Gender disparity in the effects of COVID‐19 on academic productivity and career satisfaction in anesthesiology in the US: Results of a national survey of anesthesiologists
Autor/in:
Jankowska, Anna E.; Pai, Sher‐Lu; Lee, Jennifer K.; Austin, Thomas M.; Nyshadham, Soumya; Diachun, Carol Ann B.; Byerly, Stephanie I.; Hertzberg, Linda B.; Berenstain, Laura K.
Quelle: Gend Work Organ (Gender, Work and Organization), (2023)
Inhalt: The coronavirus disease 2019 (COVID-19) pandemic created unprecedented challenges for anesthesiologists both at work and home. This study examined whether the pandemic affected academic productivity and career satisfaction among anesthesiologists practicing in the United States during the early stages of the pandemic and whether these effects differed by gender. A survey was emailed to 25,473 members of the American Society of Anesthesiologists to learn about their experiences during the beginning of the pandemic. The survey directed respondents to rate their change in academic productivity, clinical care hours, scholarly and leadership opportunities, income, childcare duties, and household responsibilities during the first 5 months of the pandemic (March 1–July 31, 2020). The primary variable was gender, academic productivity was the primary outcome, and data were analyzed by multivariable proportional odds logistic regression models and correlations. Female anesthesiologists reported lower academic productivity and career satisfaction relative to male anesthesiologists during the study period. Career satisfaction positively correlated with academic productivity. Compared to male anesthesiologists, female anesthesiologists also had more household responsibilities before and during the pandemic. Being a female parent reduced academic productivity relative to that reported by nonparents of either gender. In conclusion, the early months of the COVID-19 pandemic had a greater adverse professional impact on female anesthesiologists than on their male counterparts. Efforts to support and retain female anesthesiologists, particularly those early in their careers and those with children, are essential for the specialty to maintain its workforce and promote gender equity in promotion and leadership.
Women academics experiences of maternity leave in the neoliberal university: Unmasking governmentality
Autor/in:
Jones, Karen; Floyd, Alan
Quelle: Gend Work Organ (Gender, Work and Organization), (2023)
Inhalt: Addressing a paucity of large-scale studies about women academics maternity experiences of leave in academia and under-theorizing the influence of neoliberalism on this phenomenon, this research provides one of the largest studies of women's experiences of maternity leave in the academic sector. Secondary analysis of a subset of data from a global online mixed method survey with 553 women academics (82% UK, 18% international) was undertaken to explore experiences and implications of maternity leave for women. The findings reveal that women academics continued to undertake core academic work duties during maternity leave such as writing grant applications and journal articles, supervising doctoral students, teaching, and responding to emails. We document four distinct orientations adopted by women during maternity leave that characterize neoliberal subjectivity and use Foucauldian governmentality to unmask the inculcation of such norms. Our analysis shows how neoliberal ideology has gained a hegemonic position in academia that leaves little space for maternity leave, resulting in many women effectively relinquishing their maternity rights to sustain academic productivity. We argue that neoliberalism and new managerialism within the academy undermine policies to support women's maternity rights. The findings of this study will be of interest to scholars and Human Resources professionals, academic mothers, managers, and policymakers who are championing change in the sector.
Power and the perception of pregnancy in the academy
Autor/in:
Percival Carter, Erin
Quelle: Gend Work Organ (Gender, Work and Organization), (2023)
Inhalt: Becoming pregnant as an academic is risky. Many who want to become or find themselves pregnant structure their lives and careers to try to mitigate the potential negative effects of pregnancy on their future careers. Yet research continues to suggest that having been pregnant or being a mother significantly reduces the likelihood of career success compared to either being child-free or a father. While in some cases success is defined as research productivity, in many cases, it is defined as simply remaining in academia. Governments, societies, and institutions bemoan the resulting “leaky pipelines” and speculate as to the causes of seemingly reinforced glass ceilings. Yet, underlying so many of the formal and informal conversations, norms, and policies surrounding pregnancy and academia is an implicit assumption that pregnancy and pregnant people are the problem to be solved and solutions thus require repairing some deficit created in the individual by pregnancy. In this article, I argue that pregnancy discrimination in academia is in large part a problem resulting from power and how it is wielded against pregnant people, both by institutions and by individuals. Using both a personal narrative account of the process, experience, and outcomes of pregnancy in the academy resulting in filing a formal Title IX complaint and a review of contemporary research on power, discrimination, and pregnancy, I explore how academic structures and systems nominally tasked with supporting equity can instead serve to exaggerate power differences and foster discrimination.
