Quelle: Data & Knowledge Engineering, 143 (2023) , 102108 S
Inhalt: Gender inclusion is fundamental to a prosperous society, but inequality and exclusion persist in various sectors of it. One of them is the ICT field, which is still struggling to represent the diversity of those it serves. The lack of diversity and power imbalance in software development affects the produced systems, that, instead of advancing gender inclusion, create new barriers in achieving it. Although considered neutral, software does not equally serve everyone who depends on it, favoring characteristics that are statistically more observed in those that are represented during development. As software development teams are predominantly male, it is not surprising that existing systems favor characteristics that are statistically more observed in men over characteristics observed in other genders. As technologies rapidly evolve and revolutionize the way we live, addressing this problem becomes urgent to ensure that these systems benefit everyone, regardless of their gender. As a first step towards this goal, we performed a systematic mapping study on gender issues in software engineering whose results indicated that gender impacts development and systems, but there are limited approaches for addressing it in Requirements Engineering. This study served as the foundation for proposing a conceptual model for gender-inclusive requirements. Its main objective is to facilitate discussion and analysis of gender and related concepts in the elicitation process to include them in the specification of requirements. In this paper, we extend this work by illustrating the concepts with an example, by presenting a process for using the knowledge of the model and a prototype tool that implements it, and by discussing an evaluation with 31 participants of the conceptual model’s usefulness, difficulty of understanding, strengths and weaknesses, use and recommendation, and finally, its components. The results were positive as both novices and experts in conceptual modeling considered the model useful, provided comprehensive feedback on its strengths but also suggestions for improvement, and most answered positively to the questions about whether they would use and recommend it
Diversity, Equity, and Inclusion in Artificial Intelligence: An Evaluation of Guidelines
Autor/in:
Cachat-Rosset, Gaelle; Klarsfeld, Alain
Quelle: Applied Artificial Intelligence, 37 (2023) 1, 2176618 S
Inhalt: ABSTRACTArtificial intelligence (AI) is present everywhere in the lives of individuals. Unfortunately, several cases of discrimination by AI systems have already been reported. Scholars have warned on risks of AI reproducing existing inequalities or even amplifying them. To tackle these risks and promote responsible AI, many ethics guidelines for AI have emerged recently, including diversity, equity, and inclusion (DEI) principles and practices. However, little is known about the DEI content of these guidelines, and to what extent they meet the most relevant accumulated knowledge from DEI literature. We performed a semi-systematic literature review of the AI guidelines regarding DEI stakes and analyzed 46 guidelines published from 2015 to today. We fleshed out the 14 DEI principles and the 18 DEI practices recommended underlying these 46 guidelines. We found that the guidelines mostly encourage one of the DEI management paradigms, namely fairness, justice, and nondiscrimination, in a limited compliance approach. We found that narrow technical practices are favored over holistic ones. Finally, we conclude that recommended practices for implementing DEI principles in AI should include actions aimed at directly influencing AI actors? behaviors and awareness of DEI risks, rather than just stating intentions and programs.
Schlagwörter:artificial intelligence; Big Data; method; text analysis
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
Salary transparency and gender pay inequality: Evidence from Canadian universities
Autor/in:
Lyons, Elizabeth; Zhang, Laurina
Quelle: Strategic Management Journal, (2023)
Inhalt: We examine whether salary transparency influences gender pays inequality in the context of Canadian universities by exploiting a policy change enacted in one Canadian province that required salary disclosure through a publicly searchable database, thus lowering the cost of monitoring the gender pay gap.
