Policy framing and resistance : Gender mainstreaming in Horizon 2020
Autor/in:
Vida, Bianka
Quelle: European Journal of Women's Studies, 28 (2021) 1, S 26–41
Inhalt: Scholarship on gender mainstreaming (GM) in the European Union (EU) consistently highlights the disappointing implementation of gender mainstreaming. This article contributes to that discussion through the analysis of the first policy frame on gender equality in the work programmes of the EU’s Framework Programme for Research and Development, Horizon 2020, from 2014 until 2016. This article analyses how GM as a transformative strategy is contextualised by advisory group experts, and what is being achieved within Horizon 2020 work programmes. In opposition to the Commission’s rhetorical commitment to GM, this article demonstrates that Horizon 2020 work programmes exemplify a failure of implementing GM, further depoliticising gender equality in the Commission’s neoliberal context.
Quelle: Gend Work Organ (Gender, Work and Organization), (2020)
Inhalt: Experiences from individualized gender equality funding programs, as the ones used in Denmark, demonstrate that one‐off policy interventions, although a small step in the right direction, cannot stand alone in the fight against gender imbalances in academia. Closing the gender gap is a complex, multi‐level undertaking that needs constant rethinking of policies and the dedication of adequate financial resources. The need of rethinking policy is in particular urgent during Covid‐19, which has further amplified imbalances due to a drop in the productivity of women researchers. Funding bodies should therefore reconsider traditional approaches heavily rewarding publications in the distribution of research funds. They ought to respond to the gendered impact of the pandemic by engaging institutions in structural and cultural change, setting up requirements for institutions to have achieved a certain level of gender equality outcomes, and thus link institutional progress to research funding.
Schlagwörter:COVID-19; cultural change; Forschungsförderung; gender gap; gender inequality; Geschlechterungleichheit; Gleichstellungspolitik; Kulturwandel; productivity; Produktivität; research funding; structural change
Von „Diversity Management“ zu „Diversity und Inclusion“?
Autor/in:
Zimmermann, Andrea; Weibel, Fleur
Quelle: ZDfm (Zeitschrift für Diversitätsforschung und -management), 5 (2020) 2-2020, S 153–166
Inhalt: Nach über zwei Jahrzehnten Bemühungen um Gleichstellung an Schweizer Hochschulen ist die Wissenschaft weiterhin durch eine starke vertikale und horizontale Segregation geprägt. Dies führt zu einer markanten Unterrepräsentation von Frauen, insbesondere in der Schweizer „Spitzenforschung“. Am Beispiel eines Nationalen Forschungsschwerpunkts (NFS) zeigen wir, inwiefern eine ambivalente Verbindung von Gleichstellungs- und Exzellenzdiskursen die Hegemonie der Männlichkeit reproduziert. Um diese vergeschlechtlichten Normen thematisier- und veränderbar zu machen, erscheint eine Ergänzung bisheriger Gleichstellungsbemühungen um das Konzept der Inclusion vielversprechend.
Multi-Level State Interventions and Gender Equality in Higher Education Institutions: The Irish Case
Autor/in:
O’Connor, Pat; Irvine, Gemma
Quelle: Administrative Sciences, 10 (2020) 4, 98 S
Inhalt: Much of the work on gender equality in higher educational institutions (HEIs) has concentrated on the organizational level. The original contribution of this article lies in its focus on state policy developments and interventions. We focus on Ireland as a specific national context, highlighting multi-level state interventions and looking at their impact on HEIs. Using secondary data analysis (including documentary analysis) and focusing particularly on the period since 2014, state initiatives to tackle the problem of gender inequality from various angles are outlined. They include the introduction of Athena SWAN; the Expert Group Review; the Gender Equality Taskforce; the Senior Academic Leadership Initiative; research funding agency initiatives and those around sexual harassment. In evaluating their impact, we look at the gender pay gap, the gender profile of the professoriate and senior management as well as other indicators of cultural change in HEIs. The article concludes that the best possibility of leveraging change arises when it is driven at the state (macro); the HEI (meso) and the situational (micro) level simultaneously, by gender competent leaders willing to tackle the historically male dominated, masculinist criteria, procedures, processes and micropolitical practices that are "normalized" in HEIs.
