Inhalt: We conducted a meta-synthesis review of existing literature on science, technology, engineering, and math (STEM) mentoring programs for women. Critical feminist theory (CFT) was used to understand how mentoring programs support retention and occupational advancement of women in traditionally male-dominated STEM fields. Four primary strands of CFT were explored: gender, oppression/patriarchy, social institutions, and systemic change. Traditional models of mentoring encompass varied approaches, including institutionally enforced programs, formal and informal programs, paired peer grouping, as well as face-to-face and online forums. However, low levels of retention and self-stated lack of professional satisfaction for women in STEM fields continue to plague those professions. This study reviews the literature on mentoring programs that have been implemented to support women in STEM, thus adding to the epistemology of mentoring women in STEM through feminist discourse.

Schlagwörter:Gleichstellungsmaßnahmen; Ingenieurwissenschaft; literature review; Mentoring; Meta-Analyse; meta-analysis; MINT; Naturwissenschaften; STEM

CEWS Kategorie:Mentoring und Training

Verfügbarkeit:https://dx.doi.org/10.1111/gwao.12729

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Nina Steinweg und Hannah Meyer über die Qualität von Mentoring-Programmen und die verschiedenen Modelle zur Messung ihrer Wirkung

Schlagwörter:Geschlechtergleichstellung; Mentoring; Wirkungsanalyse; Wirkungsmodell

CEWS Kategorie:Mentoring und Training, Gleichstellungspolitik

Verfügbarkeit:https://www.duz.de/beitrag/!/id/1117/wie-mentoring-wirkt

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Frauen müssen sich besser gegenseitig unterstützen in der Wissenschaft, um Karriere zu machen, findet Andrea Schmidt – und hat mit Mitstreiterinnen das Netzwerk Professorinnen2 gegründet. Ein Interview über vermeintlich männliches Genietum, die "Sister Ceiling" und ein ungewöhnliches Projekt.

Schlagwörter:Diskriminierung; Hochschule; Hochschulleitung; Mentoring; Professorin; Sexismus

CEWS Kategorie:Mentoring und Training, Geschlechterverhältnis

Verfügbarkeit:https://www.jmwiarda.de/2020/01/14/die-benachteiligungsmasch...

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Dieser Beitrag untersucht, inwiefern Mentoringprogramme und betriebliche Frauenquoten als zwei zentrale Gleichstellungsmaßnahmen mit geringeren geschlechtsspezifischen Einkommensungleichheiten in deutschen Großbetrieben einhergehen. Zusätzlich wird der Frage nachgegangen, inwiefern die Bedeutung dieser Gleichstellungsmaßnahmen zwischen Beschäftigtengruppen mit unterschiedlichem Qualifikationsniveau variiert und ob traditionelle Geschlechterideologien innerhalb der Belegschaft die Effektivität von Gleichstellungsmaßnahmen konterkarieren. Auf Grundlage von Linked-Employer-Employee-Daten, die sowohl administrative als auch Befragungsdaten für 5072 Beschäftigte in 93 Betrieben beinhalten, wurden Regressionsanalysen mit betriebsbezogenen Fixed Effects berechnet. Die Ergebnisse zeigen, dass Einkommensbenachteiligungen von Frauen innerhalb von Betrieben nicht mit dem Angebot von Mentoringprogrammen variieren. Demgegenüber zeigen sich geringere Einkommensungleichheiten zwischen den Geschlechtern in Betrieben mit Frauenquote. Dies gilt allerdings nur für Beschäftigte mit hohem Qualifikationsniveau und in Betrieben, in denen gleichzeitig eher egalitäre Geschlechterideologien in der Belegschaft vorherrschen. In traditionellen Betriebskontexten bestehen trotz Frauenquote geschlechtsspezifische Einkommensungleichheiten zwischen Beschäftigten mit höherem Qualifikationsniveau.;

Schlagwörter:Einkommensungleichheit; Frauenquote; gender pay gap; Geschlechterideologie; Gleichstellungsmaßnahmen; Mentoring; Qualifikationsniveau; quantitative Analyse; Quote

CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Mentoring und Training, Geschlechterverhältnis

Verfügbarkeit:https://dx.doi.org/10.1007/s11577-020-00695-y

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: This article contributes to understanding transformational change towards gender equality by examining the transformational change potential of a mentoring programme for women, a type of gender equality intervention both criticized and praised for its ability to bring about change. Drawing upon an empirical case study of a mentoring programme for women academics in a Dutch university, we explore three dimensions of transformational change: organizational members (i) discussing and reflecting upon gendered organizational norms and work practices; (ii) creating new narratives; and (iii) experimenting with new work practices. Our findings indicate five specific conditions that enable transformational change: cross‐mentoring, questioning what is taken for granted, repeating participation and individual stories, facilitating peer support networks and addressing and equipping all participants as change agents. We suggest that these conditions should be taken into account when (re)designing effective organizational gender equality interventions.