Führung in Teilzeit? Eine empirische Analyse zur Verbreitung von Teilzeitarbeit unter Führungskräften in Deutschland und Europa
Autor/in:
Hipp, Lena; Sauermann, Armin; Stuth, Stefan
Quelle: WZB Discussion Paper, 501 (2022)
Inhalt: Teilzeitarbeit in Führungsetagen ist eine Ausnahme, obwohl das Thema Arbeitszeit1reduzierung durch veränderte Familienarrangements und zunehmende berufliche Belas2tung wichtiger geworden ist. Daran hat weder der seit mehr als 20 Jahren bestehende
Rechtsanspruch auf einen Teilzeitarbeitsplatz noch das im Jahr 2019 eingeführte Rück3kehrrecht auf einen Vollzeitarbeitsplatz nach zeitlich begrenzten Arbeitszeitreduktionen
etwas geändert. Dieser Beitrag nutzt Daten der Europäischen Arbeitskräfteerhebung, um
Teilzeitarbeit von Führungskräften in Deutschland sowohl im zeitlichen als auch im inter4nationalen Vergleich einzuordnen und damit ein empirisches Fundament für die gesell5schaftliche Diskussion um Teilzeitführungskräfte zu legen. Die Auswertungen zeigen: In
Deutschland arbeiteten im Jahr 2019 laut eigener Aussage rund 14 Prozent der Führungs6kräfte in Teilzeit. Im europäischen Vergleich gehört Deutschland damit zu den Ländern mit
dem höchsten Anteil an teilzeitarbeitenden Führungskräften. Die Auswertungen zeigen
auch, dass in Deutschland der Anteil der weiblichen Führungskräfte in Teilzeit mit rund 32
Prozent deutlich über dem der männlichen Führungskräfte liegt (rund 3 Prozent) und es
große Unterschiede nach Altersgruppen gibt. Als Motiv für eine Arbeitszeitreduktion geben
Führungskräfte, insbesondere Frauen, zumeist Pflege- und Betreuungsverpflichtungen
Schlagwörter:familiäre Verpflichtung; family responsibilities; Teilzeitarbeit; Teilzeitbeschäftigung; Vereinbarkeit Beruf-Familie; work and family
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Wissenschaftspolitik, Vereinbarkeit Familie-Beruf, Geschlechterverhältnis
Academic women’s voices on gendered divisions of work and care: ‘Working till I drop . . . then dropping’
Autor/in:
Sümer, Sevil; Eslen-Ziya, Hande
Quelle: European Journal of Women's Studies, (2022)
Inhalt: Our main goal in this article is to discuss the structural and persistent problems experienced by women academics, especially with respect to the gendered divisions of academic tasks and unequal divisions of care obligations in the domestic sphere. The analysis is based on reflexive thematic analysis of the open-ended questions of an online questionnaire on the academic work environment, work satisfaction, stress, academic duties and allocation of tasks, and thoughts on gender equality. Academics from different countries voice their lived experiences, frustrations as well as worries about their future. We aim to highlight how these issues are embedded in the structures of academic capitalism and argue against the tendency to individualise these issues in a bid to inspire an informed collective resistance.
Schlagwörter:academic capitalism; academic care; Arbeitsteilung; Arbeitszufriedenheit; Care; care responsibility; Diskurs; division of labor; domestic labour; Forschung; gender equality; gendered work organization; Lehre; qualitative Analyse; qualitative analysis; questionnaire; resistance; time allocations; work environment
CEWS Kategorie:Vereinbarkeit Familie-Beruf, Wissenschaft als Beruf, Geschlechterverhältnis
Un/making academia: gendered precarities and personal lives in universities
Autor/in:
McKenzie, Lara
Quelle: Gender and Education, (2021) , S 1–18
Inhalt: Recent scholarship on universities explores how academics’ families and partners restrict their careers and how academic labour limits these relationships, both in highly gendered ways. Such research less often considers how people’s close relations might unevenly support them in continuously relocating; dedicating unpaid time to ‘career development’; or taking on or influencing them to remain in short-term, poorly paid precarious roles. This paper explores precariously employed post-PhDs in Australia, investigating their gendered careers and personal lives. Drawing on interviews at three public universities, it shows how women with children and partners in particular raise concerns over how their relationships and work interact. Here, certain kinds of workers – men and single women, unencumbered by family responsibilities and restrictions on travel, and with access to financial resources – appear better able to navigate moves to more secure work. This paper argues that support from close relations is productive and restrictive for precarious academics’ careers.
The Never‐ending Shift : A feminist reflection on living and organizing academic lives during the coronavirus pandemic
Autor/in:
Boncori, Ilaria
Quelle: Gender Work Organ (Gender, Work & Organization), (2020)
Inhalt: This article offers a feminist reflection written as a nocturnal stream of consciousness exposing the embodied, emotional and professional experience of living and working during a pandemic outbreak. Framed within a feminist approach, this personal narrative provides an example of the effects of such unexpected and unprecedented circumstances on personal and professional academic lives. Developed during the first stage of the (inter)national coronavirus pandemic, my reflections address issues of privilege; emotional labour; the virtual invasion of the home space within the current increasingly ambiguous space of ‘the workplace'; workload; and wellbeing. Further, I consider how the newly enforced flexible work measures based on online tools have turned current work–life dynamics into a ‘Never‐ending Shift'.
