scholarly journals Gender equity in scientific publishing: Analysis of publications in the Journal of Health Monitoring

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
S Seeling ◽  
M Rabenberg ◽  
A C Saß ◽  
T Ziese
Keyword(s):  
Gender Equity ◽  
Health Monitoring ◽  
Scientific Publishing ◽  
Robert Koch Institute ◽  
Online Journal ◽  
National Public Health Institute ◽  
Peer Reviews ◽  
Representation Of Women ◽  
Adequate Representation ◽  
Underrepresentation Of Women

Abstract Background The importance of gender- and sex-sensitive reporting and communication in science has been widely acknowledged in the past years. At the same time, a 'gendered system' of scientific publishing is increasingly discussed, given the underrepresentation of women as first and last authors, reviewers, on editorial boards and in editorial key positions. Against this background, the Journal of Health Monitoring (JoHM) - a scientific online journal published by the Federal Health Reporting at the Robert Koch Institute, Germany's national public health institute - took stock of the proportion of women among authors and reviewers. Methods Articles published in the JoHM between its founding in 2016 and the last issue in 2019 were included. Descriptive analysis was performed on the proportion of women in first and last authorship, stratified by publication format, and the proportion of peer reviews performed by women. Results A total of 145 articles were included in the analysis, comprising the categories Focus, Fact sheet, Concepts & Methods, Proceedings, Abstract and Editorial. The percentage of articles with first authorship by women was 66% (95/145), ranging from 53% for Focus articles (n = 16/30) to all of the Editorials (n = 6/6). 49% of last authors were female (n = 66/135). Overall, 42% of all reviews were performed by women (n = 96/233). Conclusions With almost two third of the publications analysed, first authorship of women in the JoHM is high. However, the proportion of female last authors and reviewers is lower in comparison. Next to professional qualification, gender should be taken into account when editors select reviewers. Overall, discussion should be stimulated on adequate representation of women in all areas of scientific publishing, given the relevance of visible merits in publishing for the building of scientific careers. Key messages Publications in the Journal of Health Monitoring have a high percentage of female first authors; in comparison, the percentage of last authorship and peer reviews by women is lower. An adequate representation of women in all areas of scientific publishing is essential, given the significance of publishing for merit in science and research.

Promoting gender equity in sport science

2020 ◽  
Keyword(s):  
Gender Equity ◽  
Good Practice ◽  
Quality Criteria ◽  
Gender Inequity ◽  
Sport Science ◽  
Representation Of Women ◽  
Exercise Medicine ◽  
Scientific Disciplines ◽  
Individual Ability ◽  
Scientific Awards

Gendered norms, stereotypes and biases implicitly influence our thoughts, attitudes and behaviours. These often lead to gender inequity, a phenomenon inherent in society and reflected in its various contexts. The increasing awareness of this inequity is leading to reflection and changes in society as a whole and its communities, organisations and institutions. In scientific disciplines, gender inequity has been, and still is, a point of discussion and consideration. In many cases, these discussions have led to positive and sustainable changes at both a structural as well as a policy level. This opinion piece discusses gender inequity in the context of sport science and, in particular, sport medicine in Switzerland. Specifically, academic position (professorships), first authorship of peer-reviewed publications in the SEMS-Journal as well as conference participation and scientific awards in two Swiss sport science organisations: Sportwissenschaftliche Gesellschaft der Schweiz (SGS) and Sport & Exercise Medicine Switzerland (SEMS) in terms of frequency are presented and discussed. An under-representation of women is observed in most categories. Finally, recommendations for promoting and supporting equity while maintaining an objective consideration of quality criteria and individual ability are put forward using examples of good practice.

scholarly journals Gender Affirmative Action and Management: A Systematic Literature Review on How Diversity and Inclusion Management Affect Gender Equity in Organizations

2021 ◽  
Vol 11 (2) ◽  
pp. 21
Author(s):  
Julia V. Furtado ◽  
António C. Moreira ◽  
Jorge Mota
Keyword(s):  
Affirmative Action ◽  
Gender Equity ◽  
Diversity Management ◽  
Equal Employment Opportunity ◽  
Representation Of Women ◽  
Diversity And Inclusion ◽  
Controversial Topic ◽  
The Subject ◽  
The Common ◽  
Prior Experiences

