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.
Men and women differ in their perception of gender bias in research institutions
Autor/in:
García-González, Judit; Forcén, Patricia; Jimenez-Sanchez, Maria
Quelle: PLoS ONE, 14 (2019) 12
Inhalt: There is extensive evidence of gender inequality in research leading to insufficient representation of women in leadership positions. Numbers revealing a gender gap in research are periodically reported by national and international institutions but data on perceptions of gender equality within the research community are scarce. In the present study, a questionnaire based on the British Athena Survey of Science, Engineering and Technology (ASSET 2016) was distributed among researchers working in Spain. Consistent with the original UK-based study, women in research perceived a greater degree of gender inequality than men. This difference was consistent from junior to senior positions, within public and private universities as well as research centres, and across all research disciplines. When responses were compared with the existing UK-based questionnaire, researchers in Spain felt that women and men are treated more equally in the workplace, yet they perceived their home departments to be less supportive regarding matters of gender equality. The results of this study provide clear evidence that men and women do not share the same perceptions of gender equality in science and that their differing perceptions are relatively consistent across two major European countries. The fact that men occupy the majority of senior positions while not perceiving the same inequality as women do, may be critical when it comes to ensuring the fair ascent of women to senior positions in an academic system. These data encourage the implementation of measures to ensure that both men and women are aware of gender biases in research.
New managerialism in the academy: Gender bias and precarity
Autor/in:
Steinþórsdóttir, Finnborg S.; Brorsen Smidt, Thomas; Pétursdóttir, Gyða M.; Einarsdóttir, Þorgerður; Le Feuvre, Nicky
Quelle: Gender Work Organ (Gender, Work & Organization), 26 (2019) 2, S 124–139
Inhalt: In the era of global competition, academic institutions are increasingly being managed as efficient organizations where early career academics are the most vulnerable group in the academic hierarchy. We use gender budgeting to deconstruct the financial and managerial processes and procedures in a selected academic institution in Iceland. Drawing on multiple data collection methods, we argue that new managerialism enhances the precarious position of early career academics, especially women and those in the more feminized fields. Furthermore, we show that the system's bias in favour of so‐called hard science generates gendered consequences for early career academics. We demonstrate this structural gender bias in each of the first three stages of an academic career: PhD, postdoc and other temporary positions, and assistant professorship. By highlighting the gendered consequences of new managerialism, we want to direct attention to the need to include a gender perspective in the budgeting and all the decision‐making processes in academic institutions.
More Than a Pipeline Problem : Evaluating the Gender Pay Gap in Canadian Academia from 1996 to 2016
Autor/in:
Momani, Bessma; Dreher, Emma; Williams, Kira
Quelle: Canadian Journal of Higher Education, 49 (2019) 1, S 1–21
Inhalt: This article measures gender pay gaps in Ontario’s public post-secondary education sector from 1996 to 2016 using the Public Sector Salary Disclosure Data. We find gaps widening among all faculty ranks. Men were paid on average 2.06%, 2.14%, and 5.26% more than their women colleagues for all employees, university teaching staff, and deans, respectively. We also conduct a Blinder- Oaxaca decomposition to measure the source of gendered salary differentials. Pay gaps persist during this time period despite controlling for the literature’s most common explanations, including the “pipeline effect.” Our results additionally imply that women’s years of experience in academia do not mitigate the observed pay gaps. Suggestions for future research include increasing the scope of our study to factor in finer details such as labour productivity.
Let the right one in: A Bourdieusian analysis of gender inequality in universities’ senior management
Autor/in:
Gander, Michelle
Quelle: Gender Work Organ (Gender, Work & Organization), 26 (2019) 2, S 107–123
Inhalt: This article examines the lack of gender diversity in senior management positions in professional staff in universities. These results are analysed via a Bourdieusian analysis of economic, social, cultural and symbolic capital. Through a purposeful sample of senior professional staff working in universities in three countries: Australia, Canada and the UK, six career‐enhancing strategies needed for career success were determined. The article critiques the resource‐based view of career capital and argues that capitals accumulation for career success can be understood by considering the concepts of symbolic violence and habitus as a way of understanding intra‐cohort differences. It proposes that by considering both the subjective and objective cultural constructs via habitus, and by acknowledging the importance of symbolic capital and symbolic violence towards women, this may be one way of increasing female representation in senior management.
Frauenkarrieren im Hochschulmanagement : Studie im Auftrag des Bundesministeriums für Bildung, Wissenschaft und Forschung (BMBWF) - unveröffentlicher Endbericht
Autor/in:
Wroblewski, Angela
Quelle: Institut für Höhere Studien (IHS); Wien, 2019.
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.
Workplace Barriers and Leadership Conflicts Experienced by the Women in Higher Education in Saudi Arabia
Autor/in:
Alsubh, Afaf; Hoque, Kazi Enamul; Abdul Razak, Ahmad Zabidi
Quelle: IJLD (International Journal of Learning and Development), 8 (2018) 2, 1 S
Inhalt: Based on the published scholarly works, this paper attempts to explore and accumulate the challenges and barriers that Saudi women leaders in higher education are experiencing in their professional lives. For this purpose, literature review method has been adopted. Relevant scholarly articles published in 2004 to 2017 have been rigorously studied and cited. Findings of this paper suggest that women leaders in higher education generally experience assorted challenges, such as 1) socio-cultural, 2) organizational, 3) economical and 4) personal. They also encounter eight workplace berries, such as 1) gender-based stereotypes, 2) work-life conflict, 3) self-imposed constraints, 4) social network limitations, 5) biased organizational policies, 6) non-gender-based discrimination, 7) inadequate qualification and 8) minimal existing representation. The findings also suggest that these challenges and barriers decrease the job-performances of the women leaders while igniting conflicts with their male counterparts. This paper can be helpful to the policy maker in formulating effective solutions for women leadership conflicts in Saudi Arabia. Besides, it may create new scopes for the researchers and academicians to conduct empirical studies in this very realm.
Schlagwörter:Diskriminierung; Forschungsbericht; Führungsposition; Geschlecht; Hochschule; literature review; Saudi-Arabien
CEWS Kategorie:Europa und Internationales, Hochschulen, Geschlechterverhältnis
The Exploitation of Academic Work : Women in Teaching at Swedish Universities
Autor/in:
Angervall, Petra; Beach, Dennis
Quelle: High Educ Policy (Higher Education Policy), 31 (2018) 1, S 1–17
Inhalt: This study concerns some of the implications of the increasing commodification of the higher education sector. It tries to highlight how higher education institutions have developed in the late 2000s through the reform path that was introduced to transform programmes and employees into marketable products. New forms of governance that change institutional contexts and concrete practices accompany this change. Based on interviews with a group of female academic lecturers and teachers, we look in particular at how the work structure is organized and practised at Swedish universities. The results illustrate a greater division of labour and a fragmentation of academic work that can be explained by recent developments. More specifically, it appears as if female academics in teaching-intensive departments do work that serves the interests of others (often men), foremost in areas and practices such as research.
Schlagwörter:Arbeitsteilung; division of labor; Gender; Geschlecht; Geschlechterverhältnis; Governance; Lehre; Schweden; teaching; wissenschaftliche Arbeit
CEWS Kategorie:Europa und Internationales, Hochschulen, Geschlechterverhältnis