scholarly journals The Effect of Women Academic Leaders on Canadian Natural Sciences and Engineering Professors

2021 ◽  
pp. 1-14
Author(s):  
Jennifer Dengate ◽  
Renée Hoffart ◽  
Tracey Peter ◽  
Annemieke Farenhorst ◽  
Tamara Franz-Odendaal
Keyword(s):  
Gender Bias ◽  
Natural Sciences ◽  
Faculty Members ◽  
University Leadership ◽  
Academic Leaders ◽  
Canadian Universities ◽  
College And University ◽  
Women Professors ◽  
The Impact ◽  
College And University Leadership

Using a sample of women natural sciences and engineering (NSE) faculty members from 13 Canadian universities, we investigated the impact of women academic leaders on women professors’ perceptions of gender bias. Logistic regression analyses indicated that professors who perceived more workplace gender bias were more likely to feel that they needed to work harder to be seen as legitimate scholars than those who perceived less gender bias. However, professors who perceived that women were better represented amongst their faculty/college and university leadership were significantly less likely to feel that they needed to work harder for legitimacy than those who perceived greater gender bias in leadership. These results suggest that addressing gendered university hierarchies may moderate the impact of gender bias on women in NSE units.

“Shining Armour”: what Margaret-Ann Armour taught us about equity, diversity, and inclusion and mentorship in the natural sciences

2021 ◽  
pp. 1-6
Author(s):  
Jennifer Dengate ◽  
Annemieke Farenhorst ◽  
Tracey Peter ◽  
Tamara Franz-Odendaal
Keyword(s):  
Gender Bias ◽  
Natural Sciences ◽  
Women Faculty ◽  
Faculty Members ◽  
Women In Science ◽  
Canadian Universities ◽  
Diversity And Inclusion ◽  
Science Technology ◽  
And Mathematics ◽  
Academic Chemistry

In addition to her contributions to the field of chemistry, Dr. Margaret-Ann Armour was the foremother of equity, diversity, and inclusion in the natural sciences in Canada and was an exemplary mentor to many women in science, technology, engineering, and mathematics. Dr. Armour emphasized that, to make progress in natural sciences and engineering fields, we also need to make advancements in workplace EDI. Dr. Armour was among the first to recognize the need to fix gender biased systems and not women. Analyses of the 2017–2018 Faculty Workplace Climate Survey, administered to approximately 700 natural sciences and engineering professors from 13 Canadian universities, supports Dr. Armour’s position. We present a synthesis of the key findings from the survey, which speak to some of the gendered challenges that women faculty members in Canada still face; and discuss the implications of these findings in light of women’s continued lack of access to mentors, with an emphasis on gender bias in mentorship within academic chemistry.

scholarly journals Online Learning Amidst COVID-19 Emergency: A Case of the University of Malawi’s School of Education

2021 ◽  
Vol 10 (1) ◽  
pp. 346-364
Author(s):  
Bob Maseko ◽  
Foster Gondwe ◽  
Symon Winiko ◽  
Symon Chiziwa
Keyword(s):  
Teaching And Learning ◽  
Faculty Members ◽  
School Of Education ◽  
Structured Interviews ◽  
Concerns Based Adoption Model ◽  
Academic Leaders ◽  
Positive Attitudes ◽  
The University ◽  
The Impact ◽  
Learning Data

This paper explores faculty members’ concerns and level of preparedness for open and distance learning (ODL) at the University of Malawi’s School of Education during the recent Covid-19 pandemic within a context that considers ODL as a means of mitigating the impact of the pandemic on teaching and learning. Data were gathered through semi-structured interviews with four experienced academic leaders within the school of education. The Concerns Based Adoption Model (CBAM), particularly stages of concerns, served as a framework to understand the faculty’s concerns about the implementation of ODL initiatives. Inductive and deductive analysis approaches were used to analyse the interview transcripts to identify emerging themes. Deductive analysis revealed that faculty members expressed several concerns such as awareness, informational, as well as consequences concerns as they talked about their feelings and attitudes towards the implementation of ODL. Inductive analysis on the other hand revealed that faculty members’ perceptions such as minimal preparation, negative orientations, and lack of policy awareness hamper the implementation of ODL. These findings underscore the importance of members’ orientation change to ensure effective implementation of ODL in contexts like the institution under study. We discuss these and propose that professional development could help members develop positive attitudes towards ODL.

scholarly journals The NSERC Program of University Research Fellowships

1987 ◽  
Vol 17 (2) ◽  
pp. 59-77
Author(s):  
Robert J. Kavanagh
Keyword(s):  
Research Council ◽  
Age Distribution ◽  
Natural Sciences ◽  
Faculty Members ◽  
Academic Careers ◽  
University Research ◽  
Doctoral Degrees ◽  
Canadian Universities ◽  
Engineering Research ◽  
The University

In the mid-1970s several analyses warned of an impending crisis in Canadian universities resulting from the age distribution of faculty members and anticipated trends in student enrolments. It was feared that many young Canadians with new doctoral degrees would be unable to enter academic careers and that the universities would suffer from a lack of young research-oriented faculty members. This paper describes the University Research Fellowships program which was introduced by the Natural Sciences and Engineering Research Council in 1980 as a response to this situation. The steps leading up to the launching of the program, the experience with this program to date, and its impact upon the universities are described. Finally, the Council's plans for the future of this program are discussed.

