Lohnungleichheiten zwischen Akademikerinnen und Akademikern : der Einfluss von fachlicher Spezialisierung, frauendominierten Fächern und beruflicher Segregation
Titelübersetzung:Wage inequality between male and female university graduates : the influence of occupational specialization, female-dominated subjects and occupationa segregation
Autor/in:
Leuze, Kathrin; Strauß, Susanne
Quelle: Zeitschrift für Soziologie, Jg. 38 (2009) H. 4, S. 262-281
Inhalt: "Auf der Suche nach einer Erklärung für die bestehenden Lohnungleichheiten zwischen Männern und Frauen mit Hochschulabschluss untersucht der Artikel drei verschiedene Erklärungsansätze: Erstens die humankapitaltheoretische Erklärung, dass Frauen durch die Wahl von weniger berufsspezifischen Studienfächern finanzielle Nachteile auf dem Arbeitsmarkt erfahren; zweitens die These der Abwertung von frauendominierten Studienfächern, wie sie von feministisch-kulturellen Theorien beschrieben wird, und drittens die Bedeutung von Berufssegregation für Lohnungleichheiten, die durch die kulturelle Abwertung von Frauenberufen, aber auch durch institutionelle Rahmenbedingungen wie das deutsche System der tariflichen Lohnverhandlungen geprägt ist. Auf der Grundlage des HIS-Absolventenpanels 1997 werden die logarithmierten Brutto-Monatslöhne von vollzeiterwerbstätigen Männern und Frauen fünf Jahre nach Abschluss ihres Studiums modelliert. Die Ergebnisse unterstützen vor allem die These einer Diskriminierung von frauendominierten Studienfächern und Berufen, durch die jeweils 19 bzw. 13 Prozent der Lohnungleichheiten zwischen Akademikerinnen und Akademikern erklärt werden. Die Wahl von berufsunspezifischen Studienfächern scheint hingegen keinen Einfluss auf die Lohnentwicklung zu haben." (Autorenreferat)
Inhalt: "This article looks into explorations for the wage inequalities between male and female higher education graduates by examining three different explanations: first, the human capital explanation which claims that women's financial disadvantages on the labor market are due to their choice of less occupation-specific fields of study; second, the hypothesis of the devaluation of female-dominated subjects, as claimed in feminist cultural theories; and finally, the importance of occupational sex segregation for the gender wage gap as a function of the cultural devaluation of female-dominated occupations as well as national labor market institutions, such as the German system of collective bargaining. On basis of the HIS Absolventenpanel 1997 we estimate the gross monthly income of full-time employed men and women five years after graduation. Above all, the results support the assumption of a discrimination of female-dominated fields of studies and occupations, which explain 19 and 13 percent respectively of the gender wage gap among higher education graduates. The choice of a field of study with low occupational specificity, however, does not seem to have any influence on the income of either men or women." (author's abstract)
Differences in men and women scientists' perceptions of workplace climate
Autor/in:
Gunter, Ramona; Stambach, Amy
Quelle: Journal of women and minorities in science and engineering, Vol. 11 (2005) No. 1, S. 97-116
Inhalt: "The climate of science is often described as 'chilly' toward women and is blamed for women's underrepresentation and slow advancement within science fields. However, evidence of a chilly climate is often indirect. In this study of male and female science faculty members at a major research university, the authors found direct evidence for a chilly climate: A smaller percentage of women than men described their workplace environments in positive terms, and a larger percentage of women than men described uncomfortable, tense, or hostile interactions. Some men and many women said that gender bias might explain women's negative experiences; at the same time, these men and women stated that they could not say for certain that gender bias existed in their departments. Reasons for interviewees' difficulties in identifying and labeling gender bias are discussed." (author's abstract)
Division 35 presidentials address : gender and leadership in higher education, 2004
Autor/in:
Madden, Margaret E.
