trans. inter*. nicht-binär. Lehr- und Lernräume an Hochschulen geschlechterreflektiert gestalten : für Lehrende, Studierende und alle anderen Hochschulangehörigen
Autor/in:
Eder, Elis; Garde, Jonah; Janowiak, Anna Lena; Moshkovitz, Ruth Orli; Rieser, Noah; Thuswald, Marion
Quelle: Akademie der Bildenden Künste Wien; Wien, 2019.
Inhalt: Diese Broschüre ging aus dem Projekt Non-Binary Universities. Maßnahmen zur Stärkung der Geschlechter-Diversität an Universitäten in Österreich hervor, das an der Akademie der bildenden Künste Wien durchgeführt wurde und vom Bundesministerium für Wissenschaft, Forschung und Wirtschaft im Rahmen des Diversitas-Preises 2016 unterstützt wurde. Eine Zusammenfassung der Ergebnisse und Empfehlungen für Entscheidungsträger_innen finden sich unter www.akbild.ac.at/non-binary-universities
Schlagwörter:Geschlechterbegriff; Geschlechterbinarität; Geschlechternorm; Geschlechtersensibilität; Geschlechterwissen; Hochschule; Inklusion; Lehre; nicht-binär; non-binary; Norm; sex role; sexual identity; Sprache; trans; trans movement; Transgeschlechtlichkeit
Earnings Differences Among Senior University Administrators: Evidence By Gender And Academic Field
Autor/in:
Mang, Colin F.
Quelle: Canadian Journal of Higher Education, 49 (2019) 3, S 24–40
Inhalt: This study examines earnings inequality by gender and academic field among senior university administrators, including presidents, vice presidents, associate and assistant vice presidents, and deans, using data from the Canadian province of Ontario. While a 4.4 percent earnings gap between male and female administrators is initially identified, much of the gap is explained by earnings inequality across academic fields and by the career experience of the administrators. Administrators who specialize in professional fields such as engineering, health sciences, law, and social work earn between 12 percent and 33 percent more than administrators who specialize in liberal fields in the humanities and social sciences.
Schlagwörter:Canada; Dekan; Fachrichtung; field of study; gender pay gap; Kanada; Präsident*in; president; senior management; senior position; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Gender Differences in Pay Levels: An Examination of the Compensation of University Presidents
Autor/in:
Blevins, Dane P.; Sauerwald, Steve; Hoobler, Jenny M.; Robertson, Christopher J.
Quelle: Organization Science, 30 (2019) 3, S 600–616
Inhalt: Our paper studies how gender and organizational status affect a university president's compensation. Similar to previous findings, we hypothesize that women will receive less pay than men. However, we go beyond a dyadic view of individual differences to examine gender's impact on compensation, and we explicate the importance of institutional forces in understanding the gender pay gap. In doing so, we rely on organizational status and hypothesize that the gender pay gap will be less pronounced as a university's status rises. Although we find that the gender pay gap persists within the university president context, we also find that as a university's status rises, the pay gap declines. Moreover, our findings show that the gender pay gap disappears at higher-status universities. Hence, accounting for where the glass ceiling is broken is an important consideration in understanding the gender pay gap. In sum, by integrating a broader institutional perspective to explain gender differences in pay levels, our paper demonstrates the importance of contextualizing gender to better understand its effects on compensation.
The Genderqueer Identity (GQI) Scale: Measurement and validation of four distinct subscales with trans and LGBQ clinical and community samples in two countries
Autor/in:
McGuire, Jenifer K.; Beek, Titia F.; Catalpa, Jory M.; Steensma, Thomas D.