We find that, on average, salary disclosure improves gender pay equality but institutions respond in different ways. Despite little media attention around gender equality at the time of the policy, institutions most likely to anticipate higher scrutiny, such as top ranked institutions, respond more aggressively to improve gender pay equality-both in terms of the magnitude and type of response. Combined, our findings suggest that the extent of change from salary transparency depends on the reduction in monitoring costs and organizational characteristics.Managerial Abstract: Salary transparency has been implemented in various ways around the world as a strategy by firms and policy makers to reduce the gender pay gap. However, whether and how it can achieve this in practice is unclear. We examine a salary transparency policy that mandated disclosure to the public through an online database in one Canadian province by comparing the change in gender pay inequality in that province relative to the change in the gender pay gap in provinces without disclosure. We find that salary transparency improves average gender pay equality primarily within the most visible organizations that likely anticipate high levels of public scrutiny. Our findings imply that facilitating low-cost public monitoring of gender inequalities can motivate organizations to enact change.
Quelle: Gend Work Organ (Gender, Work and Organization), 30 (2023) 2, S 431–456
Inhalt: In this paper, inspired by Gloria Anzaldúa, we draw upon our embodied experiences as non-white scholars from different parts of the South to examine our complicity and responsibility for inclusion in performing a Western, neoliberal, diversity-oriented, globalizing academia such as the United States' Academy of Management. We refer to the dominating practice of inclusion as universalist inclusion (uni-inclusion), where a hegemonic includer includes diverse subaltern others while blind to colonial differences. We argue that uni-inclusion has a dark shadow that perpetuates a “you are with us or against us” sentiment of white male superiority and violence, even as it elides the deep connectedness of epistemic, bodily, and material practices in the praxis of performing academia. Drawing upon our embodied and enacted experiences of tenures at Academy of Management as borderland scholars with relational reflexivity, we propose phronetic border thinking/doing praxis for trans-inclusion as a non-essentialist possibility of decolonizing inclusion. We share our understanding of how we have enacted border thinking/doing praxis so that it may provide pointers to pluriversalizing academia. Trans-inclusion is a neologism we suggest to indicate a liberating praxis for all in an era of decolonization and empire where diverse includers beyond self/other dehumanizing binarism engage within an ethics of caring and co-existence.
Affective alignment and epistemic polarization: the case of feminist research in the neoliberalized university
Autor/in:
Lund, Rebecca W. B.
Quelle: Gender & Education, 35 (2023) 5, S 437–453
Inhalt: This article explores affective alignment and epistemic polarization in the field of feminist research, resulting from the neoliberalization of the universities and a performance-oriented research economy. Previous research has described and analysed the ‘epistemic splitting’ that feminist scholars engage in to live up to standardized performance measures and be perceived as ‘proper knowers’ in the neoliberalized university. This article is based on data from 26 interviews with feminist academics, presented as 5 composites, that let us in on their practices and socially organized experiences within the neoliberalized academy. I draw on Sarah Ahmed’s theory of affective alignments to analyse how practices of epistemic splitting are affectively instigated and impelled.
An examination of gender difference in advancement and salary for Marriage and Family Therapy faculty members working in public universities
Autor/in:
Edwards, Lindsay L.; Leone, Rosemary A.; Culver, Kevin
Quelle: Journal of marital and family therapy, 49 (2023) 1, S 74–91
Inhalt: Evidence for inequitable advancement and salary disparity for women in academia is compelling, but only a marginal amount of research has explored this in the field of Marriage and Family Therapy (MFT) specifically. Current research provides preliminary evidence that women remain underrepresented at the Full Professor rank and are paid less than men MFT faculty. This study collected publicly available data for MFT faculty in public universities to explore gender differences in advancement between ranks, salary disparity, and the representation of women and men in the highest and lowest paying niches of MFT academia. Results showed that, despite being 60.15% of MFTs in public universities, women were paid an average of $5596.25 less than men. Men were 1.40 times more likely than women to be promoted to Full Professor on time-within 13 years of their terminal degree. Implications for addressing inequitable advancement and salary disparity for women MFT faculty are discussed.
