Women, academic leadership and the ‘constricting’ gender equity policies in Nigerian universities: an integrated feminist approach
Autor/in:
Igiebor, Oluwakemi
Quelle: Journal of Higher Education Policy and Management, 43 (2021) 4, S 338–352
Details
Inhalt: Concerted efforts to transform gender cultures within Nigerian universities have introduced formal strategies aimed at reinforcing gender equity principles and practice. This is evidenced through the creation of gender centres and the adoption of gender equity policies in some Nigerian universities. However, existing literature reveals that despite these formal measures, gender imbalance in academic leadership is still prevalent. This paper seeks to investigate why gender equity policies in Nigerian universities have failed to gain traction, especially for advancing women to academic leadership positions. Using documentary data gathered from purposively selected universities in Nigeria, this paper unveils the various ways in which the content and enactment of institutional gender policies are gendered and potentially reinforce systems of inequality. Informed by a Feminist Institutionalism and Feminist Policy Analysis framework, I analyse gender policy documents and identify areas of silence, women’s exclusion, and how male dominance is perpetuated in the policy.
Schlagwörter:gender equality policy; Geschlechterungleichheit; Gleichstellungspolitik; higher education; Hochschule; leadership; Nigeria
CEWS Kategorie:Europa und Internationales, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Nicht mit ihnen und nicht ohne sie: Implizite Biases in der Wissenschaft
Autor/in:
Horvath, Lisa Kristina; Blackmore, Sabine
Quelle: Bunsen-Magazin, 23 (2021) 5, S 246–252
Details
Inhalt: „’If you have a brain, you have a bias!’ So simpel und fast schon plakativ dieser Satz erscheint, so viel Richtiges sagt er zugleich aus. Durch die Art und Weise wie unser Gehirn alles, was um und in uns passiert, wahrnimmt und verarbeitet, sind Biases ein wichtiges und unbewusstes Instrument, um Situationen oder Personen – trotz widersprüchlichen oder fehlenden Informationen – schnell und (oftmals vermeintlich) ‚richtig‘ beurteilen zu können. Biases sind also eine notwendige Strategie, um Alltagssituationen in Windeseile einschätzen und bewältigen zu können. Wir sind also alle gebiast! Dies stellt uns gleichermaßen vor ein Problem, wenn wir diese Biases nicht bewusst reflektieren, sondern als ‚Realität‘ wahrnehmen und somit unbewusst immer und immer wieder Bekanntes reproduzieren, obwohl es nicht der Realität entspricht.“
Schlagwörter:gender bias; implicit bias; Wissenschaft
CEWS Kategorie:Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Explaining the gender pay gap among doctoral graduates: analyses of the German labour market
Autor/in:
Goldan, Lea
Quelle: European Journal of Higher Education, 11 (2021) 2, S 137–159
Details
Inhalt: Previous research has shown that female doctoral graduates earn less than male doctoral graduates; however, there has been little research on the determinants of this gender pay gap. This paper investigates the determinants of the gender pay gap among doctoral graduates in Germany. By relying on human capital theory, traditional gender roles and beliefs, and previous empirical findings, I examine gender differences in doctoral and occupational characteristics as potential determinants of the gender pay gap. I use data from a representative German panel study of the 2014 doctoral graduation cohort. Regression analyses on the logarithmic gross monthly earnings reveal that female graduates earn 30.4% less than male graduates five years after graduation. This gender pay gap is driven by a substantive wage premium for male doctoral graduates outside academia. Important determinants of the overall gender pay gap are doctoral subjects, professional experience after graduation, industries, management positions, and, above all, working hours. However, the considered determinants only partially explain the gender pay gap, as it remains substantial and statistically significant. The paper enhances the research on gender inequalities in post-doctoral careers and offers new insights into the determinants of the gender pay gap among doctoral graduates.
