Quelle: Discip Interdscip Sci Educ Res (Disciplinary and Interdisciplinary Science Education Research), 4 (2022) 1
Inhalt: Increasing access, representation, and retention of underrepresented groups is essential across academia. Invited speaker seminars are common practice in academic science departments and serve to disseminate research, establish connections and collaborations, advance faculty careers, and connect trainees to mentors outside of departmental faculty. Thus, lack of representation among seminar speakers can affect both faculty and trainee professional development. This study characterizes gender demographics of seminar speakers across science departments at an R1 institution for the years 2015–2019, using pronoun usage as a proxy for gender identity. We found that most faculty and invited speakers were male, and few were female or nonbinary. The percentage of female and nonbinary invited speakers increased from 2015–2019 along with the percentage of female and nonbinary host faculty. Overall, male faculty hosted fewer female and nonbinary speakers than their female and nonbinary faculty colleagues. This study provides evidence for a correlation between faculty identity and the scientists they host at their department and motivates further studies investigating this relationship at other R1 institutions and institution types. [ABSTRACT FROM AUTHOR]
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
Circling the divide: Gendered invisibility, precarity, and professional service work in a UK business school
Autor/in:
Seymour, Kate
Quelle: Gend Work Organ (Gender, Work and Organization), (2022)
Inhalt: Within UK business schools, there are large numbers of female and feminized white-collar professional service (PS) employees in disproportionately low-paid, low-status roles, but surprisingly, they are largely invisible within the literature on sexism and gender inequalities in academia. This paper conceptualizes PS experiences by examining how forms of gendered invisibility affect professional staff working in the hybrid “third” space between academic and administrative realms. I develop a conceptual analysis of invisibility—of invisible work and as invisible worker—arising from the performance of professional and academic work. This allows me to analyze and distinguish forms of what I call service, professional and professional-academic housework, demonstrating how these are thoroughly imbricated in dominant patriarchal cultural ideologies of gender. In developing this schema, I draw self-reflexively on my own experiences of “circling the divide” within a UK business school, developing a rich, multi-perspectival account of the ways visibility and invisibility were experienced in the role of a particular third space professional and “academic-in-waiting.” This paper therefore contributes a systematic conceptualization of gendered invisible housework performed by PS staff within a politicized third space of UK business schools. It also brings often hidden PS “academics-in-waiting” into the literature on feminized precarity in the academy.
Schlagwörter:academic housework; business school; gender inequality; invisibility; MTV; professional service; professional staff; sexism; UK; Verwaltung
CEWS Kategorie:Hochschulen, Wissenschaft als Beruf, Geschlechterverhältnis
Student violence towards teaching assistants in UK schools: a case of gender-based violence
Autor/in:
Holt, Amanda; Birchall, Jenny
Quelle: Gender and Education, (2022) , S 1–16
Inhalt: In recent years significant research attention has focused on the problem of student violence in schools and, to a lesser extent, on its relationship to gender-based violence. However, student violence towards teaching assistants has not been studied, despite evidence suggesting that teaching assistants are at significantly more risk from student violence than other staff members. In this article, we draw on data from 16 in-depth interviews with teaching assistants who have experienced student violence. We conclude that violence towards teaching assistants is ignored, in both research and in schools, precisely because of the feminized and under-valued nature of the role, and argue that the continual victimization of teaching assistants diminishes their status further. We highlight its parallels with gender-based violence and argue that applying such a framework is key to recognizing the personal and social harms that this violence causes and the organizational responses that leaves teaching assistants particularly vulnerable.
International migration of researchers and gender imbalance in academia—the case of Norway
Autor/in:
Wendt, Kaja; Gunnes, Hebe; Aksnes, Dag W.
