Inhalt: This article examines the significance of neoliberalism in re/shaping the gendered timescapes of higher education in Ghana through its intersection with patriarchal forces. It draws from a project aiming to create non-hierarchical, co-mentoring spaces in which participants collaboratively generate feminist analyses. Letter-writing was identified as a form of feminist praxis and an auto/biographical method to access the multidimensional inequalities women navigated in their careers. Opening counter-hegemonic time–space and providing feminist conceptual resources, the women explored their aspirations, experiences, and subjectivities. In Ghana, women are attempting to balance the accelerated temporalities of neoliberal higher education, as productive subjects, with the explicit demands of patriarchy, which construct them primarily in reproductive terms as wives and mothers. Our collective reflections illustrate that intersecting forces are at play that impact women’s higher education careers in unpredictable and contradictory ways.
Beyond the neoliberalized academy: caring and careful practices of women full professors
Autor/in:
Castelao-Huerta, Isaura
Quelle: Gender and Education, (2022) , S 1–16
Inhalt: This article reveals how some women full professors have developed caring and careful practices with their students despite the neoliberalization of public higher education, thus, avoiding individualization and establishing trust and solidarity. It presents interviews with 24 women full professors from a Colombian public university, an ethnographic study with three of them and nineteen interviews with their students and colleagues. The content analysis of the fieldwork shows that the professors have caring practices, which include rebuscarse to ensure the well-being of the students and providing financial support, as well as careful practices such as intervening to prevent harm and being open to listening. Caring and careful practices of the professors serve to improve the lives of the people that are close to them and to build a much friendlier and more supportive university. However, care activities are complex, undervalued and represent a double burden, which is why modifying university policies is an urgent task.
Schlagwörter:academia; academic care; Care; Ethnographie; higher education; Kolumbien; Latin America; neoliberal university; professor care; Professorin; Solidarität
CEWS Kategorie:Wissenschaft als Beruf, Geschlechterverhältnis
Autor/in:
Ross, Matthew B.; Glennon, Britta M.; Murciano-Goroff, Raviv; Berkes, Enrico G.; Weinberg, Bruce A.; Lane, Julia I.
Quelle: Nature, 608 (2022) 7921, S 135–145
Inhalt: There is a well-documented gap between the observed number of works produced by women and by men in science, with clear consequences for the retention and promotion of women1. The gap might be a result of productivity differences2-5, or it might be owing to women's contributions not being acknowledged6,7. Here we find that at least part of this gap is the result of unacknowledged contributions: women in research teams are significantly less likely than men to be credited with authorship. The findings are consistent across three very different sources of data. Analysis of the first source-large-scale administrative data on research teams, team scientific output and attribution of credit-show that women are significantly less likely to be named on a given article or patent produced by their team relative to their male peers. The gender gap in attribution is present across most scientific fields and almost all career stages. The second source-an extensive survey of authors-similarly shows that women's scientific contributions are systematically less likely to be recognized. The third source-qualitative responses-suggests that the reason that women are less likely to be credited is because their work is often not known, is not appreciated or is ignored. At least some of the observed gender gap in scientific output may be owing not to differences in scientific contribution, but rather to differences in attribution.
Patterns and Trends of Same-Sex Partner Choice in Germany
Autor/in:
Lengerer, Andrea; Schroedter, Julia H.
Quelle: Journal of Comparative Family Studies, 53 (2022) 2, S 161–188
Inhalt: This paper analyses the age and educational homogamy of same-sex couples in Germany over a 20-year period from 1996 to 2015. Data of the Microcensus show that cohabiting same-sex couples are less likely to be homogamous than cohabiting different-sex couples, both in terms of age and education. For same-sex couples, gender matters, male same-sex couples being the most diverse. The analyses thus confirm previous results for other European countries. Hitherto, changes in the homogamy of same-sex couples over time had not been studied in Europe, mainly due to data constraints. However, major changes in the visibility and legal acceptance of same-sex couples suggest that their patterns of partner choice are becoming more similar to those of different-sex couples. Our analyses show that the age difference among female same-sex couples has indeed narrowed over time, converging with the age difference among different-sex couples. For male same-sex couples though, there is no clear trend. In terms of educational homogamy, contrary to our assumption, we find a clear decline among same-sex couples of both genders since the 2000s, making them even more dissimilar to different-sex couples.
