Studies often cite climate issues in science, technology, engineering, and mathematics (STEM) employment to explain the lack of diversity by gender and race. Yet, little research directly attends to gender and racial differences in the college experiences, expected family roles, and ideological beliefs about gender that create the racialized “gendered selves” graduates bring to STEM occupations. We examine the experiences and beliefs of graduating chemistry and chemical engineering majors at two U.S. universities, showing where they coalesced into intersectional gender groups whose work and family involvement and desired working conditions substantially differ. Gendered family expectations and workplace beliefs at labor market entry subsequently predict career confidence and family-based limits on job searching, both important factors affecting retention in STEM employment. We find that women at career entry are more likely to have lower confidence and more limits on their job search, though patterns differ by ethnicity. This occurs in part because both male and female graduates who report greater expected family responsibility also report lower confidence and more limits in job searching. Overall, aspirational fulfillment is easier for men whose intersectional gender identities fit the dominant STEM workplace culture, and harder for women and non-white graduates with more flexible gender ideologies and greater anticipated household responsibilities.

研究经常引用科学、技术、工程和数学 (STEM) 就业中的气候问题来解释性别和种族缺乏多样性。然而，很少有研究直接关注大学经历中的性别和种族差异、预期的家庭角色以及关于性别的意识形态信仰，这些差异导致了毕业生为 STEM 职业带来的种族化“性别自我”。我们研究了美国两所大学化学和化学工程专业毕业生的经历和信念，显示了他们在哪里融合成跨性别群体，这些群体的工作和家庭参与以及期望的工作条件存在很大差异。进入劳动力市场时的性别家庭期望和工作场所信念随后预测了职业信心和基于家庭的求职限制，这两个重要因素都会影响 STEM 就业的保留率。我们发现，进入职业生涯的女性更有可能对求职有更低的信心和更多的限制，尽管模式因种族而异。发生这种情况的部分原因是，报告预期家庭责任更大的男性和女性毕业生也报告说，他们在找工作时信心不足，限制更多。总体而言，对于具有交叉性别认同符合主流 STEM 工作场所文化的男性来说，实现抱负更容易，而对于具有更灵活的性别意识形态和更大预期家庭责任的女性和非白人毕业生来说，实现抱负更难。发生这种情况的部分原因是，报告预期家庭责任更大的男性和女性毕业生也报告说，他们在找工作时信心不足，限制更多。总体而言，对于具有交叉性别认同符合主流 STEM 工作场所文化的男性来说，实现抱负更容易，而对于具有更灵活的性别意识形态和更大预期家庭责任的女性和非白人毕业生来说，实现抱负更难。发生这种情况的部分原因是，报告预期家庭责任更大的男性和女性毕业生也报告说，他们在找工作时信心不足，限制更多。总体而言，对于具有交叉性别认同符合主流 STEM 工作场所文化的男性来说，实现抱负更容易，而对于具有更灵活的性别意识形态和更大预期家庭责任的女性和非白人毕业生来说，实现抱负更难。