Have Women Broken the Glass Ceiling in North American Dental Leadership?

2019 ◽  
Vol 30 (3) ◽  
pp. 78-84 ◽  
Author(s):  
J. Li ◽  
R. de Souza ◽  
S. Esfandiari ◽  
J. Feine
Keyword(s):  
Women Leaders ◽  
North American ◽  
Professional Associations ◽  
The United States ◽  
Senior Leadership ◽  
Leadership Positions ◽  
Women Editors ◽  
Underrepresentation Of Women ◽  
Dental Professional ◽  
Dental Schools

In the last few decades, the number of women graduating from North American (NA) dental schools has increased significantly. Thus, we aimed to determine women’s representation in leadership positions in NA dental and specialty associations/organizations, dental education, and dental journals, as well as the proportion of men/women researcher members of the American Association for Dental Research (AADR). We contacted NA dental associations to provide us with the total number and the men/women distribution of their members. Men/women distributions in leadership positions were accessible from the internet, as were data on the sex of deans of NA dental schools. Data on the editors in chief of NA dental journals were gathered from their websites, and the AADR provided the number and sex of its researcher members. Collected data underwent descriptive statistics and binomial tests (α = 0.05). Our findings suggest that women are underrepresented in leadership positions within the major NA dental professional associations. While the median ratio of women leaders to women members in professional associations is 0.91 in Canada, it is only 0.67 in the United States. The same underrepresentation of women is evident in the leadership of the Canadian Dental Association and the American Dental Association. We found that women are underrepresented as deans and editors in chief for NA oral health journals. Only 16 of 77 NA dental school deans are women, while 3 of 38 dental journals have women editors in chief. The probability of finding these ratios by chance is low. However, the number of women dental researcher AADR members underwent an overall increase in the past decade, while the number of men declined. These results suggest that, despite the increase in women dentists, it will take time and effort to ensure that they move through the pipeline to senior leadership positions in the same manner as their male colleagues.

scholarly journals Book Review: Higher Education, Leadership and Women Vice Chancellors

2016 ◽  
Vol 7 (1&2) ◽  
Author(s):  
Pamela L. Eddy
Keyword(s):  
Higher Education ◽  
Leadership Development ◽  
Women Leaders ◽  
The United States ◽  
Leadership Positions ◽  
Doctoral Studies ◽  
Vice Chancellor ◽  
College Leaders ◽  
Underrepresentation Of Women ◽  
Vice Chancellors

The paucity of women leaders in higher education continues despite advancement by women in other fronts of the educational pipeline.  Today, more women are attending and graduating from college in the United States, but something occurs en route to the top-level leadership positions in these same college settings.  The portrait of college leaders continues to consist of White men, as it has since the initial founding of universities.  Paula Burkinshaw analyzes the situation of the missing women leaders in the United Kingdom, specifically in the position of Vice Chancellor.  Burkinshaw’s long career in leadership development in university settings initially provided her with an awareness of the underrepresentation of women in top leadership positions.  As she began her doctoral studies, she had an opportunity to ask “where are the women?”  Her book builds on her dissertation research, which involved one-on-one interviews with 18 women who were vice chancellors.

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.

A case study of the experiences of women leaders in senior leadership positions in the education district offices

2020 ◽  
pp. 174114322094032
Author(s):  
Kishan N Bodalina ◽  
Raj Mestry
Keyword(s):  
Women Leaders ◽  
Gender Discrimination ◽  
Work And Family ◽  
Senior Leadership ◽  
Leadership Positions ◽  
Cultural Traditions ◽  
Feminist Theories ◽  
Experiences Of Women ◽  
District Offices

This research was inspired by two critical factors relating to women leaders in senior positions in education district offices. Firstly, women leaders are continually plagued with stereotyping, and secondly, women are repeatedly undermined by male colleagues. Although the South African Constitution and other related legislation prohibits any form of gender discrimination, inequalities and injustices against women still prevail. Women are subjected to a false notion that they lack the resilience and experience desired when faced with hard-hitting or threatening situations. The primary focus of this study was to explore the experiences of women leaders in senior positions in the Gauteng East Education District office. To underpin this study, intersectionality and feminist theories were selected. Using a qualitative case study, one of the main findings of this study revealed that women in senior leadership positions in education districts persistently struggled to balance their work and family life amidst rooted patriarchal systems and cultural traditions. These women primarily lacked the aspiration to apply for senior leadership positions, but through formal mentorship, dedication and resilience took up senior leadership positions in education district offices.

scholarly journals “She is the Best Female Coach”: Female Swimming Coaches’ Experiences of Sexism

2020 ◽  
Vol 13 (1) ◽  
pp. 93-118
Author(s):  
Jessica L. Siegele ◽  
Robin Hardin ◽  
Elizabeth A. Taylor ◽  
Allison B. Smith
Keyword(s):  
Ncaa Division I ◽  
Sport Participation ◽  
National Collegiate Athletic Association ◽  
Career Mobility ◽  
The United States ◽  
Division I ◽  
Structured Interviews ◽  
Leadership Positions ◽  
Underrepresentation Of Women ◽  
Female Coaches

Sport participation for women and girls is at an all-time high in the United States, but women are still widely underrepresented in leadership positions and coaching (Acosta & Carpenter, 2014). Women hold approximately 50% of head coaching positions of women’s teams in the National Collegiate Athletic Association, and only 18% of the head coaching positions of women’s swimming and diving teams (LaVoi & Silva-Breen, 2018). Numerous barriers have been identified through previous research on the factors that inhibit upward career mobility for female coaches. Semi-structured interviews were used to examine the career experiences of 21 current or former female swimming coaches at the NCAA Division I level. The theme of sexism in coaching was pervasive and identified in five different categories: (a) misidentification, (b) differential treatment, (c) isolation, (d) tokenism, and (e) motherhood. The sexism that female coaches experience hinders upward career mobility which can lead to career dissatisfaction and early exits from the field, contributing to the underrepresentation of women in the profession.

