June 2021

Assessing Inclusivity of Women at NIST:

A Comprehensive Examination of HR Data, In-depth 

Interviews and Survey Data

Mary Theofanos

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by the National Institute of Standards and Technology, nor does it imply that the products mentioned are necessarily the best available for the purpose.

Jasmine Evans, Susanne Furman, Amanda Koepke, Steve Lund, 

Sandra Prettyman, Justyna Zwolak
Research Design: Mixed Methods Approach

Qualitative Questions

1. How do women and men describe their work 

experiences, work environment, and work 

opportunities at NIST?

Are these similar and/or different for women and 

men?

2. What practices/systems contribute to limiting 

or facilitating opportunities for women and 

men at NIST?

Quantitative Questions

1. What are the differences, if any, in the ways in 

which men and women experience work at 

NIST?

2. What, if any, gender inequities exist at NIST?

To what extent do employees at NIST perceive that 

gender inequities exist?

3. In what ways, if at all, does NIST culture 

contribute to a lack of inclusivity? 
Women and Men Experience a Different NIST
The Culture of Science

Only the 

Science 

Matters

Rewards 

Individual 

over Teams

Inhibits 

Change

Objective and 

Neutral

Committed to 

Excellence 

Highly 

Competitive
49 % 74 %

58 %

Women

Men 

Objectivity and Meritocracy 

The idea that people are 

promoted or rewarded for 

their good work, that is said 

verbally is fantastic but not 

rewarded in any other way, is 

very laughable. 

(S2Q1:P1469:F). 

NIST culture is highly 

steeped in cronyism, and 

it’s getting worse. There is 

no accountability when PPP 

are abused, so management 

can do whatever it wants to 

in personnel decisions. 

(S2Q9:P2046:M)

Opportunities go to the most

Deserving deserving 

Opportunities are given 

based on who you know 

deserving 

67 %

Women

Men 

(χχ2(1) = 35.0, ppcccccccc < 0.001)

N=1073 

(χχ2(1) = 35.0, ppcccccccc < 0.001)

N=1078

Agree Agree 
Objective and Rational: Myth of Meritocracy

“If I had to pick one question that sums up all the others: #8 "NIST believes 

itself to be more objective than subjective" has hit the nail on the head. If we 

are an "objective" institution, it means that all people here succeed on merit. 

We can't be perpetuating systemic racism or sexism or homophobia if we are 

an *objective* agency; it merely indicates that those subgroups (women, 

LGBTQ+ folks, BIPOC) just objectively can't cut it, right? Otherwise they'd 

be succeeding too, right? Otherwise there'd be more of those people at NIST, 

right? Otherwise there'd be more of these subgroups in leadership, right? Of 

course this is garbage. It's been proven as such over and over again through 

biases in hiring, promotion, pay, work-life balance; even the 

heteronormativity embedded in our very badges and benefits and HR 

paperwork. But we cling to it. The notion that NIST is objective to the point 

where its policies and practices cannot be criticized or changed is outdated 

and needs to go.” (S2Q9:P1454:F)
Dominated by Patriarchy

“Women 

can’t be 

Scientists”

“Women can’t 

be Leaders”

Scientists 

are Men 

Leaders are 

Men
48 % 68 %

89 %

Women

Men 

Men are Leaders 

I would like to say that one of 

the core beliefs of NIST are 

to value men and women 

equally, but I do believe that 

this is not always reflected in 

promotions and leadership. 

(S7Q14:P2449:M)

Women get "leadership" 

roles in "outreach, service, 

and support" positions. No. 

Thank. You. 

(S6Q4:P2074:F)

Equal Opportunity to go into 

Leadership deserving 

Accepted and Respected as a 

Leader

71 %

Women

Men 

Agree Agree 

N=1064 

(χχ2(1) = 58, ppcccccccc < 0.001

N=1079 

(χχ2(1) = 68, ppcccccccc < 0.001)

It's not hard to see the disparities in leadership. Go to the 11th floor and try to find someone who isn't a white male 

in a leader position. I look around and out of the 2 division chiefs and 7 group leaders, there is one woman. The rest 

are white males. So telling me NIST believes in inclusivity and equity is out of step with reality. (S6Q4:P2130:F)
Positive and Negative Characterizations of Leaders

And if you do try to stand up for 

yourself, you get labeled as 

troublesome. (P101:F—5:55)

I mean, I think this idea of-- a lot of 

people-- I don't know if it's 

problems. I would say it's 

characterizations, right? When 

you're a female leader, you get called 

bossy. You get called a bitch, right?