Schlagwörter:change agents; Fallstudie; Gleichstellungsmaßnahmen; Mentoring; Netzwerk; Niederlande; Organisationskultur; Organisationswandel; transformational change

CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik, Hochschulen, Mentoring und Training

Verfügbarkeit:https://onlinelibrary.wiley.com/doi/full/10.1111/gwao.12385?...

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: How does homophilous collaboration influence women's early career progress? To answer this question, we turn to a granular dataset of 3,233 highly qualified junior life scientists who receive mentored, early career sponsorship from the National Institutes of Health (NIH) and analyze their publication trajectories as careers unfold. Employing a matched sample approach that exploits variance in the sets of research contacts the junior scientists start out with, we distinguish sex differences in collaboration choices from potential differences in collaboration opportunities. We document that outsized gender homophily among women exists and primarily stems from how female leaders of scientific projects assemble their teams. Women continue same-sex collaborations as lead authors at twice the rate compared to men, on average, and in particular when the mentor is part of the author team or when the focal junior scientist leads the team. As such, systematic gender homophily among female scientists may engender the sponsorship and resources needed to motivate young women to join and pursue an academic career. On the flip side, we show that author teams led by women receive 11% less citations, on average, and up to 29% less citations for work of comparable caliber published in the most influential journals. Taken together, while women's propensity to working with other women may support early career researchers, biased attention to women's work may harm careers and, in particular, women who publish in the highest-impact journals and who would otherwise be poised to narrowing gender gaps at more senior career stages.

Schlagwörter:citation; Förderung; gender gap; homophily; Netzwerk; Publikation; sponsorship

CEWS Kategorie:Mentoring und Training, Netzwerke und Organisationen, Wissenschaft als Beruf, Geschlechterverhältnis

Verfügbarkeit:https://dx.doi.org/10.5465/AMBPP.2019.14784abstract

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: The accumulation and advancement of gender scholarship over past decades has led us to the point where gender scholars today can leverage our deep understanding of the reproduction of gender inequality to develop and test models of change. In this lecture, I present one such model designed to reduce the negative effects of stereotypic biases on women’s workplace outcomes. After synthesizing the literature on stereotyping and bias and showing the limits of past change efforts, I develop a “small wins” model of change. Key to this model is that researchers work with teams of managers to produce concrete, implementable actions that produce visible results. I argue that small wins motivate further action and are the building blocks to larger organizational transformation. Preliminary results from several case studies show that this approach can produce important changes in the short run, such as reducing gender biases in workplace evaluations, and that these small wins can inspire longer run change, such as increases in the rate of hiring women.

Schlagwörter:Förderprogramme; Forschungsförderung; Gender Bias; Organisationsentwicklung; Organisationsforschung

CEWS Kategorie:Außerhochschulische Forschung, Berufsbiographie und Karriere, Fördermaßnahmen, Mentoring und Training, Geschlechterverhältnis