Women Leaders in Higher Education

2018 ◽  
pp. 192-200
Author(s):  
Linda Ellington
Keyword(s):  
Higher Education ◽  
Women Leaders ◽  
Literature Search ◽  
Lessons Learned ◽  
First Century ◽  
Senior Leadership ◽  
Leadership Positions ◽  
Leadership Model ◽  
The Past ◽  
Long Line

An interesting inquiry is whether women leaders are desiring, dismissing, or being disqualified from senior leadership positions in the global K-20 educational academy. Why is there a leadership underrepresentation of those born female? It may be that women leaders have not been socialized in accordance with the male-centric leadership model; they are relatively outsiders who must forge new ways of leading. This chapter's author embarked on a small literature search of history to identify what is not new to us, but possibly forgotten – the experiences and lessons learned from women leaders who met challenges through their bold and effective leadership, as they forged paths for us. There is a feeling of belonging to the past, but not fully understanding it. There is a sense of having acquired a pressing but obscure responsibility, along with a peculiar female ancestry, for us to be the twenty-first century generation in a long line of uncommon women. The insights in this chapter are presented through a simple folktale, asking the question, Where is Walda?

Advancing Women Leaders in Academe

2017 ◽  
pp. 256-273
Author(s):  
Cynthia Roberts
Keyword(s):  
Women Leaders ◽  
Role Models ◽  
Individual Preference ◽  
The United States ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Organizational Issues ◽  
Micro Level ◽  
The Individual

Much has been written about the dearth of women in leadership positions within the academy both in the United States as well as abroad, however, the percentage of women in key roles continues to remain stagnant. This chapter reviews the forces at play that promote and/or hinder the advancement of women into leadership roles. Several barriers to progression have been identified in the literature ranging from implicit bias, individual preference, and struggles with work life balance to organizational issues such lack of adequate role models and a culture structured around masculine archetypes. Although much is written about programming aimed at the individual or micro level, the larger context of organizational culture must be addressed in order to effect real change. The author suggests that creating a culture of inclusion can facilitate advancement and equity and reviews aspects of the organization that can be utilized as levers for change.

Women Leaders in Higher Education

2021 ◽  
pp. 789-798
Author(s):  
Linda Ellington
Keyword(s):  
Higher Education ◽  
Women Leaders ◽  
Literature Search ◽  
Lessons Learned ◽  
First Century ◽  
Senior Leadership ◽  
Leadership Positions ◽  
Leadership Model ◽  
The Past ◽  
Long Line

An interesting inquiry is whether women leaders are desiring, dismissing, or being disqualified from senior leadership positions in the global K-20 educational academy. Why is there a leadership underrepresentation of those born female? It may be that women leaders have not been socialized in accordance with the male-centric leadership model; they are relatively outsiders who must forge new ways of leading. This chapter's author embarked on a small literature search of history to identify what is not new to us, but possibly forgotten – the experiences and lessons learned from women leaders who met challenges through their bold and effective leadership, as they forged paths for us. There is a feeling of belonging to the past, but not fully understanding it. There is a sense of having acquired a pressing but obscure responsibility, along with a peculiar female ancestry, for us to be the twenty-first century generation in a long line of uncommon women. The insights in this chapter are presented through a simple folktale, asking the question, Where is Walda?

scholarly journals Pipeline problem: Factors influencing the underrepresentation of women in top leadership positions in sports organisation

2018 ◽  
Vol 7 (2) ◽  
Author(s):  
Mirian Pabatao Aman
Keyword(s):  
Women Leaders ◽  
Interpersonal Relationships ◽  
International Olympic Committee ◽  
Leadership Roles ◽  
Leadership Position ◽  
Leadership Positions ◽  
Factors Influencing ◽  
Leadership Pipeline ◽  
Underrepresentation Of Women ◽  
Executive Boards

National Sports Associations, National and International Sports Federations and even International Olympic Committee continue to struggle meeting the 20% representation quota of women in executive boards. Although women’s representation as athletes, coaches and officials increased in national and international sports competitions but not in leadership particularly in top positions. In sports leadership, empirical research showed statistical figures that women have gained access in leadership pipeline however, they still lack in representing the executive boards. This study is a part of a larger phenomenological investigation which purpose was to identify factors that may influence the persistent underrepresentation of women in top leadership position. From a purposive maximum variation sampling of seven participants, top women leaders in Malaysia national sports organisations were interviewed about their career path and experiences on how and why women top leaders continue to lag behind with their male counterparts. Results suggest self-limiting behaviors, work-life conflict and interpersonal relationships among other women contributed to the underrepresentation of women in top positions. Factors attributed to social perception of gender and leadership roles incongruence also limited women leaders’ access in organisations which subsequently contributed to pipeline problem. Moreover, participants offered suggestions in overcoming the challenges and personal strategies in advancing opportunities and career development.

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