Beyond the neoliberalized academy: caring and careful practices of women full professors
Autor/in:
Castelao-Huerta, Isaura
Quelle: Gender and Education, (2022) , S 1–16
Details
Inhalt: This article reveals how some women full professors have developed caring and careful practices with their students despite the neoliberalization of public higher education, thus, avoiding individualization and establishing trust and solidarity. It presents interviews with 24 women full professors from a Colombian public university, an ethnographic study with three of them and nineteen interviews with their students and colleagues. The content analysis of the fieldwork shows that the professors have caring practices, which include rebuscarse to ensure the well-being of the students and providing financial support, as well as careful practices such as intervening to prevent harm and being open to listening. Caring and careful practices of the professors serve to improve the lives of the people that are close to them and to build a much friendlier and more supportive university. However, care activities are complex, undervalued and represent a double burden, which is why modifying university policies is an urgent task.
Schlagwörter:academia; academic care; Care; Ethnographie; higher education; Kolumbien; Latin America; neoliberal university; professor care; Professorin; Solidarität
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Women are credited less in science than men
Autor/in:
Ross, Matthew B.; Glennon, Britta M.; Murciano-Goroff, Raviv; Berkes, Enrico G.; Weinberg, Bruce A.; Lane, Julia I.
Quelle: Nature, 608 (2022) 7921, S 135–145
Details
Inhalt: There is a well-documented gap between the observed number of works produced by women and by men in science, with clear consequences for the retention and promotion of women1. The gap might be a result of productivity differences2-5, or it might be owing to women's contributions not being acknowledged6,7. Here we find that at least part of this gap is the result of unacknowledged contributions: women in research teams are significantly less likely than men to be credited with authorship. The findings are consistent across three very different sources of data. Analysis of the first source-large-scale administrative data on research teams, team scientific output and attribution of credit-show that women are significantly less likely to be named on a given article or patent produced by their team relative to their male peers. The gender gap in attribution is present across most scientific fields and almost all career stages. The second source-an extensive survey of authors-similarly shows that women's scientific contributions are systematically less likely to be recognized. The third source-qualitative responses-suggests that the reason that women are less likely to be credited is because their work is often not known, is not appreciated or is ignored. At least some of the observed gender gap in scientific output may be owing not to differences in scientific contribution, but rather to differences in attribution.
Schlagwörter:citation gap; gender gap; Karrierebarriere; Produktivität; scientific career; scientific productivity
CEWS Kategorie:Berufsbiographie und Karriere, Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Patterns and Trends of Same-Sex Partner Choice in Germany
Autor/in:
Lengerer, Andrea; Schroedter, Julia H.
Quelle: Journal of Comparative Family Studies, 53 (2022) 2, S 161–188
Details
Inhalt: This paper analyses the age and educational homogamy of same-sex couples in Germany over a 20-year period from 1996 to 2015. Data of the Microcensus show that cohabiting same-sex couples are less likely to be homogamous than cohabiting different-sex couples, both in terms of age and education. For same-sex couples, gender matters, male same-sex couples being the most diverse. The analyses thus confirm previous results for other European countries. Hitherto, changes in the homogamy of same-sex couples over time had not been studied in Europe, mainly due to data constraints. However, major changes in the visibility and legal acceptance of same-sex couples suggest that their patterns of partner choice are becoming more similar to those of different-sex couples. Our analyses show that the age difference among female same-sex couples has indeed narrowed over time, converging with the age difference among different-sex couples. For male same-sex couples though, there is no clear trend. In terms of educational homogamy, contrary to our assumption, we find a clear decline among same-sex couples of both genders since the 2000s, making them even more dissimilar to different-sex couples.
Schlagwörter:age; education; gleichgeschlechtliche Ehe; Homogenität; homosexual; homosexuell; same-sex marriage; same-sex partnership; same-sex relationship
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
“Teach more, but do not expect any applause”: Are Women Doubly Discriminated Against in Universities’ Recruitment Processes?
Autor/in:
Brommesson, Douglas; Erlingsson, Gissur Ó.; Ödalen, Jörgen; Fogelgren, Mattias
Quelle: J Acad Ethics (Journal of Academic Ethics), 20 (2022) 3, S 437–450
Details
Inhalt: Studies repeatedly find that women and men experience life in academia differently. Importantly, the typical female academic portfolio contains less research but more teaching and administrative duties. The typical male portfolio, on the other hand, contains more research but less teaching and administration. Since previous research has suggested that research is a more valued assignment than teaching in academia, we hypothesise that men will be ranked higher in the peer-evaluations that precede hirings to tenured positions in Swedish academia. We analyze 861 peer review assessments of applicants in 111 recruitment processes in Economics, Political Science, and Sociology at the six largest Swedish universities. Our findings confirm that the premises established in previous research are valid in Sweden too: Women have relatively stronger teaching merits and men relatively stronger research merits, and also that, on balance, research is rewarded more when applicants are ranked by reviewers. Accordingly, male applicants are ranked higher compared to female applicants.