Gender affirmative action (AA) in management remains a controversial topic among scholars, practitioners, and employees. While some individuals may support the use of AA policies as a means of increasing representation of women, others are not supportive at all, further understanding gender AA as an unacceptable violation of merit—even when targeted by it. With the aim of analyzing how scholars have approached the subject, we systematically reviewed 76 published articles (SCOPUS database), covering the extant literature on gender AA and management. Findings indicate a consensus regarding the common antecedents of attitudes towards gender AA with prior experiences with AA and diversity management (DM) (as well as general perceptions of AA). Performance and satisfaction appear as the predominant outcomes. In addition, while investigating the differences among AA, equal employment opportunity (EEO) and diversity management (DM), scholars are mainly focused on the effectiveness of AA as a means of increasing the inclusion of minorities in general. We conclude that despite marginal studies on employees’ attitudes toward gender AA, there is a gap in the literature, particularly an absence of research on the bivalent position of meritocracy (or merit violation) as both an antecedent and outcome of attitudes towards AA, which deserves further scrutiny.

Critical Mass of Women Legislators and Oversight for National ICT Policy of Malawi

2018 ◽  
pp. 950-970 ◽  
Author(s):  
Frank Makoza
Keyword(s):  
Developing Countries ◽  
Gender Equity ◽  
Low Income ◽  
Critical Mass ◽  
Gender Issues ◽  
Women Legislators ◽  
Representation Of Women ◽  
The Media ◽  
Women In Parliament ◽  
Ict Policy

This article analyses how the representation of women legislators may affect the oversight of national ICT policy. The article uses Critical Mass Theory (CMT) to explain the composition of the Media and Communications Committee (MCC) of parliament. The case of Malawi is analysed, which represented a low-income economy in Africa. The article uses electoral reports and legislative documents. The results show that women legislators in the MCC achieved a critical mass despite the decrease in the representation of women in parliament. The women legislators have the opportunity to support gender issues related to ICT legislations and national ICT policy oversight. However, the functions of MCC related to national ICT policy oversight were not aligned with the gender equity strategies. This may affect the priority of gender issues in the policy oversight. The article contributes towards literature on national ICT policy oversight in the context of developing countries.

Interactive theater: an effective tool to reduce gender bias in faculty searches

2019 ◽  
Vol 38 (2) ◽  
pp. 178-187 ◽  
Author(s):  
Christine M. Shea ◽  
Mary Fran Fran T. Malone ◽  
Justin R. Young ◽  
Karen J. Graham
Keyword(s):  
Gender Bias ◽  
Systems Approach ◽  
Faculty Training ◽  
Women Faculty ◽  
Institutional Transformation ◽  
Multiple Sources ◽  
Content Type ◽  
Representation Of Women ◽  
Interactive Theater ◽  
Underrepresentation Of Women

Purpose The purpose of this paper is to describe the development, implementation and impact evaluation of an interactive theater-based workshop by the ADVANCE program at the University of New Hampshire (UNH). The workshop is part of a larger institutional transformation program funded by the National Science Foundation. Design/methodology/approach This institutional transformation program relied upon a systems approach to diagnose potential causes for the underrepresentation of women faculty in certain disciplines. This revealed that increasing awareness of, and reducing, implicit gender bias among members of faculty search committees could, in time, contribute to increasing the representation of women faculty at UNH. A committee charged with developing a faculty workshop to achieve this change identified interactive theater as an effective faculty training approach. The committee oversaw the development of customized scripts, and the hiring of professional actors and a facilitator to implement the workshop. Findings The workshop’s effectiveness in fulfilling its goals was assessed using faculty hiring and composition data, program evaluations, participant interviews and questions in an annual faculty climate survey. Findings indicate that the representation of women faculty increased significantly at UNH since the implementation of the interactive theater workshop. Analysis of the multiple sources of data provides corroborating evidence that a significant portion of the increase is directly attributable to the workshop. Originality/value This paper demonstrates the effectiveness of interactive theater-based workshops in an academic environment and of the systems approach in diagnosing and solving organizational problems.

scholarly journals Gender Segregation and Trajectories of Organizational Change: The Underrepresentation of Women in Sports Leadership

