1. These findings come on the heels of at least four decades of research about how to better foster diversity in the STEM workforce in the U.S. and globally. See Malcom, Shirley Mahaley, Paula Quick Hall, and Janet Welsh Brown. 1976. “  The Double Bind: The Price of Being a Minority Woman in Science  .” American Association for the Advancement of Science.; Association for Women in Science. 2016. “  Broadening Participation in Science, Technology, Engineering, and Mathematics  .” Open Science.; UNESCO. 2017. “  Cracking the code: Girls and women’s education in science, technology, engineering and mathematics (STEM)  .”; Organization for Economic Cooperation and Development (OECD). 2017. “  Chapter 7: The under-representation of women in STEM fields  .” “The Pursuit of Gender Equality: An uphill battle.” OECD Publishing.; National Science Foundation, National Center for Science and Engineering Statistics. 2017. “  Women, Minorities, and Persons with Disabilities in Science and Engineering  .”  ↩
2. Differences in reported discrimination in the workplace due to race between blacks in STEM vs. non-STEM jobs should be interpreted with caution due to the smaller number of black respondents in the survey (320 in total). Taking into account the design effect for these subgroups, the difference of 62% of blacks in STEM vs. 50% of blacks in non-STEM jobs saying they have experienced racial discrimination at work – whether in their current or previous jobs – for a two-tailed test is p=.075.  ↩
3. Figures for women working with mostly women and women working with an even mix of genders are combined here but shown separately later in the report. Both of these groups of women in STEM work primarily in health-related jobs. For more on the characteristics of women working in these settings see  Appendix  .  ↩
4. One exception: 32% of men working in STEM jobs with mostly women say they have experienced gender-related discrimination at work compared with 15% of men in mostly male workplaces and 16% of men in workplaces with an even gender distribution.  ↩
5. The survey includes 150 female computer workers. Taking into account the design effect of the survey, the margin of error is +/- 10.6 percentage points.  ↩
6. A separate Pew Research Center  analysis  found female computer workers are more likely than their male counterparts to believe that gender discrimination is a major problem in the tech industry.  ↩
7. A new  analysis of Equal Employment Opportunity Commission (EEOC) complaints  from the Center for American Progress show that claims of sexual harassment have been filed by women (and some men) in a wide range of industries and occupational groups with somewhat larger shares coming from employees in food service, retail trade and manufacturing as well as healthcare and social assistance.  ↩
8. See Malcom, Shirley Mahaley, Paula Quick Hall, and Janet Welsh Brown. 1976. “  The Double Bind: The Price of Being a Minority Woman in Science  .” American Association for the Advancement of Science.  ↩
9. Differences in reported discrimination in the workplace due to race between blacks in STEM vs. non-STEM jobs should be interpreted with caution due to the smaller number of black respondents in the survey (320 in total). Taking into account the design effect for these subgroups, the difference of 62% of blacks in STEM vs. 50% of blacks in non-STEM jobs saying they have experienced racial discrimination at work – whether in their current or previous jobs – for a two-tailed test is p=.075.  ↩
10. There are not enough Asians working in non-STEM jobs in the survey sample for separate analysis.  ↩
11. Estimates of women’s representation in STEM jobs vary widely. A  2013 Census Bureau report  estimated that 26% of the STEM workforce is female as of 2011 using a definition that omits healthcare practitioners and technicians. Including healthcare practitioners and technicians as part of the STEM workforce has a substantial effect on such estimates because healthcare practitioner and technician jobs make up a large share of the workforce and because such jobs are mostly held by women. Analysis of the “science- and engineering-related” workforce in the National Science Foundation’s  Science and Engineering Indicators 2016  include health-related professions but is limited to those holding at least a bachelor’s degree.  ↩
12. Estimates of how many STEM-trained workers are “retained” in a STEM occupation vary widely across studies. These estimates depend on the definition of STEM occupations as well as what constitutes a STEM major and whether the retention estimates are based on training in a specific field and having a directly related job, as discussed here, or is more broadly defined as working in any STEM job.  ↩
13. About two-thirds (68%) of women in health-related jobs say that having a job that is focused on helping others is important to them. However, even excluding workers in health-related jobs, a higher share of women than men working in STEM say that this characteristic is important to them in choosing a job.  ↩