Inhalt: Dass sich Arbeits- und Lebenswelten und damit zusammenhängend Geschlechterverhältnisse im Umbruch befinden, ist mittlerweile sowohl in der Frauen- und Geschlechterforschung als auch in der Arbeits- und Industriesoziologie ‚state of the art‘. Die Beobachtung eines tiefgreifenden sozialstrukturellen und ökonomischen Umbruchs zu einer marktkapitalistischen Gesellschaft wird von VertreterInnen beider Disziplinen diagnostiziert. Der vorliegende Band unterzieht diese Thesen einer Revision und Aktualisierung anhand von empirisch innovativen Feldern sowie theoretischen Konzeptionen.
Schlagwörter:Arbeit; Arbeit 4.0; Arbeits- und Industriesoziologie; Arbeitsbeziehung; Arbeitswelt; Digitalisierung; Feminismus; Frauenbewegung; Geschlechterforschung; Geschlechterverhältnis; Ingenieur*in; Kapitalismus; Kapitalismuskritik; soziale Ungleichheit; Sozialstruktur
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Sammelwerk
Limitations of Social Media Feminism : No Space of Our Own
Autor/in:
Megarry, Jessica
Quelle: Palgrave Macmillan, 2020.
Inhalt: #MeToo. Digital networking. Facebook groups. Social media continues to be positioned by social movement scholars as an exciting new tool that has propelled feminism into a dynamic fourth wave of the movement. But how does male power play out on social media, and what is the political significance of women using male-controlled and algorithmically curated platforms for feminism?
To answer these questions, Megarry foregrounds an analysis of the practices and ethics of the historical Women’s Liberation Movement (WLM), including the revolutionary characteristics of face-to-face organising and the development of an autonomous print culture. Centering discussions of time, space and surveillance, she utilises radical and lesbian feminist theory to expose the contradictions between the political project of women’s liberation and the dominant celebratory narratives of Web 2.0. This is the first book to seriously consider how social media perpetuates the enduring logic of patriarchy and howdigital activism shapes women’s oppression in the 21st century. Drawing on interviews with intergenerational feminist activists from the UK, the USA, Australia, Canada and New Zealand, as well as archival and digital activist materials, Megarry boldly concludes that feminists should abandon social media and return to the transformative powers of older forms of women-centred political praxis. This book will be of interest to scholars and students of Women’s and Gender Studies, Lesbian and Queer Studies, Social Movement Studies, Critical Internet Studies and Political Communication, as well as anyone with an interest in feminist activism and the history of the WLM.
Schlagwörter:#MeToo; feminism; fourth wave; Netzaktivismus; Social Media; social movement; Women’s Liberation Movement
CEWS Kategorie:Netzwerke und Organisationen, Frauen- und Geschlechterforschung
Dokumenttyp:Monographie
Kooperation und Konkurrenz im Wissenschaftsbetrieb : Perspektiven aus der Genderforschung und -politik
Inhalt: Die Frauen- und Geschlechterforschung begann als Provokation für die Wissenschaftstradition und ist längst (maßgeblich) an ihrer Erneuerung beteiligt, wie sich an der personellen Zusammensetzung des wissenschaftlichen Personals zeigt. In den Auseinandersetzungen um egalitäre Geschlechterverhältnisse in Wissenschaft und Gesellschaft spielen Kooperation und Solidarität unter den Frauen/Geschlechterforscherinnen eine große Rolle. Aber auch Konkurrenz und Streit um Positionen und das ‚richtige‘ Verständnis ziehen sich wie rote Fäden durch ihre Entwicklungsgeschichte. Geschichte wird auch durch Personen und ihre Vorstellungen bestimmt, hier den engagierten Frauen. Ihnen wird große Aufmerksamkeit gewidmet, ebenso den Akteurinnen und der subjektiven Seite der scheinbar objektiven Bedingungen. Das 21. Jahrhundert wird das Jahrhundert der Frauen sein.
Do Nominations Close the Gender Gap in Competition?
Autor/in:
Ifcher, John; Zarghamee, Homa
Quelle: IZA Institut of Labor Economics; (IZA Discussion Paper, 13852), 2020.