Schlagwörter:faculty; gender bias; Peer Review; Personalrekrutierung; recruitment; Rekrutierung; Schweden
CEWS Kategorie:Geschlechterverhältnis, Berufungsverfahren
Dokumenttyp:Zeitschriftenaufsatz
Quantifying for Qualifying: A Framework for Assessing Gender Equality in Higher Education Institutions
Autor/in:
Moreira, Josilene Aires; Sales Oliveira, Catarina
Quelle: Social Sciences, 11 (2022) 10
Details
Inhalt: The objective of this study is to present the development of a framework for assessing gender inequality in higher education institutions (HEIs) which reveals how this academic environment is progressing in terms of gender balance. It proposes a multi-dimension-based index comprised by five dimensions—Empowerment, Education, Health, Violence, and Time. The mathematical model used enables the user to assign a weight value to each dimension, customizing the results according to the institution addressed. The paper is based on a post-doctoral research project which analyzed six globally recognized indexes (Gender Inequality Index; Global Gender Gap Index; Women, Business, and Law Index; Gender Equality Index; Social Institutions Global Index; Women Empowerment Principles) to construct a new framework for gender inequality evaluation tailored for HEIs. It used a Laplace–Gauss-based scale. The research included an experiment of concrete application to two instiutions, one in Europe and the other in South America. While the first one had a Gender Equality Plan, the second had not. The analysis was successfully conducted in both institutions. The two institutions presented general results above 60%. These results need to be read in the specific context of each university. The Gender Equality in Higher Education Institutions Index (GEHEI) provides a user-friendly way of checking the existence of gender inequality, summarized into a single number but able to be detailed in several levels and to provide insight into progression over time. The handling of the GEHEI tool is also very straightforward. The proposal is designed to be used in different HEIs; it is recommended that researchers customize the weights of the dimensions according to their relevance in the specific organization. This paper provides a new methodological model to measure gender inequality in HEIs based on easy-to-obtain data, distinguishing itself from global indexes by its ease of application and interpretation. [ABSTRACT FROM AUTHOR]
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Schlagwörter:empowerment; gender equality plan; gender inequality; higher education institution; impact; Index; Modellierung; violence
CEWS Kategorie:Europa und Internationales, Statistik und statistische Daten, Hochschulen, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Gender Differences in the Relationships Between Research Impact And Compensation And Promotion : A Case Study Among PHD/PHARMD Medical/Dental School Faculty
Autor/in:
McGee, Andrew; Lacy, Paige; Oswald, Anna; Rosychuk, Rhonda J.
Quelle: Canadian Journal of Higher Education, 52 (2022) 2, S 96–122
Details
Inhalt: We examine whether the effects of research impact on faculty compensation and promotion to full professor differ for male and female associate and full professors in the Faculty of Medicine & Dentistry at the University of Alberta. We exclude faculty with MDs and DDSs and proxy for research impact using the faculty member's h-index, where h represents the number of publications that have been cited at least h times. We find that while the compensation of male faculty members increases by 0.6% for every one-unit increase in the h-index, the compensation of female faculty is essentially uncorrelated with their h-indices. We likewise find that for female faculty to be promoted to full professor they have to have higher research impact proxies than their male peers. Our findings highlight the urgent need for more research on the gendered relationships between research impact and career rewards among faculty.
Schlagwörter:Beförderung; discrimination; Diskriminierung; full professor; gender pay gap; productivity; Produktivität; Professor*in; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Setting adequate wages for workers: Managers' work experience, incentive scheme and gender matter
Autor/in:
Huber, David; Kühl, Leonie; Szech, Nora
Quelle: PLOS ONE (PLOS ONE), 17 (2022) 8
Details
Inhalt: Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere.