Caring during COVID‐19 : A gendered analysis of Australian university responses to managing remote working and caring responsibilities
Autor/in:
Nash, Meredith; Churchill, Brendan
Quelle: Gender, Work & Organization, 27 (2020) 5, S 833–846
Inhalt: OVID‐19 is dramatically reconfiguring paid work and care. Emerging evidence in the global media suggests that academic women with caring responsibilities are being proportionately impacted. This article fills a key knowledge gap by examining how Australian universities are supporting academics to manage remote work and caring during the COVID‐19 pandemic. We conducted a desktop analysis of public information about remote working and care from 41 Australian universities and compared them to the world’s top 10 ranked universities. Findings suggest that during the pandemic, the Australian higher education sector positions decisions about caring leave and participation in the paid labour force as ‘private’ matters in which employees (mainly women) design their own ‘solutions’ when compared with international institutional counterparts. We argue that COVID‐19 provides another context in which universities have evaded their responsibility to ensure women’s full participation in the labour force.
The Differential Impact of COVID-19 on the Work Conditions of Women and Men Academics during the Lockdown
Autor/in:
Yildirim, T. Murat; Eslen-Ziya, Hande
Quelle: Gender Work Organ (Gender, Work & Organization), (2020)
Inhalt: That the COVID-19 pandemic has affected the work conditions of large segments of the society is in no doubt. A growing body of journalistic accounts raised the possibility that the lockdown caused by the pandemic affects women and men in different ways, due mostly to the traditionally gendered division of labor in the society. We attempt to test this oft-cited argument by conducting an original survey with nearly 200 academics. Specifically, we explore the extent to which the effect of the lockdown on child-care, housework and home-office environment varies across women and men. Our results show that a number of factors are associated with the effect of the lockdown on the work conditions of academics at home, including gender, having children, perceived threat from COVID-19, and satisfaction with work environment. We also show that having children disproportionately affects women in terms of the amount of housework during the lockdown.
Schlagwörter:academics; Arbeitsbedingungen; Arbeitsteilung; Befragung; child care; COVID-19; division of labor; gender inequality; Geschlechterungleichheit; Geschlechtervergleich; Hausarbeit; Kinderbetreuung; survey; Wissenschaftler; working condition
CEWS Kategorie:Vereinbarkeit Familie-Beruf, Wissenschaft als Beruf, Geschlechterverhältnis
Ist die Geschlechterrolleneinstellung entscheidend? Die Wirkung länderspezifischer Geschlechterkulturen auf die Erwerbsarbeitszeiten von Frauen
Autor/in:
Kümmerling, Angelika; Postels, Dominik
Quelle: Köln Z Soziol (KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie), 72 (2020) 2, S 193–224
Inhalt: In der letzten Dekade wurde (nicht nur) in Deutschland eine Reihe von Maßnahmen zur Erhöhung der weiblichen Erwerbsbeteiligung eingeführt (Ausbau der Kinderbetreuungseinrichtungen, Elterngeld etc.). Während sich die Erwerbsquote der Frauen deutlich erhöht hat, fallen die Effekte auf das Arbeitsvolumen deutlich schwächer aus. Ziel des Beitrags ist es, diejenigen Faktoren zu identifizieren, die zu höheren Arbeitszeiten von Frauen beitragen. Hierfür vergleichen wir auf Grundlage des European Social Surveys die Arbeitszeiten von Frauen in der EU-27 und entwickeln ein Mehrebenenmodell, das uns ermöglicht, Einflüsse von Makro- und Mikroebene auf die Arbeitszeiten gleichzeitig zu beobachten. Auf der Mikroebene kontrollieren wir die individuelle Qualifikation, die Lebensphase und verschiedene Arbeitsplatzcharakteristika, auf der Makroebene soziostrukturelle und familienpolitische Unterschiede in den EU-Ländern. Aufbauend auf der Theorie der Geschlechterkulturen von Pfau-Effinger modellieren wir zusätzlich die Geschlechterkultur als mit Makrostrukturen interagierende Variable. Unsere Ergebnisse zeigen, dass die Wirkung familienfreundlicher Maßnahmen, wie die Verfügbarkeit von Kinderbetreuungseinrichtungen oder flexibler Arbeitszeitmodelle, durch länderspezifische Geschlechterrollenvorstellungen beeinflusst werden. Wir schließen daraus, dass politische und betriebliche Maßnahmen zur besseren Einbindung von Frauen in den Arbeitsmarkt und insbesondere zur Erhöhung ihrer Arbeitszeit nur dann ihre volle Wirksamkeit entfalten können, wenn diese durch die in einer Gesellschaft vorherrschenden Rollen- und Familienleitbilder gestützt werden.;