From Activism to Organizing, From Caring to Care Work
Autor/in:
Kahn, Seth; Lynch-Biniek, Amy
Quelle: Labor Studies Journal, 47 (2022) 3, S 320–344
Details
Inhalt: U.S. higher ed exploits precarity (the intersection of racism, misogyny, ableism, heteronormativity, classism, and job status) to position campus equity work as both essential and dangerous, inclusive and individual. Often left to the faculty who are already most threatened and “activists” who join out of “passion,” successes happen, laudably given the hegemonic regimes that call for the work and then threaten people who do it. Recasting equity efforts as care-work, that is, fundamental aspects of our labor as faculty, and recasting activism as organizing clarifies the labor of solidarity-building. Winning this argument helps constitute equity work as both a professional practice (i.e., mutually supported) and a mutual professional responsibility.
Schlagwörter:academic labor market; activism; care work; Diversity; equity; inclusion; Organisation; Professionalisierung; professionalization
CEWS Kategorie:Hochschulen, Geschlechterverhältnis
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
The affective economy of feminist leadership in Finnish universities: class-based knowledge for navigating neoliberalism and neuroliberalism
Autor/in:
Morley, Louise; Lund, Rebecca
Quelle: Discourse: Studies in the Cultural Politics of Education, 42 (2021) 1, S 114–130
Details
Inhalt: Women leaders are frequently treated as one class – a homogenised group with essentialised skills and competencies in binary relationship to male leaders. We explore how feminist ways of knowing gender and leadership, and circulations of affects, shape women’s diverse leadership practices and identities within the neoliberal, and neuroliberal academy in Finland – a Nordic country with a sophisticated gender equality policy architecture. We debate the (re)production of social and material inequalities through epistemic injustice by exploring what possibilities are emerging from the assemblages and relational potential of policy interventions, global speaking back to patriarchal power, the revisioning of gender, and the inclusion of women in higher education leadership. Theoretically, the study intersects feminist affect notions, neoliberalism, neuroliberalism, and epistemic inclusion/injustice. We conducted 10 interviews with middle-classed women university leaders in five universities. They described how, in the absence of possibilities to facilitate major structural changes, they applied their feminist knowledge and invested affective labour in the mediation of neoliberal and neuroliberal cultures. The politics of representation – counting more women into neoliberal universities, as one class, is not, we conclude, a counter-normative force. We need to consider how to apply feminist knowledge for leading post-gender universities and imagining alternative futurities.
Schlagwörter:Feminist knowledge; Finland; Führungsposition; Hochschule; Neoliberalismus; soziale Klasse
CEWS Kategorie:Berufsbiographie und Karriere, Hochschulen, 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
Equality without equity: The gender pay gap at the National University of Colombia
Autor/in:
Neira, Carolina; Rodríguez, Eduardo; Valdés, Álvaro
Quelle: LAER (Latin American Economic Review), 30 (2021) 10, S 1–30
Details
Inhalt: The National University of Colombia boasts a clear and egalitarian salary regime for its academic staff. Apart from rules concerning maternity and paternity leaves, which follow na-tional Colombian legislation, the Academic Personal Statute is completely free of gender-based norms.
Salaries are assigned through a points system that considers training level, produc-tivity, and academic rank. With this in mind, one might expect to find egalitarian male and female salary conditions free of the gender-related gaps existing in other, more arbitrary private work environments.
In this article, we present the results of a variance decomposition analysis of the gross salaries of all full-time professors and report the existence of an unadjusted gender pay gap of 0.12 and adjusted or unexplained gaps of 0.07-0.09 obtained through a Mincer earnings regression and a Blinder-Oaxaca decomposition. Partial correlations between these gaps and the different factors that come into play are examined and analyzed.
The high impact of professors' research track record on their salaries appears as the main contribution to the gender differences. It seems plausible that the crucial need for time to dedicate to research opens the window to the patriarchal society to permeate the otherwise egalitarian salary regime of the University, especially for the highest range of salaries corresponding mainly to male full professors who are very active in research
Schlagwörter:full professor; full-time; gender pay gap; Kolumbien; Professor*in; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Gender differences in pay among university faculty in Russia
Autor/in:
Rudakov, Victor N.; Prakhov, Ilya A.
Quelle: Higher Education Quarterly, 75 (2021) 2, S 278–301
Details
Inhalt: The study focuses on the issue of gender discrimination in pay among university faculty in Russia, a country with an exceptionally high share of female faculty in higher education.
Using a comprehensive and nationally representative survey of university faculty, we found that although women in academia earn considerably less than men, gender inequality among university faculty is lower than in the non-academic sector. The study shows that gender differences in pay can be mainly explained by vertical gender segregation: women are less likely to achieve senior positions in the university hierarchy, which brings a high wage premium. Another explanation is horizontal segregation, when there is a prevalence of male faculty in Moscow-based universities, which provide a considerable wage premium compared to regional ones. A decomposition of the gender wage gap shows that slightly more than half of it can be explained by observable factors, while the rest can be attributed to discrimination and unobservable characteristics. Within the unexplained part the major part can be attributed to favoritism towards men and the minor part to discrimination against women. We found some evidence that faculty in research universities, which actively implement performance-related pay, experience less gender inequality.
