Fra visjon til praksis : En surveyundersøkelse om likestillings- og mangfoldsarbeidet ved forskningsinstitutter, høyskoler og universiteter
Autor/in:
Tica, Sabina
Quelle: Komité for kjønnsbalanse og mangfold i forskning; Oslo, 2021.
Inhalt: The report is a survey-based review (in Norwegian only) of how research institutes, universities and university colleges work to promote gender equality and diversity. It was authored by Sabina Tica and commissioned by the Committee for Gender Balance and Diversity in Research (KIF committee).
The report was presented via webinar. The KIF committee initiated the survey to obtain more data and review the current status of efforts to promote gender balance and diversity in research, for use in its future work.
The KIF committee designed and sent out the survey to a variety of research and higher education institutions. The responses form the empirical basis of the report.
The survey was sent to HR heads at 64 institutions, of whom 48 responded. The sample consists of 18 research institutes, 17 university colleges, 10 universities and 3 unspecified.
Some of the main findings:
The responding institutions dedicated relatively little resources to promoting gender equality and diversity.
The proportion of institutions that had drawn up an institution-wide action plan for gender equality and diversity: universities (80 per cent), university colleges (76.5) and research institutes (38.9).
Gender was the discrimination basis that was included in every institution’s action plan, but disability, ethnicity and sexual harassment were often incorporated as well.
Just 25 per cent of responding institutions with an action plan (7 of 28) had drawn up a department- or faculty-level action plan.
Roughly half of institutions (23 of 45) had a coordinating group for equality and diversity or a gender equality committee.
Expertise in gender equality and diversity is seldom a requirement in management hiring and leadership development at the institutions responding.
Analysis shows that among the respondents, the universities had institutionalized their gender and diversity efforts to a greater extent than the university colleges and research institutes.
No respondents from the universities characterized their efforts on ethnic diversity as ‘good’.
Institutions without an action plan more often assessed their work on ethnic diversity as ‘good’ compared to those with an action plan.
Only 10.2 per cent of respondents felt the pandemic had caused delays in planned efforts to promote gender equality and diversity at their institutions.
Among the institutions responding, the majority felt that international students and researchers were the most vulnerable group during the pandemic, followed by other at-risk groups. Respondents also expressed concern about the pandemic’s impact on women’s working conditions.
Check Hochschulleitung in Deutschland : Update 2021
Autor/in:
Roessler, Isabel
Quelle: Centrum für Hochschulentwicklung (CHE); Gütersloh, 2021.
Inhalt: Der „CHECK Hochschulleitung in Deutschland – Update 2021“ bietet aktualisierte Daten aus den bisherigen Lebenslaufanalysen „CHECK Universitätsleitung in Deutschland“ und „CHECK HAW-Leitungen in Deutschland“. Hinzu kommen neue Daten aus dem „CHECK Leitungen privater Hochschulen in Deutschland“. Berücksichtigt wurden die im Netz veröffentlichten Lebensläufe von 283 Hochschulleitungen, ergänzt durch Nachfragen bei Präsidien und Rektoraten. Stand der Erhebung bzw. Aktualisierung war September 2020. Autorin aller genannten Publikationen ist Isabel Roessler.
Schlagwörter:Alter; Fachhochschule; Geschlechterverteilung; Herkunft; Hochschulleitung; Lebenslauf; soziale Herkunft; Universität
30 Jahre Geschlechtergleichstellung in der Wissenschaft - eine Bilanz
Autor/in:
Löther, Andrea
Quelle: Chancengleichheit in Wissenschaft und Forschung. 25. Fortschreibung des Datenmaterials (2019/2020) zu Frauen in Hochschulen und außerhochschulischen Forschungseinrichtungen. Gemeinsame Wissenschaftskonferenz (GWK) (Hrsg.), Bonn. 2021, S 118–147
Schlagwörter:Forschungseinrichtung; Frauenanteil; Geschlechterverhältnis; Gleichstellungspolitik; Hochschule; Promotion; Statistik; Studium; wissenschaftliches Personal
CEWS Kategorie:Statistik und statistische Daten, Hochschulen, Geschlechterverhältnis
Jenseits der Gläsernen Decke : Professorinnen zwischen Anerkennung und Marginalisierung - Handreichung für Gleichstellungs- und Hochschulpolitik
Autor/in:
Wagner, Leonie; Paulitz, Tanja; Dölemeyer, Anne; Fousse, Johannes
Quelle: Darmstadt; Holzminden, 2021.
Inhalt: Wie steht es um die Gleichstellung zwischen Frauen und Männern innerhalb der Gruppe der Professor:innen? Das BMBF-geförderte Verbundprojekt "Jenseits der Gläsernen Decke: Professorinnen zwischen Anerkennung Marginalisierung" unter Leitung von Prof.Dr. Tanja Paulitz (TU Darmstadt) und Prof.Dr. Leonie Wagner (HAWK) hat dies untersucht und präsentiert nun zentrale Ergebnisse in einer Handreichung für die hochschul- und gleichstellungspolitische Praxis. Die Sozialwissenschaftler:innen befragten Professorinnen und Professoren an Universitäten, Fachhochschulen, Kunst- und Musikhochschulen. Die Studie zeigt hochschultyp-übergreifend: Auch jenseits der gläsernen Decke der Lebenszeitberufung bleiben geschlechtsbasierte Asymmetrien bestehen. Diese sind nicht immer offensichtlich, sondern in informelle Praktiken eingebettet. Maßnahmen für mehr Gleichstellung stehen daher vor der Aufgabe, über die reine Steigerung der Frauenanteile auf der Professur hinaus einen grundlegenden Kulturwandel an Hochschulen einzuleiten.Die
Hochschulranking nach Gleichstellungsaspekten 2021
Autor/in:
Löther, Andrea
Quelle: GESIS - Leibniz-Institut für Sozialwissenschaften; Köln (cews.publik, 24), 2021.
