Quelle: Gender Work Organ (Gender, Work & Organization), 46 (2019) 2, 411 S
Inhalt: Despite increasing geographic mobility among academic staff, gendered patterns of involvement in academic mobility have largely escaped scrutiny. Positioned within literatures on internationalization, physical proximity, gender and parenthood in academic mobility and understandings of gender as a process enacted through both discursive and embodied practices, we use discourse analysis based on interviews with academics in New Zealand to examine differences in language that create differing realities with regards to gender and obligations of care in academic mobility decisions. The findings reveal how academic mobility is discursively formulated as ‘essential’ to successful academic careers, with the need for frequent travel justified despite advances in virtual communication technologies. Heteronormative discourses are shown to disrupt and fragment the opportunities female academics have to engage in academic mobility. However, we also uncover ways in which these discourses are resisted, wherein fathers articulate emotional strain associated with academic mobility. The article shows how discourse works to constitute the essentialization of academic mobility, and the uneven gendered practices associated with it, whilst also giving voice to gender inequities in academic mobility from the southern hemisphere.
Quelle: Gender Work Organ (Gender, Work & Organization), 27 (2019) 2, S 129–148
Inhalt: Universities are increasingly expected to demonstrate the wider societal impacts of academic research. Yet women management scholars were disproportionately under‐represented in leading impact cases in the UK's REF (Research Excellence Framework) 2014. An analysis of 395 REF impact cases for business and management studies with an identifiable lead author revealed that only 25per cent were led by women, of which 54per cent were sole authored. Based on 12 in‐depth interviews with women impact case writers, we use Acker's inequality regimes framework to understand invisible and socially constructed gendering of the UK's policy that is designed to evaluate research impact. In a knowledge‐intensive workplace dominated by men, the shape and degree of gendered bases of inequality, systemic practices, processes and controls result in sub‐optimal talent management and gendered knowledge. We call for university leaders to be proactive in addressing barriers that fail to support or recognize women's leadership of research impact.
The Glass Door of Academia : Unveiling New Gendered Bias in Academic Recruitment
Autor/in:
Picardi, Ilenia
Quelle: Soc. Sci. (Social Sciences), 8 (2019) 5, 160 S
Inhalt: Gender statistics and studies on gendering mechanisms have been developing over recent years on two parallel tracks. This research reveals the need to rethink the standard indicators used in European comparative analyses to identify (1) gender-related mechanisms responsible for the production and reproduction processes of gender asymmetries, (2) their specificities in different local contexts, and (3) the profound transformations that have characterized the academies and the research system in Europe in recent years. The paper analyses the data on the composition of Italian academia provided by the Italian Ministry of Education, universities and research from a gender perspective. The introduction of the glass door index, specifically designed to measure gendering processes taking place in the recruitment stages in Italian academia, discloses new forms of gender segregation in Italian universities after the last academic reform (Law 240/2010), despite the emphasis placed on the neutral and meritocratic criteria of the new recruitment and career progression rules
Excellent and gender equal? : Academic motherhood and ‘gender blindness' in Norwegian academia
Autor/in:
Thun, Cecilie
Quelle: Gender Work Organ (Gender, Work & Organization), 27 (2019) 2, S 166–180
Inhalt: This article explores Norwegian female academics' experiences with academic motherhood in an organizational perspective. A main finding is that academia as an organization is greedy, uncertain, and has ‘blind spots' that reveal gender bias related to gender and parental status, especially mothers. By analysing the link between gendered organization of work and the legitimatizing of gender inequality, the article reveals ‘gender blindness' in the academic organization concerning gender and parental status. The article concludes that changes in academia — in line with academic capitalism — may indicate that the Norwegian model of work–life balance is under pressure. This article suggests that the organizational conditions for academic motherhood are important factors in order to understand the persistence of gender inequality.
Inhalt: With the climate crisis as backdrop, university employees have demanded a reduction in air travel. Could cutting air travel also lead to greater gender equality?
Quelle: American Journal of Sociology, 125 (2019) 2, S 534–576
Inhalt: This study advances understanding of gender pay gaps by examining organizational variation. The gender pay gap literature supplies mechanisms but does not attend to organizational variation; the gender and science literature provides insights on the role of masculinist culture in disciplines but misses pay gap mechanisms. A data set of federal workers allows comparison of men and women in the same jobs and workplaces. Agencies associated with traditionally masculine (engineering, physical sciences) and gender-neutral (biological, interdisciplinary sciences) fields differ. Pay-gap mechanisms vary: human capital differences explain a larger share in gender-neutral agencies, while at male-typed agencies men are frequently paid more than women within the same job. Although beyond the federal workers’ standardized pay scale, some interdisciplinary agencies more often pay men off grade, leading to higher earnings for men. Our theory of organizational variation helps explain local agency variation and how pay practices matter in specific organizational contexts.
Diversity in diversity policy : The case of the Scandinavian countries
Autor/in:
Kalpazidou Schmidt, Evanthia
Quelle: Human Resource Development International, (2019) , S 1–11
Inhalt: The Scandinavian countries, i.e. Denmark, Norway and Sweden are often described as European leaders within equal opportunity and diversity. However, in spite of the fact that the Scandinavian countries have implemented policies and initiated programmes to ensure gender diversity in all sectors and levels of society since the mid-1970s and beginning of the 1980s, progress is generally slow. Nonetheless, the three countries differ regarding public and political attention on the issue and hence on policies, intensity of implementation and management of gender equality policies. In this article, we focus on the representation of Scandinavian women in leadership positions in larger companies and academia, and discuss the scope and intensity of gender equality policies and their effects. Finally, we highlight key lessons learned from decades of gender equality work in the three countries.
Schlagwörter:Dänemark; Diversität; Frauen in Führungspositionen; Führungsposition; Geschlechterverhältnis; Gleichstellungspolitik; impact assessment; Norwegen; Professorin; Professur; Schweden; Skandinavien; Unternehmen
CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik, Geschlechterverhältnis
Inhalt: We examine the dramatic expansion in the Turkish higher education system during 2006-2008, which resulted in the establishment of 41 new public universities and a 60% increase in the number of available slots. Using the variation in the exposure intensity of expansion across cohorts and regions, we estimate the causal effect of the expansion on overall attainment and the gender gap in higher education. Before the expansion, women had lower higher education rates. The expansion increased the attainment rates of both men and women but failed to reduce the gender gap. Comparing the scale of expansion across fields of study, we observe that the largest growth in available slots was in social sciences and engineering. The expansion of slots in social sciences benefited men and women evenly, but the expansion in engineering benefited men more than women, thereby raising the gender gap.
The role of women scholars in the Chilean collaborative educational research : A social network analysis
Autor/in:
Queupil, Juan Pablo; Muñoz García, Ana Luisa
Quelle: High Educ (Higher Education), 78 (2019) 1, S 115–131
Inhalt: Collaboration is an indispensable tool to promote and increase research. However, little is known about the role of women in collaborative efforts among educational scholars, especially in developing countries, such as Chile. We apply social network analysis (SNA) to examine the relationships and patterns that emerge from a dataset retrieved from Web of Science (WoS) of coauthored scholarly publications. Using sociograms and networks’ centrality indicators (density, degree, betweenness, and closeness) and bibliometric results, this study focuses on detecting the role of women in the collaborative networks. Our results show that the presence of women in the research space is stable across time, but they tend to collaborate more than men, acting as important bridgers since 2000, and that their contribution is relevant in promoting networking. This paper invites a reflection about the policies of research and gender, as well as the positionality of women doing knowledge on education.