Autor/in:
Dworkin, Jordan D.; Zurn, Perry; Bassett, Danielle S.
Quelle: Neuron, 106 (2020) 6, S 890–894
Inhalt: Reference lists of neuroscience articles show marked gender imbalances. To mitigate this disparity, we discuss relevant ethical considerations and offer practical recommendations to scientists of all ages. We envision an equitable future by all scientists for all scientists.
Schlagwörter:citation; citation gap; gender bias; publication pattern; science career
CEWS Kategorie:Berufsbiographie und Karriere, Wissenschaftspolitik, Geschlechterverhältnis
Dilemmas in Re‑branding a University—“Maybe People Just Don’t Like Change”: Linking Meaningfulness and Mutuality into the Reconciliation
Autor/in:
Kuoppakangas, Päivikki; Suomi, Kati; Clark, Paul; et al.
Quelle: Corporate reputation Review, (2020) 23, S 92–105
Inhalt: This study examines the implementation of a re-branding campaign in a public Canadian university. Data collection com-
prised 19 qualitative semi-structured interviews with key internal university stakeholders (Dean and Mid-level Administra-
tors). The data revealed three core dilemma pairs: (1) new brand vs. previous brand; (2) voice at the organisational level vs.
voice at the departmental level; and (3) voluntary down-up voicing vs. up-down voicing. Results suggest that successfully
implementing the new brand should not exclusively rely upon internal marketing communication; instead, internal brand-
ing through handling ambiguities and addressing emerging dilemmas by enhancing engagement, building mutuality and
unlocking the meaning in the re-branding can help improve success. This study reveals that implementing a re-branding
campaign in higher education involves embracing the world of dilemmas by involving and empowering employees in dilemma
reconciliation. The reconciliation of detected brand-related dilemmas with and by employees can be achieved by involv-
ing employees in the process of re-branding from the beginning. Indeed, this paper suggests the preparedness to detect and
address dilemmas is central to successful re-branding. Our results indicate that traditional change management approaches
produce unreconciled dilemmas that hinder the implementation of the new brand. We conclude that efforts to build employee
engagement in re-branding do not build employee supportiveness towards the new brand unless core dilemmas are reconciled.
Schlagwörter:Außenwirkung; Change Management; Image; institutioneller Wandel; Öffentlichkeitsarbeit; theory of change
CEWS Kategorie:Wissenschaftspolitik, Hochschulen
Dokumenttyp:Zeitschriftenaufsatz
Multi-Level State Interventions and Gender Equality in Higher Education Institutions: The Irish Case
Autor/in:
O’Connor, Pat; Irvine, Gemma
Quelle: Administrative Sciences, 10 (2020) 4, 98 S
Inhalt: Much of the work on gender equality in higher educational institutions (HEIs) has concentrated on the organizational level. The original contribution of this article lies in its focus on state policy developments and interventions. We focus on Ireland as a specific national context, highlighting multi-level state interventions and looking at their impact on HEIs. Using secondary data analysis (including documentary analysis) and focusing particularly on the period since 2014, state initiatives to tackle the problem of gender inequality from various angles are outlined. They include the introduction of Athena SWAN; the Expert Group Review; the Gender Equality Taskforce; the Senior Academic Leadership Initiative; research funding agency initiatives and those around sexual harassment. In evaluating their impact, we look at the gender pay gap, the gender profile of the professoriate and senior management as well as other indicators of cultural change in HEIs. The article concludes that the best possibility of leveraging change arises when it is driven at the state (macro); the HEI (meso) and the situational (micro) level simultaneously, by gender competent leaders willing to tackle the historically male dominated, masculinist criteria, procedures, processes and micropolitical practices that are "normalized" in HEIs.