Quelle: J Acad Ethics (Journal of Academic Ethics), 20 (2022) 3, S 437–450
Inhalt: Studies repeatedly find that women and men experience life in academia differently. Importantly, the typical female academic portfolio contains less research but more teaching and administrative duties. The typical male portfolio, on the other hand, contains more research but less teaching and administration. Since previous research has suggested that research is a more valued assignment than teaching in academia, we hypothesise that men will be ranked higher in the peer-evaluations that precede hirings to tenured positions in Swedish academia. We analyze 861 peer review assessments of applicants in 111 recruitment processes in Economics, Political Science, and Sociology at the six largest Swedish universities. Our findings confirm that the premises established in previous research are valid in Sweden too: Women have relatively stronger teaching merits and men relatively stronger research merits, and also that, on balance, research is rewarded more when applicants are ranked by reviewers. Accordingly, male applicants are ranked higher compared to female applicants.
Inhalt: The objective of this study is to present the development of a framework for assessing gender inequality in higher education institutions (HEIs) which reveals how this academic environment is progressing in terms of gender balance. It proposes a multi-dimension-based index comprised by five dimensions—Empowerment, Education, Health, Violence, and Time. The mathematical model used enables the user to assign a weight value to each dimension, customizing the results according to the institution addressed. The paper is based on a post-doctoral research project which analyzed six globally recognized indexes (Gender Inequality Index; Global Gender Gap Index; Women, Business, and Law Index; Gender Equality Index; Social Institutions Global Index; Women Empowerment Principles) to construct a new framework for gender inequality evaluation tailored for HEIs. It used a Laplace–Gauss-based scale. The research included an experiment of concrete application to two instiutions, one in Europe and the other in South America. While the first one had a Gender Equality Plan, the second had not. The analysis was successfully conducted in both institutions. The two institutions presented general results above 60%. These results need to be read in the specific context of each university. The Gender Equality in Higher Education Institutions Index (GEHEI) provides a user-friendly way of checking the existence of gender inequality, summarized into a single number but able to be detailed in several levels and to provide insight into progression over time. The handling of the GEHEI tool is also very straightforward. The proposal is designed to be used in different HEIs; it is recommended that researchers customize the weights of the dimensions according to their relevance in the specific organization. This paper provides a new methodological model to measure gender inequality in HEIs based on easy-to-obtain data, distinguishing itself from global indexes by its ease of application and interpretation. [ABSTRACT FROM AUTHOR]
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Gender Differences in the Relationships Between Research Impact And Compensation And Promotion : A Case Study Among PHD/PHARMD Medical/Dental School Faculty
Autor/in:
McGee, Andrew; Lacy, Paige; Oswald, Anna; Rosychuk, Rhonda J.
Quelle: Canadian Journal of Higher Education, 52 (2022) 2, S 96–122
Inhalt: We examine whether the effects of research impact on faculty compensation and promotion to full professor differ for male and female associate and full professors in the Faculty of Medicine & Dentistry at the University of Alberta. We exclude faculty with MDs and DDSs and proxy for research impact using the faculty member's h-index, where h represents the number of publications that have been cited at least h times. We find that while the compensation of male faculty members increases by 0.6% for every one-unit increase in the h-index, the compensation of female faculty is essentially uncorrelated with their h-indices. We likewise find that for female faculty to be promoted to full professor they have to have higher research impact proxies than their male peers. Our findings highlight the urgent need for more research on the gendered relationships between research impact and career rewards among faculty.
Schlagwörter:Beförderung; discrimination; Diskriminierung; full professor; gender pay gap; productivity; Produktivität; Professor*in; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Setting adequate wages for workers: Managers' work experience, incentive scheme and gender matter
Autor/in:
Huber, David; Kühl, Leonie; Szech, Nora
Quelle: PLOS ONE (PLOS ONE), 17 (2022) 8
Inhalt: Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere.