scholarly journals Gender Equality and Positive Action: Evidence from UK Universities

2019 ◽  
Vol 109 ◽  
pp. 105-109
Author(s):  
Danula K. Gamage ◽  
Almudena Sevilla
Keyword(s):  
Gender Equality ◽  
Wage Gap ◽  
Good Practice ◽  
Women In Science ◽  
Female Faculty ◽  
Engineering Mathematics ◽  
Employment Trajectories ◽  
To Come ◽  
The Impact ◽  
Athena Swan

This paper examines the impact of the Athena Scientific Women's Academic Network (SWAN) Charter on the wages and employment trajectories of female faculty. The Athena SWAN Charter is a gender equality initiative that formally recognizes good practice towards the representation and career progression of women in science, technology, engineering, mathematics, and medicine (STEMM) through an accreditation process. We find that the gender wage gap closes after Athena SWAN accreditation. However, female faculty at the non-professorial level are not more likely to be promoted to professor after accreditation, or to move to an Athena SWAN accredited university. Taken together these results suggest that the higher wage growth experienced by female non-professorial faculty after Athena SWAN accreditation is likely to come from pay rises within a particular rank.

scholarly journals Certifying Gender Equality in Research: Lessons Learnt From Athena SWAN and Total E-Quality Award Schemes

2021 ◽  
Vol 6 ◽  
Author(s):  
Charikleia Tzanakou ◽  
Kate Clayton-Hathway ◽  
Anne Laure Humbert
Keyword(s):  
Higher Education ◽  
Gender Equality ◽  
Qualitative Interviews ◽  
Horizon 2020 ◽  
Diversity And Inclusion ◽  
Quality Award ◽  
Research Organisations ◽  
The Uk ◽  
The Impact ◽  
Athena Swan

In the past 2 decades, many Certification and Award schemes (CAS) related to gender equality, diversity and inclusion have emerged in the higher education, research and industry sectors. According to a recent report, there are as many as 113 CAS which have been identified across Europe and beyond. These CAS aim at addressing inequalities in relation to the grounds of sex, gender, race, sexual orientation, and disability among others. The high number of CAS, and their continued growth, has taken place in parallel to the shift of policies and efforts from “fixing individuals” to “fixing the system.” In these schemes, gender equality is often understood as a structural, systemic challenge, with a recognition that advancing gender equality is complex and requires drivers and interventions at micro, meso and macro level. Studies focused on analysing and evaluating gender equality initiatives in higher education have been scarce, and often limited to specific schemes. This paper aims to fill this gap by providing a better understanding of the CAS landscape through comparing two of the main gender equality schemes used by research-performing organisations in Europe Athena SWAN (in the UK) and Total E-Quality Award (in Germany). Based on qualitative interviews with stakeholders across Europe and document analysis, this paper focuses on strengths, challenges faced by and the impact of these CAS. This comparative exercise highlights particular learning points that can inform potential reviews of existing schemes and/or the development of new schemes such as a Europe-wide scheme. The latter is the focus of a Horizon 2020 project entitled CASPER (Certification-Award Systems to Promote Gender Equality in Research), which aims at making recommendations to the European Commission as to the feasibility of a Europe-wide CAS for gender equality in research organisations.

scholarly journals How Athena SWAN has improved research culture

2020 ◽  
Vol 42 (3) ◽  
pp. 6-10
Author(s):  
Caroline McKinnon
Keyword(s):  
White Male ◽  
Real Life ◽  
Women In Science ◽  
Research Culture ◽  
Application Process ◽  
Positive Research ◽  
Science Technology ◽  
Engineering Mathematics ◽  
Academic Network ◽  
Athena Swan

‘Draw-a-Scientist’ studies have been conducted regularly by educational researchers for several decades. Even today, the stereotype of a ‘Scientist’ as a middle-aged (or older) white male persists. This is a cliché; however, the sad truth is that it retains some resemblance to real life. Although we are getting better at recognizing women and/or ethnicity in science, we are still a long way from achieving equality. The Athena SWAN charter was launched in 2005 in order to help deal with the lack of women in Science, Technology, Engineering, Mathematics and Medicine (STEMM) careers, particularly at higher level roles. In 2015, the Scientific Women’s Academic Network (SWAN) application process changed to encompass a much broader remit, in order to tackle all underrepresentation within the HE sector and provide a positive research culture that benefits everyone.

scholarly journals Good practice or positive action? Using Q methodology to identify competing views on improving gender equality in academic medicine

BMJ Open ◽  
2017 ◽  
Vol 7 (8) ◽  
pp. e015973 ◽  
Author(s):  
Louise D Bryant ◽  
Paula Burkinshaw ◽  
Allan O House ◽  
Robert M West ◽  
Vicky Ward
Keyword(s):  
Gender Equality ◽  
Gender Inequality ◽  
Academic Medicine ◽  
Q Methodology ◽  
Action Plan ◽  
Good Practice ◽  
Attitudinal Barriers ◽  
School Of Medicine ◽  
Positive Action ◽  
The Impact

