Choosing Your Image

Posted on May 12, 2025 by Athene Donald

We all know people who seem quintessentially comfortable in their own skins, who effortlessly fit in to whatever group they want to belong to and reign supreme in their world (at least socially). But, note my use of the word ‘seem’. It is worth pondering whether that is their own lived reality.

I’m prompted to this train of thought by hearing a Radio 3 presenter discuss Edward Elgar as someone who ‘often felt an outsider’. His reputation now implies that he represents the height of Edwardian ‘pomp and circumstance’, the imperial zeitgeist. Whether or not you think that’s a good thing, he would seem to have been right inside the system of the day. Yet, as a self-taught musician, that was apparently not his own sense of self. He felt an outsider, because he hadn’t been trained in the formal schools of music like his peers.

I can think of many colleagues who occasionally have let their masks slip to let their insecure inner self creep out. The amazingly successful professor, with prizes a-plenty to their name, who clearly was damaged by being a nerd at their posh public school where the ‘in set’ were the Rugby players. Knowing that, I could see how he always felt that he was on the outside, however much others felt that’s where they were while he was a key central player in the research environment.  It didn’t make him an easy person for others to interact with. Or the Fellow of that grandest of Cambridge Colleges, Trinity, who admitted he never felt he truly belonged because he had been educated elsewhere, whereas many on the fellowship were Trinity through and through. The College may have changed (after all, its current Master Sally Davies was not Cambridge educated at all), but that feeling of being an outsider will probably go with him to the grave.

Or there was the senior colleague to whom I was once unburdening myself of the feeling of not fitting in as a female physicist, who startled me by saying when things went wrong for him, or when people were rude, he tried not to believe it was because he was a Jew. Despite having known him and worked closely with him for many years, I’d never known (or indeed thought about) his religious affiliation. For most of us, at least for some if not all of the time, there will be some fear, niggling or much bigger, that everyone else fits in but you have some stain on your pedigree that somehow means you are only on the outside looking in, different from everyone else.

Reading Simon Fanshawe’s book, The Power of Difference, has introduced the word ‘covering’ into my lexicon. I knew the concept because, now I know it is a name, I know how I have used it at different times. It’s not dissimilar to ‘code-switching’, to move between different manners of speaking (something Michelle Obama discusses as a black woman navigating a predominantly white world in her book The Light We Carry); or to the ‘masking’ behaviour of autistic girls Gina Rippon discusses in her recent book The Lost Girls of Autism. Whatever you call it, you’re probably familiar with behaviour along these lines – at least unless you’re incredibly sure of yourself. The feeling you need to act a role in order to fit in with whatever group you’re currently amongst.

The time I remember doing this best, or perhaps I mean worst as I look back at how I behaved with some horror, was at an annual conference in my field. Being one of a paltry number of women, I wanted – fairly consciously – to be ‘one of the boys’. One who was welcome down the pub and seen as a good laugh. So I adopted a persona which was not my own; somewhat raucous and laughing at the double entendres of my associates, downing pints. At some point I decided I had had enough. Perhaps I felt secure enough in my affiliation to the in-crowd to feel I could drop that un-me persona, but I’m sure there will be a generation of men who believed that was the true me.

Was it worth doing? Maybe. It certainly seemed so at the time, yet in retrospect it just feels distasteful. There is a price to pay for acting outside one’s true self. It is important to work out what really matters and what is less important. In order to progress, in science or wherever, it may require you to put on a false sense of confidence as you give a conference presentation or take on some new committee role. That is probably worth doing since no one wants to listen to the lecturer mumbling away inaudibly (however exciting the results), or dropping the committee papers on the floor – less likely in this paperless age admittedly – due to nerves. But pretending to be someone you are not in other ways – as I did when I assumed a cheeky, extrovert and raucous character – is hardly necessary and may backfire. These are difficult balancing acts to get right. Yet each of us, every day, is faced with decisions big or small about how to portray oneself and align it with who we really are.

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What do ‘Skills’ Mean to You?

Posted on April 27, 2025 by Athene Donald

We frequently hear the word ‘skills’ tossed about, as in ‘there’s a skills shortage’ or ‘a skills mismatch’, but put a bunch of people in a room, and ask them to discuss skills, and – with no additional qualifying words – people will head off in a myriad different directions. Having been involved in two very different round tables recently, with skills as the topic of discussion, I can vouch for the diffuseness of the ensuing conversation, meaning that it is hard to drill down into any specific aspect of the challenge.