Quelle: Scientometrics (Scientometrics), 127 (2022) 12, S 7575–7591
Inhalt: Female representation among students and graduates in higher education is growing internationally. This is a promising trend for achieving gender balance in top positions in academia. But there is still a long way to go, as women accounted for 26 per cent in top positions at European higher education institutions in 2018. In this article, we examine the influence of international recruitment of researchers on the gender balance—or the lack of gender balance—in Norwegian academia. We draw on data from the Norwegian Register of Research personnel, linked with population statistics from Statistics Norway. These data show that 38 per cent of the researchers at Norwegian higher education institutions in 2018 were born abroad. The share of foreign full professors has increased from 16 per cent in 2001 to 27 per cent in 2018, while for postdocs there has been an increase from 31 to 69 per cent. In terms of overall gender composition, a higher percentage of the foreign-born researchers are male compared with the native Norwegians. The incidence of international recruitment differs significantly across academic fields and is particularly prevalent in engineering. This is also the field where the gender balance is most skewed generally. Taking these variables into account, we conclude that international migration is not among the factors contributing to the gender imbalance in Norwegian academia. In fact, international recruitment has contributed positively to the gender balance in Norway in the majority of the fields analysed.
Schlagwörter:academia; full professor; gender inequality; higher education; international academic mobility; Migration; Norway; Norwegen; recruitment; Rekrutierung
CEWS Kategorie:Europa und Internationales, Hochschulen, Wissenschaft als Beruf, Geschlechterverhältnis
Quelle: Hochschulmanagement. Zeitschrift für die Leitung, Entwicklung und Selbstverwaltung von Hochschulen und Wissenschaftseinrichtungen, 17 (2022) 3+4, S 85–90
CEWS Kategorie:Wissenschaft als Beruf, Gleichstellungspolitik
Dokumenttyp:Zeitschriftenaufsatz
Gender-diverse teams produce more novel and higher-impact scientific ideas
Autor/in:
Yang, Yang; Tian, Tanya Y.; Woodruff, Teresa K.; Jones, Benjamin F.; Uzzi, Brian
Quelle: Proc. Natl. Acad. Sci. U.S.A. (Proceedings of the National Academy of Sciences of the United States of America (PNAS)), 119 (2022) 36
Inhalt: Science's changing demographics raise new questions about research team diversity and research outcomes. We study mixed-gender research teams, examining 6.6 million papers published across the medical sciences since 2000 and establishing several core findings. First, the fraction of publications by mixed-gender teams has grown rapidly, yet mixed-gender teams continue to be underrepresented compared to the expectations of a null model. Second, despite their underrepresentation, the publications of mixed-gender teams are substantially more novel and impactful than the publications of same-gender teams of equivalent size. Third, the greater the gender balance on a team, the better the team scores on these performance measures. Fourth, these patterns generalize across medical subfields. Finally, the novelty and impact advantages seen with mixed-gender teams persist when considering numerous controls and potential related features, including fixed effects for the individual researchers, team structures, and network positioning, suggesting that a team's gender balance is an underrecognized yet powerful correlate of novel and impactful scientific discoveries.
Quelle: Eur. j. archaeol (European Journal of Archaeology), (2022) , S 1–25
Inhalt: Viele Nachwuchsarchäologinnen und -archäologen sind besorgt wegen mangelnder beruflicher Entwicklungsmöglichkeiten und halten es nicht für wahrscheinlich, dass sie dauerhaft in ihrer Wissenschaft arbeiten können. Das ist eines der kürzlich im European Journal of Archaeology veröffentlichten Ergebnisse einer internationalen Umfrage, die von Dr. Maxime Brami, Prähistoriker an der Johannes Gutenberg-Universität Mainz (JGU), koordiniert wurde und an der sich 419 Nachwuchsarchäologinnen und -archäologen beteiligt hatten. "Lediglich 21 Prozent der Teilnehmenden halten es für wahrscheinlich, dass sie eine dauerhafte Stelle in der Archäologie bekommen", sagt Brami. 45 Prozent gaben an, dass unbefristete Stellen extrem selten seien. Außerdem litten 84 Prozent wegen mangelnder beruflicher Perspektiven unter Stress und 61 Prozent benannten die Konkurrenz um Arbeitsplätze als Stressfaktor. Dennoch brennen offenbar viele Nachwuchsarchäologinnen und -archäologen für ihr Fach: 71 Prozent der Teilnehmenden gaben an, in der Wissenschaft bleiben zu wollen.
