Gender Equality in Academic Career Progression: A Matter of Time?

2016 ◽  
pp. 195-207 ◽  
Author(s):  
Mary Henkel
Keyword(s):  
Gender Equality ◽  
Academic Career ◽  
Career Progression

scholarly journals Menn, maskuliniteter og faghierarkier

2021 ◽  
pp. 49-74
Author(s):  
Lotta Snickare ◽  
Øystein Gullvåg Holter ◽  
Knut Liestøl
Keyword(s):  
Gender Equality ◽  
Academic Career ◽  
Significant Proportion ◽  
Natural Sciences ◽  
Male Dominance ◽  
Limited Extent ◽  
Masculine Norms ◽  
Informal Communities ◽  
University Of Oslo ◽  
The University

Abstract: Men, Masculinities and Professional Hierarchies Research on gender equality in academia only addresses men’s experiences to a limited extent, and the significance of masculine norms is also poorly elucidated. In this chapter, we present our results on the effects of male dominance in the Faculty of Mathematics and Natural Sciences at the University of Oslo. We first discuss whether it is an advantage to be a man at the faculty. The simple answer, based on our data, is “yes”. However, although we could not identify a specific “male” pattern of problems, a significant proportion of men experience problems – some feel “as affected as women” and oppose specific measures for women. There are also indications of informal communities of men, a poorly-considered majority position, the notion that an academic career is incompatible with family and caregiving – not just for women, but for men too – and tendencies toward an unyielding connection between men, masculinity and professional hierarchies.

scholarly journals Managers’ views on employees’ parental leave: Problems and solutions within different institutional logics

2018 ◽  
Vol 62 (1) ◽  
pp. 81-95 ◽  
Author(s):  
Tanja H Nordberg
Keyword(s):  
Gender Equality ◽  
Parental Leave ◽  
Qualitative Interviews ◽  
Institutional Logics ◽  
Career Progression ◽  
Law Firms ◽  
Family Policies ◽  
The Public ◽  
Central Values ◽  
Problems And Solutions

An examination of managers’ perspectives on employees’ parental leave rights is presented, drawing on qualitative interviews with 34 managers in the Norwegian police and in the legal profession. The aim of the article is to explore how managers approach employees’ parental leave within different institutional logics and how their approach relates to gendered norms of good parenthood. According to these norms, parental leave is used fully, but mothers take the main share of the leave. The findings show that the managers do not necessarily perceive parental leave as a problem. However, the practical solutions the managers propose to possible challenges give important clues about what parental leave entails within the frame of different institutional logics. The managers’ concerns reveal that parental leave rights may clash with central values, goals and strategies in an organisation. Within the logics of the police and private law firms, work is more individualised and thus perceived as more challenging than in the public sector law offices. When the solution suggested by the managers is for individual employees to adapt their leave, gendered norms come forward. However, the analysis also shows that gendered parenthood norms play out differently with the different institutional logics. With these insights, the analysis shows how policy regulations and local workplace contexts interact in shaping the consequences of family policies for gender equality in wages and career progression

scholarly journals Frank and Fearless: Supporting Academic Career Progression for Women in an Australian Program

2018 ◽  
Vol 8 (1) ◽  
pp. 5 ◽  
Author(s):  
Polly Parker ◽  
Belinda Hewitt ◽  
Jennifer Witheriff ◽  
Amy Cooper
Keyword(s):  
Academic Career ◽  
Career Progression

scholarly journals Just a Matter of Time? Women’s Career Advancement in Neo-Liberal Academia. An Analysis of Recruitment Trends in Italian Universities

2020 ◽  
Vol 9 (9) ◽  
pp. 163
Author(s):  
Camilla Gaiaschi ◽  
Rosy Musumeci
Keyword(s):  
Gender Equality ◽  
Academic Career ◽  
Academic Staff ◽  
Assistant Professor ◽  
Ministry Of Education ◽  
Economic Productivity ◽  
Higher Education System ◽  
The Road ◽  
Demographic Dynamics ◽  
Career Structure

