When most people picture a STEM professional—engineer, scientist, or technologist—they imagine a man. The new study by Boglárka Nyúl and colleagues shows that, despite equal cognitive abilities, women remain underrepresented in fields that reward what society calls “genius.” This article explains the research, its implications for women’s career choices, and actionable steps for students, educators, and employers.
Understanding the Myth of Male‑Dominated Genius
“Genius” traditionally signals an innate, exceptional intellect. The study surveyed 920 participants and found that a high‑performing woman is viewed as more masculine, whereas a high‑performing man is automatically seen as the ideal. This gendered perception creates a bias that labels women as “unusual” if they possess the same intellectual capacity as their male peers.
Key Findings from the Four Experiments
- When participants compared an average‑intelligence woman with a woman of outstanding intellect, the latter was judged as less “likable” and more stereotypically masculine.
- Stories of a brilliant new employee received more negative reactions when the employee was a woman, even when the narrative highlighted identical achievements.
- Female participants expressed stronger interest in STEM work when they saw female role models described as “genial” rather than “geniuses.”
- Gender-neutral descriptions of talent led to higher acceptance of female candidates for promotion.
Impact on Career Decisions and Workplace Dynamics
These subtle biases shape both choices made in high school and interactions in the workplace:
- High school students who encounter a narrative framing STEM as a “male domain” are 25 % less likely to pursue further study in those fields.
- In academic and industry settings, female scientists often receive fewer invitations to collaborate, lower funding rates, and are perceived as less influential.
- Women who achieve high performance face lowered recommendation rates when job descriptions emphasize “intellectual prowess.”
Case Study: The Hungarian Research Institute
A small research center in Budapest observed that after launching a campaign featuring female researchers in local media, the number of female applicants for post‑doctoral positions rose by 40 %. However, subsequent analysis showed that the new hires still reported lower support from senior colleagues, illustrating that visibility alone does not remove bias.
Strategies for STEM Education and Career Support
Addressing this entrenched stereotype requires coordinated actions from multiple stakeholders. Below are evidence‑based strategies that universities and companies can implement.
1. Reframe Curriculum and Textbooks
- Replace male‑centric biographies with balanced profiles that highlight diverse gender representation.
- Introduce terminology that separates “intellect” from “personality,” avoiding gendered associations.
- Use case studies from women scientists in problem‑solving scenarios, not just achievements.
2. Mentor and Sponsorship Programs
- Create formal mentor matching for female students that pairs them with senior scientists who can advocate on their behalf.
- Regularly review promotion criteria to identify potential gendered language that favors male traits.
- Offer “reverse‑mentoring” sessions where junior women educate senior staff about unconscious bias.
3. Organizational Policies and Culture Change
- Adopt blind recruitment processes where feasible, focusing on skill assessments rather than anecdotal descriptions.
- Hold mandatory bias‑awareness workshops for all hiring managers.
- Track gender equity metrics at every career milestone and publish the results.
Actionable Steps for Female Students and Professionals
Individuals can also influence their own career trajectories by taking concrete actions:
- Seek out networks that celebrate diverse role models—online communities, alumni chapters, and professional societies.
- When preparing for interviews, rehearse articulating skills in terms of impact and problem‑solving, not innate talent.
- Document achievements with measurable outcomes to counteract stereotypes that undervalue quantitative results.
- Request regular feedback on technical contributions, ensuring that recognition aligns with performance rather than perception.
Self‑Advocacy Toolkit
Download a Free PDF guide outlining best practices for negotiating salaries, leading projects, and building professional presence. This guide is specifically designed for women in STEM and includes real‑world templates and negotiation scripts.
Encouraging a Gender‑Neutral Definition of Genius
The authors urge a cultural shift: presenting top‑performing women as ordinary citizens who excel through hard work, rather than exotic “geniuses.” Such normalization can reduce the stigma that currently lingers around female expertise and encourage more girls to pursue STEM fields.
How to Foster Change in Your Community
- Collaborate with local schools to host science fairs that feature female student projects.
- Invite female speakers to give talks about their career paths, highlighting everyday practice over mystical talent.
- Support initiatives that award scholarships to girls pursuing STEM, ensuring that financial barriers do not compound gender bias.
Conclusion: Towards Equal Participation in STEM
The price of female genius—measured in lost opportunities, reduced recognition, and diminished career progression—remains significant. Addressing this requires rethinking both institutional policies and societal narratives about intelligence. By embracing diverse models of expertise, promoting mentorship, and ensuring transparent hiring practices, Eötvös Loránd University and the wider STEM community can reduce bias and foster environments where talent thrives regardless of gender.
Have you noticed similar patterns at your workplace or institution? Share your experiences in the comments below to start a constructive conversation.
Explore our related articles on gender equality in academia, or contact our career services team for personalized guidance on advancing your STEM career.
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