Schlagwörter:gender pay gap; horizontal segregation; horizontale Segregation; Russia; Russland; Universität; university; vertikale Segregation; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Addressing the Gender Pay Gap: The Influence of Female and Male Dominant Disciplines on Gender Pay Equity
Autor/in:
Buckman, David G.; Jackson, Tommy E.
Quelle: Journal of Education Finance, 47 (2021) 1, S 71–91
Details
Inhalt: This study used Kanter's (1997) Tokenism theory to analyze the relationship between gender and faculty salaries in Georgia higher education institutions to determine whether pay inequity existed between male and female professors in 2018. Two separate mixed-effect regression models were estimated on a 2018 cross-sectional survey dataset of Georgia higher education faculty members where faculty demographic characteristics (i.e., gender and academic discipline) were regressed on their annual base salaries. When controlling for demographics and occupational characteristics, female faculty received significantly lower salaries than their male counterparts. In addition, when controlling for academic discipline and grouping those disciplines vis-a-vis male dominant and female dominant, males in female-dominant disciplines earned significantly more money than females, and females in male-dominant disciplines earned more money than males. Additional findings support negotiable salaries as a significant contributor to higher pay.
Schlagwörter:Demographie; Dominanz; faculty; Fakultät; female discipline; Gehaltsverhandlung; gender pay gap; male domination; negotiation; tokenism
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Hochschulen, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Women in Academic Pathology: Pathways to Department Chair
Autor/in:
Lipscomb, Mary F.; Bailey, David N.; Howell, Lydia P.; Johnson, Rebecca; Joste, Nancy; Leonard, Debra G. B.; Markwood, Priscilla; Pinn, Vivian W.; Powell, Deborah; Thornburg, MarieAnn; Zander, Dani S.
Quelle: Academic pathology, 8 (2021)
Details
Inhalt: The Association of Pathology Chairs, an organization of American and Canadian academic pathology departments, has a record percent of women department chairs in its ranks (31%), although still not representative of the percent of women pathology faculty (43%). These women chairs were surveyed to determine what had impeded and what had facilitated their academic advancement before becoming chairs. The 2 most frequently identified impediments to their career advancement were heavy clinical loads and the lack of time, training, and/or funding to pursue research. Related to the second impediment, only one respondent became chair of a department which was in a top 25 National Institutes of Health-sponsored research medical school. Eighty-nine percent of respondents said that they had experienced gender bias during their careers in pathology, and 31% identified gender bias as an important impediment to advancement. The top facilitator of career advancement before becoming chairs was a supportive family. Strikingly, 98% of respondents have a spouse or partner, 75% have children, and 38% had children younger than 18 when becoming chairs. Additional top facilitators were opportunities to attend national meetings and opportunities to participate in leadership. Previous leadership experiences included directing a clinical service, a residency training program, and/or a medical student education program. These results suggest important ways to increase the success of women in academic pathology and increasing the percent of women department chairs, including supporting a family life and providing time, encouragement and resources for research, attending national meetings, and taking on departmental leadership positions.
Schlagwörter:career development; gender bias; gender inequality; head of department; leadership; medicine; Medizin; underrepresentation; USA
CEWS Kategorie:Hochschulen, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
What professors do in peer review : Interrogating assessment practices in the recruitment of professors in Sweden
Autor/in:
Mählck, Paula; Kusterer, Hanna Li; Montgomery, Henry
Quelle: Gender Work Organ (Gender, Work & Organization), 54 (2020) 2, 9 S
Details
Inhalt: Sweden is known for its political will to gender equality. Sweden is also a country with a strong tradition of transparency in university recruitments. In this article, the assessment practices in the appointment of full professors in one Swedish university are investigated from an intersectional and postcolonial perspective on gender and place/space. Using a multimethod approach to investigate written evaluations of applicants, recruitment group meeting minutes and interviews with reviewers, the results show that there is great variation in how evaluation criteria are applied and filled with meaning. Moreover, in more than half of the appointment decisions the reviewers disagreed. The interview results show a structural bias operating towards researchers applying from non‐Western university contexts. At an aggregated level, national applicants have 3.88 times greater chance to be proposed for a position and national women applicants are the most likely to be proposed for the position.
Schlagwörter:Berufungsverfahren; Gender; intersectionality; intersektionale Perspektive; Intersektionalität; Peer-Review; Schweden; Sweden
CEWS Kategorie:Diversity, Europa und Internationales, Geschlechterverhältnis, Hochschulen, Berufungsverfahren
Dokumenttyp:Zeitschriftenaufsatz