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CU Boulder researcher Eva Pietri studies how stories can help address gender bias and create inclusivity

Eva Pietri wasn’t planning on being part of a documentary.

When the University of Colorado Boulder associate professor of psychology and neuroscience was contacted by the creators of , a film that takes an unflinching look at sexism and discrimination in STEM (science, technology, engineering and math), she was thrilled to discuss her research. Pietri, who has an extensive background studying gender bias in STEM, knows interventions often fail because facts alone rarely change minds.

But when paired with human narratives, they become undeniable.

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“I think one danger with anything that talks about bias is that it might dishearten people. But storytelling, when done right, can motivate people to do something about it," says Eva Pietri, a CU Boulder associate professor of psychology and neuroscience.

“They’re doing exactly what I would have recommended,” Pietri recalls thinking as she watched the film engage audiences with compelling stories supported by data.

Now, explores how storytelling can be a powerful tool for shifting perceptions about gender bias and creating more inclusive environments. It supports what filmmakers have long believed—that stories can change culture.

Why facts alone aren’t enough

Traditional diversity training in STEM often follows a familiar formula: workshops, slideshows and statistical breakdowns of workplace disparities. Though well intentioned, such initiatives often fail to change minds.

Facts alone, it turns out, aren’t always enough.

“It’s easy when you hear one story, especially if you aren’t motivated to believe it, to think, ‘Well that was just you,’” Pietri explains. “But if we have some data to back that story up, the combination can be more persuasive.”

Her studies in social psychology reveal that the most effective interventions engage both the rational and emotional centers of the brain. This phenomenon, known as narrative persuasion, happens when people become absorbed in a story.

In short, emotional investment makes us more likely to find a new perspective and reconsider past assumptions.

“Having communications that use both stories and the data can be really powerful. And I think documentaries are a unique platform to do that,” Pietri says.

That’s precisely what makes Picture a Scientist effective. The film follows three women in STEM careers who recount their experiences with bias, harassment and institutional roadblocks. Their stories create an emotional connection, making it difficult for viewers to dismiss sexism as an abstract problem.

A case study in narrative persuasion

When Picture a Scientist arrived in 2020, its timing created an unusual moment. The COVID-19 pandemic had forced companies and universities to rethink their approach to workplace training, including diversity programs.

Traditional workshops, which already struggled to engage audiences, were relegated to Zoom. But the documentary offered a more compelling alternative.

Pietri and her colleagues saw an opportunity.

The filmmakers had already consulted with her during production, but after the film’s release, they proposed a new collaboration—testing whether it was truly changing attitudes and behaviors.

“Often diversity interventions are not evaluated,” Pietri says. “You could do a diversity training, and it could have worse effects or just no effect, and you’ve wasted all these resources.”

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The filmmakers behind Picture a Scientist worked with CU Boulder researcher Eva Pietra to study whether the film's approach to addressing bias in STEM was truly changing attitudes and behaviors. (Photo: Uprising Production)

So Pietri and her team designed a study to measure the documentary’s impact. They found that Picture a Scientist was prompting real-world action, not just raising awareness.

“One of the most consistent findings we saw was with information seeking. The more people felt transported, the more they engaged emotionally with the film, the more likely they were to want to learn more about gender bias,” she explains.

Likewise, the study showed that this information-seeking behavior often persists after the initial screening.

“One really positive finding is that people who watch the film are motivated to continue looking up these issues and figuring out how they can make their workplace more equitable. They’re putting themselves in a position to keep gaining knowledge,” Pietri says.

Indeed, participants surveyed a month or more after watching the film reported stronger effects than those who answered immediately, suggesting that the film’s impact is long-lasting.

Pietri believes its entertainment value is partly responsible.

“I mean, this documentary is created by filmmakers, right? They’re not just academics. They know how to create something that’s really entertaining,” she says. “That’s why it was streaming on Netflix, because people, even outside their institutions, are just excited to watch it.”

Of course, stories don’t just educate. They also inspire.

Traditional bias training often focuses on the barriers marginalized groups face, which, while important, can leave viewers feeling hopeless rather than empowered. But when Picture a Scientist viewers see women overcoming challenges, it creates something valuable: role models.

“The film doesn’t just show bias,” Pietri says; “it also highlights these incredible women in STEM. And for students, especially female students of color, that representation is powerful.”

Limiting objections and creating change

Research shows that when people feel forced into a training session, they often react defensively, resisting the very ideas the program promotes. But storytelling doesn’t elicit the same pushback. Instead of feeling lectured, viewers become immersed in a story where they can process difficult topics with less resistance.

That’s one reason Pietri believes storytelling and creative interventions will play an important role in the future of diversity training in STEM.

“This story-based approach addresses some of the limitations of traditional diversity workshops. Aside from people maybe being actually excited to see it and participate, it’s also very scalable,” Pietri says.

“We can show it without having to train facilitators or fly people out to host a panel or host multiple live sessions over Zoom. It’s really easy to scale and it’s not super expensive,” she adds.

Training alone won’t eliminate STEM’s gender-bias problem. However, Pietri’s work suggests that the right intervention can make a difference.

“I think one danger with anything that talks about bias is that it might dishearten people,” she says. “But storytelling, when done right, can motivate people to do something about it.”

Perhaps the most important lesson is that when building a more inclusive STEM community, in a field that thrives on innovation, a good story can be just as efficacious as the right experiment.

“If we can use the small windows for change opened by stories like this to make progress in reducing inequality and suffering, that would be a real win for current and future generations,” Pietri says.��

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