Diversity and equality in honours and awards programs – steps towards a fair representation of membership
Autor/in:
Holmes, Mary Anne; Myles, LaToya; Schneider, Blair
Quelle: Adv. Geosci. (Advances in Geosciences), 53 (2020) , S 41–51
Inhalt: Honours and awards bestowed by professional societies recognize and reward members who have advanced the goals and values of that society. All too often, however, awards reflect a small network of people who know about the awards and participate in the process. This network works wonderfully for the people lucky enough to be in it, but typically neglects the full range and breadth of scholarship and service within the society. We represent a combined 15+ years' experience on the honours' committee for a large professional society (the American Geophysical Union) and here offer strategies to increase the representation of honourees. Women represented less than 20 % of awardees when we first became committee members in 2008; women represented 50 % of awardees in 2019. There is still much to do to ensure that members from other typically under-represented groups (non-US members, members from under-represented races/ethnicities) are truly represented and honoured for outstanding science and service. We recommend forming canvassing committees that will scour the literature, conferences, and membership lists for appropriate and otherwise overlooked nominees; providing implicit bias training to selection committees; and ensuring selection committees focus on the criteria for the award rather than non-pertinent, often personal, information, as well as additional strategies that allow us to recognize our worthy colleagues.
Hochschulische Gleichstellungspolitik 2013 – eine kritisch-konstruktive Bilanz mit Perspektive(n)
Autor/in:
Dalhoff, Jutta
Quelle: Wissenschaftsmanagement Online, (2013) , S 1–6
Inhalt: Jutta Dalhoff, Leiterin des Kompetenzzentrums Frauen in Wissenschaft und Forschung CEWS, fragt in Ihrem Beitrag, warum in Fragen der Gleichstellungspolitik in der Wissenschaft nichts oder verhältnismäßig wenig passiert, obwohl der Handlungsbedarf bei verschiedenen Gelegenheiten regelmäßig thematisiert wird. Sie betrachtet vier Programme und Initiativen zur Förderung von Gleichstellung eingehender und geht auf die Frage der Verantwortlichkeit ein. Dabei zeigt sie, welche Rolle Fragen einer Föderalismusreform für die Gleichstellungspolitik haben.
Schlagwörter:Exzellenzinitiative; Forschungsorientierte Gleichstellungsstandards; Pakt für Forschung und Innovation; Professorinnenprogramm
Frauenförderung zwischen heterogenen Logiken : der Fall eines Nachwuchsförderprogramms in der deutschen Exzellenzinitiative
Titelübersetzung:Promotion of women between heterogeneous logics : the case of a postdocprogram in German Excellence Initiative
Autor/in:
Petschick, Grit; Schmidt, Robert J.; Norkus, Maria
Quelle: Schweizerische Zeitschrift für Soziologie, Vol. 39 (2013) Iss. 2, S. 383-404
Inhalt: "Nach Maßgabe neuer förderpolitischer Instrumente muss die Universität bei der Ausbildung wissenschaftlichen Nachwuchses wissenschaftlichen und gleichstellungspolitischen Anforderungen gerecht werden, da die weithin bekannten Probleme von Frauen in dieser Phase reduziert werden sollen. Der Beitrag untersucht in einer Fallanalyse die Frauenfördermaßnahmen im Nachwuchsprogramm eines naturwissenschaftlichen Clusters, das im Rahmen der Exzellenzinitiative in Deutschland entstand. Gezeigt wird, dass diese Maßnahmen durch sich beständig verändernde Wechselwirkungen zwischen den Logiken Gleichstellung und Wissenschaft und den organisationalen Strukturen teilweise zu unintendierten Konsequenzen für die Karrieren der geförderten Frauen führen" (Autorenreferat)
Inhalt: "New instruments of promotion policy enforce scientific and equality policy requirements on to the training of postdoc researchers in the universities, with the intention of reducing the wellknown difficulties of women in this phase. The paper presents a case-study, which analyses the measures to promote women within the junior researcher program of a natural sciences cluster, founded in the German Excellence Initiative. It is shown that these measures sometimes lead toparadoxical consequences for the careers of the women enrolled, due to the constantly changing interplay between the logics of science and equality, and the organizational structures." (author's abstract)