Women life scientists’ participation in entrepreneurship is relatively low compared to men’s. For example, a study of MIT’s science and engineering faculty, found that 40% of men but only 20% of women had founded a company (Bhatia, 2021). Some of the reasons, such as bias and barriers, persist, but there has been a fair amount of effort to address them in recent years. Women entrepreneurs often say that unbiased opportunities are more common now, although things still need to change in many ways. So, it would be incorrect to assume things are going to be more difficult for women entrepreneurs everywhere. Women can take advantage of many opportunities available for women in biotechnology entrepreneurship.
Business Funding Bias:
On average, women entrepreneurs get less business funding than men (Krause, 2016; Martin, 2015), receiving 2 to 3% of VC investment capital. (Brush, 2017; Taylor, 2017) For perspective, in 2016, $64.9 billion went into male-founded start-ups and only $1.5 billion to female-founded start-ups. (O’Brien, 2017) The low figure is partially due to smaller deals for women. (Zarya, 2018) Possible explanations for less funding for women entrepreneurs include the male-dominated network of venture capital and the low percentage of female partners in investment groups (Kerpen, 2018), as well as conscious or unconscious bias of investors (Krause, 2016; Martin, 2015).
Women have relatively lower entrepreneurial self-efficacy (Shimasaki 2009; Miranda, 2017), however, at least some of what looks like low self-efficacy reflects a realistic assessment of actual differences in how women are treated in academia and industry. For example, less support for women in academia results in fewer credentials that might attract venture capitalists, such as honors and leadership positions (Krause, 2016; Martin, 2015).
Known barriers
Known barriers to funding from venture capital and inherent biases in businesses, especially technology (McConnell, 2017), continue to exist for women entrepreneurs. Yet, if successful, the programs to support entrepreneurship can draw from a more representative pool of skilled individuals by including more women. Several contributing factors to barriers for women have been proposed:
Fewer Role Models:
Female role models guide women to see potential value in entrepreneurship. Although it is increasing, the number of possible models has been low (Saeid, 2014).
Male-Oriented Entrepreneur Identity Perceptions:
Others postulate that because the definition of an entrepreneur follows historically male identity standards, it conflicts with the perceived identity of some women (Greene, 2018). This effect is stronger in predominantly male industries. High-growth businesses, including biotechnology, are often in male-dominated industries (Marlow, 2005), which resulted in a masculine stereotype being associated with these businesses even more than other businesses.
“Typical” Male Traits Being Valued:
Previously, businesses often valued what were considered at that time typically masculine traits over typically feminine traits, although rigidity around gender traits is softening to some extent in recent years. Previously, learning skills manifesting typically masculine traits and practicing typical entrepreneur-defined achievement strategies, at least in the short-term, improved a woman’s acceptance and success (Martin, 2015). However, as business becomes more diverse, and gender traits become somewhat more fluid, the benefits of diverse strengths and perspectives are often appreciated.
Unconscious and Conscious Bias, Including:
- Having Ideas Valued Less: Many women scientists still describe having their ideas more readily dismissed, not being taken seriously, and being talked over in meetings more often than men (Alda, 2021). In a research study of science faculty, the same description of a potential student lab employee, with a man or a woman’s first name, John vs. Jean, being the only difference, resulted in the man being significantly more likely to be hired and likely to make more money (Moss-Racusin et al., 2012). Participants were also more likely to be willing to invest time in mentoring the male-named potential employee. Women participants in this research were biased as often as males.
- Being Judged Negatively for Showing Emotions: Women may be judged more negatively as leaders or entrepreneurs than men if they show their emotions. In one study, women who expressed anger, fear, or remorse were more likely to be viewed as ineffective leaders than men expressing the same emotions (Mullin, 2021).
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