scholarly journals Work like a girl: Redressing gender inequity in academia through systemic solutions

2021 ◽  
Vol 18 (3) ◽  
pp. 14-29
Author(s):  
Kelly-Ann Allen ◽  
◽  
Kerryn Butler-Henderson ◽  
Andrea Reupert ◽  
Fiona Longmuir ◽  
...  
Keyword(s):  
Higher Education ◽  
Gender Equity ◽  
Critical Review ◽  
Cultural Barriers ◽  
Leadership Positions ◽  
Gender Inequity ◽  
Representation Of Women ◽  
Change In Higher Education ◽  
Leadership Opportunities ◽  
The Impact

Historically, the professional structure of higher education has provided restricted employment, career, and leadership opportunities for women. This is exacerbated where there is an intersection between gender and race, culture, religion, or age. Women continue to be underrepresented in senior leadership positions across a range of disciplines, and this lack of representation of women within the professional structure of higher education itself acts as a barrier for more women reaching senior levels within institutions. More women are needed in higher positions to increase representation and visibility, and to encourage and mentor others to then aspire to follow a similar path. This critical review examines gender equity across the major career benchmarks of the academy in light of the impact of the personal contexts of women, systemic processes, and cultural barriers that hinder career progression. Research-based systemic solutions that work towards improved gender equity for women are discussed. The findings from this critical review highlight the need for global systemic change in higher education to create ethical equities in the employment, career, and leadership opportunities for women.

Promoting gender equity in sport science

2020 ◽  
Keyword(s):  
Gender Equity ◽  
Good Practice ◽  
Quality Criteria ◽  
Gender Inequity ◽  
Sport Science ◽  
Representation Of Women ◽  
Exercise Medicine ◽  
Scientific Disciplines ◽  
Individual Ability ◽  
Scientific Awards

Gendered norms, stereotypes and biases implicitly influence our thoughts, attitudes and behaviours. These often lead to gender inequity, a phenomenon inherent in society and reflected in its various contexts. The increasing awareness of this inequity is leading to reflection and changes in society as a whole and its communities, organisations and institutions. In scientific disciplines, gender inequity has been, and still is, a point of discussion and consideration. In many cases, these discussions have led to positive and sustainable changes at both a structural as well as a policy level. This opinion piece discusses gender inequity in the context of sport science and, in particular, sport medicine in Switzerland. Specifically, academic position (professorships), first authorship of peer-reviewed publications in the SEMS-Journal as well as conference participation and scientific awards in two Swiss sport science organisations: Sportwissenschaftliche Gesellschaft der Schweiz (SGS) and Sport & Exercise Medicine Switzerland (SEMS) in terms of frequency are presented and discussed. An under-representation of women is observed in most categories. Finally, recommendations for promoting and supporting equity while maintaining an objective consideration of quality criteria and individual ability are put forward using examples of good practice.

scholarly journals From “Her” Problem to “Our” Problem: Using an Individual Lens Versus a Social-Structural Lens to Understand Gender Inequity in STEM

2018 ◽  
Vol 11 (2) ◽  
pp. 267-290 ◽  
Author(s):  
Kathi N. Miner ◽  
Jessica M. Walker ◽  
Mindy E. Bergman ◽  
Vanessa A. Jean ◽  
Adrienne Carter-Sowell ◽  
...  
Keyword(s):  
Gender Equity ◽  
Women In Science ◽  
Gender Inequity ◽  
Individual Level ◽  
Representation Of Women ◽  
Gender Parity ◽  
The Social ◽  
Social Structural ◽  
Societal Level ◽  
And Mathematics

Increasing the representation of women in science, technology, engineering, and mathematics (STEM) is one of our nation's most pressing imperatives. As such, there has been increased lay and scholarly attention given to understanding the causes of women's underrepresentation in such fields. These explanations tend to fall into two main groupings: individual-level (i.e., her) explanations and social-structural (i.e., our) explanations. These two perspectives offer different lenses for illuminating the causes of gender inequity in STEM and point to different mechanisms by which to gain gender parity in STEM fields. In this article, we describe these two lenses and provide three examples of how each lens may differentially explain gender inequity in STEM. We argue that the social-structural lens provides a clearer picture of the causes of gender inequity in STEM, including how gaining gender equity in STEM may best be achieved. We then make a call to industrial/organizational psychologists to take a lead in addressing the societal-level causes of gender inequality in STEM.

