus dem Zeitraum 2012 bis 2024 in der bevorstehenden Zeitphase bis 2035 deutlich zurückgehen. Im Aktivierungsszenario Frauen werden durch Berufs- und Studienorientierung und Mentoringprogramme Trends beim Zugang junger Frauen in die Ingenieur- und Informatikberufen zumindest zu einem Teil fortgeschrieben. Dadurch kann die Beschäftigung im Jahr 2035 gegenüber dem Basisszenario um 56.100 Frauen erhöht werden. Hierdurch entsteht ein Wertschöpfungszuwachs im Jahr 2035 in Höhe von 7,0 Milliarden Euro. Aus den Untersuchungen leiten sich Empfehlungen ab in den Handlungsfelder Berufsorientierung, familienfreundliche Arbeitswelt, familienfreundliche Infrastruktur, Zugang zu Weiterbildungsangeboten und Frauen in Führungspositionen." (Autorenreferat, IAB-Doku)

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Bonesso, Sara & Federica Bressan (2026): Women in STEM careers through the lens of career construction theory: A study on females' experiences in persisting in the engineering field. In: Journal of vocational behavior, Jg. 164. DOI:10.1016/j.jvb.2025.104204

Abstract

"The persistence of female segregation in many science, technology, engineering, and mathematics (STEM) educational and occupational fields is largely ascribed to gender-specific barriers that women face during their lifespan. Relying on career construction theory, this study aims to increase the understanding of how women in STEM craft and develop their own career over time by attaining leadership positions, in comparison to their male counterparts. In this inductive qualitative research, drawing on career-based interviews on a sample of women and men in engineering, the narrative analysis reveals dynamic changes in women's career adaptability's resources (the 4C's: concern, control, curiosity, and confidence) across specific phases of the lifespan (education, early career, and upper leadership). This study expands our understanding of the role of women's agency in shaping their STEM careers, delineating the specific configurations of career adaptability resources they can deploy to constructively navigate their professional journey. Moreover, because career adaptability changes in response to environmental conditions, this study provides novel insights about the interplay between career adaptability resources and the most relevant contextual factors that support or inhibit women in the pursuit of their career development during each career phase. Overall, our research provides evidence that a lifespan approach to career development is particularly effective in sectors that are still characterized by gender norms. Practical implications are provided for women to help them self-regulate their careers, as well as for educational and organizational policies to help address the underrepresentation of women in the STEM workforce." (Author's abstract, IAB-Doku, ©2025 The Authors. Published by Elsevier Inc.) ((en))

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Bothfeld, Silke, Christian Hohendanner, Petra Schütt & Aysel Yollu-Tok (Hrsg.) (2026): Geschlechtergerecht gestalten. Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik. Frankfurt: Campus Verlag, 471 S. DOI:10.12907/978-3-593-45932-5

Abstract

"Trotz zahlreicher Bemühungen und Erfolge in der Gleichstellungspolitik seit Ende der 1990er Jahre bestehen in der Praxis nach wie vor erhebliche geschlechtsspezifische Unterschiede auf dem Arbeitsmarkt. Frauen haben nach wie vor geringere Erfolgsaussichten beim Zugang und beim Verbleib in Beschäftigung, ihre Bezahlung und ihre Aufstiegsmöglichkeiten sind schlechter. Die Beiträge dieses Bandes bieten einen umfassenden Überblick über die aktuelle geschlechtsbezogene Arbeits(marktpolitik-)forschung. Mit einem multiperspektivischen Blick auf den vergeschlechtlichten Arbeitsmarkt gelingt es dem Band, historische Aspekte, Gegenwartsanalysen sowie gesellschaftliche Transformationsprozesse und Lösungsansätze zu verbinden." (Verlagsangaben, IAB-Doku)

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Cruz, João, Amélia Bastos, Sara Falcão Casaca & Isabel Proença (2026): Gender pay gap trends across STEM fields: an empirical analysis. In: The international journal of sociology and social policy, Jg. 46, H. 3-4, S. 426-447. DOI:10.1108/ijssp-02-2025-0090

