10
BAMOS
Sept 2017
Diversity
Quotas are great – but let’s talk about
some unexpected side effects
Dr Jaclyn Brown
CSIRO Agriculture and Food and AMOS Equality and Diversity Committee
Here we go again … just walked into a workshop to find I’m the
only woman … and possibly the only person under 50. I’d come
in so confident that I had an important part to play in these
discussions but now my confidence is fading. Whereas before I
was keen to share my ideas, now I don’t feel I have a legitimate
right to be here. Was I just an afterthought so everyone could
feel happy that they ticked the diversity box? Maybe I should
just sit here and keep quiet so I don’t embarrass myself.
Determining whether I was invited on merit or as a “token” is not
the issue here—that was my reaction to the situation and it is
possibly similar for many other women. We know quotas are an
important part of establishing gender balance and encouraging
diversity. My question is: as we implement these quotas, how
are they impacting the confidence of the people they are being
applied to?
It has been found that women in science, technology,
engineering and maths (STEM) often grapple with the Imposter
Syndrome as do many other minority groups. So we are dealing
with people already struggling to feel like they have a place
at the table. We implement quotas and diversity policies but
in doing so there is the danger that inadvertently we increase
feelings of being an imposter.
Sadly we sometimes hear phrases like “she only got that job/
asked to speak/given that award because they needed more
women.” This has certainly made me reluctant to even apply for
jobs where there is an aspirational target for more women. If I
got the position (regardless of merit) my colleagues might feel
I didn’t deserve the job and that I only got it because I was a
woman. Not a great starting point for earning respect – and so
I hesitate to apply.
So what happened in the workshop I described above? I took
a deep breath. Gave myself a quick pep talk and decided that
even if I was a token I was going to take full advantage of the
opportunity I was given. And afterwards a senior scientist
personally thanked me for my contribution—specifically
because it was different to the others. That small action restored
my confidence.
If quotas are a necessary part of getting more diversity at the
table, how can we make sure we don’t undermine confidence
and participation at the same time? Part of the answer must lie
within the story I tell myself; not letting the doubting thoughts
come into my mind and grabbing hold of every opportunity.
And what should we do for others? At the very least compliments
and confidence boosting support will go a long way.