Schlagwörter:Arbeitsmarkt; Arbeitszeit; doctoral graduate; gender pay gap; Geschlechterungleichheit; human capital; Panel; Promovierte; quantitative Analyse
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Micro Change Agents for Gender Equality: Transforming European Research Performing Organizations
Autor/in:
Dahmen-Adkins, Jennifer; Peterson, Helen
Quelle: Front. Sociol. (Frontiers in Sociology), 6 (2021)
Details
Inhalt: This article explores the experiences of micro change agents for gender equality in seven European Research Performing Organizations in seven different countries. The micro change agents were all participants of an international collaborative project consortium, implementing gender equality plans (GEPs), and funded by the European Commission during 4 years. The analysis draws on empirical data consisting of information submitted by the micro change agents during these 4 years and collected using three different monitoring tools, developed within the project to follow the progress of the implementation efforts, but also to provide an arena for individual and collaborative reflection and knowledge exchange between the partners. The aim of the article is to present a systematic analysis of the change practices that these micro change agents experienced as useful and important for promoting gender equality in their different organizational contexts. A total of six such micro change practices are identified, emerging from the empirical data: 1. communicating, 2. community building, 3. building trust and legitimacy, 4. accumulating and using resources, 5. using and transferring knowledge, and 6. drawing on personal motivation. The findings illustrate the multifaceted character of micro change agency for gender equality, particularly in a time-limited project context with a designated funding period. The results from this study can be useful when developing gender equality strategies, policies and practices and can also be used to empower gender equality micro change agents that face challenges while trying to implement GEPs and promote structural change in any kind of institution.
Schlagwörter:change agent; Forschungsverbund; gender equality; gender equality plan; Gleichstellungsplan; Gleichstellungspolitik; Monitoring; Organisationswandel; organizational change; research performing organisation; transformative change
CEWS Kategorie:Europa und Internationales, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
The Pandemic Penalty : The Gendered Effects of COVID-19 on Scientific Productivity
Autor/in:
King, Molly M.; Frederickson, Megan E.
Quelle: Socius, 7 (2021) , S 1–24
Details
Inhalt: Academia serves as a valuable case for studying the effects of social forces on workplace productivity, using a concrete measure of output: scholarly papers. Many academics, especially women, have experienced unprecedented challenges to scholarly productivity during the coronavirus disease 2019 (COVID-19) pandemic. The authors analyze the gender composition of more than 450,000 authorships in the arXiv and bioRxiv scholarly preprint repositories from before and during the COVID-19 pandemic. This analysis reveals that the underrepresentation of women scientists in the last authorship position necessary for retention and promotion in the sciences is growing more inequitable. The authors find differences between the arXiv and bioRxiv repositories in how gender affects first, middle, and sole authorship submission rates before and during the pandemic. A review of existing research and theory outlines potential mechanisms underlying this widening gender gap in productivity during COVID-19. The authors aggregate recommendations for institutional change that could ameliorate challenges to women’s productivity during the pandemic and beyond.
Schlagwörter:academia; authorship; bibliometric analysis; COVID-19; Forschungsproduktivität; Gender; gender inequality; Geschlechterungleichheit; productivity; publication; Publikation; sociology of science
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Evaluation of accepted and rejected submissions in the Journal of Applied Behavior Analysis: Gender and experience
Autor/in:
Kranak, Michael P.; Rooker, Griffin W.; Carr, Codey J.; Bradtke, Peter; Falligant, John Michael; Hausman, Nicole L.
Quelle: Journal of applied behavior analysis, 54 (2021) 3, S 1175–1187
Details
Inhalt: Researchers have examined factors of authors such as sex of author, gender identity, and seniority within the field of behavior analysis to determine if any biases towards a certain group existed. Most recently, Kranak et al. (2020) found that women and new authors are well-represented in the Journal of Applied Behavior Analysis (JABA). However, that analysis included only published manuscripts. Thus, the degree to which these subpopulations are proportionally represented is unknown, because that analysis was unable to determine how often these subpopulations are submitting manuscripts. Therefore, the purpose of the current investigation was to extend Kranak et al. and analyze all accepted and rejected manuscripts submitted to JABA from 2015 - 2019. Results indicated that women and men had nearly identical acceptance rates during this time period, whereas veteran authors' acceptance rate was nearly 2.5 times greater than that of new authors. Implications for publishing, reviewing, and research mentorship practices are discussed.