Recently, the Italian higher education system has experienced two profound changes: the strong feminization of its academic staff and the implementation of market-based reforms aimed at fostering cost efficiency and economic productivity. Such reforms include the reshaping of the academic career ladder envisaged by the last university reform, the so called Gelmini reform (law 240/2010), and the adoption of a performance-based funding system. Both elements occurred in parallel with a strong cut in turnover. By accessing unique data on recruitment covering the last two decades, which were provided by the Italian Ministry of Education, University, and Research’s statistical office, this study aims at investigating these changes from a gendered perspective. More specifically, it firstly aims at analyzing if the feminization of the academic staff is due to an effective improvement of gender equality in recruitment or, rather, to demographic dynamics; secondly, it investigates to what extent the recent neo-liberal transformations, and more specifically the reshaping of the career structure combined with the limitations on hiring, has had any implications in terms of women’s recruitment and advancement. The results suggest that the road to gender equality is extremely slow and non-linear. The introduction, with the Gelmini reform, of the new fixed-term assistant professor has tightened female access to the tenure track. Moreover, female recruitment remained substantially unchanged over the period among associate and full professors, thus suggesting that the feminization of the academic staff is not due to an effective improvement of gender equality in recruitment, but also to demographic dynamics, such as the retirement of men who are concentrated in the older cohorts.

scholarly journals Mentoring as an intervention to promote gender equality in academic medicine: a systematic review

BMJ Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. e040355
Author(s):  
Allan House ◽  
Naila Dracup ◽  
Paula Burkinshaw ◽  
Vicky Ward ◽  
Louise D Bryant
Keyword(s):  
Systematic Review ◽  
Gender Equality ◽  
Academic Medicine ◽  
Academic Career ◽  
Extended Period ◽  
Well Being ◽  
Healthcare Organisation ◽  
Gender Inequalities ◽  
Eligibility Criteria ◽  
The Impact

BackgroundMentoring is frequently suggested as an intervention to address gender inequalities in the workplace.ObjectivesTo systematically review evidence published since a definitive review in 2006 on the effectiveness of mentoring interventions aimed at achieving gender equality in academic medicine.DesignSystematic Review, using the Template for Intervention Description and Replication as a template for data extraction and synthesis.SampleStudies were included if they described a specific mentoring intervention in a medical school or analogous academic healthcare organisation and included results from an evaluation of the intervention.Eligibility criteriaMentoring was defined as (1) a formally organised intervention entailing a supportive relationship between a mentor, defined as a more senior/experienced person and a mentee defined as a more junior/inexperienced person; (2) mentoring intervention involved academic career support (3) the mentoring relationship was outside line management or supervision of performance and was defined by contact over an extended period of time.OutcomesThe impact of mentoring was usually reported at the level of individual participants, for example, satisfaction and well-being or self-reported career progression. We sought evidence of impact on gender equality via reports of organisation-level effectiveness, of promotion or retention, pay and academic performance of female staff.ResultsWe identified 32 publications: 8 review articles, 20 primary observational studies and 4 randomised controlled trials. A further 19 discussed mentoring in relation to gender but did not meet our eligibility criteria. The terminology used, and the structures and processes reported as constituting mentoring, varied greatly. We identified that mentoring is popular with many who receive it; however, we found no robust evidence of effectiveness in reducing gender inequalities. Primary research used weak evaluation designs.ConclusionsMentoring is a complex intervention. Future evaluations should adopt standardised approaches used in applied health research to the design and evaluation of effectiveness and cost-effectiveness.

scholarly journals Daughter-mother perspectives on feminist activism in the academy

Organization ◽  
2021 ◽  
pp. 135050842110612
Author(s):  
Florence Reedy ◽  
Kathryn Haynes
Keyword(s):  
Gender Equality ◽  
Academic Career ◽  
Early Career ◽  
Mutual Understanding ◽  
Senior Leaders ◽  
Feminist Activism ◽  
Academic Activism ◽  
Feminist Perspectives

