A “Chillier” Climate for Multiply Marginalized STEM Faculty Impedes Research Collaboration
Autor/in:
Griffith, Eric E.; Mickey, Ethel L.; Dasgupta, Nilanjana
Quelle: Sex Roles (Sex Roles), 86 (2022) , S 233–248
Inhalt: Research collaboration is key to faculty career success in science, technology, engineering, and mathematics (STEM). Yet little research has considered how faculty from multiply marginalized identity groups experience collaboration compared to colleagues from majority groups. The present study fills that gap by examining similarities and differences in collaboration experiences of faculty across multiple marginalized groups, and the role of department climate in those experiences. A survey of STEM faculty at a large public research university found that faculty from underrepresented groups – in terms of gender, race, and sexual orientation – had more negative experiences with department-level research collaborations. Moreover, faculty with multiply marginalized identities had worse collaboration experiences than others with a single marginalized identity or none. They also perceived their department climate to be less inclusive, equitable, and transparent; and felt their opinions were less valued in their department than colleagues from majority groups. Negative department climate, in turn, mediated and predicted less hospitable experiences with department-level research collaborations. These data suggest that multiply marginalized faculty, across different identity groups, share some common experiences of a “chilly” department climate relative to their peers from majority groups that impede opportunities for scientific collaboration, a key ingredient for faculty success. These findings have policy implications for retention of diverse faculty in university STEM departments.
Quelle: icgr (International Conference on Gender Research), 5 (2022) 1, S 1–10
Inhalt: Gender Budgeting is a tool to apply the gender mainstreaming perspective to the accountability process in order to give evidence of the unequal distribution of public resources between women and men. Academic Housekeeping is any task “low-status, time-consuming, largely invisible, and that nevertheless needs to be done” (Kalm, 2019) in the academic daily business. It is a source of gender inequality since it is largely ascribed to women. Money and time are two sides of the same coin of Gender Inequality in Academia and therefore need to be identified and managed with an holistic approach that recognizes the interconnections between them. The results chain of the Performance-Oriented budgeting approach is therefore used to describe the transformation of the budget for salaries into the value of researchers’ work through time, activities, products and results. In this process, Academic Housekeeping emerges as a matter of Gender Budgeting, too. Literature describes Academic Housekeeping as an inequality regime echoing the domestic sphere and bringing its biases and limitations to the scientific race of competitiveness. The Housekeeping tasks are assigned largely arbitrarily and with unintentional side-effects. Its negative gender impact on women’s career is also clearly recognized by four main studies, in every field and with further intersectional spill overs. Gender Budgeting reports in Academia therefore do need to embed a Gender impact assessment of Academic Housekeeping in every step of the main methodologies adopted: Identity, Context Analysis, Planning Analysis, Budget Reclassification, Implementation and Performance Audit. The conceptual framework that emerges from the paper confirms the benefits that might arise from further researches on this field. The paper stems from the LeTSGEPs European Horizon Project (Leading Towards Sustainable Gender Equality Plans RPOs)
Organizational norms of sexual harassment and gender discrimination in Danish academia: From recognizing through contesting to queering pervasive rhetorical legitimation strategies
Autor/in:
Guschke, Bontu Lucie; Just, Sine Nørholm; Muhr, Sara Louise
Quelle: Gend Work Organ (Gender, Work and Organization), (2022)
Inhalt: Studies of sexual harassment in professional contexts, including academia, provide detailed explanations of the predominance and pervasiveness of sexist organizational norms that enable harassing behavior—and offer a thorough critique of the structures and practices that support and reproduce these norms. When sexist organizational norms are linked to acts of sexual harassment, it becomes clear that harassment is systemic, and that organizations tend to justify and excuse the very norms and behaviors that propagate harassment. Focusing on the context of Danish universities, we do not ask whether sexism exists in Danish society generally and in academia specifically, but rather, why issues of systemic sexism and normalized sexual harassment have been ignored for so long and how sexist organizational norms have been maintained. Based on an investigation of prevalent rhetorical strategies for legitimating sexual harassment and gendered discrimination, we discuss how recognizing these strategies may translate into concerted action against them. Introducing queer organization studies as a lever for such translation, we suggest that a norm-critical approach may, first, explain how currently dominant norms offer sexist excuses for continued harassment and, consequently, delegitimize and change these unjust norms and the untenable practices they support.