Inhalt: Experiments have demonstrated that men are more willing to compete than women in stereotypically male tasks. We examine whether nominations close this gender gap. For example, are male nominators more willing than female nominators to enter nominees into competitions. Further, we consider the interaction between nominator and nominee gender. For example, do men shy away from entering women into competitions, or do they make them compete too much? We find a gender gap in neither nominators’ willingness to enter nominees into competitions, nor in nominees’ likelihood to be entered into competitions. Interestingly, male and female nominators willingness to enter nominees into competitions is statistically indistinguishable from women’s willingness to enter themselves into competitions. We also find that men are significantly more likely to enter themselves than others into competitions; this suggests that a nominating process that excludes self-nominations could have an equalizing effect on the proportion of men and women who enter competitions. Our results also reinforce the assertion that the gender gap in competitive preferences is driven by the “thrill or fear of performing in a competitive environment (Niederle & Vesterlund, 2007),” as this motivation is absent in decisionmaking for others.
Inhalt: This paper reviews the literature on gender and culture. Gender gaps in various outcomes (competitiveness, labor force participation, and performance in mathematics, amongst many others) show remarkable differences across countries and tend to persist over time. The economics literature initially explained these differences by looking at standard economic variables such as the level of development, women’s education, the expansion of the service sector, and discrimination. More recent literature has argued that gender differences in a variety of outcomes could reflect underlying cultural values and beliefs. This article reviews the literature on the relevance of culture in the determination of different forms of gender gap. I examine how differences in historical situations could have been relevant in generating gender differences and the conditions under which gender norms tend to be stable or to change over time, emphasizing the role of social learning. Finally, I review the role of different forms of cultural transmission in shaping gender differences, distinguishing between channels of vertical transmission (the role of the family), horizontal transmission (the role of peers), and oblique transmission (the role of teachers or role models).
Reflexive Diversitätsforschung : Eine Einführung anhand eines Fallbeispiels
Autor/in:
Bührmann, Andrea D.
Quelle: Opladen; Toronto: Verlag Barbara Budrich (UTB), 2020. 188 S
Inhalt: Diversität – einerseits Anlass zu kontroversen Diskussionen, andererseits eine Chance, über gesellschaftliche Teilhabe nachzudenken. Das Buch bietet eine grundlegende Einführung in die wichtigen Strömungen der Diversitätsforschung. Dabei werden zunächst zentrale Bestimmungsmomente der Forschungsperspektive theoretisch vorgestellt. Empirisch-praktisch wird das Beispiel der Diversitätsstrategie und deren Umsetzung an der University of California, Berkeley präsentiert. Diese Fallstudie veranschaulicht insbesondere die intersektionale Forschungsperspektive sowie das multi-level und multi-method Forschungsdesign der reflexiven Diversitätsforschung. Im Sinne eines reflexiven Konstruktivismus wird dabei das Forschen selbst als Praxis reflektiert.
Seit einiger Zeit wird kontrovers über das Phänomen Diversität diskutiert: Während z.B. die einen behaupten, dass die EU schon viel zu divers sei, machen andere deutlich, dass sich eher die Frage stellt, wie der soziale Zusammenhalt noch weiter optimiert werden könnte, sodass gesellschaftliche Teilhabe für alle möglich wird. Mit Blick darauf ist es wenig verwunderlich, dass auch in den Sozialwissenschaften Diversität zunehmend thematisiert worden ist und sich das Feld der Diversitätsforschung formiert hat. In diesem Kontext haben sich unterschiedliche Strömungen herauskristallisiert, die in dieser Einführung vorgestellt werden. Ein Fokus liegt dabei auf der reflexiven Diversitätsforschung, die sich ausgehend von und in Auseinandersetzung mit einer positivistisch-funktionalistischen und einer kritisch-emanzipativen Diversitätsforschung entfaltet hat. In einem ersten Schritt werden zentrale Bestimmungsmomente der reflexiven Diversitätsforschung vorgestellt: Ausgehend von einer ‚post-fundamentalistischen Haltung‘ wird die ‚kritische Ontologie der Gegenwart‘ für die Entwicklung einer entsprechenden praxistheoretischen Forschungsperspektive fruchtbar gemacht. Dabei werden seit der Aufklärung in archäologischer Perspektive unterschiedliche Diversitätsverständnisse und in genealogischer Perspektive verschiedene Konfigurationen der Normalisierung und Veränderung identifiziert. Bei der Rekonstruktion dieser Perspektiven wird auf zentrale Debatten in der internationalen Diversitätsforschung eingegangen. In einem zweiten Schritt werden dann die Charakteristika des Forschungsstils am Beispiel der Diversitätsstrategie und deren Umsetzung an der University of California, Berkeley dargestellt.
