Are Women Opting Out? A Mixed Methods Study of Women Patrol Officers’ Promotional Aspirations

Using national survey and interview data from women patrol officers in the United States, we assess whether women are underrepresented in the upper ranks of policing because they are self-selecting out of promotions. With only 42% of the survey sample reporting a desire to promote, we indeed find evidence that many policewomen are either delaying or forgoing promotions. The most common reason given for waiting to promote was the desire to gain more experience. Based on our findings, we offer recommendations for reducing gendered barriers to promotion and increasing gender diversity in the upper ranks of law enforcement.

The Gender of Multiculturalism: Cultural Tokenism and the Institutional Isolation of Immigrant Women Faculty

Much research on tokenism has focused on the organizational processes by which white women and racial minorities experience heightened surveillance at work and become occupationally immobile. Little research has considered how tokenism operates for other minority workers, such as immigrants. We theorize cultural tokenism to explain the ways in which foreign-born minorities in the United States are held up against hegemonic ethnic markers besides cultural gender standards and racial stereotypes, resulting in their interpersonal and institutional exoticization. Drawing on interviews with 33 immigrant women university faculty, this study shows how cultural contrasts make work difficult for high-status, foreign-born professional women. Specifically, they experience gendered pressures to provide U.S.-born students with “cultural enrichment” experiences and demonstrate organizational diversity while navigating the effects of tokenism. This research explains barriers to promotion and work satisfaction for immigrant women in white-collar jobs, and raises questions about how organizations can benefit from hiring these workers without exploiting them.

International promotion of e-Bug, an infection prevention and control educational intervention: survey of partners across 14 countries

Background Antimicrobial resistance (AMR) is a global threat to public health. e-Bug is an educational resource developed and promoted by a network of international partners. e-Bug seeks to reduce the spread of infection and use of antimicrobials in young people and the community, so helping to control AMR. This study aimed to explore how e-Bug is promoted by international partners and observe barriers to promotion, including the extent of education about antibiotics in schools. Methods A total of 29 e-Bug partners were invited to complete online questionnaires on (i) methods they use to promote e-Bug; and (ii) antibiotic topics covered in the national curriculum in their countries. Results Fourteen and 15 of 29 e-Bug partners across Europe and Palestine completed the promotional activities and curriculum questionnaires respectively. The most frequently reported methods of promotion included endorsement and collaboration with government and non-government sectors and involvement in national and global health awareness campaigns. Barriers to promotion included a lack of time and funding. The curriculum survey data showed variation in antibiotic education across Europe and Palestine, lack of antibiotic education for children under 11 years of age and little change in antibiotic topics included in the curriculum since 2006. Conclusions Future and existing e-Bug partners should be encouraged to follow promotional activities reported in this paper, including ministry endorsement, educator training, international campaigns and youth programmes. We encourage all countries to increase antibiotic topics in the school curriculum across all ages.

“We Don’t Have the Key to the Executive Washroom”

This chapter reports on a pilot study looking at the progression of academic women at one UK University. The chapter focuses on the promotions process and criteria as one important issue emerging from that research. Earlier research has shown that women are less likely to break into institutional networks which allow them to access information not only on formal and objective promotion criteria but also on hidden criteria and the way the ‘academic game’ is played. One result of this is that some academic women may have an inaccurate view of promotion criteria and processes. At the university studied by the authors, the Human Resources department has sought to make the promotion process more transparent and, officially at least, it no longer depends purely upon research achievements. However, these changes will not necessarily result in easier progression for women academics. The authors’ study confirms that there is still a mismatch between what women think the criteria for promotion are, what the formal criteria are and how those criteria actually operate. Reliance on incomplete or inaccurate information about promotion criteria, coupled other factors, such as women’s reluctance to promote themselves actively and traditional barriers to promotion such as caring responsibilities, puts women at a disadvantage when they attempt to progress into more senior positions within universities. Reform of promotions procedures needs to look beyond re-writing the substantive criteria for promotion and look to improving understanding of what is involved.

"We don't have the Key to the Executive Washroom"

This chapter reports on a pilot study looking at the progression of academic women at one UK University. The chapter focuses on the promotions process and criteria as one important issue emerging from that research. Earlier research has shown that women are less likely to break into institutional networks which allow them to access information not only on formal and objective promotion criteria but also on hidden criteria and the way the ‘academic game’ is played. One result of this is that some academic women may have an inaccurate view of promotion criteria and processes. At the university studied by the authors, the Human Resources department has sought to make the promotion process more transparent and, officially at least, it no longer depends purely upon research achievements. However, these changes will not necessarily result in easier progression for women academics. The authors’ study confirms that there is still a mismatch between what women think the criteria for promotion are, what the formal criteria are and how those criteria actually operate. Reliance on incomplete or inaccurate information about promotion criteria, coupled other factors, such as women’s reluctance to promote themselves actively and traditional barriers to promotion such as caring responsibilities, puts women at a disadvantage when they attempt to progress into more senior positions within universities. Reform of promotions procedures needs to look beyond re-writing the substantive criteria for promotion and look to improving understanding of what is involved.

Implications of Gender Differences for Managers

Expectations about barriers to promotion in management of 26 men and 19 women in an MBA program were similar but men were viewed as risk takers and as making better use of contacts. Men and women also differed on factors of monetary rewards, security, and friendship but both liked challenges.