Quelle: Psychology of women quarterly : official journal of division 35 (psychology of women) of the American Psychological Association, Vol. 29 (2005) No. 1, S. 3-14
Inhalt: "Literature on gender, higher education administration, and leadership is reviewed using the framework of five principles derived from feminist psychology (Worell & Johnson, 1997): (a) sociocultural context influences leadership situations, (b) power dynamics impact sociocultural structures, (c) people are active agents of coping and environmental change, (d) multiple perspectives are useful, and (e) collaboration is an important technique for changing organizations. Within this framework are discussions of the effects of historical context, gender discrimination and stereotyping, hierarchical organization, masculinized context, the interconnection between gender and status, and leadership as empowerment. Examples of administrative strategies that may promote feminist leadership behavior by college administrators are given, such as understanding behavior in context, promoting structural change, using active survival strategies, changing behavioral incentives, striving for activism and social justice, fostering interdisciplinary perspectives, and encouraging collaboration. Difficulties encountered by women attempting to change the higher education context and assume feminist leadership styles are discussed." (author's abstract)
Inhalt: "This article uses a nationally representative data set to determine the role of glass
ceiling barriers and cohort effects on the earnings differences between women and
men in an elite and growing group of professionals: Scientists and engineers. It draws
on national data gathered in four surveys during the 1990s for cohorts graduating
between 1955 and 1990. Results indicate a continuing pay gap net of human capital,
family status, and occupational characteristics that was not fully explained by either
cohort effects or the glass ceiling. The authors suggest that the gender pay gap in
these fields results from several unmeasured barriers that neither worsen across the
life cycle nor become less problematic for recent cohorts. Improvements will require
continued attention to discriminatory barriers." (author's abstract)|
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Gender writ small : gender enactments and gendered narratives about lab organization and knowledge transmission
in a biomedical engineering research setting
Quelle: Journal of women and minorities in science and engineering, Vol. 11 (2005) No. 1, S. 61-82
Inhalt: "This article presents qualitative data and offers some innovative theoretical approaches
to frame the analysis of gender in science, technology, engineering, and mathematics
(STEM) settings. It begins with a theoretical discussion of a discursive approach
to gender that captures how gender is lived 'on the ground.' The authors argue for
a less individualistic approach to gender. Data for this research project was gathered
from intensive interviews with lab members and ethnographic observations in a biomedical
engineering lab. Data analysis relied on a mixed methodology involving qualitative
approaches and dialogues with findings from other research traditions. Three themes
are highlighted: lab dynamics in relation to issues of critical mass, the division
of labor, and knowledge transmission. The data illustrate how gender is created in
interactions and is inflected through forms of social organization." (author's abstract)|
CEWS Kategorie:Naturwissenschaft und Technik, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Frauen in Führungsfunktionen in Banken : Frauen auf allen Managementebenen unterrepräsentiert
Titelübersetzung:Women in management positions in banks : women underrepresented at all management levels
Herausgeber/in:
Bundesagentur für Arbeit
Quelle: Informationen für die Beratungs- und Vermittlungsdienste der Bundesagentur für Arbeit : Zeitschrift für berufskundliche Information und Dokumentation, (2004) Nr. 14, S. 27-31
Inhalt: Der Beitrag fasst die wichtigsten Ergebnisse der Studie "Marion Festing, Marie Christine Hansmeyer: Frauen in Führungspositionen in Banken. Ausgewählte Ergebnisse einer empirischen Untersuchung, ESCP-EAP Working Paper Nr. 3, Berlin" zusammen. Danach sind Frauen in den Führungszirkeln der Banken noch immer seltene Erscheinungen. Mehr noch haben sie es schwer, sich auf dem Weg dorthin gegen ihre männlichen Konkurrenten durchzusetzen. Und das, obwohl sie in den Unternehmen des Kreditgewerbes durchschnittlich die Hälfte der Mitarbeiter stellen. Doch nur achtzehn Prozent der Führungskräfte in den befragten Banken waren weiblich. Viel bedeutsamer aber ist, umso höher die Führungsebene, desto weniger Frauen lassen sich finden. Sind es im unteren Management immerhin noch 26 Prozent, hat sich diese Zahl bereits im mittleren Management halbiert und ist ihr Anteil im höheren Management mit mageren drei Prozent schließlich kaum noch der Erwähnung wert. Banken mit einem starken Focus auf dem Privatkundengeschäft sowie Zweigstellen ausländischer Finanzinstitute weisen auf allen Ebenen höhere Frauenanteile auf als Banken mit eher geringem Kundenverkehr. (IAB2)