Nobody ever calls a strong male 

leader bossy. They're authoritative, 

right? (P113:F—40:25)
Micro-aggressions and the Survey Said:

50% women 

vs 3% men 

have had their 

judgment 

questioned

40 % women vs 

16% men 

believe women 

with kids are 

less committed 

to careers

50% women 

vs 2% men 

interrupted 

29% women 

vs 5% men 

excluded

26% women 

vs 3% men 

experienced 

harassment

37% women 

vs 3% men 

have had 

others take 

credit for their 

work

Subtle 

Putdowns 

Lack of 

Respect 

Physical 

Attention

Question 

Competence

Mommy 

Track 
Constant Micro-Aggressions

I will say that by now most (male) scientists at 

NIST know better than to say outright sexist 

things in public or to do outright illegal things 

like sexual assault. But daily microaggressions 

against female scientists are pervasive.

Condescending behavior towards women is 

common. Credit for work/ideas is often stolen 

from female scientists by male scientists, or 

automatically attributed to the male scientists on 

the project. I know that there are (male) scientists 

who do these things to other men as well, but my 

observations over the years has been that these 

people are selective in their targets, and if you are 

the lone woman it is almost certain that you will 

be a target. I know other women at NIST who 

experience these things all the time too.

(S6Q4:P2271:F). 

In the last few years, I have heard of a startling 

number of experiences from my female 

colleagues at levels ranging from the benchtop 

up to interactions lab management. These 

experiences range from minor everyday (but 

valid) grievances to undeniable sexual 

harassment. These are not my experiences but it 

is important that everyone know that they are 

happening **regularly**. (S3Q12:P2346:M)
Gendered Outcomes

Chilly Climate 

Invisible and 

Isolated

Gender 

Fatigue

Boys Club

Gender 

Neutral 

Workplace 

Connections 

Negative 

Female 

Descriptors

Positive Male 

Descriptors
Boys Club versus Chilly Climate

I am a White male. As such, I have 

been afforded enormous privileges 

throughout my life, including 

education and employment. 

Therefore, I strongly believe I have 

been treated differently based on my 

gender, as well as my race. I have not 

been treated poorly. In fact, it is quite 

the opposite. I have been treated very, 

very well. It has generally been to my 

advantage, but this does not make it 

right. (S3Q12:P2182:M)

NIST focus is on fundamental research. If 

you have a Phd, and are a white male, you 

rule. If you are female, non-white, veteran, 

or disabled, then you are considered a 

second class staff member. This is not 

surprising since this system was created and 

run by white male Phds. It is not going to 

change until the old white male Phds

retire.... As long as white male Phds are 

charged with defining and evaluating the 

research, their bias will continue to be 

incorporated into the judgement. 

(S1Q5:P2618:F)

I have witnessed women and men 

being treated differently (N=1086)

(χχ2(1) = 18, ppcccccccc < 0.001)

51 % 64 %
Women Experience a Very Different NIST

That when people treat me in a certain way 

at work they treat me that way because of 

what I can do about my job, my expertise, 

they want my opinion, not because of what 

I look like, or how old I am, or how tall I 

am, or what clothes I wear, how much 

makeup I wear, my hair. It's what can I do? 

Why am I here? (P013:F—40:23)

Women do not want to be treated differently, just treated fairly. 
Source Documents

1. Theofanos, M., Prettyman, S., Evans,J., Furman, S. , Voices of NIST: A Study 

of Gender and Inclusivity, Findings from In-depth Interviews. March 

2021:National Institute of Standards and Technology. TN:2143.

2. Evans, J., Koepke, A., Lund, S.P., Theofanos, M.F. , Examining Recent HR 

Data for Gender Bias Among Federal Employees at NIST. March 2021, 

National Institute of Standards and Technology: NIST IR 8363.

3. Theofanos, M.F., Evans,J., Zwolak, J.P., Prettyman, S., Survey on Gender, 

Equity and Inclusion. March 2021: National Institute of Standards and 

Technology : NIST IR 8362.

4. Theofanos, M.F., Prettyman, S., Assessing Inclusivity of Women at NIST: A 

Comprehensive Examination of HR Data, In-Depth Interviews and Survey 

DataSurvey on Gender, Equity and Inclusion. National Institute of Standards 

and Technology (in ERB).