Handbook of Gender and Technology : Environment, Identity, Individual
Herausgeber/in:
Trauth, Eileen M.; Quesenberry, Jeria L.
Quelle: Cheltenham: Edward Elgar Publishing Limited (International Handbooks on Gender Ser), 2023.
Inhalt: Written in an accessible style with comprehensive coverage, the Handbook of Gender and Technology provides an excellent foundation examining gender equity in technology fields. Covering the state of the art, chapters consider three key influences – environmental, identity and individual – to highlight interventions to address the gender gap in technology.
Connected early‐career experiences of equality in academia during the pandemic and beyond: Our liminal journey
Autor/in:
Scholz, Frederike; Szulc, Joanna Maria
Quelle: Gend Work Organ (Gender, Work and Organization), (2023)
Inhalt: In this paper, we draw on our subjective experiences as two female early-career academics during the global COVID-19 pandemic. While we acknowledge that the pandemic had negative implications for many female scholars due to compulsory telework or increased family responsibilities, we also want to shed light on the empowering experiences shaped by collegial support that became an important part of our pandemic story. We build on the theory of liminality to explain how the events triggered by the pandemic allowed us to break out of our uncomfortable occupational limbo (i.e., feeling “locked-in” to the identity of a foreign-born PhD graduate) and, through creating a kind of equality, resulted in some unique opportunities and challenges. During these difficult times, shaped by an increasing fear of us or our family catching COVID-19, we embarked on a betwixt-and-between state that allowed us to grow as academics as a part of a collective.
Schlagwörter:COVID-19; early career researcher; family responsibilities; female scientist; liminality
Gender and underrepresented minorities differences in research funding
Autor/in:
Cruz-Castro, Laura; K. Ginther, Donna; Sanz-Menéndez, Luis
Quelle: Handbook of Public Funding of Research. Benedetto Lepori (Hrsg.), Ben Jongbloed (Hrsg.), Diana Hicks (Hrsg.), Edward Elgar Publishing. 2023, S 279–300
Inhalt: This review is about the relationship between research funding allocation, gender and underrepresented minorities (URM). Research on gender and URM disparities in research funding is relevant as it speaks directly to the unexplained gaps in career advancement by illuminating potential effects of gender, race and ethnicity characteristics on productivity, reputation and compensation, offering potential explanations for the distribution of other types of organizational resources and career opportunities. The allocation of research funding is generally performed by the funding bodies, and it has been traditionally expected to operate under some values and principles shared by the science community such as merit-based allocations and equity and not be based on any ascriptive feature of the individuals, like gender, race or ethnicity. Additionally, social and policy pressures for the adoption of other social values exist, such as gender and race equality, or more generally, the observation of non-discriminatory practices. Despite the abundant literature on gender inequality in academia (see Ceci et al. 2014 for a review) and much less regarding URM (National Center for Science and Engineering Statistics 2021; Bernard and Cooperdock 2018), research remains largely inconclusive as to whether disparities are mainly the result of structural differences, self-selection or the effect of different types or discrimination or bias during the review and allocation processes. We will argue that there are analytical gaps as well as methodological challenges that should be addressed in order to increase the robustness of research on this topic.
The scope of this review refers to the recent situation of research funding in various countries and agencies with a focus on gender and URM disparities. It also tries to assess the changing trends. We consider research funding allocation as a process and at each phase there are factors that lead to disparities in funding outcomes across groups. Adopting this type of dynamic perspective means that cumulative effects play a relevant role. We focus on grant funding and not on baseline funding allocated through, for instance, hiring. We do not cover issues related to how research funding supports careers since this is addressed in Melkers, Woolley and Kreth (Chapter 18 in this Handbook). Furthermore, given the complexity and specificity of research funding allocation practices across agencies and countries, their variations and their context dependent effects, we do not discuss funding agency policies designed to provide a more equitable allocation of funding.
Schlagwörter:Ethnicity; Gender; gender differences; minority; Minority Group; race; research funding
CEWS Kategorie:Diversity, Wissenschaft als Beruf, Geschlechterverhältnis
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.