Gender equality regimes and evaluation regimes in Europe and their implications for policy design and evaluation
Autor/in:
Reidl, Sybille; Beranek, Sarah; Holzinger, Florian; Streicher, Jürgen
Quelle: Evaluation and program planning, 83 (2020)
Inhalt: Purpose
This article starts from the assumption that it is important for the evaluation of gender equality interventions in RTDI (Research, Technology Development and Innovation) to consider its context regarding gender equality regime and evaluation culture because this context does influence effects and long term impacts of such activities. It aims to provide key characteristics for the differentiation of gender equality regimes and evaluation regimes to be considered when designing policy interventions or evaluating specific gender equality interventions in RTDI.
Design/methodology/approach
After a literature review of relevant typologies for welfare state and gender equality regimes, it was analysed to which extent the seven EFFORTI countries correspond to certain typologies based on the data basis of the context research performed in the EFFORTI project. For this context research, international/national and qualitative/quantitative data regarding the relevant framework conditions were firstly collected for each of the EFFORTI countries and secondly compared in a cross-country analysis.
Findings
The research showed that when it comes to gender equality policies, most EFFORTI countries can either be assigned to the Social-Democratic category or Conservative Equal Employment Regime category in the typology of von Wahl (2005), with the latter type tending to provide less favourable conditions for women in the general labour market as well as women in RTDI (e.g. overtime culture). In how far these different types of context can have an impact on the evaluation of interventions can be exemplarily illustrated using case studies carried out as part of EFFORTI. Connecting the typologies for gender equality policy with evaluation regimes has not proved fruitful, as the two discourses have only begun to converge in recent years. The evaluation regimes and cultures of the respective countries have therefore been described independently. However, it was shown that countries with more expertise in certain areas (e.g. gender, evaluations) developed more routinized and institutionalised procedures in the respective field.
Originality/value
Considering the different framework conditions is relevant when it comes to evaluation as different national contexts might require different policy and designs of activities, but might also shape the interventions’ effects. This article therefore aims to provide support in this regard for future evaluations of gender policies.
Dual-anonymization Yields Promising Results for Reducing Gender Bias : A Naturalistic Field Experiment of Applications for Hubble Space Telescope Time
Autor/in:
Johnson, Stefanie K.; Kirk, Jessica F.
Quelle: Publications of the Astronomical Society of the Pacific, 132 (2020) 1009
Inhalt: Using archival data, we examine the effects of the Hubble Space Telescope Time Allocation Committee (HST TAC)’s decision to adopt a dual- rather than single-anonymous review process. The change involved removing, to varying degrees, information about the Principal Investigator (PI) with the goal of reducing bias against women. Proposals led by female PIs were significantly more likely to be accepted in the five cycles following the changes compared to the 11 cycles using a single-anonymous review system. Taking a closer look at why these changes emerged, we examined data at the reviewer-level in the cycle immediately preceding the change compared to three of the cycles after the change. We found that male reviewers rated female PIs significantly worse than they rated male PIs before, but not after, dual-anonymization was adopted.
Herausgeber/in:
Smith, Helen Lawton; Henry, Colette; Etzkowitz, Henry; Poulovassilis, Alexandra
Quelle: Cheltenham, UK; Northampton, MA, USA: Edward Elgar Publishing, 2020.
Inhalt: Gender, Science and Innovation explores the contemporary challenges facing women scientists in academia and develops effective strategies to improve gender equality. Addressing an important gap in current knowledge, chapters offer a range of international perspectives from diverse contexts, countries and institutional settings. This book is an essential contribution to the literature for academics, researchers and policy makers concerned with improving gender equality in academia and seeking to learn from the experiences of others.