Inhalt: To obtain a more complete understanding of the persisting gender earnings gap in Germany, this paper investigates both the cross-sectional and biographical dimension of gender inequalities. Using an Oaxaca Blinder decomposition, we show that the gender gap in annual earnings is largely driven by women’s lower work experience and intensive margin of labor supply. Based on a dynamic microsimulation model, we then estimate how gender differences accumulate over work lives to account for the biographical dimension of the gender gap. We observe an average gender lifetime earnings gap of 51.5 percent for birth cohorts 1964-1972. We show that this unadjusted gender lifetime earnings gap increases strongly with the number of children, ranging from 17.8 percent for childless women to 68.0 percent for women with three or more children. However, using a counterfactual analysis we find that the adjusted gender lifetime earnings gap of 10 percent differs only slightly by women’s family background.
Women’s refusal of racial patriarchy in South African academia
Autor/in:
Raymond, Zaakira; Canham, Hugo
Quelle: Gender and Education, (2022) , S 1–18
Inhalt: This paper explores the career experiences of women academics at three South African universities. To understand the experiences of women academics, we conducted an intersectional interrogation of the politics and practices of belonging in departmental cultures. The sample consisted of thirty women academics whose interviews were analysed through a discursive thematic frame. We found that while all participants experienced gender-based discrimination which hinders academic progression, the barriers experienced by black women academics are compounded by the intersections of race, gender, and motherhood. Patriarchal and racist institutional, disciplinary and departmental cultures served as further challenges to belonging. On the other hand, through counter storytelling and refusal, women created alternative spaces of sociality where suffering co-exists with pleasure, refusal and survival. Ultimately, the paper suggests refusal as a generative theoretical lens to surface the complexity of women academics.
Gendering excellence through research productivity indicators
Autor/in:
Nygaard, Lynn P.; Piro, Fredrik N.; Aksnes, Dag W.
Quelle: Gender and Education, (2022) , S 1–15
Inhalt: As the importance of ‘excellence’ increases in higher education, so too does the importance of indicators to measure research productivity. We examine how such indicators might disproportionately benefit men by analysing extent to which the separate components of the Norwegian Publication Indicator (NPI), a bibliometric model used to distribute performance-based funding to research institutions, might amplify existing gender gaps in productivity. Drawing from Norwegian bibliometric data for 43,500 individuals, we find that each element of the indicator (weighting based on publication type, publication channel, and international collaboration, as well as fractionalization of co-authorship) has a small, but cumulative effect resulting in women on average receiving 10 per cent fewer publication points than men per publication. In other words, we see a gender gap that is not only caused by a difference in the level of production but is also amplified by the value ascribed to each publication.