scholarly journals What Should the Goals Be? Employment Equity for Female Faculty in Canada

1989 ◽  
Vol 19 (1) ◽  
pp. 29-48
Author(s):  
John H. Blakely
Keyword(s):  
Women Faculty ◽  
Faculty Members ◽  
Gender Composition ◽  
Female Faculty ◽  
Employment Equity ◽  
Men And Women ◽  
Canadian Universities ◽  
Equity Policy ◽  
Year 2000 ◽  
The Impact

This paper investigates the process of setting employment equity goals and timetables for female faculty in Canadian universities. First, the paper identifies the conditions under which a goal of a 50-50 balance between men and women faculty members by the year 2000 can be achieved. Second, it identifies criteria for evaluating the reasonableness of this goal. Third, given that such criteria as external availability, impact on labour demand and fairness suggest that this goal may not be reasonable, the question becomes: what should the goals be? The paper addresses this question by analyzing the impact of alternative hiring targets (reflecting alternative assumptions about external availability) on the gender composition of faculty in the year 2000. These hiring targets range from an extremely conservative 16.8% female to an optimistic 44.4% female. Under appropriate assumptions, these yield gender composition estimates ranging from 17.5% to 35.4%. While recognizing that availability will vary across universities, it is hoped that the estimates provided herein will inform debates on setting employment equity goals: l)by illustrating and elaborating on a methodology for establishing goals and timetables; and 2) by providing lower-bound and upper-bound estimates (along with estimates based upon moderate assumptions) to illustrate the range of possibilities under Canadian employment equity policy.

The Impact of Psychological Combustion on the Performance of University and Higher Education Teachers

2018 ◽  
Vol 2 (3) ◽  
pp. 220-247
Author(s):  
Ruaa Ahmed Ibrahim
Keyword(s):  
Psychological Health ◽  
Assistant Professor ◽  
Academic Leadership ◽  
Faculty Members ◽  
Academic Leaders ◽  
Guidance Programs ◽  
Work Pressure ◽  
Moral Training ◽  
The University ◽  
The Impact

The aim of the research is to identify the impact of psychological combustion on the job performance of university and higher institutes teachers through a study of analytical by the same academic leaders at the University of Tikrit, The research was based on the analytical descriptive method and the use of the psychometric scale and the performance scale. The research found a number of results, namely that the most academic leadership positions whose performance is affected by the levels of psychological combustion is the head of the department, and that the academic leadership in the practical colleges is the most affected by the performance of the levels of psychological combustion. Also, the female academic leaders are affected by their performance at higher levels of combustion Psychological leadership, and that academic leaders have the degree of assistant professor is affected by its performance more levels of psychological combustion, and that the academic leaders married is affected by their performance more levels of psychological combustion, and that academic leaders The age group of 30 to 40 years is the most affected by the performance of the levels of psychological combustion, and academic leaders with years of experience less than 20 years are affected by their performance more levels of psychological combustion. The research recommended that work should be done to improve the professional and social conditions of academic leaders and faculty members in colleges and higher institutes, and to prepare preventive and guidance programs that help reduce the feeling of work pressure and health monitoring of academic leaders and faculty members to ensure their health and psychological health. The faculty and raise their morale with rewards and incentives, both material and moral, training and qualification of academic leaders and faculty members to increase their ability to think creatively and how to manage time and exploitation Its best possible exploitation.

scholarly journals Towards a Scholarship of Practice for University Leadership in Southern Africa: The Two-Way Practitioner-Researcher Loop

2020 ◽  
Vol 10 (1) ◽  
pp. 93
Author(s):  
Dawn Lyken-Segosebe ◽  
John M. Braxton
Keyword(s):  
Decision Making ◽  
Leadership Development ◽  
Knowledge Base ◽  
Research Agenda ◽  
Policy Formulation ◽  
University Leadership ◽  
College And University ◽  
Vice Chancellors ◽  
College And University Leadership ◽  
Knowledge In Practice

Vice chancellors of public universities in the Southern African Development Community (SADC) region face a myriad of challenges that require research- and data-driven decision-making. This paper presents a decision-making model for college and university leadership - The Two-Way Practitioner-Researcher Loop. This scholarship of practice has the twin goals of developing a knowledge base for college and university leadership and improving leadership practice in the university. The scholarship of practice comprises two “loops”. In the practitioner-to-researcher loop, vice chancellors develop practitioner-defined research agenda to be researched internally by Departments of Institutional Research and externally by members of Higher Education research communities. In the researcher-to-practitioner loop, research findings are communicated back to vice chancellors for immediate application to institutional planning, policy formulation, and decision making. This scholarship of practice develops a knowledge base comprised of both “knowledge for practice” and “knowledge in practice” at the level of university leadership. To build capacity for vice chancellors to craft research agenda and questions emanating from their “knowledge in practice”, we identify internal mechanisms and external associations, training programmes and other forums that provide leadership development and support for these university executives.

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