[Report Summary] 2024 Special Study on Gender-Related Barriers in the Space Sector

Measuring Gender Barrier Perceptions in the Space Sector (UNOOSA Technical Presentation)

This technical presentation, delivered by Dr. Jung Sun Kim at the United Nations Office for Outer Space Affairs (UNOOSA) in June 2024, was titled “Measuring Gender Barrier Perceptions in the Space Sector of the Republic of Korea.”

1. Research Background and Rationale

As the space industry expands, workforce diversity has become an important issue for global sustainable development. However, the sector remains highly male-dominated. This study used the GISE (Gender Barriers in Science and Engineering) indicators to convert perceived workplace barriers into measurable data.

The study proposed that a significant perception gap between women and men could create internal resistance to gender-equality policies.

2. Research Methods and Indicator Design

The research team surveyed professionals working in South Korea’s space sector, including government research institutions, academic organizations, and private companies.

The GISE indicators cover three categories:

1. Structural barriers: Promotion systems, pay equity, childcare support, and work–life balance.

2. Cognitive barriers: Gender stereotypes and biases regarding women’s abilities.

3. Social-capital barriers: Limited mentorship and exclusion from informal professional networks, or the “old boys’ club.”

GISE scores range from −1 to 1. Positive scores indicate perceived barriers, while higher scores represent stronger perceptions.

3. Key Findings

The 2024 report revealed several significant findings:

1. A substantial gender perception gap: Women recorded significantly higher GISE scores than men across all dimensions. Women reported strong structural and social-capital barriers, while men’s scores were close to zero or negative, suggesting that many considered the current environment fair.

2. Promotion and decision-making authority: Women faced a clear “glass ceiling” when advancing into middle- and senior-management positions. Women viewed evaluation criteria as unclear and affected by gender bias, while most men believed promotions were based on performance.

3. Limited access to social capital: Women reported difficulty accessing essential information and workplace networks. Decisions are often made in informal settings where women have fewer opportunities to participate, limiting their career development.

4. The workplace environment and talent retention: Although gender differences in physical working conditions were relatively minor, women experienced greater pressure within organizational cultures, particularly regarding family caregiving responsibilities.

   
   

4. Conclusions and Policy Recommendations

Based on these findings, the report presented the following recommendations:

1. Expand the use of GISE: Space agencies and organizations, such as NASA, ESA, and KARI, should conduct regular surveys to monitor changes in organizational culture.

2. Fix the system: Policies should focus on removing institutional barriers, not only encouraging women to enter the field. Measures should include transparent decision-making, formal mentorship programs, and gender-inclusive, family-friendly policies.

3. Engage and educate male colleagues: Evidence-based communication can help male managers and colleagues understand the invisible barriers women face and become allies in advancing gender equality.

   
   

In summary, the presentation demonstrates that gender inequality in the space sector is not rooted in differences in ability, but in systemic barriers often obscured by the gender perception gap.

Download the full report:

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This report was also mentioned in Item 4 of Issue No. 42 of TWiST’s INWES International Newsletter.