ObjectivesThe number of women entering medicine has increased significantly, yet women are still under-represented at senior levels in academic medicine. To support the gender equality action plan at one School of Medicine, this study sought to (1) identify the range of viewpoints held by staff on how to address gender inequality and (2) identify attitudinal barriers to change.DesignQ methodology. 50 potential interventions representing good practice or positive action, and addressing cultural, organisational and individual barriers to gender equality, were ranked by participants according to their perception of priority.SettingThe School of Medicine at the University of Leeds, UK.ParticipantsFifty-five staff members were purposively sampled to represent gender and academic pay grade.ResultsPrincipal components analysis identified six competing viewpoints on how to address gender inequality. Four viewpoints favoured positive action interventions: (1) support careers of women with childcare commitments, (2) support progression of women into leadership roles rather than focus on women with children, (3) support careers of all women rather than just those aiming for leadership, and (4) drive change via high-level financial and strategic initiatives. Two viewpoints favoured good practice with no specific focus on women by (5) recognising merit irrespective of gender and (6) improving existing career development practice. No viewpoint was strongly associated with gender, pay grade or role; however, latent class analysis identified that female staff were more likely than male to prioritise the setting of equality targets. Attitudinal barriers to the setting of targets and other positive action initiatives were identified, and it was clear that not all staff supported positive action approaches.ConclusionsThe findings and the approach have utility for those involved in gender equality work in other medical and academic institutions. However, the impact of such initiatives needs to be evaluated in the longer term.

scholarly journals The Gender Features of the Labor Market in the Context of the COVID-19 Pandemic

2021 ◽  
Vol 2 (517) ◽  
pp. 176-182
Author(s):  
O. O. Khandii ◽  
◽  
O. O. Amosha ◽  
D. O. Mosiichuk ◽  
◽  
...  
Keyword(s):  
Economic Development ◽  
Labor Market ◽  
Gender Equality ◽  
Gender Inequality ◽  
Wage Gap ◽  
Female Population ◽  
Indirect Discrimination ◽  
And Gender ◽  
The Impact ◽  
Gender Features

The article is aimed at exploring the gender features of the labor market in the context of the COVID-19 pandemic, along with the impact of quarantine restrictions caused by the introduction of anti-epidemic measures to counteract the spread of coronavirus disease in Ukraine, on the existing balance of gender equality in Ukrainian society. The identified gender inequality manifestations in the labor market have intensified and received negative dynamics during the COVID-19 pandemic. Quarantine restrictions and the limited activities of enterprises in the sphere of trade, culture, art, education, hotel business and others, in the structure of employment of which the women’s labor force prevails, have caused an increase in the number of unemployed and a decrease in the social protection of employees involved in these sectors. An increase in the wage gap between women and men during the period of quarantine restrictions both by type of economic activity and by region is identified. The proposals and recommendations are directed towards: taking into account gender needs in overcoming the consequences of the COVID-19 pandemic; reducing gender inequality and injustice in employment and income; ensuring support for political activity of the female population, involvement in decision-making in the life of both the community and the State; strengthening liability for direct or indirect discrimination and gender inequality; taking into account in the programs of socio-economic development of territories of gender needs as to different age groups; introduction of training aimed at ensuring gender approach and gender equality in organizations and enterprises; financial, economic, legal and educational support for the development of women’s business. Prospect for further research in this direction is to determine the impact of the existing level of gender equality and the structure of employment by gender in the sectors on the possibilities of economic development of the country.

scholarly journals GENERA: How to Commonly Address Gender Equality in Physics

2019 ◽  
Author(s):  
Thomas Berghöfer
Keyword(s):  
Gender Equality ◽  
Gender Equity ◽  
Good Practice ◽  
Research Field ◽  
Support Organizations ◽  
Long Run ◽  
The Status ◽  
And Gender ◽  
The Impact ◽  
The Eu

Physics research may benefit from the greater presence of talented women at all levels, however, gender awareness and gender competences are not very much developed in this research field. In September 2015, 11 physics institutes and two professional support organizations started the EU-funded H2020 GENERA project with the motto “from physicists for physicists”. After having assessed the status quo, the GENERA consortium prepared tools necessary to tailor, design and implement Gender Equality Plans (GEPs) and measures in the participating institutions. In the GENERA toolbox, for example, more than 100 good practice measures to support gender equality in physics institutions have been compiled. Supported by research on careers in physics and guided by project internal evaluation, the physics institutions created and implemented their GEPs. The GENERA project officially concluded its original three-year run on 31 August 2018. During its lifetime, GENERA has boosted awareness on the issue of gender equity in physics. A series of Gender in Physics days – one-day national events invented by GENERA and organized by the project partners – was particularly helpful and demonstrated that commonly addressing gender equality in a network is beneficial for all. This is why the partners of GENERA were setting up the GENERA Network to continue with the original project’s activities after the end of the project, and to study the impact of GENERA on physics in the long run. Meanwhile, the GENERA Community of Practice has been created as part of the EU-funded ACT project to advance knowledge and collaborate in learning on gender equality.

