Quelle: Front. Sociol. (Frontiers in Sociology), 8 (2023) , 1154138 S
Inhalt: Gender segregation in higher education is considered one of the main drivers of persistent economic gender inequality. Yet, though there has been considerable research identifying and describing the underlying mechanisms that cause gendered educational choices in higher education, little is known about how gender segregation in higher education could be changed. Accordingly, this article aims to determine the potential of educational interventions during high school to foster gender desegregation in higher education. We focused on two different processes that contribute to gender segregation in majors among higher education graduates: first, the selection into specific majors and, second, the selection out of specific majors. We investigated whether an intensive counselling programme leads to more gender-atypical choices among high-school graduates and examined whether intensive counselling supports several indicators of students' persistence in gender-atypical majors. Based on data from an experimental study of a counselling programme for German high-school students (N = 625), we estimated the programme's effect with linear probability models and intention-to-treat analysis. Our results show that high-school graduates are more likely to choose a gender-atypical major if they have received intensive counselling. This applies more to men than to women. In addition, the programme improved some persistence indicators for students in gender-atypical majors. Although we found a significant programme effect only for perceived person-major fit and student satisfaction, the coefficients of all aspects of students' persistence show a trend indicating that the programme was beneficial for students in gender-atypical majors. As experimental studies can also be affected by various types of bias, we performed several robustness checks. All analyses indicated stable results. In conclusion, we suggest that intensive counselling programmes have the potential to reduce gender segregation in higher education. More students were motivated to choose a gender-atypical major, and different aspects of student persistence were supported by the programme for students in gender-atypical majors.
Schlagwörter:Beratung; college major choice; gender segregation; horizontal segregation; horizontale Segregation; Studienberatung; Studienfachwahl; Studium
CEWS Kategorie:Naturwissenschaft und Technik, Studium und Studierende
Anti-Sexism Alert System: Identification of Sexist Comments on Social Media Using AI Techniques
Autor/in:
Díaz Redondo, Rebeca P. Díaz; Fernández Vilas, Ana Fernández; Ramos Merino, Mateo Ramos; Valladares Rodríguez, Sonia María Valladares; Torres Guijarro, Soledad Torres; Hafez, Manar Mohamed
Quelle: Applied Sciences, 13 (2023) 7, 4341 S
Inhalt: Social relationships in the digital sphere are becoming more usual and frequent, and they constitute a very important aspect for all of us. Violent interactions in this sphere are very frequent, and have serious effects on the victims. Within this global scenario, there is one kind of digital violence that is becoming really worrying: sexism against women. Sexist comments that are publicly posted in social media (newspaper comments, social networks, etc.), usually obtain a lot of attention and become viral, with consequent damage to the persons involved. In this paper, we introduce an anti-sexism alert system, based on natural language processing (NLP) and artificial intelligence (AI), that analyzes any public post, and decides if it could be considered a sexist comment or not. Additionally, this system also works on analyzing all the public comments linked to any multimedia content (piece of news, video, tweet, etc.) and decides, using a color-based system similar to traffic lights, if there is sexism in the global set of posts. We have created a labeled data set in Spanish, since the majority of studies focus on English, to train our system, which offers a very good performance after the validation experiments.
Schlagwörter:artificial intelligence; Big Data; method; prevention; sexism; Social Media; violence against women
Quelle: Data & Knowledge Engineering, 143 (2023) , 102108 S
Inhalt: Gender inclusion is fundamental to a prosperous society, but inequality and exclusion persist in various sectors of it. One of them is the ICT field, which is still struggling to represent the diversity of those it serves. The lack of diversity and power imbalance in software development affects the produced systems, that, instead of advancing gender inclusion, create new barriers in achieving it. Although considered neutral, software does not equally serve everyone who depends on it, favoring characteristics that are statistically more observed in those that are represented during development. As software development teams are predominantly male, it is not surprising that existing systems favor characteristics that are statistically more observed in men over characteristics observed in other genders. As technologies rapidly evolve and revolutionize the way we live, addressing this problem becomes urgent to ensure that these systems benefit everyone, regardless of their gender. As a first step towards this goal, we performed a systematic mapping study on gender issues in software engineering whose results indicated that gender impacts development and systems, but there are limited approaches for addressing it in Requirements Engineering. This study served as the foundation for proposing a conceptual model for gender-inclusive requirements. Its main objective is to facilitate discussion and analysis of gender and related concepts in the elicitation process to include them in the specification of requirements. In this paper, we extend this work by illustrating the concepts with an example, by presenting a process for using the knowledge of the model and a prototype tool that implements it, and by discussing an evaluation with 31 participants of the conceptual model’s usefulness, difficulty of understanding, strengths and weaknesses, use and recommendation, and finally, its components. The results were positive as both novices and experts in conceptual modeling considered the model useful, provided comprehensive feedback on its strengths but also suggestions for improvement, and most answered positively to the questions about whether they would use and recommend it
