Rethinking Gender Centres in Nigerian Universities
Autor/in:
Igiebor, Oluwakemi Temitope
Quelle: jgcs (Journal of Gender, Culture and Society), 2 (2022) 2, S 11–19
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.
COVID-19 and the Gender Gap in University Student Performance
Autor/in:
Bratti, Massimiliano; Lippo, Enrico
Quelle: IZA Discussion Paper, (2022)
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
Quelle: Sex Roles (Sex Roles), 86 (2022) 9-10, S 544–558
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
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
Der universitäre Umgang mit sexualisierter Diskriminierung und Gewalt. Eine Bestandsaufnahme
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.
Quelle: LAER (Latin American Economic Review), 30 (2021) 10, S 1–30
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
Gender differences in pay among university faculty in Russia
Autor/in:
Rudakov, Victor N.; Prakhov, Ilya A.
Quelle: Higher Education Quarterly, 75 (2021) 2, S 278–301
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.
Rewarding Collaborative Research: Role Congruity Bias and the Gender Pay Gap in Academe
Autor/in:
Wiedman, Christine
Quelle: Journal of Business Ethics (Journal of Business Ethics), 167 (2020) 4, S 793–807
Inhalt: Research on academic pay finds an unexplained gender pay gap that has not fully dissolved over time and that appears to increase with years of experience. In this study, I consider how role congruity bias contributes to this pay gap. Bias is more likely to manifest in a context where there is some ambiguity about performance and where stereotypes are stronger. I predict that bias in the attribution of credit for coauthored research leads to lower returns to research for female professors. To test this prediction, I use a sample of Canadian faculty in accounting, where research is typically coauthored, where females are underrepresented at the most senior ranks, and where many universities evaluate merit in research, teaching, and service to determine salary increases. In regressions of salary on individual and institutional determinants of salary, I find that women earn marginally less than men. However, the pay gap is only evident for women who publish in a selective list of journals; for the subset of faculty with no publications from this list, there are no significant differences in salary. For researching faculty, the pay gap relates specifically to research productivity. While women publish less on average than men, the returns to their research are also lower. In particular, the relation between the individual's research ranking and salary is significantly lower for women who publish a higher proportion of their work with men, than for all other faculty. Additional analysis of salary and coauthor patterns confirms that women receive significantly less credit for coauthored articles they publish with men than those they publish with other women but that no similar variations in reward are evident for men across publishing patterns. These findings suggest bias in the attribution of credit for coauthored research in the determination of salary, consistent with role congruity theory, and provide an important potential explanation for why salaries for women vary systematically from those of men even after considering productivity. Providing lower rewards for equal work represents a continuing ethical issue in academe and compounds the challenges women already facing in the profession.
Schlagwörter:authorship; biases against women; Canada; gender pay gap; Kanada; role conflict; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Why is it so difficult to reduce gender inequality in male-dominated higher educational organizations? : A feminist institutional perspective
Autor/in:
O'Connor, Pat
Quelle: Interdisciplinary Science Reviews, 45 (2020) 2, S 207–228
Inhalt: Using a Feminist Institutional perspective, and drawing on a wide range of evidence in different institutions and countries, this article identifies the specific aspects of the structure and culture of male-dominated higher educational organizations that perpetuate gender inequality. Gender inequality refers to the differential evaluation of women and men, and of areas of predominantly female and predominantly male employment. It is reflected at a structural level in the under-representation of women in senior positions and at a cultural level in the legitimacy of a wide range of practices to value men and to facilitate their access to such positions and to undervalue women and to inhibit their access. It shows that even potentially transformative institutional interventions such as Athena SWAN have had little success in reducing gender inequality. It highlights the need to recognize the part played by the ‘normal’ structures and culture in perpetuating gender inequality.
Earnings Differences Among Senior University Administrators: Evidence By Gender And Academic Field
Autor/in:
Mang, Colin F.
Quelle: Canadian Journal of Higher Education, 49 (2019) 3, S 24–40
Inhalt: This study examines earnings inequality by gender and academic field among senior university administrators, including presidents, vice presidents, associate and assistant vice presidents, and deans, using data from the Canadian province of Ontario. While a 4.4 percent earnings gap between male and female administrators is initially identified, much of the gap is explained by earnings inequality across academic fields and by the career experience of the administrators. Administrators who specialize in professional fields such as engineering, health sciences, law, and social work earn between 12 percent and 33 percent more than administrators who specialize in liberal fields in the humanities and social sciences.
Schlagwörter:Canada; Dekan; Fachrichtung; field of study; gender pay gap; Kanada; Präsident*in; president; senior management; senior position; wage gap
CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Geschlechterverhältnis