Chancengleichheit in der Exzellenz? : Öffentliche Forschungsförderung im europäischen und n ationalstaatlichen Vergleich
Autor/in:
Hönig, Barbara
Quelle: Beiträge zur Hochschulforschung, 42 (2020) 4, S 10–29
Inhalt: Der Beitrag erörtert das Verhältnis von Chancengleichheit und „Exzellenz“ als kulturellen Zielen der Wissenschaft am Beispiel öffentlicher Forschungsförderung. Die europäische Exzellenzinitiative des European Research Council (ERC) wird auf ihr Verständnis von Chancengleichheit und Gleichstellung hin analysiert und empirische Belege für deren Umsetzung untersucht. Die These, dass der ERC die nationalstaatliche Ebene der Exzellenzförderung in dieser Hinsicht nachhaltig beeinflusste, wird anhand exemplarischer Befunde zu Exzellenzinitiativen Schwedens, Spaniens und der Niederlande überprüft. Ergebnisse zeigen die Ambivalenz teilweise fortbestehender nationalstaatlicher Traditionen bei gleichzeitigem Antizipieren des europäischen Rahmens und liefern Anknüpfungspunkte für institutionelle Maßnahmen, um die Durchsetzung von Chancengleichheit als integralem Bestandteil einer sich meritokratisch legitimierenden Forschung zu verbessern.
Diversity and equality in honours and awards programs – steps towards a fair representation of membership
Autor/in:
Holmes, Mary Anne; Myles, LaToya; Schneider, Blair
Quelle: Adv. Geosci. (Advances in Geosciences), 53 (2020) , S 41–51
Inhalt: Honours and awards bestowed by professional societies recognize and reward members who have advanced the goals and values of that society. All too often, however, awards reflect a small network of people who know about the awards and participate in the process. This network works wonderfully for the people lucky enough to be in it, but typically neglects the full range and breadth of scholarship and service within the society. We represent a combined 15+ years' experience on the honours' committee for a large professional society (the American Geophysical Union) and here offer strategies to increase the representation of honourees. Women represented less than 20 % of awardees when we first became committee members in 2008; women represented 50 % of awardees in 2019. There is still much to do to ensure that members from other typically under-represented groups (non-US members, members from under-represented races/ethnicities) are truly represented and honoured for outstanding science and service. We recommend forming canvassing committees that will scour the literature, conferences, and membership lists for appropriate and otherwise overlooked nominees; providing implicit bias training to selection committees; and ensuring selection committees focus on the criteria for the award rather than non-pertinent, often personal, information, as well as additional strategies that allow us to recognize our worthy colleagues.
Inhalt: Internationale Universitätsrankings fokussieren in der Regel auf den Output von Institu-tionen, wie z.B. die Anzahl und Wirkung der Publikationen sowie die Anzahl renommier-ter Preise. Da der Output maßgeblich vom Input abhängt, vor allem von den Ausgaben und vom Personal, erscheint es sinnvoll, die Effizienz von Universitäten in den Blick zu neh-men. Die vorliegende Studie zeigt, wie sich die Effizienz deutscher Universitäten zwischen 2004 und 2015 entwickelt hat. Für die empirische Analyse wird als gängiger methodischer Ansatz die Data Envelopment Analysis (DEA) herangezogen. Mittels mathematischer Optimierung wird aus verschiedenen In- und Outputs ein relatives institutionelles Effizienzmaß bestimmt. Als Variablen für den Input werden die Ausgaben und das Personal einer Univer-sität verwendet; als Variablen für den Output gehen die Anzahl der hochzitierten Publikationen sowie die Anzahl der Graduierten in die Analyse ein. Neben allgemeinen Trends in der Effizienz deutscher Universitäten wird in der Studie auch die individuelle Entwicklung einzelner Hochschulen beleuchtet. Generell deuten die Ergebnisse auf ein ähnliches und zeitlich konstantes Effizienzniveau in der deutschen Universitätslandschaft hin.
„Wir haben institutionellen Aufwand und Ertrag miteinander verglichen. Beim Aufwand haben wir die Ausgaben und das Personal einer Universität untersucht, beim Ertrag die Anzahl der meistzitierten Veröffentlichungen und die Anzahl der Absolventen“, sagt Klaus Wohlrabe, Koautor und Leiter der Befragungen am ifo Institut. Die anderen Autoren sind Sabine Gralka von der TU Dresden und Lutz Bornmann von der Max-Planck-Gesellschaft in München.
