Career advancement of men and women in academic radiology: Is the playing field level?

North American organizations have become increasingly interested in removing barriers to women in career advancement. One common initiative in this regard is the promotion to men and women of education on gender awareness. The limited writing on this topic provides rationales as well as descriptions of typical course content but almost no evaluations of these initiatives. We conclude that education on gender awareness is unlikely to change men's attitudes successfully and is best envisioned as an introduction to more wide ranging efforts to level the organizational playing field.

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Changing patterns of migration to Australia's Northern Territory: Evidence of new forms of escalator migration to frontier regions?

MIGRATION LETTERS ◽

10.33182/ml.v10i1.115 ◽

2013 ◽

Vol 10 (1) ◽

pp. 101-114 ◽

Cited By ~ 9

Author(s):

Catherine Martel ◽

Andrew Taylor ◽

Dean Carson

Keyword(s):

Young People ◽

Life Events ◽

Career Advancement ◽

Work And Family ◽

Northern Territory ◽

Population Ageing ◽

Men And Women ◽

Working Lives ◽

Changing Patterns ◽

New Perspective

Building on Fielding’s idea of escalator regions as places where young people migrate (often temporarily) to get rapid career advancement, this paper proposes a new perspective on 'escalator migration' as it applies to frontier or remote regions in particular. Life events, their timing and iterations have changed in the thirty years since Fielding first coined the term ‘escalator region’, with delayed adulthood, multiple career working lives, population ageing and different dynamics between men and women in the work and family sphere. The object of this paper is to examine recent migration trends to Australia's Northern Territory for evidence of new or emerging 'escalator migrants'.

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Men (and Women) in Academic Radiology: How Can We Reduce the Gender Discrepancy?

American Journal of Roentgenology ◽

10.2214/ajr.15.15277 ◽

2016 ◽

Vol 206 (4) ◽

pp. 678-680 ◽

Cited By ~ 38

Author(s):

Lars J. Grimm ◽

Jennifer Ngo ◽

Etta D. Pisano ◽

Sora Yoon

Keyword(s):

Men And Women ◽

Academic Radiology

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Moving On Up? Effects of Leadership Training and Intersectoral Mobility on Women’s Advancement in Danish Public Administration Management

Review of Public Personnel Administration ◽

10.1177/0734371x211054875 ◽

2021 ◽

pp. 0734371X2110548

Author(s):

Müge Kökten Finkel ◽

Caroline Howard Grøn ◽

Melanie M. Hughes

Keyword(s):

Public Sector ◽

Public Administration ◽

Gender Gap ◽

Leadership Training ◽

Career Advancement ◽

Gender Inequalities ◽

Upper Management ◽

The Public ◽

Playing Field ◽

Public Managers

Women’s underrepresentation in middle and upper management is a well-documented feature of the public sector that threatens performance and legitimacy. Yet, we know far less about the factors most likely to reduce these gender inequalities. In this article, we focus on two well-understood drivers of career advancement in public administration: leadership training and intersectoral mobility. In theory, training in leadership and experience across government levels and policy areas should help both women and men to climb management ranks. We use logistic regression to test this proposition using a representative sample of 1,819 Danish public managers. We find that leadership training disproportionately benefits women, and this helps to level the playing field. However, our analyses show that differences in intersectoral mobility do not explain the gender gap in public sector management.

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Women in the workforce

Gender in Management An International Journal ◽

10.1108/gm-04-2019-0062 ◽

2020 ◽

Vol 35 (1) ◽

pp. 92-118 ◽

Cited By ~ 1

Author(s):

Rosanne L. Hartman ◽

Emily G. Barber

Keyword(s):

Work Engagement ◽

Self Efficacy ◽

Career Advancement ◽

Career Planning ◽

Career Aspirations ◽

Men And Women ◽

Content Type ◽

Women In The Workplace ◽

Significant Difference ◽

Coaching Training

Purpose While women perform as well as their male counterparts at work, women are drastically underrepresented in the onboarding process to senior leadership. The link between occupational self-efficacy and the role it may play in how men and women make decisions about work has not been done. The purpose of this study is to examine potential differences of occupational self-efficacy, career aspirations and work engagement between women and men. Design/methodology/approach Online surveys were created and sent out as emails and on social network sites including Facebook, Twitter and LinkedIn. Findings Findings indicate that occupational self-efficacy has positive effect on career aspirations of women in the workplace. Further, there was no statistically significant difference between occupational self-efficacy and work engagement between men and women. However, men were found to have statistically significantly higher career aspirations than women do. Research limitations/implications While men and women do not differ in occupational self-efficacy or work engagement, men do have higher career aspirations than women do. Although women may believe they can accomplish challenging tasks in the workplace, it does not mean this belief is acted upon. Practical implications The study highlights the importance of occupational self-efficacy and its relation to career aspirations. Individuals who are high in occupational self-efficacy may set their own path in advancing within their career. However, individuals who are low or moderate in occupational self-efficacy may require further encouragement and development using additional resources as a catalyst for advancement guidance. While no differences were found between men and women in occupational self-efficacy, human resource practitioners should develop those individuals who are low or moderate in occupational self-efficacy with coaching, training and/or mentoring to build leadership capacity, increase self-efficacy and career-planning acumen. Social implications Men and women behave differently when seeking career advancement and in their career aspirations. For men, advancement is linked to performance whereas women use a multi-pronged approach focusing on preparing for career success and building role competency. Differences in strategy for advancement mean men will actively engage in behaviors to advance even when they do not have the knowledge or experience to perform in the new role. Conversely, women seek to feel competent in a work role prior to seeking it out. Finding ways to mentor women toward higher self-efficacy for their next career advancement will benefit organizations overall. Originality/value Research examining the role of occupational self-efficacy and its relation to career aspirations does not exist in comparing men and women.

