Inhalt: For the past three decades, discussions centred on gender equity have become buzzwords in academic institutions in Nigeria, which has led to an increasing effort to establish gender centres and adopt equity policies. Despite the awareness and presence of gender centres in Nigerian universities, institutionalising gender equity has been challenging. There is a struggle to explain how policy absence and gender centre mergers may constrain positive institutional gender change. This article explores why academic institutions have established gender centres but have not created gender policies. Taking into account the gender stakeholder’s perspectives in two purposively selected universities in Nigeria, this study utilises an integrated feminist approach to investigate why university gender centres are unable to advance gender equity within the institutions. Concepts like institutional resistance and layering offered tools that helped capture the dynamics of institutional change and stasis in the case studies. Findings showed that the existence of gender centres without formalised policies is a window-dressing approach that limits the potential for gender equity within the universities. It also revealed how the redirection of gender centres through mergers with other centres is ‘gendered’. Evidence showed that the prospect for institutional gender change is often tempered by merging incompatible and non-complementary centres. This study, thus, adds to the scholarly literature on institutional resistance, providing valuable insights into the subtle manifestations of resistance towards gender equity institutionalisation in academia.

Schlagwörter:academia; case study; feminist approach; gender change; gender equality policy; Gender Studies; higher education; Hochschule; institutional change; Nigeria; resistance

CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.32996/jgcs.2022.2.2.2

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: The gendered impact of the COVID-19 pandemic has been observed in many domains, such as labor market outcomes and mental health. One sector that was particularly disrupted by the pandemic was education, owing to the need to close educational institutions and move all learning activities online. In this paper, we investigate the gender gap in university student performance, focusing on a large public university located in one of the European regions most affected by the first pandemic wave (Lombardy, in Northern Italy). Despite concerns that the pandemic might have had a heavier toll on the educational performance of female students, our empirical analysis shows that the gender gap in student progression (number of credits earned) was not affected by the pandemic and that in some college majors (social sciences and humanities) women even improved their GPA relative to men

Schlagwörter:Benotung; gender gap; Leistungsdifferenzen; Leistungsfähigkeit; public universities and colleges; student; Student*in; Universität

CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Studium und Studierende, Geschlechterverhältnis

Verfügbarkeit:https://dx.doi.org/10.2139/ssrn.4178932

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Das Buch widmet sich den immensen Herausforderungen, die an die Gleichstellungspolitik an Hochschulen gestellt werden, und stützt sich dabei auf Ansätze der Governance-, Organisations- und Geschlechterforschung. Mit der Hochschulreform seit Ende der 1990er Jahre sollte das ‚Steuerungsproblem‘ des Hochschulbereichs mit neuen, vom New Public Management geprägten Formen der Governance gelöst werden. Da das Steuerungsproblem auch auf die Hochschulgleichstellungspolitik zutrifft, sind die beiden zentralen Fragen der Untersuchung: Wo liegen die Chancen und Grenzen der veränderten Governance-Strukturen für Gleichstellungspolitik? Was bedeuten sie für die Praxis der Gleichstellungsakteur_innen an den Universitäten und für die Politik? Anhand von vier kontrastierenden Organisationsfallstudien wird nachvollzogen, wie es den untersuchten Universitäten trotz schwieriger Rahmenbedingungen gelingt, längerfristige gleichstellungspolitische Veränderungen innerhalb ihrer Organisationen zu realisieren und welche Faktoren dafür ausschlaggebend sind

Schlagwörter:equality work; Geschlechterforschung; Gleichstellung; Gleichstellungspolitik; Governance; Governance-Ansatz; Hochschulpolitik; new public management; Organisationsforschung

CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis, Gleichstellungspolitik

Dokumenttyp:Monographie

Inhalt: Academic studies of gender pay gaps within higher education institutions have consistently found pay differences. However, theory on how organisation-level factors contribute to pay gaps is underdeveloped. Using a framework of relational inequalities and advanced quantitative analysis, this paper makes a case that gender pay gaps are based on organisation-level interpretations and associated management practices to reward 'merit' that perpetuate inequalities Payroll data of academic staff within two UK Russell Group universities (N = 1,998 and 1,789) with seeming best-practice formal pay systems are analysed to determine causes of gender pay gaps. We find marked similarities between universities. Most of the variability is attributed to factors of job segregation and human capital, however we also delineate a set of demographic characteristics that, when combined, are highly rewarded without explanation. Based on our analysis of the recognition of 'merit,' we extend theoretical explanations of gender pay gap causes to incorporate organisation-level practices.

Schlagwörter:gender pay gap; Großbritannien; higher education institution; human capital; Humankapital; Segregation; UK; wage gap

CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis

Verfügbarkeit:https://link.springer.com/content/pdf/10.1007/s11199-022-012...