2019 ◽  
Vol 34 (1) ◽  
pp. 81-105 ◽  
Author(s):  
Madeleine Pape
Keyword(s):  
Organizational Change ◽  
Women Leaders ◽  
Gender Equity ◽  
Gender Segregation ◽  
Leadership Positions ◽  
Women's Bodies ◽  
Sports Organizations ◽  
Underrepresentation Of Women ◽  
Integrated Leadership ◽  
Gender Similarity

This article offers an account of organizational change to explain why women leaders are underrepresented compared to women athletes in many sports organizations. I distinguish between accommodation and transformation as forms of change: the former includes women without challenging binary constructions of gender, the latter transforms an organization’s gendered logic. Through a case study of the International Olympic Committee from 1967-1995, I trace how the organization came to define gender equity primarily in terms of accommodating women’s segregated athletic participation. Key to this was the construction of women’s bodies as athletically able but inferior to men, an arrangement formalized in codified rules and procedures and legitimized by external stakeholders. Defined in these terms, gender equity did little to transform the organization’s binary and hierarchically gendered logic, which continued to shape the informal norms and procedures associated with the organization’s allegedly gender-neutral and meritocratic yet male-dominated leadership. I argue that the exclusion of women from ostensibly gender-integrated leadership positions allows organizations to avoid revealing gender similarity between men and women. This maintains a logic underpinned by notions of binary gender difference and masculine superiority.

scholarly journals From “Her” Problem to “Our” Problem: Using an Individual Lens Versus a Social-Structural Lens to Understand Gender Inequity in STEM

2018 ◽  
Vol 11 (2) ◽  
pp. 267-290 ◽  
Author(s):  
Kathi N. Miner ◽  
Jessica M. Walker ◽  
Mindy E. Bergman ◽  
Vanessa A. Jean ◽  
Adrienne Carter-Sowell ◽  
...  
Keyword(s):  
Gender Equity ◽  
Women In Science ◽  
Gender Inequity ◽  
Individual Level ◽  
Representation Of Women ◽  
Gender Parity ◽  
The Social ◽  
Social Structural ◽  
Societal Level ◽  
And Mathematics

Increasing the representation of women in science, technology, engineering, and mathematics (STEM) is one of our nation's most pressing imperatives. As such, there has been increased lay and scholarly attention given to understanding the causes of women's underrepresentation in such fields. These explanations tend to fall into two main groupings: individual-level (i.e., her) explanations and social-structural (i.e., our) explanations. These two perspectives offer different lenses for illuminating the causes of gender inequity in STEM and point to different mechanisms by which to gain gender parity in STEM fields. In this article, we describe these two lenses and provide three examples of how each lens may differentially explain gender inequity in STEM. We argue that the social-structural lens provides a clearer picture of the causes of gender inequity in STEM, including how gaining gender equity in STEM may best be achieved. We then make a call to industrial/organizational psychologists to take a lead in addressing the societal-level causes of gender inequality in STEM.

scholarly journals SPEAKers at the National Society of Hospital Medicine Meeting: A Follow-UP Study of Gender Equity for Conference Speakers from 2015 to 2019. The SPEAK UP Study

2020 ◽  
pp. 228-231 ◽  
Author(s):  
Noelle Northcutt ◽  
Stephan Papp ◽  
Angela Keniston ◽  
Areeba Kara ◽  
Flora Kisuule ◽  
...  
Keyword(s):  
Peer Review ◽  
Gender Equity ◽  
Review Process ◽  
Peer Review Process ◽  
Hospital Medicine ◽  
National Society ◽  
Representation Of Women ◽  
Selection Processes ◽  
Call Process ◽  
Speak Up

Women continue to be underrepresented as speakers at national conferences, and research has shown similar trends in hospital medicine. The Society of Hospital Medicine (SHM) Annual Meeting has historically had an open call peer review process for workshop speakers and, in 2019, expanded the process for didactic speakers. We aimed to assess the overall conference trends for women speakers and whether the systematic processes in recruitment procedures (ie, open call) resulted in improved representation of women speakers. We also sought to understand how the proportion of women speakers might affect overall scores of the conference. From 2015 to 2019, the overall representation of women speakers increased, as did evaluation scores during the same time period. When selection processes included the open call peer review process, there were higher proportions of women speakers. An open call process with peer review for speakers may be a systematic process that national meetings could replicate to reduce gender inequities.