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
Dokumenttyp:Monographie
The Origins of Unfairness: Social Categories and Cultural Evolution
Autor/in:
O'Connor, Cailin
Quelle: Oxford University Press, 2020. S 324–330
Inhalt: The central aim of this book is to explore the ways in which social categories—especially gender, but also categories like race and religion—interact with and contribute to social solutions to problems of coordination and resource division. In particular, this book uses formal frameworks—game theory and evolutionary game theory—to explore the cultural evolution of conventions that piggyback on seemingly irrelevant factors like gender and race. As I argue, these frameworks elucidate a variety of topics. In particular, these frameworks help show how inequity can emerge from simple processes of cultural change. In groups with gender and racial categories, the process of learning conventions of coordination and resource division is such that under a wide array of situations some groups will tend to get more and others less. One theme that runs throughout the book is that surprisingly minimal conditions are needed to robustly produce phenomena related to inequity that we usually think of as psychologically complex. It takes very little to generate a situation in which social categories (like gender) are almost guaranteed to emerge. The preconditions under which models move toward outcomes that look like discrimination are, again, very minimal. Once inequity emerges in these models, it takes very little for it to persist indefinitely. Thus, we need to think of inequity as part of an ever-evolving process. It is not something we can expect to fix and be done with. Along these lines, the picture I present is ultimately one where those concerned with social justice must remain vigilant against the dynamic forces that push toward inequity.
Rewarding Collaborative Research: Role Congruity Bias and the Gender Pay Gap in Academe
Autor/in:
Wiedman, Christine
Quelle: Journal of Business Ethics (Journal of Business Ethics), 167 (2020) 4, S 793–807
Inhalt: Research on academic pay finds an unexplained gender pay gap that has not fully dissolved over time and that appears to increase with years of experience. In this study, I consider how role congruity bias contributes to this pay gap. Bias is more likely to manifest in a context where there is some ambiguity about performance and where stereotypes are stronger. I predict that bias in the attribution of credit for coauthored research leads to lower returns to research for female professors. To test this prediction, I use a sample of Canadian faculty in accounting, where research is typically coauthored, where females are underrepresented at the most senior ranks, and where many universities evaluate merit in research, teaching, and service to determine salary increases. In regressions of salary on individual and institutional determinants of salary, I find that women earn marginally less than men. However, the pay gap is only evident for women who publish in a selective list of journals; for the subset of faculty with no publications from this list, there are no significant differences in salary. For researching faculty, the pay gap relates specifically to research productivity. While women publish less on average than men, the returns to their research are also lower. In particular, the relation between the individual's research ranking and salary is significantly lower for women who publish a higher proportion of their work with men, than for all other faculty. Additional analysis of salary and coauthor patterns confirms that women receive significantly less credit for coauthored articles they publish with men than those they publish with other women but that no similar variations in reward are evident for men across publishing patterns. These findings suggest bias in the attribution of credit for coauthored research in the determination of salary, consistent with role congruity theory, and provide an important potential explanation for why salaries for women vary systematically from those of men even after considering productivity. Providing lower rewards for equal work represents a continuing ethical issue in academe and compounds the challenges women already facing in the profession.
Schlagwörter:authorship; biases against women; Canada; gender pay gap; Kanada; role conflict; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Why is it so difficult to reduce gender inequality in male-dominated higher educational organizations? : A feminist institutional perspective
Autor/in:
O'Connor, Pat
Quelle: Interdisciplinary Science Reviews, 45 (2020) 2, S 207–228
Inhalt: Using a Feminist Institutional perspective, and drawing on a wide range of evidence in different institutions and countries, this article identifies the specific aspects of the structure and culture of male-dominated higher educational organizations that perpetuate gender inequality. Gender inequality refers to the differential evaluation of women and men, and of areas of predominantly female and predominantly male employment. It is reflected at a structural level in the under-representation of women in senior positions and at a cultural level in the legitimacy of a wide range of practices to value men and to facilitate their access to such positions and to undervalue women and to inhibit their access. It shows that even potentially transformative institutional interventions such as Athena SWAN have had little success in reducing gender inequality. It highlights the need to recognize the part played by the ‘normal’ structures and culture in perpetuating gender inequality.
The Persistence of the Gender Pay Gap in British Universities*
Autor/in:
Frank, Jeff
Quelle: Fiscal Studies, 41 (2020) 4, S 883–903
Inhalt: The gender pay gap in the UK has been persistent despite the Equal Pay Act 1970. Universities were given a positive duty to redress this in the Equality Act 2010. Some British universities introduced a system of 'professorial banding'. All professors were regraded from scratch. Surprisingly, this had almost no impact on the gender pay gap. We model how the design of the system could amplify discrimination. With individual data from one research university, we find evidence of gendered external market effects, effects of shorter tenure in the rank of professor and sticky floors.