Male Allies at Work: Gender-Equality Supportive Men Reduce Negative Underrepresentation Effects Among Women

2021 ◽  
pp. 194855062110337
Author(s):  
Charlotte E. Moser ◽  
Nyla R. Branscombe
Keyword(s):  
Gender Equality ◽  
White Women ◽  
Women In Science ◽  
Dominant Group ◽  
Black And White ◽  
White Allies ◽  
Male Dominated ◽  
And Gender ◽  
General Populations ◽  
The Impact

Does commitment to allyship from a dominant group member cue identity-safety for women in male-dominated environments? We examine this question by assessing women’s perceptions of workplaces that included the presence (vs. absence) of a male ally (Studies 1–3) or a female ally (Study 3), and determine the impact of Black versus White allies for Black and White women. Across three studies ( N = 1,032) and an integrative data analysis, we demonstrate that an equality-supportive male ally reduces anticipated isolation and workplace hostility and increases anticipated support, respect, and gender-equality norms for women in general populations (Studies 1 and 2) and women in science, technology, and math (Study 3). These results represent a possible strategy to help retain women in male-dominated fields.

The Impact of a Sustained Gender Wage Gap on the Australian Economy

2009 ◽  
Author(s):  
Rebecca Cassells ◽  
Yogi Vidyattama ◽  
Riyana Miranti ◽  
Justine McNamara
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Australian Economy ◽  
The Impact

Gender Impact on the Enterprise Performance

2020 ◽  
pp. 54-62
Author(s):  
Oleksii V. Lyulyov ◽  
Oleksandra I. Karintseva ◽  
Andrii V. Yevdokymov ◽  
Hanna S. Ponomarova ◽  
Oleksandr O. Ivanov
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Gender Representation ◽  
Board Members ◽  
Enterprise Performance ◽  
World Economic Forum ◽  
Return On Assets ◽  
The World ◽  
World Economic ◽  
The Impact

The article describes the situation of gender equality in Ukraine and in the world during the last 5 years, identifies the leading countries in moving towards gender equality in various fields of life by analyzing the indicators of the Global Gender Gap Report of the World Economic Forum. These indicators include: Economic Participation and Opportunity, Educational Attainment, Health and Survival, Political Empowerment, which are the part of a single index that determines the position of countries in the overall ranking. Based on the results of this analysis, Ukraine has improved value of gender equality index, although in the overall ranking of countries Ukraine has lost its position and dropped 11 ranks lower than in 2014. This means that, among all the countries surveyed by the World Economic Forum, there are countries that are moving much faster towards gender equality than Ukraine. In addition, the article includes the investigation of the gender representation among the board members of 5 enterprises of Ukraine for 2014-2017, which represent the leading sectors of the Ukrainian economy. The dynamics of changes in the level of performance of these enterprises using the return on assets (ROA) indicator is analyzed, the relationship between the leadership of the enterprises and the value of the ROA indicator is graphically presented. The obtained results do not give a clear answer about the gender impact on the enterprise performance. The reason for this is a number of factors, such as: insufficient statistical sampling of enterprises; the selected performance indicator of enterprise activities does not fully reflect the impact of the gender factor on enterprise activities; the methodology used in the work needs improvements, or it is necessary to choose a totally new approach to the analysis of the investigated issue under study. Gender representation among board members and its impact on enterprise performance should be investigated further. Key words: gender, gender equality, enterprise board members, return on assets.

Fluxus and the Absurd (1961–62)

2017 ◽  
Author(s):  
Benjamin R. Levy
Keyword(s):  
Second Life ◽  
The Self ◽  
Major Work ◽  
The Future ◽  
To Come ◽  
The Impact

After John Cage’s 1958 Darmstadt lectures, many European composers developed an interest in absurdity and artistic provocation. Although Ligeti’s fascination with Cage and his association with the Fluxus group was brief, the impact it had on his composition was palpable and lasting. A set of conceptual works, The Future of Music, Trois Bagatelles, and Poème symphonique for one hundred metronomes, fall clearly into the Fluxus model, even as the last has taken on a second life as a serious work. This spirit, however, can also be seen in the self-satire of Fragment and the drama and irony of Volumina, Aventures, and Nouvelles Aventures. The sketches for Aventures not only show the composer channeling this humor into a major work but also prove to be a fascinating repository of ideas that Ligeti would reuse in the years to come.

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