There is no doubt this topic is a challenge, something recognized by the Government in myriad ways. Skills England – charged with ‘bring[ing] together key partners to meet the skills needs of the next decade across all regions’, no small task – is about to spring into existence as soon as the snappily titled Institute for Apprenticeships and Technical Education (Transfer of Functions etc) Bill has completed its passage through Parliament. Imminent, we are told. Then, if you read the Industrial Strategy Green Paper back in the autumn you would have seen skills mentioned as a key barrier (indeed, the first in the long bullet point list of barriers). It is encouraging to note that the February minutes of the Industrial Strategy Advisory Council (ISAC) identify that Members noted that ‘people and skills cuts across all workstreams and growth-driving sectors, requiring a focused join-up between the ISAC, Skills England and the Department for Education.’ And that Phil Smith, the new Chair of Skills England, is ex officio  a member of the ISAC. Continuing on the theme of how skills transcends Government departments and that the Government fully recognizes this, they feature in both the Growth Mission and the Opportunity Mission.

However, as I say, my experience of a bunch of people sitting over a nice dinner with skills as the topic of discussion shows just how multi-dimensional the problem is. To different people it might mean (in no particular order):

  • What is AI going to do to jobs and hence the skills people will need in the future?
  • How can NEETS be best supported?
  • Are we producing the right number of doctoral students in the right fields?
  • What should happen to the apprenticeship levy as it morphs into the Growth and Skills Levy?
  • What would lead to an optimum form for the Lifelong Learning Entitlement when it finally takes effect?
  • What should be done to make sure graduates leave university with the ‘soft’ or transferable skills employers seek?
  • How should regional variations in skills needs be handled?
  • What can philanthropy do to help socio-economically disadvantaged students?
  • What should be done to upskill adults whose jobs are disappearing?

You can see the list is long and varied and, in a couple of hours discussion while the food is served and wine consumed, it is impossible to come up with any in-depth solutions to any, let alone all, of them. But, the length of the list illustrates the scale of the problem, even before one starts worrying about the finances of any potential solutions one might dream up.

To reflect some of the issues I’m currently involved with in the Cambridge area, let me turn to one specific issue, that of asking what should be done to ensure that the well-recognized problem of an ageing technician workforce is addressed,. Even focussing just on this specific topic can be a minefield. Who is a technician? Are we talking about those with PhDs who go on to join research groups and make a significant contribution through a detailed understanding of a crucial and complex piece of kit, or are we talking about an animal house technician who may have left school at 16 with few qualifications under their belt?

Recently, there has been more attention focussed on technicians in the HE workforce by the work Kelly Vere has led at Nottingham University: the TALENT Commission and the accompanying Technician Commitment. More than 120 organisations have now signed up to the latter, demonstrating a determination to treat this part of their employee base with more care and attention. But that doesn’t in itself address the technician pipeline. Who becomes a technician and what qualifications do they or should they possess? It’s back to skills. I have previously argued that universities should play a more substantial role in training young people for these roles, whether or not they are going to stay in the HE Sector, as part of their ‘civic duty’. Universities should be in a better position to train school leavers, for instance, than a small start-up in a region, but these people may go on to make a substantial contribution to the regional economy through their ability to translate new ideas (‘diffusion’) and contribute to absorptive capacity.

Some of these could easily enter this technician pathway through an apprenticeship. Although it has been stated that there will be changes made to the current Apprenticeship levy, possibly including the removal of Level 7 (Masters) courses from its remit, the full shape of the changes is yet to be revealed. The changes to convert the current system into a future ‘Growth and Skills Levy’ need to ensure that employers invest more productively into the training of their workforce, to counter years of decline. Alison Wolf has persuasively argued that a clear distinction should be made between investment in apprenticeships for those first joining the workforce, and upskilling existing employers through degree apprenticeships (levels 6 and 7, corresponding to degree and masters’ courses), something that essentially amounts to CPD. Both are clearly important, but also significantly different and should be formally recognized as such.

No one should be in any doubt that the issue of skills is a problem. However one drills down into the question, the challenges are manifest. But, in order to make progress, it really is important to know which part of the question one is addressing, rather than lump everything together in one large basket of headaches labelled ‘skills’.

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Gender Pay Gaps: Getting Worse

Posted on April 10, 2025 by Athene Donald

This is the season when all larger employers have had to report their gender pay gap. Is it good news? No, things appear to be going backwards.

