FCCN's Human Resources Manager, Rita Viegas, talks to us about some of the main challenges and obstacles involved in hiring women in the field of Science and Technology, also revealing the efforts made by the FCCN Unit to mitigate them.
#1 As a Human Resources specialist in the area of Science and Technology, how do you think women's labor participation in this area has evolved over the last few years?
The data shows that we have been seeing progress in this area, but the truth is that there is still a long way to go. According to the International Labour Organization (ILO), for example, the proportion of women in STEM jobs in Portugal is already 44%. However, jobs in this field correspond to only 12% of total employment. Furthermore, within this number, the majority of this female presence is in the field of science, not in information technology (IT).
In this sense, I believe that the IT field is the one with the most room for growth. Given the digital transformation we are experiencing, this field is certainly one of the fastest-growing in terms of the job market, home to some of the most highly valued professions and where some of the professions of the future will be created. Currently, the demand for qualified IT professionals far exceeds the supply, making it difficult for most organizations to attract talent.
I believe this scenario opens the door for women's participation. All contributions will be needed, and leaving women out makes no sense. We represent half the world's population, which represents an excellent opportunity to ensure diversity, whether gender-based or otherwise. Considering each person's potential contribution—seeing the diversity of talent, profiles, ideas, and contributions—is the recipe for any successful project.
#2 What challenges or difficulties exist when it comes to hiring women in these areas?
Generally speaking, the challenges women face in these fields are the same as those faced in any other professional field: stereotypes associated with gender and gender roles in the workplace and in society in general. Gender inequality, whether real or perceived, continues to exist in access to opportunities, whether entry-level, promotion-based, or remuneration-based.
At the FCCN Unit, I'd say the biggest challenge we face is recruitment. The challenge begins right from the start, with the proportion of female applications we receive being much lower than that of male applications, particularly in the technology field.
In 2020, women applied for technology and science management positions at the FCCN Unit, representing only 25% of the total applications received. A more detailed analysis reveals that the gap in applications for technology positions is even greater than that for science management, with only 18% of the applications received for IT positions being women.
This initial data influences all other outcomes throughout a person's career path. Fewer female applicants result in fewer women hired, impacting all of our future decisions. From the reduced presence of women in pool of candidates available for new internal challenges, to the lower presence of women in positions of influence.
#3 Has the FCCN Unit taken steps to eliminate these difficulties? Which ones?
At FCCN, we seek to act in two ways. On the one hand, by maintaining the standard of our internal actions, ensuring the appreciation of all team members, regardless of gender, for their skills and abilities, and ensuring internal equity in treatment and access to opportunities. This, without ignoring the fact that prejudice is part of society and, as such, can manifest itself, even unconsciously.
The other aspect is outreach, giving visibility to the advancement of women in science and technology. Collaboration on initiatives such as the International Day of Women and Girls in Science is an excellent example. Promoting student visits to FCCN also contributes to this goal. Presenting not only what we do but also the professionals who are part of our team reveals our purpose to both boys and girls. Not only to our current users, higher education students, but also to the students and professionals of tomorrow.
#4 What contribution can days like “International Day of Women and Girls in Science” make to solving these problems?
I believe these initiatives contribute to keeping the topic alive, engaging and inspiring different generations. As initiatives in this area gain more visibility, this visibility is shared with all the women who study or work in the field. I believe that recognizing their existence, first and foremost, but also their contributions and experiences, generates encounters of stories and experiences. The resulting mutual support, the awareness of existing problems and the proposal of solutions to solve them, inspires a whole new generation, which becomes aware that this reality is also a possibility for them. The FCCN team must continue working to ensure we have a good reality to present when they arrive.
#5 Is there anything you would like to add?
Since we're talking about sharing, I'm sharing books that share stories. The first is titled "Inferior." In this book, author Angela Saini helps us understand the context of women in science and what's being done, based on the best science, to correct past perceptions and mistakes. This book was given to me by two great women, also from the fields of science and technology. I share it because, for me, it represents that women, regardless of their professional background, are always stronger together.
The second book is for both children and adults: "The Scientists," by Rachel Ignotofsky. An illustrated book featuring 50 notable women (also) in STEM fields.
Finally, a tribute to Portuguese women in science. Through any of the three editions of the book "Women in Science," we can learn about some of the most notable contemporary Portuguese women in STEM. Not only through their words, but also through the lens of several guest photographers. The printed books are available at the Ciência Viva pavilion store or can be downloaded from the initiative's website. here.