Dokumenttyp:Zeitschriftenaufsatz

Schlagwörter:Behinderung; Persönlichkeitsentwicklung; Studentin; Vielfalt

CEWS Kategorie:Mentoring und Training, Studium und Studierende

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Gender-based violence, which includes sexual and intimate partner violence against women, is prevalent worldwide, prompting calls for primary prevention programs which engage men and boys in changing social norms that condone violence against women. Bystander intervention efforts which encourage males to say something to stop peers from enacting disrespectful and abusive behaviors toward females are a promising strategy for promoting non-violent, gender-equitable attitudes and behaviors. An evaluation of "Parivartan"--a U.S. program called "Coaching Boys Into Men" adapted for urban India cricket teams--was conducted in Mumbai, India. Baseline and 12 month follow-up surveys were administered to 309 male cricket athletes aged 10 to 16 years in 46 urban middle schools in Mumbai, India (27 intervention, 19 control). Athletes whose coaches were trained in the program demonstrated greater improvements in gender-equitable attitudes compared to athletes whose coaches provided standard coaching only. Marginally significant improvements were seen in reduction of negative bystander behavior. Violence prevention programs which utilize coaches as positive messengers for respect and non-violence may be a useful addition to global prevention efforts to reduce violence against women.   Gender-based violence, which includes sexual and intimate partner violence against women, is prevalent worldwide, prompting calls for primary prevention programs which engage men and boys in changing social norms that condone violence against women. Bystander intervention efforts which encourage males to say something to stop peers from enacting disrespectful and abusive behaviors toward females are a promising strategy for promoting non-violent, gender-equitable attitudes and behaviors. An evaluation of "Parivartan"--a U.S. program called "Coaching Boys Into Men" adapted for urban India cricket teams--was conducted in Mumbai, India. Baseline and 12 month follow-up surveys were administered to 309 male cricket athletes aged 10 to 16 years in 46 urban middle schools in Mumbai, India (27 intervention, 19 control). Athletes whose coaches were trained in the program demonstrated greater improvements in gender-equitable attitudes compared to athletes whose coaches provided standard coaching only. Marginally significant improvements were seen in reduction of negative bystander behavior. Violence prevention programs which utilize coaches as positive messengers for respect and non-violence may be a useful addition to global prevention efforts to reduce violence against women. // Gender-based violence, which includes sexual and intimate partner violence against women, is prevalent worldwide, prompting calls for primary prevention programs which engage men and boys in changing social norms that condone violence against women. Bystander intervention efforts which encourage males to say something to stop peers from enacting disrespectful and abusive behaviors toward females are a promising strategy for promoting non-violent, gender-equitable attitudes and behaviors. An evaluation of "Parivartan"--a U.S. program called "Coaching Boys Into Men" adapted for urban India cricket teams--was conducted in Mumbai, India. Baseline and 12 month follow-up surveys were administered to 309 male cricket athletes aged 10 to 16 years in 46 urban middle schools in Mumbai, India (27 intervention, 19 control). Athletes whose coaches were trained in the program demonstrated greater improvements in gender-equitable attitudes compared to athletes whose coaches provided standard coaching only. Marginally significant improvements were seen in reduction of negative bystander behavior. Violence prevention programs which utilize coaches as positive messengers for respect and non-violence may be a useful addition to global prevention efforts to reduce violence against women.

Schlagwörter:adolescent; athletes; bystander interventions; child; Coaching; follow-up studies; gender identity; gender-based violence; Gewalt gegen Frauen; humans; India; interpersonal relations; male; sexual violence; sexuelle Gewalt; students; violence against women; violence/prevention & control

CEWS Kategorie:Bildung und Erziehung, Mentoring und Training, Sexuelle Belästigung und Gewalt

Verfügbarkeit:https://dx.doi.org/10.1177/0886260513505205

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: "Die Darstellung von Förderprogrammen für Postdocs auf den Homepages von Universitäten, Fachhochschulen und außeruniversitären Forschungseinrichtungen gibt einen Eindruck, wie sich diese zu ihrem potentiellen Nachwuchs verhalten. Der Artikel stellt die Ergebnisse einer solchen Analyse von Homepages dar. Der quantitative Untersuchungsteil zeigt, dass es sich bei den Programmen im Wesentlichen um Informations- oder Finanzierungsangebote handelt. Unter Gender-Gesichtspunkten ist anzumerken, dass es nur wenige Angebote mit explizitem Gender-Schwerpunkt gibt. In der qualitativen Analyse ausgewählter Programmbeschreibungen wird ein Balanceakt offengelegt, der einerseits Geschlecht neutralisiert, andererseits die Bedeutung unterschiedlicher Lebenswirklichkeiten der Geschlechter für die Wissenschaft betont." (Autorenreferat)

Inhalt: "The postdoc phase following the completion of a PhD is a precarious period in most academic careers. The descriptions of postdoc support programs found on the web provide insight into the ways how research organisations and universities address early-career researchers. A quantitative survey finds that most support programs offer information and/or funding options. A few include explicit gender priorities. A qualitative analysis of selected program descriptions reveals a balancing act: On the one side gender is neutralised, on the other side the different living situations of men and women regarding academia is addressed." (author's abstract)

Schlagwörter:Wissenschaftler; Berufsnachwuchs; Promotion; Förderung; Website; Nachwuchsförderung; Gender

CEWS Kategorie:Fördermaßnahmen, Geschlechterverhältnis, Mentoring und Training

Verfügbarkeit:http://www.bzh.bayern.de/uploads/media/3-2014-Boehringer-Gun...

Dokumenttyp:Zeitschriftenaufsatz