scholarly journals Gender equality in academic psychiatry in the UK in 2019

2020 ◽  
pp. 1-5
Author(s):  
Sukriti Dhingra ◽  
Helen Killaspy ◽  
Sarah Dowling
Keyword(s):  
Academic Psychiatry ◽  
Gender Equality ◽  
Associate Professor ◽  
Career Progression ◽  
Clinical Implications ◽  
Senior Lecturer ◽  
Representation Of Women ◽  
Gender Balance ◽  
Professor Level ◽  
The Uk

Aims and method To investigate whether gender balance in academic psychiatry in the UK has improved since a 2005 initiative to encourage career progression for female academics in UK universities. We surveyed the gender of academic psychiatrists across the UK and compared our findings with our previous 2003 London-wide survey and with the Royal College of Psychiatrists’ 2001 workforce census. Results The percentage of women in academic psychiatry posts in the UK more than doubled, from 20% in 2001 to 40% in 2019, with increases at senior lecturer (from 25 to 50%), reader/associate professor (from 29 to 48%) and professor level (from 11 to 21%). Outside London, men occupy 72% of all posts and 89% of professorial posts. Within London, men occupy 45% of all posts and 74% of professorial posts. Clinical implications The representation of women in academic psychiatry has improved but men continue to dominate at professorial level. Gender equality appears worse outside London. The situation is exacerbated by the diminishing availability of posts across the UK.

scholarly journals Female presence in lobbying careers in Europe: A comparison of women in the lobbying workforce in three national political systems and the EU

2021 ◽  
Vol 13 (1-2021) ◽  
pp. 59-75
Author(s):  
Maria Cristina Antonucci
Keyword(s):  
Political Representation ◽  
Spillover Effect ◽  
Gender Mainstreaming ◽  
Political Systems ◽  
Representation Of Women ◽  
Gender Balance ◽  
Explanatory Factors ◽  
Female Presence ◽  
The Uk ◽  
The Eu

This paper investigates women in lobbying careers in Italy, the UK and France in comparison with the EU Parliament to verify the hypothesis that in political systems with a gender mainstreaming approach, it is easier for women to have access to political, institutional and politics-related careers. Given the differences between national and supranational political systems, the collected data display a fairer gender balance in the stock of registered lobbyists at the EU Parliament than in the national registers for lobbyists. The explanatory factors are the EU institutional approach towards gender mainstreaming and a fairer gender balance in EU top-political and administrative jobs. The paper argues that there is a spillover effect from fair-gendered political careers to the lobbying professions. EU lobbyists need to reflect the diversity of EU politicians and administrative staff. In this sense, the EU institutionalization of the gender mainstreaming approach goes beyond issues such as the descriptive and substantive political representation of women in politics while creating a more inclusive environment for equal opportunities in traditionally male-dominated jobs.

Women in Presidential Cabinets

2018 ◽  
Author(s):  
Michelle M. Taylor-Robinson ◽  
Meredith P. Gleitz
Keyword(s):  
Gender Equality ◽  
Democratic Transition ◽  
Small Degree ◽  
Women's Issues ◽  
Access To Resources ◽  
Representation Of Women ◽  
Gender Balance ◽  
Political Crises ◽  
And Gender ◽  
National Legislatures

Michelle M. Taylor-Robinson and Meredith P. Gleitz show that the overall representation of women in cabinets has increased significantly since the democratic transition, but women and men tend to be represented in stereotypically gendered cabinet portfolios and women who get appointed look like men in experience, backgrounds, and other qualifications. They identify the main causes of the increase in women’s presence in cabinets as the recent political crises that have led to outsider, leftist, and female (to only a very small degree) presidents who select more women. Additionally, as women are getting more represented in national legislatures and subnational governments, they are more represented in cabinets. The consequences of greater gender balance in cabinets for women’s issues and gender equality programs are minimal. Female cabinet ministers find it difficult to promote women’s issues because they are often in posts with little access to resources or need to implement the president’s priorities instead.

scholarly journals A survey of academic provision for old age psychiatry in the UK and Ireland

2002 ◽  
Vol 26 (3) ◽  
pp. 92-95 ◽  
Author(s):  
J. Lindesay ◽  
C. Katona ◽  
R. Prettyman ◽  
J. Warner
Keyword(s):  
Old Age ◽  
Teaching Methods ◽  
Academic Development ◽  
Subject Area ◽  
Undergraduate Teaching ◽  
Clinical Implications ◽  
Senior Lecturer ◽  
Medical Undergraduates ◽  
Old Age Psychiatry ◽  
The Uk