„Insgesamt liegen die deutschen Universitäten bei der Effizienz sehr nahe beisammen, und das über viele Jahre hinweg“, fügt Wohlrabe hinzu. „Die deutsche Universitätslandschaft ist vor allem durch Homogenität untereinander und über die Zeit gekennzeichnet. Es gibt keine Spitzengruppe, die ihre Ressourcen besonders effizient in exzellente Forschungsleistungen verwandelt. Das wirft natürlich Fragen nach dem Erfolg der Exzellenzinitiative der Bundesregierung auf. Wir hatten erwartet, dass die zusätzlichen (Forschungs-)Mittel die Effizienz der geförderten Universitäten hätten positiv beeinflussen können.“
Untersucht wurden 70 der 76 öffentlichen Universitäten für die Jahre 2004 bis 2015.
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.
Gendered management in Spanish universities : Functional segregation among vice-rectors
Autor/in:
Castaño, Cecilia; Vázquez-Cupeiro, Susana; Martínez-Cantos, José Luis
Quelle: Gender and Education, 31 (2019) 8, S 966–985
Inhalt: The reorganisation of higher education according to the marketplace logic ? and framed within the process of Europeanisation and globalisation ? has run parallel to a significant rise in the number of women in senior management positions at Spanish universities. This would seem to be a step to more gender equality. However, the analysis of the situation used thus far, based on conventional indicators, may be harbouring a not-so-egalitarian reality. Our approach studies the gender distribution of vice-rectors according to assigned functions in all forty-eight Spanish public universities offering both graduate and postgraduate studies. It does so by creating a typology to exemplify gendered divisions of labour within those positions. The results confirm an uneven gender distribution: women, although mostly in charge of caregiving and housekeeping functions, are underrepresented across the board in areas where strategic power resides and the future of university is decided and where, eventually, gender norms could be changed.
Zwei Seelen in einer Brust : Wissenschaft zwischen disziplinärer Ordnung und Interdisziplinarität
Autor/in:
Froese, Anna
Quelle: WZB Mitteilungen, (2018) 159, S 17–19
Inhalt: Obwohl Interdisziplinarität so alt ist wie die Wissenschaft selbst, ist das Konzept in den letzten Jahren sehr populär geworden. Interdisziplinarität wird das Potenzial zugesprochen, komplexe Probleme zu lösen und radikale Innovationen zu ermöglichen. Doch interdisziplinär zu arbeiten, ist für Forschende mit hohem Aufwand verbunden und unserWissenschaftssystem fördert immer noch ein Denken in der Struktur von Disziplinen. Der Artikel beleuchtet Strategien, wie Interdisziplinarität stärker als bisher im Wissenschaftssystem verankert werden kann.
Quelle: International Journal of Gender, Science and Technology, 10 (2018) 1, 20 S
Inhalt: The concept of research excellence, as defined and practised in the current research landscape, has been shown to be problematic for gender equality. This interview study examines how the concept of excellence is perceived among researchers in two national contexts, Sweden and Germany. The findings show that the perception of what excellence is, and how it can be achieved, differs between the two countries. In Germany, the concept was perceived as positive, while researchers in Sweden were more critical of it. In both countries, however, excellence in research was related to different constructions of masculinity. One of these, prioritising work above other life concerns, was also discussed differently in the two countries. Most German interviewees cherished an all hours’ culture, while most Swedish interviewees advocated a more balanced life. In both countries, becoming ‘excellent’ was seen as requiring the practice of both traditional academic and a new kind of business-like entrepreneurial masculinity. This impedes female researchers’ career paths. The Swedish researchers, however, seemed to live in a more permissive research environment, in which different ways of being an excellent academic were possible.
Schlagwörter:Akademische Karriere; career; excellence; Expertise; Finanzierung; Forschungspolitik; research financing; research policy; RWTH Aachen; Schweden
CEWS Kategorie:Wissenschaft als Beruf, Frauen- und Geschlechterforschung, Wissenschaftspolitik