Schlagwörter:acceptance; gender bias; Peer Review; publication; Publikation
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Folklore and Fraudulent Collegiality : Perpetuating Patriarchal Culture in Women-Majority Academic Departments
Autor/in:
Fox, Anna
Quelle: Taboo: The Journal of Culture & Education;, 20 (2021) 1, S 117–141
Details
Inhalt: Discussions of gender-based discrimination in academia are often limited to outcomes within men-majority spaces. This approach is problematic in many ways, including identifying men as the sole sources of sexist ideas, behaviors, and structures within a binary view of gender. In this constructivist grounded theory study, 12 women doctoral students in women-majority departments discussed their conceptualizations of gender within their departments and academic culture more broadly. Findings suggest that folklore shared with and among women doctoral students in these spaces often masks patriarchy and perpetuates a fraudulent performance of collegiality. [ABSTRACT FROM AUTHOR]
Schlagwörter:academic culture; doctoral student; gender discrimination; Kollegialität; organizational climate; patriarchy; sexism; women; women-majority
CEWS Kategorie:Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Women in Higher Education : Re-imagining Leadership in the Academy in Times of Crisis
Autor/in:
Baker, Vicki L.
Quelle: The Journal of Faculty Development, 35 (2021) 1, S 57–62
Details
Inhalt: The current global pandemic has both highlighted women's leadership effectiveness in times of crisis while also shining a light on the challenges women professionals, particularly working mothers, face. Informed by research and practice, the aim of this manuscript is to offer a call to action—one that offers a more productive approach to advancing women academics in leadership post COVID-19.
Schlagwörter:COVID-19; gender relation; higher education; leadership; mother
CEWS Kategorie:Hochschulen, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Move or perish? : Sticky mobilities in the Swiss academic context
Autor/in:
Sautier, Marie
Quelle: High Educ (Higher Education), 82 (2021) 4, S 799–822
Details
Inhalt: This article uses a context of increasing institutional demand to be geographically mobile to examine how early-career researchers move across borders. I explore the case of Swiss academia, a particularly competitive and attractive environment with the highest levels of inbound and outbound mobility in Europe. In line with the aims of the European Research Area, an EU programme created in 2000 to foster a pan-European academic labour market, Switzerland funds scientific mobility and promotes extended research trips abroad as tools to boost collaboration and research excellence. Therefore, Swiss institutions have valued mobility for professional and personal development. In the meantime, they have raised concerns about female academics not being mobile and the potential consequences of their local family ties on career inequalities. In this study, I explore how early-career researchers experience mobility and how their personal accounts challenge institutional definitions of being mobile or immobile. I draw on a qualitative analysis of 65 semi-structured interviews conducted for two EU research projects on early-career academics from various backgrounds. I show how empirical data question the traditional—and often gendered—mobile/immobile dichotomy. I also highlight how mobility practices are normalised by the interviewees. Moreover, using the concept of stickiness, I describe a subtle range of sticky-to-stretchy mobility experiences influenced by both structural and individual factors. Finally, through the figure of the geoccasional worker, I question romanticised visions of mobility and stress the need to reconsider mobility as a (gendered) precarity issue rather than as a female problem.
Schlagwörter:academic labor market; early career researcher; ERA; Forschungsförderung; gender inequality; international academic mobility; Interview; qualitative analysis; Schweiz; Switzerland
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Verdienstunterschiede zwischen Männern und Frauen : Eine Ursachenanalyse auf der Grundlage der Verdienststrukturerhebung 2018
Autor/in:
Mischler, Frauke
Quelle: Statistisches Bundesamt (Destatis); Wiesbaden (WISTA, 4), 2021. S 110–125
Details
Inhalt: Anknüpfend an frühere Analysen stellt der Beitrag Ergebnisse zum unbereinigten und bereinigten Gender Pay Gap auf Basis der Verdienststrukturerhebung für das Jahr 2018 vor und erläutert die zugrunde gelegte Methodik. Eine modellbasierte Analyse zeigt die (eingeschränkte) Sensitivität des unbereinigten Gender Pay Gap bei einem hypothetisch höheren Mindestlohn für Frauen und Männer oder einem Verdienstzuschlag auf den Bruttostundenverdienst ausschließlich für Frauen. Deutlich wird hierbei, dass der unbereinigte Gender Pay Gap sich nur geringfügig bei einem hypothetischen Mindestlohn von 12 Euro ändert. Höher wäre die Wirkung bei einem einseitigen Verdienstzuschlag für Frauen um 50 Cent auf den Bruttostundenverdienst.
Schlagwörter:Deutschland; gender pay gap; quantitative Analyse; Statistik
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Graue Literatur, Bericht