Aims and MethodThis paper reports the findings of a 1999 survey of academic old age psychiatry staffing and teaching in UK and Irish medical schools.ResultsJust over half had staff established at the level of senior lecturer or above. These schools devoted more time to undergraduate teaching, covered more topics and used a wider range of teaching methods.Clinical ImplicationsThere is a need for further academic development in old age psychiatry to drive the development of the speciality, and to ensure that all medical undergraduates receive an adequate training in this subject area.

scholarly journals Progress, but at the Expense of Male Power? Institutional Resistance to Gender Equality in an Irish University

2021 ◽  
Vol 6 ◽  
Author(s):  
M. Hodgins ◽  
P. O’Connor
Keyword(s):  
Business Ethics ◽  
Gender Equality ◽  
Single Case ◽  
Secondary Data ◽  
Associate Professor ◽  
Policy And Practice ◽  
Core Mission ◽  
Professor Level ◽  
Journal Of Business Ethics

Gender equality is a whole-organization endeavor. Building on Agócs (Journal of Business Ethics, 1997, 16 (9), 917–931) concept of institutionalized resistance this article undertakes a feminist critique of policy and practice around internal promotions to the equivalent of Associate Professor level in one Irish university (called the Case Study University). This university was selected because of its low proportion of women in senior academic positions. The methodology is a single case study design, employing documentary analysis, including secondary data. Since 2013 the proportion of women at Associate Professor in the Case Study University increased significantly (bringing them close to the national average): this being associated with increased transparency, with the cascade model in the background. However, men’s “chances” have varied little over time and at 1:4 are the highest in Irish universities. This article uses Agócs (Journal of Business Ethics, 1997, 16 (9), 917–931) stages of institutional resistance to show that while some changes have been made, ongoing institutionalized resistance is reflected in its failure to accept responsibility for change as reflected in its refusal to challenge the “core mission” and restricting the focus to “fixing the women”; and its failure to implement change by focusing on “busy-ness” which does not challenge power and colluding with foot-dragging and slippage in key areas. It is suggested that such institutional resistance reflects the enactment of hidden or stealth power. The article implicitly raises questions about the intractability and the covertness of men’s power and privilege and the conditions under which women’s “chances” are allowed to improve, thus providing insights into the extent and nature of institutional resistance.

scholarly journals Gendered Segregation in Danish Standing Parliamentary Committees 1990-2015

2018 ◽  
Vol 27 (2-2018) ◽  
pp. 111-125
Author(s):  
Christina Fiig
Keyword(s):  
Longitudinal Study ◽  
Gender Equality ◽  
Social Education ◽  
National Parliaments ◽  
Gender And Politics ◽  
National Parliament ◽  
Representation Of Women ◽  
Gender Balance ◽  
Gendered Patterns ◽  
Over Time

Denmark was among the first countries to achieve female enfranchisement to the national parliament (1915) and it is a society with a long tradition for gender equality policies and women’s rights. 100 years later, the Danish case gives grounds for reflections on gender balance, on segregation and positions occupied by women in national parliaments. Drawing on insights from literature on gender and politics and on parliamentary committees, the article asks what the gendered distribution of seats and chairs is in the Danish parliament, the Folketing, and what can explain these gendered patterns. To answer these questions, this article investigates the horizontal and vertical gendered segregation of standing parliamentary committees of the Danish parliament 1990-2015 based on an explorative, longitudinal study. The results show that the Danish parliament is characterized by both vertical and horizontal segregation in relation to parliamentary committees. Both categories of segregation are declining over time, but the analysis reveals interesting patterns of change and stability especially for the horizontal segregation. Several committees have an over-representation (social, education and research and health) and under-representation of women (defence, finance and transport). A number of committees are characterized by a share of 30-40% women. This category is especially interesting as it points towards a decline in horizontal representation.

scholarly journals Genre, gender and television screenwriting: The problem of pigeonholing

2021 ◽  
pp. 136754942110060
Author(s):  
Beth Johnson ◽  
Alison Peirse
Keyword(s):  
Great Britain ◽  
Social Mobility ◽  
Gender Inequality ◽  
Career Progression ◽  
Cultural Value ◽  
Prime Time ◽  
Career Trajectory ◽  
Television Industry ◽  
Single Category ◽  
The Uk

This article draws on the 2018 Writers Guild of Great Britain report ‘Gender Inequality and Screenwriters’, and original interviews with female screenwriters, to assess how the experience of genre plays out in the UK television industry. The report focuses on the experience of women, as a single category, but we aim to reveal a more intersectional understanding of their experiences. Our aim is to better understand the ways in which women are, according to the report, consistently ‘pigeonholed by genre and are unable to move from continuing drama or children’s programming to prime-time drama, comedy or light-entertainment’. Considering the cultural value of genre in relation to screenwriting labour and career progression, we analyse how genre shapes career trajectory, arguing that social mobility for female screenwriters is inherently different and unequal to that of their male counterparts.

scholarly journals Do Women Need Women Representatives?