Dokumenttyp:Zeitschriftenaufsatz

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

Inhalt: This book examines persistent gender inequality in higher education, and asks what is preventing change from occurring. The editors and contributors argue that organizational resistance to gender equality is the key explanation; reflected in the endorsement of discourses such as excellence, choice, distorted intersectionality, revitalized biological essentialism and gender neutrality. These discourses implicitly and explicitly depict the status quo as appropriate, reasonable and fair: ultimately impeding efforts and attempts to promote gender equality. Drawing on research from around the world, this book explores the limits and possibilities of challenging these harmful discourses, focusing on the state and universities themselves as levers for change. It stresses the importance of institutional transformation, the vital contribution of feminist activists and the importance of women’s deceptively ‘small victories’ in the academy The volume is a must-read for anyone interested in fairness and justice around gender". Professor Patricia Yancey Martin, Florida State University, USA This book examines persistent gender inequality in higher education, and asks what is preventing change from occurring. The editors and contributors argue that organizational resistance to gender equality is the key explanation; reflected in the endorsement of discourses such as excellence, choice, distorted intersectionality, revitalized biological essentialism and gender neutrality. These discourses implicitly and explicitly depict the status quo as appropriate, reasonable and fair: ultimately impeding attempts to promote gender equality. Drawing on research from around the world, this book explores the limits and possibilities of challenging these misleading discourses, focusing on the state and universities themselves as levers for change. It stresses the importance of institutional transformation, the vital contribution of feminist activists and the importance of women’s deceptively ‘small victories’ in the academy. Pat O’Connor is Professor Emeritus of Sociology and Social Policy at the University of Limerick, Ireland, and Visiting Professor at the Geary Institute, University College Dublin, Ireland. She is a sociologist with a focus on gender equality in higher education institutions: particularly leadership, excellence, micropolitics, gender-based violence, equality related interventions and women’s academic careers. Kate White is Adjunct Associate Professor at Federation University Australia and Director of the Women in Higher Education Management Network. Her research focuses on gender equality and leadership in higher education, women’s academic careers and women in science.

Schlagwörter:academia; Hochschulleitung; Ländervergleich; leadership; Machtdynamiken; Top-Management; underrepresentation

CEWS Kategorie:Europa und Internationales, Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis

Verfügbarkeit:https://www.palgrave.com/gp/book/9783030696863#aboutBook

Dokumenttyp:Sammelwerk

Inhalt: Sexualisierte Belästigung, Diskriminierung und Gewalt ist ein Problem, das in allen gesellschaftlichen Bereichen zu finden ist. Dem entgegen werden Universitäten oftmals als Orte verstanden, die scheinbar frei davon wären. Der Artikel zeigt, inwieweit die Tabuisierung und Normalisierung von sexualisierter Gewalt im Hochschulkontext seit langem bestehen und thematisiert den ambivalenten Umgang der Universitäten mit dem Thema. Durch eine Bestandsaufnahme, basierend auf einer Auswertung der Internetpräsenzen der Universitäten in Deutschland sowie auf Telefoninterviews, wird die rechtliche und institutionelle Verankerung des universitären Umgangs mit dem Thema aufgezeigt und diskutiert. Die Ergebnisse sollen dazu beitragen, universitäre Akteur*innen sowie Frames, unter denen das Thema behandelt wird, zu identifizieren. Auf dieser Grundlage können perspektivisch Handlungsstrategien entwickeln werden, wie an Hochschulen sexualisierte Gewalt besser adressiert und bekämpft werden kann.

Schlagwörter:discrimination; gender equality policy; gender relation; Geschlechterverhältnis; Gleichstellungspolitik; sexualisierte Diskriminierung; sexualisierte Gewalt; sexualized violence; university

CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Sexuelle Belästigung und Gewalt

Verfügbarkeit:https://dx.doi.org/10.17169/ogj.2021.120

Dokumenttyp:Zeitschriftenaufsatz

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

Verfügbarkeit:https://ojs.latinaer.org/laer/article/view/35/23

Dokumenttyp:Zeitschriftenaufsatz

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.

Schlagwörter:gender pay gap; horizontal segregation; horizontale Segregation; Russia; Russland; Universität; university; vertikale Segregation; wage gap

CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis

Verfügbarkeit:https://onlinelibrary.wiley.com/doi/epdf/10.1111/hequ.12277

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: The title of this volume captures a central question in contemporary Gender Studies and Sociology. It has, in different ways, preoccupied the researchers who contribute to this special volume for many years. Inspired by feminist theory and practice, it addresses the gendering, the complex gendering, of knowledge, science, research, policy, equality, academia, universities and higher education, along with many interlinked reflections and memories on working together, collegiality and friendship.

Schlagwörter:excellence; Fellowship; gatekeeping; harassment; knowledge production

CEWS Kategorie:Europa und Internationales, Hochschulen, Frauen- und Geschlechterforschung, Gleichstellungspolitik

Verfügbarkeit:https://oru.diva-portal.org/smash/get/diva2:1511237/FULLTEXT...

Dokumenttyp:Sammelwerk