The changer and the changed

2019 ◽  
Vol 38 (2) ◽  
pp. 140-159 ◽  
Author(s):  
Sandra L. Laursen ◽  
Kristine De Welde
Keyword(s):  
Gender Equity ◽  
Social Systems ◽  
Historical Analysis ◽  
Theory Of Change ◽  
Content Type ◽  
Representation Of Women ◽  
Gendered Organizations ◽  
Theories Of Change ◽  
Changes Over Time ◽  
Over Time

PurposeThe purpose of this paper is to examine the evolving theories of change of the US National Science Foundation’s (NSF) ADVANCE program to increase the representation of women on academic faculties in science, technology, engineering and mathematics (STEM). ADVANCE supports efforts to transform the cultures and structures of US institutions of higher education by removing gendered barriers to STEM faculty women’s employment, advancement and success, and by developing change strategies that others may adopt.Design/methodology/approachThe empirical study is based on qualitative, longitudinal analysis of nine requests for proposals (RfPs) for the ADVANCE program (2001–2016), complemented by historical analysis of funded ADVANCE projects using public records.FindingsThe analysis identifies changes over time that suggest shifts in NSF’s rationale and theory of change for ADVANCE. Increased guidance directs how institutions should best undertake change, document outcomes and share best practices. The RfPs reveal growing attention to equity, rather than simply to representation, and to intersectionality – how gender, race, social class and other identities intersect to produce disparate experiences and outcomes for individuals differently positioned in social systems. Gendered organizations theory helps to place these experiences and outcomes in a structural context. Iterative processes of organizational learning are postulated to account for these changes over time.Originality/valueWhile many studies have examined ADVANCE projects’ activities and outcomes, none have examined the premises and design of the ADVANCE program itself. This analysis offers insight into how the ADVANCE RfP has driven innovation and learning about transformative institutional change to advance gender equity in STEM.

The Barriers, Facilitators, and Solutions for Women in Educational Leadership Roles in a Chinese University

2020 ◽  
Vol 9 (1) ◽  
pp. 5-24
Author(s):  
Xintong Lu
Keyword(s):  
Educational Leadership ◽  
Gender Equity ◽  
Research University ◽  
Leadership Roles ◽  
Female Leaders ◽  
Male And Female ◽  
Chinese University ◽  
Facilitating Factors ◽  
Underrepresentation Of Women

Abstract Although women are considered to be dominant contributors in the field of education, underrepresentation of women in educational leadership is still a pervasive issue. The situation may be more critical in the Asian Chinese context, wherein the male-dominated tradition of the feudal system has been prevalent for thousands of years. This article examines the barriers faced by women in educational leadership roles in a Chinese university, and the facilitators of female educational leadership. The case study was conducted using qualitative methods, involving interviews with both male and female leaders. The findings present a range of barriers that women in the research university are now facing, facilitating factors, and ways to solve the issue. Addressing the importance of recognising the underrepresentation of women in Chinese universities also has the aim of promoting gender equity in educational leadership.

Gender Equity in Medical Leadership

2020 ◽  
pp. 94-109
Author(s):  
Lizzie Chandra ◽  
Candice L. Downey ◽  
Hafdis S. Svavarsdottir ◽  
Helen Skinner ◽  
Alastair L. Young
Keyword(s):  
Public Health ◽  
Gender Equity ◽  
Executive Directors ◽  
Leadership Roles ◽  
Female Representation ◽  
Chief Executives ◽  
Representation Of Women ◽  
Working Environments ◽  
Medical Leadership

Female representation in medicine is increasing, however women make up only a small percentage of senior roles in the NHS. Only 36% of consultants are female with wide variation between specialties ranging from 12% of surgeons to over half of paediatricians, gynaecologists, and directors of public health. Women comprise 77% of the NHS workforce and account for 44% of chief executives of all NHS Trusts and 47% of executive directors. This chapter analyses the role of women as leaders within the medical world and compares the representation of women in senior leadership roles within medicine and other parallel, male-dominated working environments. Alternative forms of leadership such as mentoring, coaching, and sponsorship are also considered.

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