Anlass für die Umfrage war laut Brami, dass sich in der Vergangenheit immer mehr der rund 1.500 in der European Association of Archaeologists (EAA) organisierten Archäologen, vor allem Nachwuchsarchäologinnen und -archäologen, besorgt über ihre berufliche Situation geäußert hätten. Deshalb hätten er und Kolleginnen und Kollegen der Early Career Archaeologists (ECA), der Nachwuchsinitiative der EAA, die Umfrage entworfen und im vergangenen Jahr zur Teilnahme veröffentlicht. Die Umfrage umfasste 37 Fragen und wurde über die ECA- und die EAA-Website sowie per Social Media beworben. 86 Prozent der Teilnehmenden stammten aus Europa, 20 Prozent aus Deutschland; 46 Prozent hatten einen Doktortitel, 43 einen Master- oder vergleichbaren Anschluss. Außer den Sorgen um die berufliche Situation war Mobbing ein wichtiges Thema: 47 Prozent der Teilnehmenden berichteten davon, am Arbeitsplatz gemobbt worden zu sein, in den meisten Fällen von Vorgesetzten. Wiederholt wurde das Arbeitsumfeld in der Archäologie als "vergiftet" und als "von starker Konkurrenz geprägt" beschrieben. 62 Prozent der Frauen, aber nur 12 Prozent der Männer, berichteten, während ihrer beruflichen Laufbahn aufgrund ihres Geschlechts benachteiligt worden zu sein.
"In den vergangenen zwei Jahrzehnten hat es an den Hochschulen sowohl eine starke Zunahme an Doktorandinnen und Doktoranden als auch an kurzen Arbeitsverträgen gegeben, während die Zahl der unbefristeten Stellen stagniert hat. Das hat zu einem Überangebot auf dem akademischen Arbeitsmarkt und zu prekären Arbeitsbedingungen geführt", sagt Brami über die Ursachen für die schwierige Lage. Eine mögliche Verbesserung für Nachwuchsarchäologinnen und -archäologen sieht er unter anderem darin, den Übergang vom akademischen Abschluss zu einer dauerhaften Beschäftigung an den Hochschulen klarer zu strukturieren. Außerdem sollte der akademische Nachwuchs besser über Unterstützungsmöglichkeiten, zum Beispiel von Gewerkschaften, und über Möglichkeiten gegen Mobbing informiert werden. "Grundsätzlich sollten Nachwuchswissenschaftlerinnen und -wissenschaftler dieselben strukturierten Arbeitsbedingungen erhalten wie dauerhaft Beschäftigte, mit regelmäßigen Fortschrittsberichten und Weiterbildungsmöglichkeiten, damit sie ihre Karrierechancen verbessern können."
Schlagwörter:akademischer Arbeitsmarkt; Arbeitsatmosphäre; Archäologie; Befristung; Benachteiligung; early career researcher; fachspezifische Situation; geschlechtsspezifische Diskriminierung; Karrierechancen; Mobbing; Precarious employment; prekäre Beschäftigung; survey; Umfrage; wissenschaftliche Karriere; wissenschaftlicher Nachwuchs; young academic
Who is publishing journal articles during graduate school? Racial and gender inequalities in biological sciences over time
Autor/in:
Roksa, Josipa; Wang, Yapeng; Feldon, David; Ericson, Matthew
Quelle: Journal of Diversity in Higher Education, 15 (2022) 1, S 47–57
Inhalt: Despite increased enrolment of women and students from underrepresented racial/ethnic groups in doctoral programs, notable inequalities in academic careers persist. We investigate one potential source of these inequalities: publication rates during graduate school. Results, based on a sample of doctoral students in biological sciences across 53 institutions, indicate that both white women and students from underrepresented racial/ethnic groups (African American and Latinx) have lower publication rates than white men. Notably, these gaps grow over time and are not explained by background factors, socialization experiences, or family obligations. The same patterns persist for first-authored publications for African American and Latinx students, but not white women, suggesting potentially differential mechanisms of exclusion. Implications for research and practice are discussed.
Male Gatekeepers: Gender Bias in the Publishing Process?
Autor/in:
Bransch, Felix; Kvasnicka, Michael
Quelle: Journal of Economic Behavior & Organization, 202 (2022) , S 714–732
Inhalt: Using data on articles published in the top-five economics journals in the period 1991 to 2018, we explore whether the gender composition of editorial boards is related to the publishing success of female authors and to the quality of articles that get published.