Abstract

"Purpose: This paper analyses the gender pay gap (GPG) in science, technology, engineering, and mathematics (STEM) in Portugal over the past decade, utilising official national earnings data. Design/methodology/approach: A decomposition method is applied to estimate the explained and unexplained components of the GPG both at the mean and across the distribution quartiles of national earnings. This methodology can also be applied to other sectors or countries, providing robust statistical and econometric results relating to the GPG. Findings: The results show that the GPG varies heterogeneously across STEM fields. In occupations relating to Information and Communication Technologies (ICT), which are included in STEM, the GPG has been widening in recent years, in contrast to the overall trend in the labour force. Originality/value: The GPG in STEM is under-researched, with existing literature indicating a structural gap in these occupations. Understanding this GPG is essential for its reduction and for maximising human capital, which is vital for social and economic growth. This article aims to contribute to the discussion on this topic and offers potential policy recommendations." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Davis, James C., Holden A. Diethorn, Gerald R. Marschke & Andrew J. Wang (2026): STEM employment resiliency during recessions: Evidence from the COVID-19 Pandemic. In: Research Policy, Jg. 55, H. 1. DOI:10.1016/j.respol.2025.105361

Abstract

"STEM occupational employment suffered smaller peak-to-trough percentage declines than non-STEM employment during both the Great Recession and COVID-19 recession, suggesting a relative resiliency of STEM employment during recessions in the digital age. We exploit the sudden peak-to-trough declines in STEM and non-STEM employment during the COVID-19 recession to measure STEM recession-resiliency during the pandemic, decomposing our difference-in-differences estimate into parts explained by various sources including differences in demographics, educational attainment, job tasks, remote work capability, industry, and STEM knowledge importance on the job. We find that STEM knowledge importance on the job explains the greatest share of STEM employment resiliency, and that workers in non-STEM occupations who nonetheless use STEM knowledge experienced higher employment rates during the pandemic. We show that R&D expenditures and employment also remained resilient, suggesting only a mild effect of the COVID-19 pandemic on innovative activity. Altogether, our findings suggest that increasing opportunities for STEM training — including outside the college-track — may help improve the employment resiliency of workers during future recessions." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

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Hecker, Britta, Nikki Shure & Ipek Yükselen Saif (2026): Mind the Confidence Gap: Gender, Domain-Specific Self-Beliefs, and STEM Pathways. (IZA discussion paper / IZA Network @ LISER 18535), Esch-sur-Alzette, 18 S.

Abstract

"We examine how adolescents' domain-specific confidence shapes subsequent participation in Science, Technology, Engineering, and Mathematics (STEM) study and vocational training, using longitudinal data from a nationally representative cohort of German secondary school students. We show that domain-specific confidence measures provide markedly different predictions from composite confidence indices: in line with established models from educational psychology, higher confidence in mathematics and Information and Communications Technology (ICT) increase the likelihood of entering STEM pathways, whereas higher confidence in reading decreases it. These opposing patterns are obscured when confidence is aggregated into a single measure. Our findings demonstrate the importance of distinguishing between domains when studying non-cognitive determinants of STEM choices and suggest that broad confidence-building interventions may unintentionally reinforce existing gender disparities in STEM participation." (Author's abstract, IAB-Doku) ((en))

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Hecker, Britta & Ipek Yükselen Saif (2026): Why confidence matters: The hidden barrier for women in STEM. In: IAB-Forum H. 05.08.2026. DOI:10.4872.IAB.FOO.20260805.01

Abstract

"Despite strong educational achievements, women in Germany remain underrepresented in Science, Technology, Engineering, and Mathematics (STEM) careers – an imbalance that fuels the gender pay gap, as these fields tend to offer higher wages. Beyond structural barriers, psychological factors such as confidence play a crucial role in shaping educational and labour market choices. Research suggests that gender differences in confidence help explain persistent inequalities, though these confidence gaps vary across contexts and domains. DOI: 10.4872.IAB.FOO.20260805.01" (Author's abstract, IAB-Doku) ((en))

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Kelly, Lorcan, Paul Redmond & Luke Brosnan (2026): When Jobs Change: Skills Mismatch and the Value of Training. In: BJIR, S. 1-31. DOI:10.1111/bjir.70067

Abstract

"This article examines the impact of rapidly changing skill requirements on skills mismatch in Europe and the role of training in mitigating adverse effects. Using data on approximately 70 million online job vacancies, we estimate the extent to which occupational skill requirements changed between 2019 and 2023 across European Union (EU) countries plus Norway and the United Kingdom. STEM-related occupations saw the greatest degree of change, whereas lower skilled manual jobs saw the least. By linking job vacancies to survey data, we show that employees in fast-changing jobs are more likely to experience skills deficits. Training plays a role in mitigating these negative effects, and the type and intensity of training matters. Training seminars/workshops are most effective. Formal training courses and on-the-job training are less effective when used in isolation but can mitigate skills deficits when combined with other types of training. Our constructed dataset of occupational skill change is published as an accompanying data appendix. This should be of use for future research across a range of areas in labour economics and industrial relations." (Author's abstract, IAB-Doku) ((en))