Schlagwörter:academic rank; akademische Laufbahnentwicklung; female discipline; full professor; gender pay gap; public universities and colleges; wage gap
CEWS Kategorie:Frauen- und Geschlechterforschung, Geschlechterverhältnis
Rethinking Gender Centres in Nigerian Universities
Autor/in:
Igiebor, Oluwakemi Temitope
Quelle: jgcs (Journal of Gender, Culture and Society), 2 (2022) 2, S 11–19
Inhalt: For the past three decades, discussions centred on gender equity have become buzzwords in academic institutions in Nigeria, which has led to an increasing effort to establish gender centres and adopt equity policies. Despite the awareness and presence of gender centres in Nigerian universities, institutionalising gender equity has been challenging. There is a struggle to explain how policy absence and gender centre mergers may constrain positive institutional gender change. This article explores why academic institutions have established gender centres but have not created gender policies. Taking into account the gender stakeholder’s perspectives in two purposively selected universities in Nigeria, this study utilises an integrated feminist approach to investigate why university gender centres are unable to advance gender equity within the institutions. Concepts like institutional resistance and layering offered tools that helped capture the dynamics of institutional change and stasis in the case studies. Findings showed that the existence of gender centres without formalised policies is a window-dressing approach that limits the potential for gender equity within the universities. It also revealed how the redirection of gender centres through mergers with other centres is ‘gendered’. Evidence showed that the prospect for institutional gender change is often tempered by merging incompatible and non-complementary centres. This study, thus, adds to the scholarly literature on institutional resistance, providing valuable insights into the subtle manifestations of resistance towards gender equity institutionalisation in academia.
Quelle: International journal of environmental research and public health, 19 (2022) 12
Inhalt: Current trends in quantitative health research have highlighted the inadequacy of the usual operationalisation of sex and gender, resulting in a growing demand for more nuanced options. This scoping review provides an overview of recent instruments for the operationalisation of sex and gender in health-related research beyond a concept of mutually exclusive binary categories as male or masculine vs. female or feminine. Our search in three databases (Medline, Scopus and Web of Science) returned 9935 matches, of which 170 were included. From these, we identified 77 different instruments. The number and variety of instruments measuring sex and/or gender in quantitative health-related research increased over time. Most of these instruments were developed with a US-American student population. The majority of instruments focused on the assessment of gender based on a binary understanding, while sex or combinations of sex and gender were less frequently measured. Different populations may require the application of different instruments, and various research questions may ask for different dimensions of sex and gender to be studied. Despite the clear interest in the development of novel sex and/or gender instruments, future research needs to focus on new ways of operationalisation that account for their variability and multiple dimensions.
Schlagwörter:Fragebogen; Gender; Geschlechterbegriff; Geschlechtervielfalt; Gesundheitsforschung; intersectionality; Item; literature review; quantitative Forschung; sex
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap
Autor/in:
Lochner, Benjamin; Merkl, Christian
Quelle: IAB-Discussion Paper (IAB-Discussion Paper: Beiträge zum wissenschaftlichen Dialog aus dem Institut für Arbeitsmarkt- und Berufsforschung), 22 (2022)
Inhalt: This paper opens up the black box of gender-specific application and hiring behavior and its implications for the residual gender earnings gap. To understand the underlying mechanisms, we propose a two-stage matching model with testable implications. Using the German IAB Job Vacancy Survey, we show that the patterns in the data are in line with linear and nonlinear production functions at different jobs. Women's application probability at high-wage firms is much lower than at low-wage firms. By contrast, women have the same probability of being hired as men when they apply at high-wage firms. These patterns are not in line with taste-based discrimination, but they can be rationalized by high-wage firms that ask for more employer-sided flexibility. We show that the share of male applicants increases in various dimensions of employer-sided flexibility requirements. Adding the share of male applicants as a proxy for flexibility requirements to Mincer wage regressions reduces the residual earnings gap by around 50 to 60 percent. Women who match at jobs with a high share of male applicants earn substantially more than women at comparable jobs with only females in the application pool (due to compensating differentials). By contrast, when women with children match at these jobs, they face large earnings discounts relative to men.
Schlagwörter:application; application behavior; Gender Studies; Geschlechterforschung; Hiring Decision; work
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Frauen- und Geschlechterforschung