Inhalt: Mit dem Hochschulranking nach Gleichstellungsaspekten 2021 liegt die zehnte Ausgabe dieses etablierten und langjährigen Instruments zur Qualitätssicherung für Gleichstellung an Hochschulen vor. Das Ranking beruht auf einem mehrdimensionalen Indikatorenmodell und berücksichtigt über das Kaskadenmodell die Fächerprofile der Hochschulen. Verwendet wurden Daten der amtlichen Hochschulstatistik für das Jahr 2019. Zusätzlich zu dem Hochschulranking beinhaltet die Veröffentlichung ein Ranking der Bundesländer, das auf ähnlichen Indikatoren beruht. Die Veröffentlichung wendet sich an alle, die in Hochschulen und Politik an der Qualität und dem Innovationspotenzial unserer Hochschulen interessiert sind.
Schlagwörter:Geschlecht; Geschlechterverhältnis; Gleichstellung; Hochschule; ranking; Statistik
CEWS Kategorie:Statistik und statistische Daten, Hochschulen, Geschlechterverhältnis
Quelle: The gender-sensitive university. A contradiction in terms? Eileen P. Drew (Hrsg.), Siobhán Canavan (Hrsg.), Abingdon, Oxon; New York, NY: Routledge, Taylor & Francis Group. 2021, S 1–15
CEWS Kategorie:Europa und Internationales, Hochschulen, Geschlechterverhältnis
Dokumenttyp:Sammelwerksbeitrag
Women in Higher Education : Re-imagining Leadership in the Academy in Times of Crisis
Autor/in:
Baker, Vicki L.
Quelle: The Journal of Faculty Development, 35 (2021) 1, S 57–62
Inhalt: The current global pandemic has both highlighted women's leadership effectiveness in times of crisis while also shining a light on the challenges women professionals, particularly working mothers, face. Informed by research and practice, the aim of this manuscript is to offer a call to action—one that offers a more productive approach to advancing women academics in leadership post COVID-19.
Quelle: LAER (Latin American Economic Review), 30 (2021) 10, S 1–30
Inhalt: The National University of Colombia boasts a clear and egalitarian salary regime for its academic staff. Apart from rules concerning maternity and paternity leaves, which follow na-tional Colombian legislation, the Academic Personal Statute is completely free of gender-based norms.
Salaries are assigned through a points system that considers training level, produc-tivity, and academic rank. With this in mind, one might expect to find egalitarian male and female salary conditions free of the gender-related gaps existing in other, more arbitrary private work environments.
In this article, we present the results of a variance decomposition analysis of the gross salaries of all full-time professors and report the existence of an unadjusted gender pay gap of 0.12 and adjusted or unexplained gaps of 0.07-0.09 obtained through a Mincer earnings regression and a Blinder-Oaxaca decomposition. Partial correlations between these gaps and the different factors that come into play are examined and analyzed.
The high impact of professors' research track record on their salaries appears as the main contribution to the gender differences. It seems plausible that the crucial need for time to dedicate to research opens the window to the patriarchal society to permeate the otherwise egalitarian salary regime of the University, especially for the highest range of salaries corresponding mainly to male full professors who are very active in research
Schlagwörter:full professor; full-time; gender pay gap; Kolumbien; Professor*in; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Gender differences in pay among university faculty in Russia
Autor/in:
Rudakov, Victor N.; Prakhov, Ilya A.
Quelle: Higher Education Quarterly, 75 (2021) 2, S 278–301
Inhalt: The study focuses on the issue of gender discrimination in pay among university faculty in Russia, a country with an exceptionally high share of female faculty in higher education.
Using a comprehensive and nationally representative survey of university faculty, we found that although women in academia earn considerably less than men, gender inequality among university faculty is lower than in the non-academic sector. The study shows that gender differences in pay can be mainly explained by vertical gender segregation: women are less likely to achieve senior positions in the university hierarchy, which brings a high wage premium. Another explanation is horizontal segregation, when there is a prevalence of male faculty in Moscow-based universities, which provide a considerable wage premium compared to regional ones. A decomposition of the gender wage gap shows that slightly more than half of it can be explained by observable factors, while the rest can be attributed to discrimination and unobservable characteristics. Within the unexplained part the major part can be attributed to favoritism towards men and the minor part to discrimination against women. We found some evidence that faculty in research universities, which actively implement performance-related pay, experience less gender inequality.
Addressing the Gender Pay Gap: The Influence of Female and Male Dominant Disciplines on Gender Pay Equity
Autor/in:
Buckman, David G.; Jackson, Tommy E.
Quelle: Journal of Education Finance, 47 (2021) 1, S 71–91
Inhalt: This study used Kanter's (1997) Tokenism theory to analyze the relationship between gender and faculty salaries in Georgia higher education institutions to determine whether pay inequity existed between male and female professors in 2018. Two separate mixed-effect regression models were estimated on a 2018 cross-sectional survey dataset of Georgia higher education faculty members where faculty demographic characteristics (i.e., gender and academic discipline) were regressed on their annual base salaries. When controlling for demographics and occupational characteristics, female faculty received significantly lower salaries than their male counterparts. In addition, when controlling for academic discipline and grouping those disciplines vis-a-vis male dominant and female dominant, males in female-dominant disciplines earned significantly more money than females, and females in male-dominant disciplines earned more money than males. Additional findings support negotiable salaries as a significant contributor to higher pay.