Quelle: Equality Diversity and Inclusion, 38 (2019) 2, S 246–264
Schlagwörter:ADVANCE; career opportunities; Karrierechancen; MINT; STEM
CEWS Kategorie:Berufungsverfahren
Dokumenttyp:Zeitschriftenaufsatz
The re-production process of gender bias: A case of ICT professors through recruitment in a gender-neutral country
Autor/in:
Tiainen, Tarja; Berki, Eleni
Quelle: Studies in Higher Education, 44 (2019) 1, S 170–184
Inhalt: Women's under-representation in the fields of science and technology is strong; both in software houses and academic posts. We focus on the academic field by gender sensitive analysis of Information and Communication Technology (ICT) academics. The general picture given by statistics' meta-analyses illustrates male dominance even in Finland, which is often presented as a country which values gender equality high. For achieving deeper understanding about the process of gender bias reproduction, we focus on one university and its selection of ICT professors. Although every professorship fulfilling is a situated process, they all together shape a homogeneous male-dominant picture. This paper continues on early gender-focused discussion of Studies in Higher Education by presenting an organisational point of view.
Inhalt: The purpose of this paper is to gain a deeper understanding of gender stereotypes in academia by examining the informal aspects of the university as an organisation. We do so by using the concept of 'micro-political practices related to recruitment and progression in higher education institutions'. To increase our comprehension, we conducted multi-method research that included the IAT test, a vignette study, and in-depth interviews at one university in the Netherlands. Our findings demonstrate the importance of unconscious stereotypes that create a divide between both male and female respondents. We explain how unconscious stereotypes permeate micro-political practices at the university under study. Consequently, we discuss whether our case represents a gendered organisation, which reproduces male organisational features in regard to recruitment and career progression. Our multi-method approach creates additional depth for our findings, reconfirming the importance of combining different data sources.
Quelle: Canadian Journal of Higher Education, 49 (2019) 2, S 1–16
Inhalt: The university reward structure has traditionally placed greater value on individual research excellence for tenure and promotion, influencing faculty’s allocation of time and definition of worthwhile labour. We find gender differences in Canadian natural sciences and engineering faculty’s opinions of the traditional criteria for measuring academic success that are consistent with an implicit gender bias devaluing service and teamwork. Most women recommend significant changes to the traditional model and its foundation, while a substantial minority of men support the status quo. However, this comparative qualitative analysis finds more cross-gender similarities than differences, as most men also want a more modern definition of success, perceiving the traditional model to be disproportionately supportive of one type of narrow research scholarship that does not align with the realities of most faculty’s efforts. Thus, this study suggests a discrepancy between traditional success criteria and faculty’s understanding of worthwhile labour.
Ausschreibung und Stellenbesetzung an Universitäten
Autor/in:
Novak, Manfred
Quelle: Zeitschrift für Hochschulrecht, Hochschulmanagement und Hochschulpolitik, 17 (2018) 2, S 31–37
Inhalt: Das Stellenbesetzungsverfahren an Universitäten wird mit dem Akt der Ausschreibung eingeleitet. Da die Ausschreibung von maßgeblicher Bedeutung für den Bewerber-Pool und das Verfahrensergebnis und damit für eine anforderungsgerechte Stellenbesetzung ist, spielt sie eine ausschlaggebende Rolle für die Verfahrensrichtigkeit im Besetzungsverfahren. Die unabdingbaren Voraussetzungen für eine korrekte Stellenausschreibung sowie mögliche Fehler und deren Konsequenzen sind in diesem Zusammenhang von wesentlichem Interesse. Dabei kommt dem Frauenförderungsgebot und dem Diskriminierungsverbot für die Auslotung von Erfordernissen und Fehlerfolgen besondere Relevanz zu. (HRK / Abstract übernommen)
CEWS Kategorie:Wissenschaft als Beruf, Gleichstellungspolitik, Hochschulen, Berufungsverfahren
Dokumenttyp:Zeitschriftenaufsatz
Excellence as a Gender-Biased Concept and Effects of the Linking of Excellence with Gender Equality
Autor/in:
Wolffram, Andrea
Quelle: International Journal of Gender, Science and Technology, 10 (2018) 1, S 88–107
Inhalt: This paper focuses on the subjectivity of evaluations of excellence in promotion and hiring processes in academia and on the accompanying factors for successful careers in Science and Technology (S&T) disciplines. Against the background of the disproportionately low rate of appointments of female scientists to professorships in Germany, the article analyses how the demands of gender equality and the concept of excellence are negotiated at a German university that was successful in the German Excellence Initiative. The implementation of the excellence process was accompanied by a discourse of linking excellence with gender equality. This article draws on qualitative data from interviews with researchers at different levels of their scientific careers. It can be shown that researchers, regardless of their scientific experience, perceive equity measures in appointment procedures as undermining the meritocratic principle. Rather, most of them think that societal conditions outside the scientific system are responsible for the underrepresentation of women in professorships and other top positions in academia.
Schlagwörter:Beförderung; Berufungsverfahren; Bewerbung; career paths in science and technology; Deutschland; Diskurs; Exzellenz; Exzellenzinitiative; Frauen in der Wissenschaft; Geschlechtergerechtigkeit; Gleichstellung; Interview; meritocracy; Meritokratie; MINT; Personalrekrutierung; promotion and recruitment of women in academia; Social construction of excellence; Soziale Konstruktion; Technologie; Unterrepräsentanz; wissenschaftliche Karriere; Wissenschaftskarriere
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis, Wissenschaftspolitik, Berufungsverfahren
The trench warfare of gender discrimination : Evidence from academic promotions to full professor in Italy
Autor/in:
Marini, Giulio; Meschitti, Viviana
Quelle: Scientometrics, 115 (2018) 2, S 989–1006
Inhalt: In this paper we aim to understand if gender makes a difference in the path to promotion to full professor in Italian universities, drawing on data from 2013 to 2016. The new promotion system pursuant Gelmini Law (210/2010) in Italy implies to go through two steps. First, they have to obtain the national ASN system (fit-for-the-role national filter), based on merit measured via bibliometric and non-bibliometric indicators. This step does not mean to get a position, it only means to be able to apply for it at institutional level. We believe that discrimination based on gender may happen especially at institutional level as in comparison to ASN there is less transparency and more autonomy at institutional level. It is also hypothesised that discrimination based on gender may differ according to the percentage of women already at full professor rank by disciplinary field. We investigate gender inequality using a binary variable (promoted or not promoted along 2013 until 2016) controlling by scientific productivity, normalised number of available vacancies, result of national research evaluation (VQR-department of candidate's affiliation), age, current rank-and-file position. Multilevel logistic regression demonstrates that among those who obtained the ASN and at parity of other conditions, men have around 24% more probability to be promoted at parity of scientific production, which reveals a relevant gender discrimination. Our findings have implications on theory about inequality regimes and might serve to reflect on how to improve practices at institutional level.
Schlagwörter:Berufsaussicht; career opportunities; Chancengleichheit; discrimination; Diskriminierung; equal opportunities; Karrierechancen