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Kneip, Veronika & Melanie Slavici (2026): Doing, redoing, or undoing gender of women tech founders in Germany. In: International Entrepreneurship and Management Journal, Jg. 22, H. 1. DOI:10.1007/s11365-025-01103-7

Abstract

"The study focuses on German tech startups, scrutinizing what visibility women founders consider important . In this respect, to what extent they perceive “visibility” in a gendered way is particularly striking. Consequently, we ask what women founders actively do to create a particular gender-(in)dependent visibility : how do they locate themselves in the three-way interplay of reproducing the dualism of masculinity–femininity (doing gender), restructuring it (redoing gender), or eliminating it (undoing gender)? Via our dataset of 20 qualitative interviews with all-women or mixed-gender founding teams, we divide the results of our inductive analysis into gender-independent and gender-dependent dimensions. While the women founders primarily do not understand “visibility as a startup” as gendered at the organizational level, gendered self-images at the individual level exist. Organizational visibility is shaped by phases, target groups, and instruments. For individual, gender-dependent visibility, we find the three ideal types of the (internal or external) feminist, the pragmatic strategist, and the gender neutrality advocate. We link our empirical findings to the opportunities and challenges of doing, redoing, and undoing gender, showing that women tech founders are actively undoing gender in many areas. Our research provides linkages to current debates in women’s entrepreneurship literature, such as entrepreneurial identity or discourses of hypervisibility. Moreover, we deliver practical implications on how to gear women-specific networks, accelerators, and the like toward the actual needs of women founders." (Author's abstract, IAB-Doku) ((en))

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Plünnecke, Axel (2026): Indische Beschäftigte verdienen weiterhin am meisten. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2026,01), Köln, 3 S.

Abstract

"Die qualifizierte Zuwanderung leistet einen wichtigen Beitrag zur MINT-Fachkräftesicherung und stärkt die Innovationskraft Deutschlands. Erfolge der qualifizierten Zuwanderung zeigen sich auch bei den Medianbruttolöhnen: Während deutsche Vollzeitbeschäftigte Ende 2024 bei 4.177 Euro liegen, erreichen Beschäftigte aus Indien einen Medianlohn von 5.393 Euro. Dieser Unterschied ist darauf zurückzuführen, dass ein großer Anteil der indischen Beschäftigten in akademischen MINT-Berufen tätig ist." (Autorenreferat, IAB-Doku)

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Raab, Miriam, Ralf Beckmann & Claudia Suttner (2026): Der Arbeitsmarkt für IKT-Berufe im Kontext der Transformation. (Berichte: Arbeitsmarkt kompakt / Bundesagentur für Arbeit), Nürnberg, 28 S.

Abstract

"Die Zahl der erwerbstätigen IKT-Fachkräfte ist 2025 auf 1,61 Millionen gestiegen. Der Anstieg geht vor allem auf die sozialversicherungspflichtige Beschäftigung zurück. Die Statistik weist hier 2025 mehr als 1,15 Millionen IKT-Fachkräfte aus. Das waren 2 Prozent mehr als im Vorjahr. Die Nachfrage nach IKT-Fachkräften ist, gemessen am Bestand von 13.000 im Jahr 2025 durchschnittlich gemeldeten Arbeitsstellen, zurückgegangen. Das ist einerseits die Folge der aktuellen konjunkturellen Schwäche, aber auch des branchenspezifischen Strukturwandels. Teilweise sind zwar weiterhin Engpässe bei der Besetzung gemeldeter Stellen sichtbar. Besetzungsprobleme sind aber spürbar zurückgegangen. Die Zahl der Arbeitslosen, die eine IKT-Tätigkeit anstreben, ist gegenüber dem Vorjahr um 27 Prozent auf 54.000 gestiegen. Die Arbeitslosenquote stieg auf 4,5 Prozent. Die Zahl der Studierenden hat einen neuen Höchststand erreicht. Insgesamt verzeichnete der Studienbereich Informatik 2024/25 gut 266.000 Studierende. Das waren 3 Prozent mehr als im Jahr zuvor und fast die Hälfte mehr als noch 2014/2015. Rund 17.000 Ausbildungsverträge wurden 2025 neu abgeschlossen. Das waren zwar fast ein Viertel mehr als noch vor zehn Jahren, jedoch 14 Prozent weniger als im Vorjahr." (Autorenreferat, IAB-Doku)

