Inhalt: This article examines gender differences in participation and communication behaviour at the German Congress of Geography 2019 in Kiel. The programme booklet and over 70 sessions with more than 200 lectures as well as over 800 discussion contributions were analysed for gender-specific differences using a standardised structured observation form. The results show significant gender differences both on the level of participation and on the level of communication behaviour: Lectures delivered by men achieved higher attendance figures than lectures by women due to gender-selective attendance behaviour of men; women were under-represented in the role of session chair; men tended to dominate the discussion rounds after the presentations, they took the floor more often and talked longer; the session chairs’ gender exercised a decisive influence on who participated in the discussions, there was a clear tendency towards gender homophily; in general, discussion activity was higher after presentations by women, because women then participated in the discussions significantly more often and for longer periods of time. In the second part of the paper, we put our findings in historical context. This reveals that gender inequality has decreased e.g. with regard to women’s conference participation, personnel structure and the number of women being appointed as full professors. On a structural level, positive gender dynamics are emerging within German-speaking geography. On the other hand, it becomes evident that especially at the level of communication at conferences, traditional gender-specific behaviours do persist. These behavioural patterns are obviously more enduring than the formal structures and positions.
Highlights
• Lectures by men are better attended than lectures by women.
• Men’s attendance behaviour at conferences is gender-selective, women’s is not.
• Women are under-represented in the role of session chair.
• Men tend to dominate the discussion rounds by talking more often and longer.
• The chairpersons’ gender has an influence on who contributes to the discussions.
Impacts of the COVID‐19 pandemic on the productivity of academics who mother
Autor/in:
Kasymova, Salima; Place, Jean Marie S.; Billings, Deborah L.; Aldape, Jesus D.
Quelle: Gend Work Organ (Gender, Work and Organization), (2021)
Inhalt: The aim of the study is to document how academics who mother have reorganized work and childcare since the beginning of the coronavirus (COVID-19) pandemic in the United States, how those shifts have affected their academic productivity, and solutions proposed by academics living these experiences. We collected data via an online survey and, subsequently, by conducting qualitative interviews with a subsample of participants. From June to August 2020, 131 female-identified academics who mother were recruited via a Facebook group, Academic Mamas, and participated in our online survey. Twenty participants were then interviewed via phone or Zoom to explore more deeply the experiences of academics who mother. Results of our research suggest that since the start of the COVID-19 pandemic, the pressure on academics who mother is immense. Analysis of the qualitative data revealed three major themes: (1) inability to meet institutional expectations; (2) juggling work and family life; and (3) proposed solutions. Our results suggest that significant efforts must be made by academic institutions to acknowledge and value the childcare responsibilities of academics who mother and to create solutions that fully address the challenges they face in meeting the academic expectations and requirements that largely remain unmodified despite the pandemic.
Inhalt: When it comes to gender equity in the workplace, many organizations focus largely on hiring more women. But to achieve more equitable representation, it’s also critical to examine disparities in how employees are evaluated and promoted once they’re on board. In this piece, the authors discuss their recent research on this topic, which found that competitive evaluation systems in which employees are ranked against one another can cause men to perform better and women to perform worse (on a task for which their performance would otherwise be roughly the same). They suggest that this likely stems from deeply-ingrained stereotypes that lead men to believe they are better than women in competitive environments, and that lead women to prioritize avoiding harming others. Based on these findings, the authors argue that organizations should build awareness of the potential harms of ranking employees, and that they should consider either adapting or totally overhauling existing performance evaluation systems to focus more on individual progress, and less on social comparisons.
The Gender Wage Gap Among University Vice Chancellors in the UK
Autor/in:
Bachan, Ray; Bryson, Alex
Quelle: (IZA Discussion Paper, 14110), 2021.
Inhalt: The gender wage gap has closed gradually in the United Kingdom, as in other countries, but convergence is slower among top earners. Using linked employer-employee data over two decades we examine the gap among university Vice Chancellors who are among the most highly paid employees in the UK. Traditionally dominated by men the occupation has experienced a recent influx of women. The substantial gender wage gap of 12 log points in the first decade of the 21st Century closed markedly during the second decade, becoming statistically non-significant in later years. The closure in the gap is accounted for by change in the attributes of male and female VCs and the universities they lead - in particular, the financial performance of universities employing female VCs. The unexplained component of the gap is small and explains none of the convergence in the gap. A “new starter” wage penalty women faced in the early 2000s disappeared. However, women continued to receive a lower wage when replacing an outgoing male Vice Chancellor, whereas no differential was apparent between incoming male Vice Chancellors and the women they replaced.