Diversity, Equity, and Inclusion in Artificial Intelligence: An Evaluation of Guidelines
Autor/in:
Cachat-Rosset, Gaelle; Klarsfeld, Alain
Quelle: Applied Artificial Intelligence, 37 (2023) 1, 2176618 S
Inhalt: ABSTRACTArtificial intelligence (AI) is present everywhere in the lives of individuals. Unfortunately, several cases of discrimination by AI systems have already been reported. Scholars have warned on risks of AI reproducing existing inequalities or even amplifying them. To tackle these risks and promote responsible AI, many ethics guidelines for AI have emerged recently, including diversity, equity, and inclusion (DEI) principles and practices. However, little is known about the DEI content of these guidelines, and to what extent they meet the most relevant accumulated knowledge from DEI literature. We performed a semi-systematic literature review of the AI guidelines regarding DEI stakes and analyzed 46 guidelines published from 2015 to today. We fleshed out the 14 DEI principles and the 18 DEI practices recommended underlying these 46 guidelines. We found that the guidelines mostly encourage one of the DEI management paradigms, namely fairness, justice, and nondiscrimination, in a limited compliance approach. We found that narrow technical practices are favored over holistic ones. Finally, we conclude that recommended practices for implementing DEI principles in AI should include actions aimed at directly influencing AI actors? behaviors and awareness of DEI risks, rather than just stating intentions and programs.
Schlagwörter:artificial intelligence; Big Data; method; text analysis
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
Handbook for Creating a GenderSensitive Curriculum Teaching and Learning Strategies
Autor/in:
Kitchener, Mary; Humbert, Anne Laure
Quelle: Zenodo, 2023.
Inhalt: This handbook has been a joint publication between the Centre for Diversity Policy Research and Practice and the Oxford Centre for Academic Enhancement and Development (Oxford CAED). Led by Dr Mary Kitchener and overseen by Professor Jackie Potter and Professor Anne Laure Humbert. The project has been supported and guided by Dr Kate Clayton-Hathway, Dr Heather Griffiths, Irmgard Huppe, Dr Liz Lovegrove, Cathy Malone, Dr Sue Moron Garcia, Dr Jane Pritchard, Kat Kwok, and Mieke Tyrrell. The project team would like to gratefully thank Chloe Meek, MA in Publishing student at Oxford Brookes for editing the handbook, as well as Milica Antić Gaber, Jasna Podreka, Tjaša Cankar and Živa Kos at the University of Ljubljana, and Zeynep Gülru Göker, İlayda Ece Ova and Ayşe Gül Altınay at Sabancı University for reviewing it.
This handbook has been developed as part of the GEARING-Roles project (https://gearingroles.eu/), funded by the European Union’s Horizon 2020 Research and Innovation program under Grant Agreement n° 824536. GEARING-Roles stands for Gender Equality Actions in Research Institutions to traNsform Gender Roles and consists of a multidisciplinary consortium of 10 European academic and non-academic partners that work together to design, implement, and evaluate six Gender Equality Plans (GEPs) following the steps described in the GEAR tool (define, plan, act and check). Overall, the GEARING-Roles project challenges and transforms gender roles and identities linked to professional careers and works towards real institutional change.
Diversity and Discrimination in Research Organizations
Herausgeber/in:
Striebing, Clemens; Müller, Jörg; Schraudner, Martina
Quelle: Bingley, U.K.: Emerald Publishing Limited, 2023. 516 S
Inhalt: The ebook edition of this title is Open Access and freely available to read online. The era of team science has long since dawned. However, in order for the individual members of a team to work well, research organizations need to provide a productive and naturally non-discriminatory working environment. Bringing together and integrating researchers and their diverse backgrounds in effective teams does not happen on its own. To harness the positive effects of diversity, it must be understood and managed proactively. The edited collection Diversity and Discrimination in Research Organizations provides researchers with empirical studies on the question of whether and to what extent the social identity of the academic workforce affects their individual integration in research organizations. Practitioners receive guidance and suggestions on possible starting points and requirements for programmes to improve equal opportunities and work climate in their research organizations. The articles can be roughly divided into two categories according to the guiding questions of this edited collection: macro studies surveying the extent of discrimination and harassment in research organizations and micro studies exploring the influence of the specific cultural contextual conditions of the academic workplace on experiences of discrimination and harassment related to the diversity of the workforce.