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Ransiek, Anna & Anina Mischau (2026): Being a woman or being a mathematician: Self and external perceptions of female early career researchers in a mathematical cluster of excellence. In: Current Sociology, Jg. 74, H. 3, S. 337-357. DOI:10.1177/00113921241298699

Abstract

"In Germany, equality between men and women in mathematics, particularly in scientific leadership positions, is far from being achieved. This is despite to different equality measures implemented over the last few decades. Grounded in sociology of knowledge, interaction theory, and field theory, this article analyzes possible causes and mechanisms that maintain gender differences in a mathematical cluster of excellence in which gender equality is formulated as a goal and implemented in various measures. Based on 65 semi-structured interviews, the focus is on the self-perceptions of female early career researchers as mathematicians, as well as the (gendered) attributions they have to deal with by (male and female) scientists in leadership positions against the background of the specific culture in a mathematical cluster of excellence. We highlight the tensions that female early career researchers identify in being regarded as women when they want to be perceived and recognized first as mathematicians. We shed light on how this tension is connected to the discipline and (re)produced by scientists in leadership positions in their patterns of interpretation about equality (measures)." (Author's abstract, IAB-Doku) ((en))

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Ritter, Monique & Bernadette Rohlf (2026): "Weil man dann quasi nur noch die Quotenfrau ist" – (De-)Thematisierungen des "Frau-Seins" in MINT. In: Gender, Jg. 18, H. 2, S. 135-150. DOI:10.3224/gender.v18i2.10

Abstract

"Dieser Beitrag untersucht das Erleben von Wissenschaftlerinnen als Studierende oder Mitarbeitende in MINT-Studiengängen an sächsischen Universitäten und Hochschulen, insbesondere in Informatik, Maschinenbau und Elektrotechnik. Basierend auf 17 problemzentrierten Interviews analysieren wir die widersprüchliche (De-)Thematisierung des ‚Frau-Seins‘ in männlich dominierten Disziplinen. Die Befragten berichten von Herabsetzungserfahrungen, Anerkennungskämpfen und dem Wunsch nach mehr Kolleginnen. Dennoch stehen viele Quotenregelungen kritisch gegenüber – nicht ausAblehnung der Gleichstellungsarbeit, sondern aus der Sorge, dass Quoten die meritokratische, als geschlechtslos verstandene Norm infrage stellen und ihre im männlich dominierten Umfeld hart erkämpfte Anerkennung schmälern. Nach einer statistischen Einführung skizziert der Beitrag den historischen Ausschluss von Frauen im Hochschulkontext sowie die Entwicklung von Quotenregelungen. Anschließend folgt eine empirische Analyse der widersprüchlichen Thematisierung weiblicher Alleinstellung in MINT. Abschließend werden Ansätze zur besseren Akzeptanz und Verankerung von Frauenfördermaßnahmen diskutiert – idealerweise unsichtbar wirkend, machtkritisch reflektiert und von allen Geschlechtern getragen." (Autorenreferat, IAB-Doku)

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Tan, JS, Natalia Luka & Emily Mazo (2026): Unlikely Organizers: The Rise of Tech Worker Labor Activism. In: ILR review, Jg. 79, H. 2, S. 187-216. DOI:10.1177/00197939251375319

Abstract

"Tech workers —professionals in the technology industry, such as software engineers, product managers, and UX designers—are not normally associated with labor activism. Yet, since 2017, there has been a significant rise in workplace activism over “bread-and-butter” issues among this group. Using an original data set, the authors demonstrate how, in the case of tech workers, periods of intense workplace social activism preceded later periods of heightened labor activism. Regression analysis confirms that participation in social activism increases the likelihood of labor activism six months to one year later at the same company. Extending Rick Fantasia’s cultures of solidarity to professional workers, the authors highlight a new mechanism by which professionals engage in labor organizing: First, tech workers, guided by their professional interest in socially beneficial work, engage in workplace social activism. This action generates solidarity among employee-participants but also creates conflict with management and leads to the emergence of labor activism among professionals." (Author's abstract, IAB-Doku) ((en))