Vom Verbot der Geschlechtsdiskriminierung zum Schutz von Diversity : Umsetzung der neuen EU-Antidiskriminierungsrichtlinien in Deutschland
Titelübersetzung:Ban on gender discrimination to protect diversity : implementation of the new EU anti-discrimination directives in Germany
Autor/in:
Raasch, Sibylle
Quelle: Kritische Justiz : Vierteljahresschrift für Recht und Politik, Jg. 37 (2004) H. 4, S. 394-412
Inhalt: "Die EU hat seit 1975 neun Richtlinien zur Verwirklichung der Gleichbehandlung von Männern und Frauen erlassen, wobei die jüngste Richtlinie 2002/73/EG (Änderung der Richtlinie 76/207/EWG) erst bis zum 5. Oktober 2005 in nationales Recht umzusetzen ist. Orientiert an der Richtlinie 76/207/EWG (Gleichbehandlung von Männern und Frauen hinsichtlich des Zugangs zur Beschäftigung) hat die EU im Jahr 2000 darüber hinaus mit den Richtlinien 2000/43/EG (Antirassismusrichtlinie) und 2000/78/EG (Rahmenrichtlinie Beschäftigung und Beruf) ihren Diskriminierungsschutz auf die Merkmale zugeschriebene Rasse und ethnische Herkunft, Religion oder Weltanschauung, Behinderung und sexuelle Ausrichtung ausgedehnt. Diese beiden Richtlinien hätten bereits bis zum 19. Juli bzw. 2. Dezember 2003 in Deutschland umgesetzt sein müssen. Die Kommission hat deshalb im Juli 2004 ein Vertragsverletzungsverfahren gegen Deutschland ebenso wie auch gegen Belgien, Finnland, Griechenland, Luxemburg und Österreich eingeleitet." (Autorenreferat)
"Gendered" styles of writing and the "inequality in assessment" hypothesis : an explanation for gender differentiation in first class achievement at university
Autor/in:
Earl-Novell, Sarah
Quelle: International journal of sociology and social policy, Vol. 21 (2001) H. 1/2, S. 160-172
Inhalt: "This paper focuses on the relative underachievement of First Class degrees by women
in the U.K. as compared to their male counterparts. This 'problem' is particularly
prevalent in History, Sociology and English, despite the predominance of women studying
both English and Sociology. Various hypotheses attempt to account for this gender
differentiation in First Class academic achievement but, for the purposes of this
paper, the validity of one hypothesis - the 'inequality in assessment' explanation
- will be tested. The hypothesis suggests that undergraduate writing is 'gendered'
and that male academic work tends to conform to a writing style characterised as bold,
confident and risk-taking whereas the female undergraduate writing style is argued
to be cautious and conscientious (McCrum 1994 and 1996, Martin 1997 and Sutherland
1997). The research involves the quantitative analysis of HESA data and the qualitative
analysis of eleven, in-depth, semi-structured interviews conducted with faculty employed
at Sussex University. My analysis of qualitative data indicates that academics perceive
that undergraduate writing is 'gendered' to a certain extent and that in 'argument-based'
subjects, for example, Sociology, History and English, it is the typically male style
of writing that is rewarded. It is evident also, that in 'fact-based' subjects, for
instance, Law and Economies, academics perceive that neither style of writing offers
an intrinsic advantage, hence what constitutes a First in the 'fact-based' disciplines
differs greatly from the argument-based ones. Analysis of HESA data similarly demonstrates
that for these disciplines there is no gender differentiation in the awarding of First
Classifications." (author's abstract)|
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Laboratory talk and women's retention rates in science
Autor/in:
Conefrey, Theresa
Quelle: Journal of women and minorities in science and engineering, Vol. 6 (2000) No. 3, S. 251-264
Inhalt: "Despite initiatives designed to increase women's participation in science, their
attrition rates remain high. To improve women's retention rates, this article proposes
a closer examination of the culture of science to discover what it is about it that
women might find uncomfortable, that could create a 'chilly climate' for them. A 2-year
ethnographic study of a university research laboratory group was conducted that identified
the group's communication style as problematic for some female members. A weekly meeting
was selected that exemplifies several of the dynamics of the communication style that
women at this laboratory had found problematic. An analysis of this meeting identified
specific features of the talk and examined research findings from the fields of language
and gender research and laboratory studies to explain why women might find these features
problematic." (author's abstract)|