Quelle: The international Journal of Transgenderism, 20 (2019) 2-3, S 289–304
Inhalt: Background: Non-binary gender measurement has grown out of a need for accurate representation in scholarship and public health services available to a diverse gender population. Aims: The Genderqueer Identity Scale (GQI) was developed to allow for a multidimensional assessment of genderqueer identity, including non-binary identity, socially constructed versus essentialist gender, theoretical awareness of gender concepts, and gender fluidity. The GQI was designed to assess gender identity across a full spectrum of gender, at any age after mid-adolescence, and at various stages of gender identity development, including prior to, during, and after a gender transition, where applicable. Two of the GQI subscales focus on intrapersonal processes, while two focus on interpersonal processes. Methods: The measure was piloted and refined across four distinct samples: a U.S. university based LGBT sample, consecutive clinical referrals at the Center of Expertise on Gender Dysphoria in Amsterdam, the Netherlands, a Dutch LGB community sample, and an online survey forum (LGBTQ). Results: The first exploratory factor analysis identified minor potential adjustments, which were refined and retested. Researchers evaluated and cross-validated the hypothesized factor structure and determined that the three factor GQI subscales and the unidimensional Gender Fluidity measure yielded internally consistent and valid scores among transgender individuals seeking clinical treatment and LGB individuals within a community setting. The exploratory and confirmatory factor analyses provide evidence of good reliability, construct validity, and internal consistency of all four subscales. Discussion: The subscales were appropriate across a spectrum of gender identities and can be taken in the same form over time and across gender transition statuses, making them suitable for clinical evaluation and community based longitudinal research with trans-identified or gender nonconforming persons. The development of the GQI fills critical gaps in gender-related measurement including the ability to assess multiple dimensions of gender identity, and to assess gender identity across time.
Schlagwörter:genderqueer; identity; LGBTQ+; queer; trans
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
'Lost in Transition': Some preliminary considerations on voicing transgender and gender non-conforming discrimination in the workplace
Autor/in:
Bizjak, Davide
Quelle: puntOorg international journal, 4 (2019) 1, S 49–55
Inhalt: This article proposes a model aimed at considering both voice and inclusion during social
and medical transition of transgender and gender non-conforming (TGNC) people in their
workplace. A preliminary theoretical framework is focused on voice and inclusion in
organisation. The rationale of this article lies in the difficulties expressed in current research
in taking into account TGNC issues in organisation due to lack of empirical evidence. The
model proposed in the current work intends to add knowledge on the experiences of TGNC
people within their workplaces, especially during the transition process.
Schlagwörter:Arbeitsatmosphäre; diversity in the workplace; healthcare; inclusion; non-binary; silencing; Transgender; voicing
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
The Gender Pay Gap in Academia: Evidence from the Ohio State University
Autor/in:
Chen, Joyce J.; Crown, Daniel
Quelle: American Journal of Agricultural Economics, 101 (2019) 5, S 1337–1352
Inhalt: We utilize human resources data from The Ohio State University to assess the gender wage gap. We find a persistent gap of 11% among regular, tenure-track faculty after accounting for fiscal year, race, clinical appointments, experience, and department. While the presence of a statistically significant gender wage gap is robust, the magnitude of the gap varies substantially depending on how the sample of interest is defined. In assessing gender wage gaps, researchers and universities must be attentive to issues of attrition and classification. Transparency regarding how estimates are affected by sample exclusions and variable definitions will yield insight into possible sources of gender bias.
The Future of Sex and Gender in Psychology : Five Challenges to the Gender Binary
Autor/in:
Hyde, Janet Shibley; Bigler, Rebecca S.; Joel, Daphna; Tate, Charlotte Chucky; van Anders, Sari M.
Quelle: American Psychologist, 74 (2019) 2, S 171–193
Inhalt: The view that humans comprise only two types of beings, women and men, a framework that is sometimes referred to as the "gender binary," played a profound role in shaping the history of psychological science. In recent years, serious challenges to the gender binary have arisen from both academic research and social activism. This review describes 5 sets of empirical findings, spanning multiple disciplines, that fundamentally undermine the gender binary. These sources of evidence include neuroscience findings that refute sexual dimorphism of the human brain; behavioral neuroendocrinology findings that challenge the notion of genetically fixed, nonoverlapping, sexually dimorphic hormonal systems; psychological findings that highlight the similarities between men and women; psychological research on transgender and nonbinary individuals' identities and experiences; and developmental research suggesting that the tendency to view gender/sex as a meaningful, binary category is culturally determined and malleable. Costs associated with reliance on the gender binary and recommendations for future research, as well as clinical practice, are outlined.
(PsycINFO Database Record (c) 2019 APA, all rights reserved).