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VanHeuvelen, Tom, Natasha Quadlin & Jordyn Wald (2026): Regrets, she's had a few: Gender and regret of computer science and engineering degrees. In: Social science research, Jg. 135. DOI:10.1016/j.ssresearch.2025.103298

Abstract

"In this article, we introduce a novel social fact that will be highly relevant for studies of gender inequality: women in computer science and, to a lesser extent, engineering fields report distinctly high levels of regret of their field of study compared to otherwise similar men. We develop expectations regarding gendered patterns of regret and examine them using nine waves of the Federal Reserve's Survey of Household Economics and Decisionmaking (SHED) between 2015 and 2023. Using regression decomposition techniques, we demonstrate that observed economic, occupation, industry, and sociodemographic characteristics fare poorly in explaining the high regret of women in these fields. In fact, these fields are defined by a uniquely large unexplained amount of regret among women. Our findings raise alarm for those who wish to open access to these critical CS/Engineering fields for women: such endeavors will likely fail unless deep cultural work is done to change the regret that many women feel after successfully entering these fields." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier Inc.) ((en))

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Vertelyte, Mante (2026): Affective Temporalities When Making It Within Academia. The Case of Early Career Female Scholars in STEM. In: Gender, work & organization, Jg. 33, H. 2, S. 572-582. DOI:10.1111/gwao.70068

Abstract

"Only few women make it to permanent academic positions in STEM (Science, Technology, Engineering, and Mathematics). While working under temporary contracts, early career scientists have to fulfill a complex set of tasks in a limited amount of time and develop their CVs to compete for a permanent position. Based on interviews with early career female scientists working in the field of astrophysics at Danish universities, the article examines the affective mattering of time in their aspirations of pursuing academic positions in STEM. Specifically, through the women's narratives around the practice and notion of “having time with the telescope, ” this article analyses how intensities around telescope time affectively shape the routines of academic work and future aspirations. Asking how time comes to affectively matter in the experiences of early career female astrophysicists, the article engages with feminist new materialism and affect theory. The analysis shows how telescope time becomes an affective temporal intensity that simultaneously entangles hopes and fears for the future, the embodied gendered (im)possibilities of making it within academia, and temporal discrepancies between fixed-term academic contracts and the infinitude of scientific goals and aspirations." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Vo, Linh-Chi, Diana Santistevan & Anne-Sophie Thelisson (2026): Amplified (in)visibility: How gender quotas reshape invisible labor and identity in STEM academia. In: Journal of vocational behavior, Jg. 168. DOI:10.1016/j.jvb.2026.104254

Abstract

"(In)visibility in the workplace—encompassing invisibility, visibility, and hypervisibility—remains a persistent challenge for women working in Science, Technology, Engineering, and Mathematics (STEM) fields. While previous research has highlighted women's coping strategies in male-dominated contexts, it has often overlooked how external institutional pressures—such as parity laws—intensify the experience of (in)visibility in novel ways. This qualitative study of women faculty working in STEM fields in French public universities, which have state-mandated gender quotas, addresses this gap, examining how these women navigate the cumulative effects of (in)visibility. Our study makes three contributions to the (in)visibility literature: (1) we theorize and empirically show that these quotas produce amplified (in)visibility—a condition that simultaneously increases, distorts, and undermines visibility —generating disproportionate invisible labor and identity strain; (2)the amplified (in)visibility dynamic creates invisible work burdens for women, including cultural taxation and quota-driven intellectual labor; and (3) amplified (in)visibility, as a structural, externally imposed form of (in)visibility not stemming from traditional marginalization but from institutional interventions, leads women to engage in sustained identity work as they seek to reconcile their professional roles with evolving self-understandings, producing outcomes ranging from resilience to identity impasse." (Author's abstract, IAB-Doku, © 2026 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

Abstract

"This EPO Observatory study examines the persistent under representation of women across Europe’s innovation ecosystem, despite their increasing participation in STEM education and research. Building on the EPO’s 2022 analysis of women inventors, the report traces the “leaking pipeline” from STEM studies through research careers, patenting activity, the patent profession and technology based entrepreneurship. Using longitudinal patent indicators combined with PhD, labour market and startup data, it provides new evidence on the barriers women face in advancing to high impact innovative roles. The study supports policymakers, industry and research organisations in monitoring progress toward gender equality and in designing targeted measures to unlock Europe’s untapped innovation potential." (Author's abstract, IAB-Doku) ((en))