“Enduring gender pay disparities in Whitehall reflect low female representation in senior roles and over-representation in junior positions.”

says the Financial Times about the widening gender pay gaps in the Civil Service. The same newspaper reports that Lloyds Banking Group’s median pay gap rose by 2.7 percentage points to 35.5 per cent last year, meaning that Lloyds Bank had the fourth-largest pay gap of any employer with more than 5,000 staff.

Recently UKRI also reported an increase in the gender pay gap of their own employees. As they put it, this is

“largely influenced by distribution of males and females within the workforce rather than differences in pay within the bands”.

In other words, there are more men than women towards the top of the pay scales in senior roles at UKRI.  The explanation for the increasing differential in male and female salaries at UKRI is attributed to a refreshed scale for employees involved with research (for instance, scientists in one of their institutes) compared with others, such as clerical staff handling grant proposals. It won’t surprise anyone to know that there are more women in the latter, less well-paid roles and more men in roles that might take them out to sea on a NERC boat (the one that isn’t named Boaty McBoatface) or to running a large research group at the John Innes, Sanger or LMB. At least these institutes are still allowed to have links to EDI initiatives on their websites, unlike their American parallels, but the numbers speak for themselves.

Thus, across all these examples we are seeing a similar sort of gender segregation in roles. Changing this requires a total cultural rethink of who does what. However good anyone’s intentions – and I’m absolutely sure that from the top of UKRI down, intentions are good – our society still tends to push women one way and men another. This is, of course, not just a UK problem. It is well-known that the Scandinavian countries score highly on equality issues, and yet they are as susceptible to this sort of role segregation as any other country. Indeed, in some ways they are even worse. Nordics Info state clearly that

“Nordic countries also have greater horizontal segregation by sex than the rest of the EU, that is, most women work in different occupations than most men.”

They go on to say:

“In Denmark for instance over 60% of all workers are employed in a profession where their own sex accounts for 75% or more.”

– sectors such as education and the public sector. Clearly, creating a more equal society where, for instance, parental leave is more genuinely shared, is not sufficient to eradicate societal norms about what a ‘nice girl’ does and, just as importantly, what she isn’t expected to do.

Relevant to this, I’ve just finished reading Fiona Erskine’s book Phosphate Rocks: A death in ten objects, which highlights some of these issues.  Woven into her story about an unexplained body in the disused chemical factory at Leith, is her alter ego chemical engineer Fiona, the first graduate woman to work shifts at this factory producing fertiliser. She only hints at the problems she must have faced in the ‘80’s, but the reality is that, for the real Fiona working in this factory in a minority of one, it must have been hard. Fiona can’t be much younger than me, and also a graduate of Cambridge. In my own cohort of students there were precisely two women who took the engineering tripos (although I can’t be 100% sure there weren’t others doing chemical engineering, which was a final year option at the time, but one you could also approach via the Natural Sciences route).

But, somewhat younger than either of us was Shima Barakat, a woman who was the only female working on the Cairo underground many years ago, an experience she can now laugh about but which clearly wasn’t very funny at the time. Engineering remains stubbornly male-dominated at every level and, if anything, the profession is heading in the wrong direction. A 2024 briefing from Engineering UK showed that the percentage of women working in engineering and technology occupations had actually dropped from 16.5% in 2022 to 15.7% in 2023. Their analysis further showed that, although more women were entering the profession, the drop out at mid-career more than offset the increasing entry level numbers.

This is not the way to close the gender pay gap. What are organisations doing wrong? Are they not flexible enough for women whose caring responsibilities are typically more arduous than for men? Are their working environments so inimical to a pleasant atmosphere that women get to a stage of just not wanting to hack it anymore? Or do they get fed up when they see younger men being promoted over them because of unconscious bias in those doing the promotions? The EngineeringUK report simply looks at the statistics, so those questions are not addressed.

I have never forgotten a 2014 report from Murray Edwards (a women’s only College in Cambridge) who had surveyed their alumnae, which stated that

“the most difficult challenge they have faced in their careers is the non-supportive culture of their workplace. Shockingly, this is just as true for women aged 20-29 as for our older age group.”

That was true whichever sector the women were working in, but is likely to be heightened by isolation if, like Fiona Erskine, you are the only woman on a shift. OK, the report is more than ten years old but, given the statistics, it is hard to see the world has changed much.

Women still face workface harassment; they are still too often discouraged from entering some sectors, even if the discouragement is only subliminal; and society has not yet adjusted to the fact that it is not only women who do the caring, so that men taking (for instance) parental leave are too often stigmatised. The gender pay gap will never close as long as these and other systemic issues persist.