Schlagwörter:Anreizsystem; Diversität; Diversity; incentive mechanisms; Lohnlücke; Lohnstruktur; Manager; salary; wage distribution; wage gap; wage inequality; work experience
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Diversity, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Gender and Globalization of Academic Labor Markets: Research and Teaching Staff at Nordic Universities
Autor/in:
Pietilä, Maria; Drange, Ida; Silander, Charlotte; Vabø, Agnete
Quelle: SI (Social Inclusion), 9 (2021) 3, S 69–80
Details
Inhalt: In this article, we investigate how the globalized academic labor market has changed the composition of teaching and research staff at Swedish, Norwegian, and Finnish universities. We use national statistical data on the gender and country‐origin of universities’ teaching and research staff between 2012 and 2018 to study how the globalized academic labor market has influenced the proportion of women across career stages, with a special focus on STEM fields. We pay special attention to how gender and country‐origin are interrelated in universities’ academic career hierarchies. The findings show that the proportion of foreign‐born teaching and research staff rose substantially at the lower career level (grade C positions) in the 2010s. The increase was more modest among the most prestigious grade A positions, such as professorships. The findings show significant national differences in how gender and country‐origin of staff intersect in Nordic universities. The study contributes to research on the gendered patterns of global academic labor markets and social stratification in Nordic universities.
Some findings among post-docs:
The total number of post-docs increased during the period 2012–2018.
In 2018, the proportion of post-doc women overall was about 45 per cent in Finland and Sweden and 46 per cent in Norway.
In Norway, the proportion of post-doc women fell a bit, from about 48 per cent in 2012 to 46 per cent in 2018.
Among post-docs, the percentages of both foreign men and foreign women increased. For Norway, the combined percentage jumped from 50 per cent to 68 per cent.
The share of foreign men among post-docs in Norway grew from 29 per cent in 2012 to 40 per cent in 2018.
In Sweden, the share of foreign women in post-doc positions climbed from 19 up to 30 per cent. The proportion of Swedish women fell from 27 per cent to 15 per cent. The total proportion of women post-docs dropped by one percentage point.
Some findings among professors:
The proportion of women increased in all three countries and was quite similar.
In 2018, 31 per cent of professors in Norway were women, 27 per cent in Sweden and 28 per cent in Finland.
The percentage of foreign women professors varied across the three countries.
Of all professors in Norway, 8 per cent were foreign women.
Schlagwörter:academic staff; Finnland; Frauenanteil; Geschlechterverteilung; internationalisation; Internationalisierung; Norwegen; Professur; Schweden; wissenschaftliches Personal
CEWS Kategorie:Europa und Internationales, Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Longitudinal analyses of gender differences in first authorship publications related to COVID-19
Autor/in:
Lerchenmüller, Carolin; Schmallenbach, Leo; Jena, Anupam B.; Lerchenmueller, Marc J.
Quelle: BMJ Open, 11 (2021) 4
Details
Inhalt: Objective Concerns have been raised that the COVID-19 pandemic has shifted research productivity to the disadvantage of women in academia, particularly in early career stages. In this study, we aimed to assess the pandemic\textquoterights COVID-19-related research output appears particularly concerning as many disciplines informing the response to the pandemic had near equal gender shares of first authorship in the year prior to the pandemic. The acute productivity drain with the onset of the pandemic magnifies deep-rooted obstacles on the way to gender equity in scientific contribution.All data and source code generated and analysed during the current study can be accessed athttps://doi.org/10.7910/DVN/OOTXIW (Harvard Dataverse).
Schlagwörter:COVID-19; Forschungsproduktivität; Geschlechterunterschied; Publikation
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
The Segmentation of the Academic Labour Market and Gender, Field, and Institutional Inequalities
Autor/in:
Vohlídalová, Marta
Quelle: SI (Social Inclusion), 9 (2021) 3, S 163–174
Details
Inhalt: Using data from a 2017 survey of Czech academics this article examines the casualisation of working conditions in the Czech academic labour market (ALM) and explores gender, sectoral, and institutional inequalities through the lens of the theory of labour market segmentation. A hierarchical cluster analysis reveals three segments in the Czech ALM: core (40%), periphery (28%), and semi‐periphery (32%), which roughly align with work positions in the early, middle, and senior stages of an academic career. In the semi‐periphery gender is found to be a key factor in in determining working conditions, while in the periphery working conditions are most affected by the type of institution. In the core, gender differences are mainly reflected in the gender wage gap. The effects of casualisation on working conditions are found to be more pronounced in STEM fields than in the social sciences and humanities across the ALM, but wages are generally higher in STEM fields.
Schlagwörter:academia; Arbeitsbedingungen; Arbeitsmarkt; Geschlechterungleichheit; inequality; labour market segmentation; neoliberalism; Neoliberalismus; Tschechien; Ungleichheit; work condition
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz