Welcome to the Glass Age

192 research programs. This includes training decision-makers and eradicating gender bias in research, recruitment and promotion procedures. There can be no quality without equality, • from complacency to urgency : the glass world needs women and the young. We must act now. A few but relevant conclusions The limits to the participation of women in sci-tech are not professional limits, but social limits; limits that work —already proposed by Science or Nature — which combines vital options and does not require a choice between professional and personal life. Gender equality is a task that transcends the world of research and industry because it must begin with the transformation of education into a co-educational project, with teachings that transmit transformative knowledge, that recognize and incorporate the social relations of sex and constitute a stage towards a more complete culture, made by men and women. This is the challenge because this is the future. derive from a sexist educational model, which forces women who decide to work in science to identify themselves with models that pretend to be neutral but are definitely masculine [16]. In addition to implementing diversity and mainstreaming gender policies, the contradictions generated between quality and professional value on the one hand, and expectations and social images of women on the other must be overcome. This means betting on outputs where the logic of equality nurtures and supports the logic of difference, a commitment to building another science from women themselves, another way of approaching scientific References [1] D urán , A. (2019): “Breaking the glass ceiling”, chapter of the book published by Nippon Electric Glass for its 70th anniversary. [2] A rditti , R. (1982): “Feminism and Science”, The Changing Experience of Women , The Open University. [3] E uropean C ommission (2000): Science Policies in the European Union. Promoting Excellence through Mainstreaming Gender Equality , ETAN Expert Working Group on Women and Science. [4] E tzkowitz , H. et al. (1994): “The Paradox of Critical Mass for Women in Science”, Science , 266: 51-54. [5] C ook , A. & G lass , C. (2014): “Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?”, Strategic Management Journal , 35 (7): 1080-1089. [6] E uropean R esearch A rea (2008): Mapping the maze: Getting more women to the top in research . [7] E uropean C ommission (2006): Women in Science and Technology. The Business Perspective , EUR 22065 EN: 19-25. [8] B arres , B. A. (2006): “Does Gender Matter?”, Nature . [9] T urner , C. (2017): The Business Case for Gender Diversity , Difference WORKS, LLC. [10] S olomon , C. (2018): “Unlocking the Business Benefits of Gender Diversity”, Culture Wizard .