Schlagwörter:Frauen in Führungspositionen; gender pay gap; Hochschulleitung; Kanzler*in; male domination; UK; university chancellor; Vice-chancellor
Quelle: Deutscher Musikrat; deutsches musikinformationszentrum (miz); Bonn, 2021.
Inhalt: Die Orchestererhebung, die das Deutsche Musikinformationszentrum (miz) unter allen öffentlich finanzierten Orchestern durchgeführt hat, schlüsselt erstmals detailliert auf, wie hoch der Anteil von Frauen und Männern sowohl in den einzelnen Stimmgruppen als auch in den Dienststellungen ist. Im Ergebnis zeigt sich, dass Frauen mit 39,6 Prozent stark vertreten sind. In den Führungspositionen sind sie hingegen unterrepräsentiert, ganz besonders in den Spitzenorchestern. Dort liegt ihr Anteil bei 21,9 Prozent, während er im Durchschnitt aller Orchester 30 Prozent ausmacht.
Die Daten der miz-Orchestererhebung sind im Ergebnisbericht der Studie sowie auf dem Infografikposter "Am Pult der Zeit!?" nachzulesen.
Der Bericht weist Methodik, Daten und Analysen der Orchestererhebung aus. Die Ergebnisse sind nach Stimmgruppe und Dienststellung aufgeschlüsselt. In der Analyse werden zudem Orchestermerkmale wie die tarifliche Eingruppierung berücksichtigt.
Schlagwörter:Künstlerische Hochschule; Musik; Musikerin; Musikhochschule; quantitative Analyse; Statistik
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, 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.
Equalities in freefall? Ontological insecurity and the long‐term impact of COVID‐19 in the academy
Autor/in:
Wright, Katharine A.M.; Haastrup, Toni; Guerrina, Roberta
Quelle: Gend Work Organ (Gender, Work and Organization), 28 (2021) S1, S 163–167
Inhalt: This intervention focuses on the impact of the global crisis resulting from the COVID‐19 pandemic on existing racialized and gendered inequalities within the academy and in particular our discipline of Politics and International Relations. We argue that responses to recent crises within the academy have exacerbated ontological insecurity among minoritized groups, including women. When coupled with increased caring responsibilities, the current crises call into question who can be creative and innovative, necessary conditions for knowledge production. While university managers seek to reassure university staff of the temporary nature of COVID‐19 interventions, we argue that the possibilities for progressive leaps at a later state of institutional regeneration is unlikely when efforts to address structural inequalities are sidelined and crisis responses are undertaken which run counter to such work.
Schlagwörter:academia; COVID-19; Gender; gender inequality; Geschlechterungleichheit; Hochschule; race; Universität
When faith intersects with gender: the challenges and successes in the experiences of Muslim women academics
Autor/in:
Ramadan, Ibtihal
Quelle: Gender and Education, (2021) , S 1–16
Inhalt: This paper explores the experiences of eight Muslim women academics (MWA) within a range of sciences and humanities disciplines. The data draws from my doctoral study which examined the experiences of men and women Muslim academics at UK universities. Findings from in-depth interviews with participants highlight the intersectionality of religio-gendered identities as central to their experiences. Being hijabed in academia triggered gendered-Islamophobic micro-aggressions, whose potential impact on the participants was buffered by their resilience, positive outlook, and belief. Further, they capitalized on their visible faith to demystify negative perceptions about Muslims and to advance their career-through utilizing the diversity logic within academia, while recognizing its tokenistic nature. Despite facing challenges, the participants share certain qualities that facilitate success, with agency being the uppermost quality.
Schlagwörter:academics; akademische Karriere; Großbritannien; Intersektionalität; Islam; microaggressions; Muslim; muslim woman; Rassismus; UK
CEWS Kategorie:Berufsbiographie und Karriere, Diversity, Europa und Internationales, Geschlechterverhältnis