This article addresses feminist solidarity between a daughter and a mother in academia. We are respectively a PhD student and aspirant early career academic, and a senior academic, both identifying as feminists and engaging in forms of activism to improve gender equality. We take an autoethnographical approach, drawing from vignettes and conversational dialogues, focusing on feminist perspectives, activism, our contested identities, fears and hopes. We reflect on the challenges of living feminist lives whilst working in gendered university institutions and highlight strategies to enact feminism whilst trying to progress and maintain an academic career at different positions on the career spectrum. Our contribution is to highlight differential experiences and understandings of academic activism between daughter and mother, early-career academics and senior leaders, in order to enhance mutual understanding and action on feminist solidarity and praxis in the academy.

scholarly journals Doing gender well: Women’s perceptions on gender equality and career progression in the South African security industry

2021 ◽  
Vol 47 ◽  
Author(s):  
Shandré K. Jansen van Rensburg
Keyword(s):  
Gender Equality ◽  
South African ◽  
Political Influence ◽  
Career Progression ◽  
Female Leadership ◽  
Doing Gender ◽  
The South ◽  
Security Industry ◽  
Women’S Perceptions ◽  
Work Allocation

Orientation: Although significant progress has been made globally in gender equality, women still occupy less political influence, fewer leadership positions and yield less control over their careers than most men. Gender inequality is evident in male-dominated work environments such as the security industry.Research purpose: This study reflects on women’s perceptions on gender equality and career progression in the South African security industry.Motivation for the study: In post-democracy South Africa, women are categorised as previously disadvantaged, therefore a priority group in terms of advancement. However, it is still unclear, from the narratives of the women themselves, how their career progression is encumbered in the milieu of the security industry.Research approach/design and method: Through qualitative one-on-one semi-structured interviews, 15 women, working in the security industry, shared their experiences concerning gender equality and career progression. Data were analysed thematically, guided by the context of the gendered security profession.Main findings: The findings reveal that women experience slower career progression than men in terms of rejection and work allocation. Moreover, negative perceptions of female leadership among colleagues was a factor hindering career progression.Practical/managerial implications: This study argues by doing gender well, equality in the security workplace can be obtained. Furthermore, the study encourages South African security managers to recognise how aspects such as rejection, work allocation and a negative perception of female leadership may encumber the career progression of female security professionals.Contribution/value-add: The study contributes to scientific knowledge and discourse regarding women’s perceptions on gender equality and career progression.

scholarly journals Career Advancement and Gender Equity in Academia

2021 ◽  
Vol 8 (3) ◽  
pp. 389-410
Author(s):  
Irina Kerimova
Keyword(s):  
Gender Equality ◽  
Gender Equity ◽  
Career Advancement ◽  
Academic Staff ◽  
Career Progression ◽  
Child Rearing ◽  
Single Female ◽  
Significant Difference ◽  
International University ◽  
And Gender

This paper aims at exploring gender equality in career advancement. The literature suggests that family impedes females’ career progression as in Uzbekistan females mostly prioritize child-rearing over career building. However, there is no evidence that single female academics are more successful in their careers than those with families. Meanwhile, males are more likely to have career progression due to the culture-bound domination of men over women. To conduct the research, 76 non-randomly selected academic staff of Westminster International University in Tashkent (WIUT) were surveyed via a questionnaire. The analysis found no statistically significant difference between female and male career advancement. Due to the time constraints as one of the limitations of the study, the research cannot cover a big population to conclude county-wide; notwithstanding, the present research is a steppingstone for further investigation on such a thrilling and up-to-date topic as gender equality

scholarly journals Some lessons learned that built self-efficacy

2019 ◽  
Vol 26 ◽  
Author(s):  
Dale H. Schunk
Keyword(s):  
Self Efficacy ◽  
Academic Career ◽  
Career Progression ◽  
Lessons Learned ◽  
The Way

I am pleased to contribute a chapter to this volume. Whether anything I say is helpful or meaningful – well, as the saying goes, “Let the voters decide!”As a spoiler alert, I have had a most-satisfying 40-year academic career. Of course, in retrospect there are some things I might have done differently. But I believe that things have worked out well, and along the way I have met and interacted with many fascinating people. In this chapter I discuss my background, career progression, significant influences on my life, and lessons learned along the way. 

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