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.
Stillstand. Familienunternehmen holen keine Frauen in die Führung
Autor/in:
Wiebke Ankersen; Christian Berg; Lucie Schibel; Rosina Ehrhardt
Quelle: Allbright Stiftung; Berlin, 2022.
Inhalt: In kaum einem anderen Land prägen große Familienunternehmen die Wirtschaft so stark wie in Deutschland. Es ist ihr Anspruch, gesellschaftlich verantwortungsvoll zu wirtschaften – und doch sind sie beim Bemühen, Chancengleichheit und Vielfalt in der Führung auf dem Niveau anderer westlicher Industrieländer zu etablieren, der Bremsklotz der deutschen Wirtschaft. Mit 8,3 Prozent ist der Frauenanteil in den Geschäftsführungen der Familienunternehmen nur gut halb so hoch wie bei den Unternehmen in DAX, MDAX und SDAX, und er bewegt sich nicht.
Die Studierendenbefragung in Deutschland : Fokusanalysen zu Diskriminierungserfahrungen an Hochschulen
Autor/in:
Meyer, Jasmin; Strauß, Susanne; Hinz, Thomas
Quelle: Deutsches Zentrum für Hochschul- und Wissenschaftsforschung (DZHW); Hannover (DZHW Brief, 08 2022), 2022.
Inhalt: Im Rahmen des vom Bundesministerium für Bildung und Forschung geförderten Verbundprojekts „Studierendenbefragung in Deutschland“ analysieren Dr. Jasmin Meyer, Prof. Dr. Susanne Strauß und Prof. Dr. Thomas Hinz in einem DZHW Brief (Dezember 2022) Diskriminierungserfahrungen an deutschen Hochschulen.
Etwa ein Viertel der rund 180.000 teilnehmenden Studierenden gab an Diskriminierung im Rahmen ihres Studiums selbst erlebt zu haben (26 Prozent), während fast die Hälfte der Befragten berichtete Diskriminierung anderer beobachtet zu haben (46 Prozent). Dabei wurden Studierende insbesondere anhand ihres Geschlechts diskriminiert (14 Prozent) und beobachteten Diskriminierung von anderen aufgrund eines Migrationshintergrunds (27 Prozent). Fast zwei Drittel der Studierenden haben bereits mindestens eine Herabwürdigung und Benachteiligung selbst erlebt (60 Prozent), wobei am häufigsten von einer Herabsetzung von erbrachten Leistungen berichtet wurde (19 Prozent). Frauen sind von fast allen herabsetzenden Erfahrungen stärker betroffen als Männer, ebenso Studierende mit Migrationshintergrund und Studierende, die sich selbst den sexuellen Orientierungen LGB+ zuordnen.
Die Ergebnisse der Auswertung zeigen auch, dass Studierende, die Diskriminierung erleben, im Gegensatz zu Studierenden ohne solche Erfahrungen häufiger gestresst und unzufrieden fühlen. Die Expert*innen empfehlen deshalb, Beratungsstellen für Antidiskriminierung bundesweit an Hochschulen zugänglich zu machen. Für einen diskriminierungs- und herabsetzungsfreien Raum an deutschen Hochschulen sollten Lehrende darüber hinaus für wertschätzende Umgangsweisen sensibilisiert werden.
CEWS Kategorie:Diversity, Studium und Studierende, Geschlechterverhältnis
Dokumenttyp:Graue Literatur, Bericht
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.
Inhalt: Wie forderten Geschlechterdiskurse vor und nach 1989 die gesellschaftlichen Verhältnisse heraus? Wie intervenierten Akteur*innen in machtvolle Ordnungen? Wie werden feministische Visionen in gegenwärtige Aktivismen aufgenommen? Der Band untersucht feministische, queere und künstlerische Widerstandspraxen sowie Mediendiskurse und Selbst- und Fremdzuschreibungen von DDR-Geschlechterbildern aus intersektionalen, postkolonialen und postsäkularen Perspektiven. Zudem wird die Entwicklung der Gender Studies in Osteuropa in den Blick genommen.
Sexismus im Alltag : Wahrnehmungen und Haltungen der deutschen Bevölkerung - Pilotstudie
Autor/in:
Wippermann, Carsten
Quelle: BMFSFJ; 2022.
Inhalt: Die Pilotstudie „Sexismus im Alltag“ von Prof. Dr. Wippermann stellt erstmals bevölkerungsrepräsentativ dar, dass Sexismus als ein relevantes Phänomen in der Bevölkerung wahrgenommen wird. Die Studie enthält vielfältige Ergebnisse, z.B. in welcher Form und an welchen Orten Sexismus erlebt wird. Auch zeigt sie, wie unterschiedlich das Thema Sexismus in den verschiedenen gesellschaftlichen Milieus erlebt und wie ihm begegnet wird.
Schlagwörter:sexism; Sexismus
CEWS Kategorie:Diversity, Geschlechterverhältnis
Dokumenttyp:Monographie
Gender equality, gender balance and diversity in research and Innovation - Policy Brief
Autor/in:
Kilden genderresearch.no
Quelle: Lysaker, 2022.