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Career Management Concerns for Women in IT

Encyclopedia of Gender and Information Technology ◽

10.4018/978-1-59140-815-4.ch014 ◽

2011 ◽

pp. 84-89 ◽

Cited By ~ 4

Author(s):

David M. Kaplan ◽

Fred Niederman

Keyword(s):

Career Success ◽

Job Mobility ◽

Census Bureau ◽

United States Census ◽

United States Census Bureau ◽

Men And Women ◽

New Women ◽

Playing Field ◽

Women In It ◽

Underlying Processes

Frequently researchers cite the perceived masculinity (Ahuja, 2002; Muryn Kaminiski & Reilly, 2004; Trauth, 2002) of information technology (IT) jobs as one of the main reasons that more women are not in the field. Such a diagnosis, while helpful for strategizing plans to attract new women into IT, does not address the needs and concerns of women currently in IT positions. These women are already aware of the degree to which IT is a masculine profession. They have entered the field in spite of this because they have a natural affinity for the work, found a niche that is comfortable for them, or developed a coping strategy. While these women may have overcome important barriers to enter the profession, entry does not constitute the last hurdle that they will have to face in their careers. Certainly, the path for women intending to make a career in IT is an uphill one. One only needs to look at the disparity between the numbers of men and women working in the industry (United States Census Bureau, 2005) to sense that the playing field is not level. While acknowledging that women are overtly discriminated, it’s important for women to become aware of the unintentional ways they are discriminated against, how they may inadvertently contribute to this, and possible methods for overcoming it. Specifically, the authors will discuss how inadequate social networks, skill obsolescence, and limited vertical/internal job mobility present challenges to career success. While not unique, these challenges are more tangible and pervasive barriers to career success for women in IT. Also, while other scholars have identified similar career hurdles for women in IT (Ahuja, 2002), the current discussion differs from past scholarship in several key areas. First, these issues are discussed with an emphasis for women once they have started their careers and not their initial career choice. Second, each section includes a vignette that provides an example and context explaining the underlying processes. Third, the paper goes beyond diagnosis and explanation to offering specific strategies for overcoming these barriers.

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Market discipline in international banking regulation: Keeping the playing field level

Journal of Financial Stability ◽

10.1016/j.jfs.2006.07.002 ◽

2006 ◽

Vol 2 (3) ◽

pp. 286-310 ◽

Cited By ~ 13

Author(s):

Adrian Pop

Keyword(s):

Banking Regulation ◽

Market Discipline ◽

International Banking ◽

Playing Field ◽

Field Level

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Leveling the Playing Field: How Cold-Calling Affects Class Discussion Gender Equity

Journal of Education and Learning ◽

10.5539/jel.v8n2p14 ◽

2019 ◽

Vol 8 (2) ◽

pp. 14 ◽

Cited By ~ 1

Author(s):

Elise J. Dallimore ◽

Julie H. Hertenstein ◽

Marjorie B. Platt

Keyword(s):

Women Students ◽

Gender Equity ◽

Classroom Environment ◽

Class Discussion ◽

Voluntary Participation ◽

Participation Rates ◽

Men And Women ◽

Playing Field ◽

Class Discussions ◽

The Relationship

Classroom discussion is widely used and highly valued for actively engaging students in their own learning. A recent study has shown that cold-calling increases the number of students who participate voluntarily in class discussions and does not make them uncomfortable when doing so (Dallimore, Hertenstein, & Platt, 2013). However, there are concerns about whether these findings generally apply to both men and women students since prior research has documented lower participation rates and higher discomfort for women. This study examines the relationship between cold-calling and a) voluntary participation of both men and women students and b) student comfort participating in class discussions. The results show that cold-calling increases the percentage of both men and women who participate voluntarily. Further, the results indicate in high cold-calling classes women answer the same number of volunteer questions as men. Additionally, increased cold-calling did not make either group uncomfortable. However, differences were observed between men and women in low cold-calling environments where women answered fewer questions than men. Thus, cold-calling may help improve the performance of both men and women in class discussions and may make the classroom environment more equitable for women.

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