Schlagwörter:cultural determination; Dimorphismus; Gender; gender identity; Geschlechterbinarität; neuroscience; non-binary; Psychologie; sex difference; social neuroendocrinology; Transgender
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
Autor/in:
Li, Anita; Gravina, Nicole; Pritchard, Joshua K.; Poling, Alan
Quelle: Behavior analysis in practice, 12 (2019) 4, S 743–746
Inhalt: We examined publicly available faculty salaries for men and women faculty members at 16 university programs accredited by the Association for Behavior Analysis International (ABAI). Overall, 52.4% of the 103 faculty members were women, although there were twice as many men as women at the full-professor level. Our data suggest that ABAI-accredited training programs pay women less than men at all academic levels. Both in absolute terms and relative to the wage gap reported in other areas of psychology, the difference in mean wages for women and men in our sample was substantial. The mean salaries of men were 13%, 6%, and 15% greater than those of women at the assistant-, associate-, and full-professor levels, respectively. At all levels, the highest salary reported was earned by a man, and the lowest salary was earned by a woman. This is an embarrassment for our discipline. It is time for a change, and we behavior analysts have the tools to make change happen. Let us put those tools to good use.
Schlagwörter:academia; faculty member; full professor; gender pay gap; Universität; university; wage gap
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Inhalt: This edited book inserts postfeminism (PF) as a critical concept into understandings of work and organization. While the notion of PF has been extensively investigated in cultural and media studies, it has yet to emerge within organization studies - remaining marginal to understandings of work based experiences and subjectivities. Understanding PF as a discursive cultural context not only draws on an established epistemological orientation to organizations as discursively constructed and reproduced but allows us to highlight how PF may underpin and be underpinned by other discursive regimes
This book, as the first in the field, draws on key international authors to explore: the contextual ‘backdrop’ of PF and its links with neo-liberalism, transnational feminism and other hegemonic discourses; the different ways in which this backdrop has infiltrated organizational values and practice through the primacy attached to choice, merit and individual agency as well as through the widespread perception that gender disadvantage has been ‘solved’; and the implications for organizational subjectivity and for how inequality is experienced and perceived.
This book introduces postfeminism as a critical concept with contemporary importance for the study of organizations, arguing for its explanatory potential when:
Exploring women’s and men’s experience of managing and organizing;
Investigating the gendered aspects of organizational life;
Analysing the contemporary validation of the feminine and the associated feminization of management/leadership and organizations;
Tracing the emergence of new femininities and masculinities within organizational contexts.
The book is ideal reading for researchers working in the area of Gender and Organization Studies but is also of interest to researchers in the areas of Cultural Studies, Media Studies, Women’s Studies and Sociology.
Schlagwörter:Feminismus; Organisationssoziologie
CEWS Kategorie:Frauen- und Geschlechterforschung
Dokumenttyp:Sammelwerk
Die suggestive Konfiguration von "Weiblichkeit": Frauenzeitschriften, Doing Gender und die Kontinuität tradierter Rollenstereotype
Autor/in:
Gruner, Paul-Hermann
Quelle: Wiesbaden: Springer VS, 2018. 1 Online-Ressource (IX, 170 S.)
Inhalt: Paul-Hermann Gruner untersucht drei prominente, erfolgreiche Frauenzeitschriften (Brigitte, Für Sie, Freundin) auf die in ihnen vermittelten Konzepte von Weiblichkeit vor dem Hintergrund von fünf Jahrzehnten erfolgreicher Existenzgeschichte der „Neuen Frauenbewegung“. Die interdisziplinär angelegte Studie analysiert im Wirkfeld Sprache und Massenkommunikation, Mentalität, Mythenproduktion und Doing Gender. Es offenbart sich eine große inhaltliche wie visuelle Homogenität in der weltanschaulichen Konstruktion von Geschlecht: Die Diskursnarrative zur „Weiblichkeit“ – festgemacht an Themenkomplexen wie Schönheit, Kosmetik, Wohnen, Dekoration, Lifestyle, Kochen und Diät – konfigurieren dabei eine geschlechtsspezifische Konventionalität ohne Konservativismus. Das Apolitische markiert ein Politikum: Die vorgeführten Suggestionen eines weiblichen Lebenszusammenhangs stehen für einen selbstbewussten weiblichen Hedonismus, der vom feministischen Konzept abstrahiert.