Inhalt: Over the past ten years, gender equality and gender balance in the research sector, particularly in higher education institutions, have become a significant research field in Norway. In the same period, the Norwegian research sector has become more international and more ethnically diverse as a result of an increasing amount of foreign-born researchers. Nevertheless, few studies of the research sector analyse the intersection between gender equality and ethnic diversity. In innovation research, only a small number of Norwegian studies include the gender dimension.
Schlagwörter:Diversity; ethnic diversity; Ethnicity; gender equality; intersectionality; literature review; Norway; research and innovation
Gender and innovation through an intersectional lens: Re‐imagining academic entrepreneurship in the United States
Autor/in:
Mickey, Ethel L.; Smith‐Doerr, Laurel
Quelle: Sociology Compass, 16 (2022) 3
Inhalt: How to study inequality in innovation? Often, the focus has been gender gaps in patenting. Yet much is missing from our understanding of gendered inequality in innovation with this focus. This review discusses how gender and innovation are intertwined in durable academic inequalities and have implications for who is served by innovation. It summarizes research on gender and race gaps in academic entrepreneurship (including patenting), reasons for those longstanding inequities, and concludes with discussing why innovation gaps matter, including the need to think critically about academic commercialization. And while literature exists on gender gaps in academic entrepreneurship and race gaps in patenting, intersectional analyses of innovation are missing. Black feminist theorists have taught us that gender and race are overlapping and inseparable systems of oppression. We cannot accurately understand inequality in innovation without intersectionality, so this is a serious gap in current research. Intersectional research on gender and innovation is needed across epistemic approaches and methods. From understanding discrimination in academic entrepreneurship to bringing together critical analyses of racial capitalism and academic capitalism, there is much work to do.
Are we failing female and racialized academics? A Canadian national survey examining the impacts of the COVID‐19 pandemic on tenure and tenure‐track faculty
Autor/in:
Davis, Jennifer C.; Li, Eric Ping Hung; Butterfield, Mary Stewart; DiLabio, Gino A.; Sangunthanam, Nithi; Marcolin, Barbara
Quelle: Gend Work Organ (Gender, Work and Organization), (2022)
Inhalt: The novel coronavirus 2019 (COVID-19) pandemic caused the abrupt curtailment of on-campus research activities that amplified impacts experienced by female and racialized faculty. In this mixed-method study, we systematically and strategically unpack the impact of the shift of academic work environments to remote settings on tenured and tenure-track faculty in Canada. Our quantitative analysis demonstrated that female and racialized faculty experienced higher levels of stress, social isolation and lower well-being. Fewer women faculty felt support for health and wellness. Our qualitative data highlighted substantial gender inequities reported by female faculty such as increased caregiving burden that affected their research productivity. The most pronounced impacts were felt among pre-tenured female faculty. The present study urges university administration to take further action to support female and racialized faculty through substantial organizational change and reform. Given the disproportionate toll that female and racialized faculty experienced, we suggest a novel approach that include three dimensions of change: (1) establishing quantitative metrics to assess and evaluate pandemic-induced impact on research productivity, health and well-being, (2) coordinating collaborative responses with faculty unions across the nation to mitigate systemic inequities, and (3) strategically implementing a storytelling approach to amplify the experiences of marginalized populations such as women or racialized faculty and include those experiences as part of recommendations for change.
Quelle: Gend Work Organ (Gender, Work and Organization), (2022)
Inhalt: In this paper, we theorize the intersectional gendered impacts of COVID-19 on faculty labor, with a particular focus on how institutions of higher education in the United States evaluate faculty labor amidst the COVID-19 transition and beyond. The pandemic has disrupted faculty research, teaching, and service in differential ways, having larger impacts on women faculty, faculty of color, and caregiving faculty in ways that further reflect the intersections of these groups. Universities have had to reconsider how evaluation occurs, given the impact of these disruptions on faculty careers. Through a case study of university pandemic responses in the United States, we summarize key components of how colleges and universities shifted evaluations of faculty labor in response to COVID-19, including suspending teaching evaluations, implementing tenure delays, and allowing for impact statements in faculty reviews. While most institutional responses recenter neoliberal principles of the ideal academic worker that is both gendered and racialized, a few universities have taken more innovative approaches to better attend to equity concerns. We conclude by suggesting a recalibration of the faculty evaluation system – one that maintains systematic faculty reviews and allows for academic freedom, but requires universities to take a more contextualized approach to evaluation in ways that center equity and inclusion for women faculty and faculty of color for the long term.
Schlagwörter:academic career; COVID-19; faculty; Gender; Hochschule; intersectionality; Intersektionalität; Lehrevaluation; neoliberal university; neoliberale Hochschule; people of color; race; tenure; USA; wissenschaftliche Karriere
CEWS Kategorie:Diversity, Wissenschaft als Beruf, Geschlechterverhältnis