2009 ◽  
Vol 40 (1) ◽  
pp. 171-194 ◽  
Author(s):  
Rosie Campbell ◽  
Sarah Childs ◽  
Joni Lovenduski
Keyword(s):  
Gender Equality ◽  
Empirical Research ◽  
Political Elites ◽  
Election Study ◽  
Substantive Representation ◽  
Men And Women ◽  
Representation Of Women ◽  
Mass Attitudes ◽  
The Relationship ◽  
Mass Level

This article analyses the relationship between the representatives and the represented by comparing elite and mass attitudes to gender equality and women’s representation in Britain. In so doing, the authors take up arguments in the recent theoretical literature on representation that question the value of empirical research of Pitkin’s distinction between substantive and descriptive representation. They argue that if men and women have different attitudes at the mass level, which are reproduced amongst political elites, then the numerical under-representation of women may have negative implications for women’s substantive representation. The analysis is conducted on the British Election Study (BES) and the British Representation Study (BRS) series.

Racing to a staffing solution: an investigation into the current staffing crisis within the UK horseracing industry

2020 ◽  
pp. 1-18 ◽  
Author(s):  
E. Juckes ◽  
J.M. Williams ◽  
C. Challinor ◽  
E. Davies
Keyword(s):  
Thematic Analysis ◽  
Career Progression ◽  
Work Life ◽  
Staff Turnover ◽  
Life Balance ◽  
Labour Shortage ◽  
High Staff Turnover ◽  
Media Portrayal ◽  
Job Conditions ◽  
The Uk

The British Horseracing Industry has been experiencing a labour shortage since the 1970’s and despite recent improvements reported in staff retainment, the industry still reports high staff turnover. We investigated staffing challenges experienced by UK horseracing employers and employees, to formulate strategic targets to address any issues identified. Thirty UK trainers and staff (12 staff, 9 senior staff, 9 trainers) participated in semi-structured inductive focus groups lasting on average 39±9 min. Questions explored staff background in racing, perceptions of the current staff challenges, retention and recommendations for improvement. Thematic analysis revealed four higher order themes; (1) lack of skills, (2) differences in perceived work ethic, (3) job conditions, and (4) media portrayal. This study concluded that there are dedicated staff working in the industry, but significant skills gaps, high workloads, poor work-life balance and a lack of training and career progression negatively influence retention in the horseracing industry.

Retirement intentions of older consultant psychiatrists

2004 ◽  
Vol 28 (4) ◽  
pp. 130-132 ◽  
Author(s):  
Alex Mears ◽  
Tim Kendall ◽  
Cornelius Katona ◽  
Carole Pashley ◽  
Sarah Pajak
Keyword(s):  
Early Retirement ◽  
Response Rate ◽  
Important Determinant ◽  
Clinical Implications ◽  
Consultant Psychiatrist ◽  
Health Officer ◽  
Decisions To Leave ◽  
The Mean ◽  
The Uk ◽  
Retirement Intentions

Aims and MethodThis survey gathered data on the retirement intentions of consultant psychiatrists over the age of 50 years, in order to address retention issues. A questionnaire was sent to all 1438 consultants over this age in the UK.ResultsA total of 848 questionnaires were returned, an adjusted response rate of 59%. The mean age at which consultants intended to retire in this sample was 60 years (s.d. 4.16), suggesting a potential loss of 5725 consultant years. Reasons for early retirement are complex: factors encouraging retirement include too much bureaucracy, lack of free time and heavy case-loads; those discouraging retirement include enjoyment of work, having a good team and money. Mental Health Officer status is an important determinant in the decision to retire early.Clinical ImplicationsWith numerous vacancies in consultant psychiatrist posts throughout the UK, premature retirement is a cause for concern, possibly contributing to an overall reduction in consultant numbers of 5%. Addressing factors that influence consultants' decisions to leave the health service early should form an important part of an overall strategy to increase consultant numbers.

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