Quelle: Technische Universität Wien; Wien, 2014. 15 S
Inhalt: "This paper draws upon baseline evidence compiled for the FP7 Project 'INstitutional Transformation for Effecting Gender Equality in Research' (INTEGER) in three very different research and higher education institutions. Despite institutional commitments towards gender equality, there is an under-representation of women at full professorship (Grade A) and equivalent positions. Furthermore, women and men are unequally represented on key committees and other decision-making bodies. INTEGER's task is to address these and other imbalances through the adoption of Transformational Gender Action Plans (T-GAPs). These T-GAPs involve: increasing the visibility and leadership potential of women academics/researchers; monitoring and gender proofing of recruitment/retention and promotion policies and practices; ensuring gender balance on decision-making bodies/committees; providing mentoring programmes and training in gender awareness to overcome unconscious bias at all levels of the institution; setting targets for high level appointments; and promoting gender equality as a core value contributing to research excellence. The T-GAP process is informed by international good practice through peer mentoring with research institutions in the UK/EU and USA and alignment with the Athena SWAN Charter and equivalent award holders. In addition, an external evaluation team assesses progress and impacts of the T-GAPs in each organisation. The paper presents common and different approaches of designing institutional transformation, strategies for building alliances in the institution for effective implementation of the T-GAPs and how the processes can be evaluated." (author's abstract)
Das Potenzial von Mentoring in der universitären Frauenförderung
Titelübersetzung:The potencial of mentoring for the advancement of women in science at the university
Autor/in:
Bauernberger, Marietta
Quelle: GENDER - Zeitschrift für Geschlecht, Kultur und Gesellschaft, 1 (2009) 2, S 123-132
Inhalt: "Mentoring ist ein Instrument der wissenschaftlichen
Nachwuchs- und Frauenförderung,
das in den letzten Jahren an den
Universitäten im deutschsprachigen Raum
populär geworden ist. Der vorliegende Beitrag
versucht aus der Perspektive der praktischen
Gleichstellungsarbeit Veränderungspotenziale
des traditionellen Förderkonzepts
Mentoring im Hinblick auf die nach wie vor
androzentristisch geprägten Strukturen der
Organisation Universität festzumachen. Der
Beitrag richtet sich an AkteurInnen aus der
gleichstellungspolitischen Praxis mit Interesse
an der Fördermaßnahme Mentoring als
einem Teilaspekt der Frauenförderungs- und
Gleichstellungsarbeit." (Autorenreferat)
Inhalt: "Mentoring is a traditional instrument for the
advancement of women in science, which
has gained in importance and popularity for
the last number of years. From the perspective
of the practicality of equality treatment
and the advancement of women at university,
the present article tries to develop opportunities
and potentials of the concept of
mentoring for the possibilities of change to
the androcentristic structures of university.
This article is directed towards those responsible,
and those interested in the role of gender
and equality treatment and the traditional
instrument of mentoring as support for
the advancement of women in science at the
university." (author's abstract)
Schlagwörter:Gleichstellung; Chancengleichheit; human resources development; Universität; Personalentwicklung; advancement of women; university; Mentoring; Federal Republic of Germany; organizational culture; mentoring; Frauenförderung; Organisationskultur; equal opportunity; affirmative action; equal opportunity policy; Gleichstellungspolitik
SSOAR Kategorie:Organisationssoziologie, Militärsoziologie, Frauen- und Geschlechterforschung