Führung in Teilzeit? Eine empirische Analyse zur Verbreitung von Teilzeitarbeit unter Führungskräften in Deutschland und Europa
Autor/in:
Hipp, Lena; Sauermann, Armin; Stuth, Stefan
Quelle: WZB Discussion Paper, 501 (2022)
Inhalt: Teilzeitarbeit in Führungsetagen ist eine Ausnahme, obwohl das Thema Arbeitszeit1reduzierung durch veränderte Familienarrangements und zunehmende berufliche Belas2tung wichtiger geworden ist. Daran hat weder der seit mehr als 20 Jahren bestehende
Rechtsanspruch auf einen Teilzeitarbeitsplatz noch das im Jahr 2019 eingeführte Rück3kehrrecht auf einen Vollzeitarbeitsplatz nach zeitlich begrenzten Arbeitszeitreduktionen
etwas geändert. Dieser Beitrag nutzt Daten der Europäischen Arbeitskräfteerhebung, um
Teilzeitarbeit von Führungskräften in Deutschland sowohl im zeitlichen als auch im inter4nationalen Vergleich einzuordnen und damit ein empirisches Fundament für die gesell5schaftliche Diskussion um Teilzeitführungskräfte zu legen. Die Auswertungen zeigen: In
Deutschland arbeiteten im Jahr 2019 laut eigener Aussage rund 14 Prozent der Führungs6kräfte in Teilzeit. Im europäischen Vergleich gehört Deutschland damit zu den Ländern mit
dem höchsten Anteil an teilzeitarbeitenden Führungskräften. Die Auswertungen zeigen
auch, dass in Deutschland der Anteil der weiblichen Führungskräfte in Teilzeit mit rund 32
Prozent deutlich über dem der männlichen Führungskräfte liegt (rund 3 Prozent) und es
große Unterschiede nach Altersgruppen gibt. Als Motiv für eine Arbeitszeitreduktion geben
Führungskräfte, insbesondere Frauen, zumeist Pflege- und Betreuungsverpflichtungen
Schlagwörter:familiäre Verpflichtung; family responsibilities; Teilzeitarbeit; Teilzeitbeschäftigung; Vereinbarkeit Beruf-Familie; work and family
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Wissenschaftspolitik, Vereinbarkeit Familie-Beruf, Geschlechterverhältnis
Can Wage Transparency Alleviate Gender Sorting in the Labor Market?
Autor/in:
Bamieh, Omar; Ziegler, Lennart
Quelle: IZA Discussion Paper, 15363 (2022)
Inhalt: Wage decompositions suggest that a large share of the gender wage gap can be explained by differences in occupation and employer choices. If female workers are not well informed about these pay differences, increasing wage transparency might alleviate the gender gap. We test this hypothesis by examining the impact of the 2011 Pay Transparency Law in Austria, which requires companies to state a wage figure in job advertisements. For the analysis, we combine vacancy postings from the largest Austrian job board with social security spells that record the gender of new hires. To compare the pay level of vacancies before and after the reform, we predict wage postings using detailed occupation-employer cells, which explain about 75 percent of the variation in posted wages. While we estimate a substantial gender wage gap of 15 log points, pay transparency did not affect gender sorting into better-paid occupation and firms. To study job transitions, we focus on a subsample of workers whose previous employment is also observed. Our estimates show that switching occupations is common, and it often entails significant wage changes. Yet, in line with our main estimates, we do not find that women become more likely to switch to better-paid jobs. We interpret the absence of effects as evidence that limited transparency does not explain the persistence of gender sorting in the labor market.
Inhalt: We study the presence and the extent of gender differences in reference letters for graduate students in economics and how these may affect the start of young researchers' careers. To these ends, we build a novel rich dataset covering ten cohorts of academic job market applicants to two top institutions hiring on the international market. We collect information from the application packages and conduct text analysis of reference letters using Natural Language Processing (NLP) techniques in order to measure gender differences in the style and content of the letters. We then combine the resulting measures with information on the applicants’ subsequent labor market outcomes as extrapolated from the main online repositories. Our results reveal that male and female candidates receive different support from their sponsors and are described in systematically different terms. While female advisors talk more about personal characteristics, only male advisors do so at a different extent for male and female candidates. Such differences in how candidates are talked about affect subsequent career outcomes and explain a non-negligible part (5 to 8% approximately) of the observed gender gaps.
Inhalt: Women academics earn less than men, even after controlling for a range of productivity-related covariates. However, the latter usually do not include direct measures of research productivity. This paper uses data from the Higher Education Statistical Authority (HESA) confirming the existence of unconditional and conditional gender wage gaps. Data separately collected for the recent 2021 Research Excellence Framework (REF) shows men are more research productive but that after controlling for academic grade there is no gender productivity gap. For both wage and productivity gaps, there are barriers for women to achieve the research productivity needed to be promoted, and reducing these would go a long way to eliminating such gaps.
Harris und Maté-Sanchez-Val (2022) finden heraus, dass Frauen weniger Zugang zu Ressourcen haben um ihre Prouktivität in der Forschung zu erhöhen und sich dies negativ auf die Verringerung der Gehaltsunterschiede auswirkt.