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Is Ballroom Dancing like Academia?

Posted on March 24, 2025 by Athene Donald

One of my secret loves is watching each series of Strictly Come Dancing. It is a feel-good vibe we all need in these dark geopolitical days, however much I don’t care how many sequins are sewed on by hand.  So, when head judge Shirley Ballas’ memoirs were for sale at 99p on Kindle, I splashed out. What I wasn’t expecting was to find how much her world of ballroom dancing resonated with experiences many women in the sciences would be familiar with. Perhaps most spheres have similar problems.

Sentences like

‘The more successful I became as a female in that [ballroom dancing] world, the more it seemed the men at the top wanted to put me down.’

Sound familiar to mid-career women? It reminds me of the newly minted female FRS who, a number of years ago told me her department wouldn’t celebrate because it ‘wasn’t her turn’. Clearly she had put someone’s nose out of joint, because some male colleague had felt more entitled than her, as a mere woman.  Entitlement is such a pernicious emotion.

When I was writing my book about women in science, I conducted an entirely unscientific survey to find out what mid-career women of my acquaintance, across a range of disciplines, felt about how they were treated now they were successful. I explicitly asked them if things were better or worse, so as not to phrase the question in a leading way. Most had reservations about their experiences (although some noted how much less they were susceptible to sexual harassment, undoubtedly a massive improvement). But answers often indicated similar sentiments to Ballas, such as:

‘My main observation is that my achievements are not as important as those of other researchers. “Excellence” is a perception not an absolute. And I often get the impression that my successes (e.g. high impact publications) are resented, rather than celebrated.’

In a slightly different vein, to take another couple of sentences from the Ballas book:

‘Was it because I didn’t do exactly what I was told? Was it because I didn’t toe the line, because I didn’t always agree with what was said?’

Another feeling I strongly recognized, as did others. For instance, one woman of my acquaintance said

‘If I return conversational fire at even half the intensity I’m receiving it people will back off, frightened and sometimes even complain that I am threatening. This acts to exclude me from robust discussion that others can participate in.‘

Women are, it would seem, too often expected to do what they are told without fighting their corner, a sure-fire way to get trampled on and fail to progress.

It probably is the case that many men feel similarly, that if they don’t metaphorically fight for themselves they will get squashed, and if they do they will be seen as not behaving properly by those who try to control things, but it’s a double whammy for women because we cannot help but be ‘different’. The reality is that, in any, even perhaps in all sectors, there are those (cast your eye across the Atlantic) who want women to remember they are not entitled to anything very much at all except do what they are told – amounting to coercive control in a domestic situation, although I’m not sure there is an equivalent phrase professionally – and bear and bring up children.

When I lived in the USA, back in the years around 1980, I remember seeing flyers in windows around Ithaca saying of Ronald Reagan, the Republican candidate back then, ‘This man has what it takes to set the world back twenty years’. By comparison, what followed that election was a relatively benign period compared with what we are seeing right now. But, I come back to that word ‘entitlement’, which many men seem to feel but far fewer women.

The other side of the coin is, of course, the issue that this week’s HEPI report highlighted – how many male teenagers don’t make the grade at GCSE and thereafter. We should indeed worry about these boys, who are brought up in a world which seems to work against them, and which spits them out at a higher rate than young women. And it spits them out into a world which fuels their resentment in dangerous ways, rather than offering them a safety net, a way to get back onto a ladder which will lead to employment and a secure home and life.  There is no doubt that this is a massive problem that we have to find ways to overcome, to ensure that teenage boys don’t feel disaffected from society before they’ve even started on their adult trajectory. But many of them will react at least as badly as Professor X when they see a contemporary female achieving more than they manage and some deeply rooted societal message implies ‘that’s not fair, men should be the top dog’.

I have no solutions to this problem. Maybe it will take many generations for the idea of true equality between the sexes to take firm hold. All I can point out is, if you are a woman – at any stage of your career and probably in any sector – if a man is determined to demean you it does not mean the criticism is legitimate. It is so easy for a woman to feel that somehow she has transgressed if a diatribe (or silent action) is directed at her to suggest she should know her place. The reality, although it may be small consolation, is that a man may be feeling threatened when his own inadequacies are being shown up, or his status implicitly questioned. Unfortunately, it is all too often impossible to avoid such people and work with those – of whom there are many – who are genuinely supportive.