Schlagwörter:ADVANCE; Frauen in der Wissenschaft; Geschlechterverhältnis; geschlechtsspezifische Diskriminierung; Gleichstellungsmaßnahmen; Gleichstellungspolitik; Industrieforschung; Institution; Karriere; leaky pipeline; Medizin; Mentoring; Networking; Netzwerk; Norwegen; Technologie; USA
CEWS Kategorie:Hochschulen, Wissenschaft als Beruf, Geschlechterverhältnis, Gleichstellungspolitik
Inhalt: SUMMARYThe percentage of women employed in professional scientific positions has been low but is increasing over time. The U.S. National Institutes of Health and the National Science Foundation have both implemented programs to improve women's participation in science, and many universities and companies have diversity and equity programs. While most faculty and scientists believe that they are fair and unbiased, numerous well-designed studies published in leading peer-reviewed journals show that gender bias in sciences and medicine is widespread and persistent today in both faculty and students. Recent studies show that gender bias affects student grading, professional hiring, mentoring, tenure, promotion, respect, grant proposal success, and pay. In addition, sexual harassment remains a significant barrier. Fortunately, several studies provide evidence that programs that raise conscious awareness of gender bias can improve equity in science, and there are a number of recommendations and strategies for improving the participation of women.
Schlagwörter:Forschungsförderung; Frauen in der Wissenschaft; gender bias; Geschlechterverhältnis; Gleichstellungsmaßnahmen; Gleichstellungspolitik; Medizin; Mentoring; Personalrekrutierung; USA; Wissenschaftskarriere
Rezension zu : Mike Laufenberg, Martina Erlemann, Maria Norkus, Grit Petschick (Hg.): Prekäre Gleichstellung. Geschlechtergerechtigkeit, soziale Ungleichheit und unsichere Arbeitsverhältnisse in der Wissenschaft. Wiesbaden: VS Verlag für Sozialwissenschaften 2018 - Querelles-net, Jg. 20, Nr. 3 (2019)
Autor/in:
Mauer, Heike
Quelle: (2019)
Inhalt: Umfassend werden hier das Verhältnis von prekären Arbeitsverhältnissen und Diskriminierungs- und Ungleichheitsstrukturen in der Wissenschaft sowie Gleichstellungspolitiken in den Blick genommen. Die Autor_innen plädieren dafür, die Ökonomisierung von Bildung, die Herausbildung der unternehmerischen Hochschule sowie die damit einhergehende Ausbreitung unsicherer Arbeitsverhältnisse in der Wissenschaft mit Prozessen der Gleichstellungsgovernance sowie der Transformation von Geschlechterverhältnissen und insbesondere von Rassismus an der Hochschule zusammenzudenken. In 12 Beiträgen werden diesbezügliche Ambivalenzen thematisiert und Interventionsmöglichkeiten, um Geschlechtergerechtigkeit, eine nicht-rassistische Hochschule und sichere Beschäftigungsverhältnisse zu verwirklichen, diskutiert.
Strategies for Resisting Sexism in the Academy : Higher Education, Gender and Intersectionality
Herausgeber/in:
Crimmins, Gail
Quelle: Cham: Springer International Publishing (Palgrave studies in gender and education), 2019. 2 S
Inhalt: This book harnesses the expertise of women academics who have constructed innovative approaches to challenging existing sexual disadvantage in the academy. Countering the prevailing postfeminist discourse, the contributors to this volume argue that sexism needs to be named in order to be challenged and resisted. Exploring a complex, intersectional and diverse arrangement of resistance strategies, the contributors outline useful tools to resist, subvert and identify sexist policy and practice that can be deployed by organisations and collectives as well as individuals. The volume explores pedagogical, curriculum and research approaches as well as case studies which expose, satirise and subvert sexism in the academy: instead, embodied and slow scholarship as political tools of resistance are introduced. A call for action against the propagation of sexism and gender disadvantage in the academy, this important book will appeal to students and scholars of sexism in higher education as well as all those committed to working towards gender e/quality. Gail Crimmins is Researcher at the University of the Sunshine Coast, Australia. Her research explores gender inequity in the academy and feminist, narrative and arts informed approaches to research. Contributors: Gail Crimmins, Ruth Pearce, Maria Tsouroufli, Elizabeth Beckmann, Ruth Lewis, Sundari Anitha, Heather Laube, Sandy O’Sullivan, Anagha Tambe, Katy Deepwell, Kay Siebler, Kate Carruthers Thomas, Susanne Gannon, Marnina Gonick, Briony Lipton, Anna Rigmor Moxnes, #FEAS, The Women Who Write, The Res-Sisters
