The challenge of bridging the gender gap in representation and remuneration within STEM fields, particularly computer science, extends beyond merely increasing the number of women in these sectors, suggests research from Cornell University. The findings, put forth by Sharon Sassler, a sociology professor, and her team highlight that achieving parity involves addressing the economic returns women receive for their contributions, which should be on par with their male counterparts, more than just ensuring their presence in the workforce.

In their exploration, detailed in two recent publications, the researchers focus on computer science (CS). This discipline encompasses roughly half of STEM employment yet observes a stark underrepresentation of women and a persistent wage gap compared to their male peers. Despite a general uptick in women participating in STEM over the years, computer science has not seen a proportionate increase in female involvement or a significant reduction in pay disparity.

Sassler, involved in the study titled “Factors Shaping the Gender Wage Gap Among College-Educated Computer Science Workers,” published in PLOS-ONE, emphasizes that the core issue lies in the unequal economic benefits afforded to women for the same qualifications and achievements as men, such as degree attainment. This discrepancy becomes evident when examining data over a decade, showing that women in CS roles earn approximately 86.6 cents to every dollar earned by men, a figure that, while above the broader labour market’s average, still falls short of equity.

The research further delves into the origins of this wage gap, indicating that a significant gap persists even when controlling for variables like age, education, occupation, and ethnicity. This disparity emerges early in women’s careers, well before many choose to start families, debunking the notion that family responsibilities predominantly drive wage inequalities.

Moreover, the type of roles women occupy within the computer science sector partly explains the wage gap, with women more frequently found in managerial or analytical positions and men in higher-paying roles such as software development or network architecture. However, occupational differences only account for a portion of the wage gap, with the more significant issue being the differential value placed on the intrinsic qualities of women as partners, parents, and professionals.

Another study led by Sassler, “Cohort Differences in Occupational Retention among Computer Science Degree Holders: Reassessing the Role of Family,” published in Sociological Perspectives, sheds light on the employment trajectories of women with computer science degrees. It suggests that factors like marriage or parenthood do not significantly impact women’s likelihood of remaining in computer science occupations, contrary to their male counterparts, particularly fathers, who are more likely to exit these roles.

These findings underline a broader issue within the field of computer science, which not only presents barriers to the entry and retention of women but also exacerbates these obstacles for new generations of female graduates. The research collectively points to a need for a systemic reevaluation of how women’s contributions are valued and compensated in the tech industry, suggesting that addressing these economic disparities is crucial for closing the gender gap in both representation and pay within STEM, especially computer science.

More information: Sharon Sassler et al, Factors shaping the gender wage gap among college-educated computer science workers, PLoS ONE. DOI: 10.1371/journal.pone.0293300

Journal information: PLoS ONE Provided by Cornell University