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Another Year, Another IWD: What’s Changed?

Posted on March 8, 2025 by Athene Donald

Every year International Women’s Day sparks a momentary bout of reflection about the state of women in our society. The  House of Lords has an annual debate, for instance, this year about women in STEM.  Social media will showcase many women’s stories, past and present, highlighting both those known well and those less so. For myself, and I’m sure many like me, multiple invitations turn up on my desk inviting me to give a talk here or there (which typically clash so I cannot accept them all). But does anything fundamentally change?

At one level the answer is obviously yes. There are more women on FTSE Boards and running universities. The Supreme Court is not all male and about half of Cambridge colleges are now led by women, although some colleges are still at the stage of appointing their first female head (most recently Selwyn). Compared with when I was growing up, huge progress has been made. At another level, at the level of inherent attitudes to what men and women can do, there is still too much question about whether women are ‘up’ to any particular challenge. Leaving aside what is happening on the other side of the Atlantic, one can still see fainter echoes here.

Take the scrutiny over Rachel Reeves’ qualifications as an economist; no one questioned George Osborne’s or Jeremy Hunt’s experience or degree relevance. It is hard not to see this as a double standard being applied to a woman. Such scrutiny implicitly weakens her authority. Or the current anxiety over boys doing less well at school (of course something that everyone should be worried about), compared with decades of indifference when the gender gap was the other way round. I suspect the recent analysis of EPSRC grant data that shows that women are much more successful at obtaining fellowships than men (by some 80%; I’m not sure if there is a clear explanation of this yet) may provoke concern, despite the fact that university leadership and the professorial ranks remain stubbornly male, particularly in a subject like my own (Physics).

I would like to think progress was well and truly being made, but the reality is, when I go to talk – as I still do – to groups of young researchers about these issues, the same concerns raise their heads. How do I get taken seriously? What do I do when my supervisor isn’t supportive? Why is it always the women (and the minoritised ethnics) who have to do the heavy lifting in making improvements happen? The very fact that student women’s groups feel the need to invite me to talk about my own experiences is testament to the fact they don’t want to feel alone in what may feel like splendid isolation in some groups. In that sense, no, things have not progressed to the point where these are no longer matters of concern.

Then there is of course the small matter of the gender pay gap. In the 55 years since the original Equal Pay Act that Barbara Castle introduced in 1970, there is still – almost universally across sectors – a significant gender pay gap. Again, yes, it has been decreasing, but it still stands at 7%, according to the last ONS data. It has actually increased for managers, directors and senior officials, according to the same data. Some, but not all of this, will be down to grade/role segregation. This is just as true in the supposedly egalitarian Scandinavian countries, as this commentary on Norway demonstrates. But we must all worry whether the backlash against DEI initiatives in the USA spills over to our own shores. It is of course right to worry about the numbers of working-class boys becoming NEETS, but that shouldn’t blind us to the fact that girls who do well at school may well find their subsequent progression up the career ladder stalls and that their pay falls behind their male contemporaries.

The reasons behind these social challenges are many and varied, and initiatives that help one part of our community may not work elsewhere. However, that we live in a society where equal pay for equal work does not automatically fall out from decisions in the workplace – by managers and HR departments – is a disgrace. This is not even a case of trying to work out whether ‘dinner ladies’ and ‘bin men’ are doing equally skilled jobs (as in the Birmingham City Council tribunal some years ago), but whether two people sitting at adjacent desks doing identical roles get paid the same. If one negotiates on hiring and the other doesn’t (stereotypically male and female traits), the difference in salary may perpetuate and even grow throughout a career, without anyone noticing or indeed intending such a discrepancy.

And finally, in this IWD rant, if society continues to assume the woman is the primary carer, even when it has been pointed out – to a school or nursery for instance – that it is the man who should be contacted in case of an emergency, for instance, we will continue to reinforce these stereotypes. As long as such assumptions are made, by the individual and by society, we are not making the best use of all our talents by looking at the reality not some out-of-date vision of what ‘should’ be.

When it comes to International Women’s Day, it is a good moment to pause and think both about how far gender equality has progressed, but also how it is stuck. For the specific case of women in STEM, let me do my annual IWD reminder of the list of things anyone, whatever their gender, age or occupation, can do to improve the situation for aspiring and practicing female scientists. I originally entitled this Just1Action4WIS (Just one action for women in science) and, although it’s all but ten years old now, it is still as important now as then.

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