Schlagwörter:developmental psychology; Education, Higher; Gender identity in education; Gleichstellungspolitik; Hochschule; sexism; Sexismus; Widerstand; women
CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik, Geschlechterverhältnis
‘If you put pressure on yourself to produce then that's your responsibility’ : Mothers’ experiences of maternity leave and flexible work in the neoliberal university
Quelle: Gender Work Organ (Gender, Work & Organization), 26 (2019) 6, S 772–788
Inhalt: Women remain underrepresented in senior positions within universities and report barriers to career progression. Drawing on the concepts of Foucault and Bourdieu, with an emphasis on technologies of the self, this article aims to understand mothers’ academic career experiences. Interviews were conducted with 35 non‐STEMM (science, technology, engineering, mathematics and medicine) academics in Scotland and Australia, to reveal the gender dimensions of parents’ academic careers, in neoliberal university contexts. The data suggest that there are tensions between organizational policies, such as maternity leave and flexible work, and the contemporary demands of academic labour. New managerial discourses which individualize and make use of moral systems are particularly effectual in driving women to take up marketized research activity and compromise leave entitlements.
Geschlechterquoten im europäischen Vergleich : Harte Sanktionen bei Nichteinhaltung sind am wirkungsvollsten
Autor/in:
Arndt, Paula; Wrohlich, Katharina
Quelle: DIW Wochenbericht, (2019) 38, S 691–698
Inhalt: Frauen sind in Spitzengremien der Wirtschaft nach wie vor stark unterrepräsentiert – in Deutschland, in Europa und auch weltweit. In den Aufsichtsräten der 200 umsatzstärksten Unternehmen in Deutschland lag der Frauenanteil zuletzt bei knapp 27 Prozent, in den Vorständen sogar nur bei neun Prozent.info Auch in anderen Bereichen wie Politik, Wissenschaft und Medien sind Frauen nach wie vor seltener vertreten als Männer. So beträgt beispielsweise der Frauenanteil unter den Abgeordneten im Deutschen Bundestag aktuell 31,2 Prozent;info an den größten deutschen Hochschulen liegt der Anteil der Professorinnen bei 23 Prozent.info
In den vergangenen Jahren hat die Aufmerksamkeit für dieses Thema stark zugenommen. Beispiele dafür sind die Berichterstattungen zum „Thomas-Kreislauf“ oder zur „Hans-Bremse“.info Durch diese öffentliche Debatte steigt seit einigen Jahren der Druck auf die Politik, den Ungleichheiten zwischen Frauen und Männern in Führungspositionen entgegen zu wirken. Viele Länder in Europa haben gesetzlich verbindliche Geschlechterquoten für Spitzengremien in der Wirtschaft eingeführt. Deutschland hat dazu im Jahr 2015 das Gesetz für die gleichberechtigte Teilhabe von Frauen und Männern an Führungspositionen in der Privatwirtschaft und im öffentlichen Dienst (FüPoG) verabschiedet.info Auch für andere Bereiche werden ähnliche Quoten gefordert, beispielsweise für Führungspositionen in deutschen Medien,info in der Wissenschaftinfo oder in der Medizin.info Auch für die Politik werden Geschlechterquoten seit längerem diskutiert. Als erster deutscher Landtag hat Brandenburg im Januar 2019 das sogenannte Paritätsgesetz verabschiedet. Dieses sieht vor, dass alle Parteien, die an der Landtagswahl 2024 teilnehmen wollen, ihre Kandidatenlisten abwechselnd mit Männern und Frauen besetzen müssen.info Auch in Thüringen wurde im Juli 2019 ein solches Gesetz für den Landtag beschlossen.info In einigen europäischen Ländern (darunter Belgien, Frankreich, Portugal, Spanien und Slowenien) gelten Gesetze zu Geschlechterquoten für Kandidatenlisten auch auf nationaler Ebene.info