CEWS Kategorie:Diversity, Hochschulen, Wissenschaft als Beruf
Quelle: Institut für Arbeitsmarkt- und Berufsforschung (IAB); Nürnberg (Aktuelle Daten und Indikatoren), 2023.
Inhalt: Dass Frauen in Deutschland weniger verdienen als Männer, gilt gemeinhin als bekannt. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Im Folgenden zeigen wir diese regionalen Unterschiede mit dem so genannten Gender Pay Gap (GPG) auf. Datengrundlage bildet hierbei der nominale Lohn (brutto), den sozialversicherungspflichtig Vollzeitbeschäftigte zum Stichtag 30.06.2021 in einer bestimmten Region verdient haben.
In Westdeutschland lag der Gender Pay Gap, der Verdienstunterschied zwischen Männern und Frauen, 2021 mit 20,6 Prozent mehr als dreimal so hoch wie in Ostdeutschland mit 6,3 Prozent. Im bundesweiten Durchschnitt erhielten 2021 vollzeitbeschäftigte Männer 18,9 Prozent mehr Lohn oder Gehalt. Das geht aus einer aktuellen Studie des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) vom Montag hervor. Fünf Jahre zuvor lag der Gender Pay Gap noch 2,5 Prozentpunkte höher.
„Es hängt sehr stark von der konkreten Beschäftigungsstruktur vor Ort ab, ob und wie viel Frauen weniger verdienen als Männer“, berichtet Michaela Fuchs vom Regionalen Forschungsnetz des IAB. Im Bodenseekreis liegt der Gender Pay Gap bei 40 Prozent, und auch in Ingolstadt ist er mit 37 Prozent sehr hoch. Dagegen verdienen Frauen in vier Kreisen Ostdeutschlands sogar mehr als Männer. In Dessau-Roßlau liegt das Gehalt vollzeitbeschäftigter Frauen rund 2 Prozent über dem vollzeitbeschäftigter Männer. Auch in Frankfurt/Oder, Cottbus und im Landkreis Stendal liegen vollzeitbeschäftigte Frauen in puncto Gehalt im Schnitt vor den Männern.
Insbesondere Unterschiede in der Berufswahl spielen eine wesentliche Rolle für die Verdienstunterschiede zwischen Frauen und Männern: Frauen arbeiten häufiger in Dienstleistungs-, Gesundheits- und Sozialberufen. „Tätigkeiten in diesen Bereichen sind meistens mit einem geringeren Verdienst verbunden als in von Männern häufig ausgeübten Tätigkeiten“, erklärt Anja Rossen vom Regionalen Forschungsnetz des IAB . Außerdem sind Frauen häufiger in kleinen Betrieben tätig. „Damit profitieren sie nicht im gleichen Ausmaß wie Männer von den im Durchschnitt höheren Löhnen in Großbetrieben“, so Antje Weyh vom Regionalen Forschungsnetz des IAB.
Diese Faktoren sind je nach Region unterschiedlich stark ausgeprägt. So ist beispielsweise der Bodenseekreis stark vom Maschinenbau geprägt und dort arbeitet der Großteil der Männer in gut dotierten Berufen der Maschinenbau- und Betriebstechnik. In Dessau-Roßlau sind Männer dagegen überdurchschnittlich häufig in Berufen der Lagerwirtschaft, Post und Zustellung mit niedrigen Verdiensten tätig, Frauen arbeiten demgegenüber häufiger in Verwaltungs-und Büroberufen mit mittlerem Verdienstniveau. Im Bodenseekreis sind deutlich mehr Beschäftigte in Großbetrieben tätig als in Dessau-Roßlau: knapp 47 Prozent der Beschäftigten arbeiten in Betrieben mit mehr als 250 Mitarbeitern, in Dessau-Roßlau liegt dieser Anteil nur bei rund 28 Prozent.
Werden, soweit statistisch verfügbar, die Unterschiede zum Beispiel hinsichtlich Qualifikation, Beruf und Arbeitserfahrung berücksichtigt, beträgt der bereinigte Gender Pay Gap in Ostdeutschland 10,8 Prozent und in Westdeutschland 15,3 Prozent.
Bekanntmachung der Bund-Länder-Vereinbarung gemäß Artikel 91b Absatz 1 des Grundgesetzes über die Fortsetzung des Professorinnenprogramms des Bundes und der Länder zur Förderung der Gleichstellung von Frauen und Männern in Wissenschaft und Forschung an deutschen Hochschulen – Professorinnenprogramm 2030 -