Women in sports leadership: A systematic narrative review

2020 ◽  
pp. 101269022091184 ◽  
Author(s):  
Adam B Evans ◽  
Gertrud U Pfister
Keyword(s):  
Gender Equity ◽  
Lived Experiences ◽  
Grey Literature ◽  
Narrative Review ◽  
Leadership Positions ◽  
Gender Inequity ◽  
Macro Scale ◽  
Sports Leadership ◽  
Microscopic Studies ◽  
Women In Sports

Gender inequity in sport organisation boards, particularly in decision-making positions, remains a significant issue. Considerable research exists on the topic yet attempts to integrate non-academic perspectives on this literature are relatively limited. We present a systematic narrative review, constructed in conjunction with the work of a ‘reflective panel’ which included sport, business and academic professionals from Europe and North America. The panel helped to inform the search strategy and reflected upon the narrative produced. In total, 154 peer-reviewed articles, book chapters and grey literature publications were included. The resultant narrative is presented according to several scales of abstraction; macro-scale studies of global/national trends; meso-scale studies of processes (re)producing gender inequity; and microscopic studies of lived experiences of gender inequity. There is consensus in the literature that, globally, women continue to be under-represented in leadership positions. Patriarchal selection practices and organisational cultures reinforce this inequity, despite evidence that men in leadership roles recognise the problem. While gender equity policies exist, actions to pursue gender equity are more limited. Patriarchal language, gendered stereotypes and person-profiling still persist, resulting in specific emotional and practical challenges for women in sports leadership positions. The reflective panel recognised an over-representation of studies from a liberal ‘Western’ tradition that conceptualises gender inequity in a specific socio-cultural and political way. Studies also often overlook the effects of the intersectionality. Finally, we suggest areas for further research, including a need to understand the electoral procedures of sports organisations beyond ‘formal’ channels, to better understand women’s lived experiences of inequity and to investigate the experiences of women who either step down or are not appointed to leadership positions.

Women in Higher Education in Nigeria

2021 ◽  
pp. 186-210
Author(s):  
Abiola Ibidunni Odejide ◽  
Obasanjo Joseph Oyedele
Keyword(s):  
Higher Education ◽  
Gender Equity ◽  
Educational Institutions ◽  
Access To Higher Education ◽  
Leadership Positions ◽  
Institutional Policies ◽  
The Sustainable Development ◽  
External Threats ◽  
Development Goals ◽  
Political Security

This chapter examines issues of female access to higher education in Nigeria and the equity and empowerment interventions available to female staff and students in higher educational institutions (HEIs) in the light of Items 4 and 5 of the Sustainable Development Goals. It focuses on the major challenges, responses, their drivers, and their effectiveness. Statistical and existing qualitative data are used to highlight the persistent sociocultural, economic, political, security, and policy challenges that continue to negatively impact female participation and experiences in higher education. It advocates enactment and implementation of legislation and institutional policies to promote gender equity, gendering of the curriculum, females' equitable and quality participation in leadership positions, and better security from internal and external threats. Advocacy to foster widespread attitudinal change and collaboration on global and regional development initiatives marked by national priorities should facilitate the attainment of these goals. .

scholarly journals Women in Higher Educational Leadership: Representation, Career Progression, and Compensation

2019 ◽  
Vol 16 (3) ◽  
pp. 5-13
Author(s):  
Carla Cañas ◽  
Caitlyn Keeve ◽  
Carmen Ramos ◽  
Jocelyn Rivera ◽  
Michelle Samuel
Keyword(s):  
Higher Education ◽  
Educational Leadership ◽  
Gender Equity ◽  
Career Progression ◽  
Early Career ◽  
Gender Representation ◽  
Leadership Positions ◽  
Higher Educational ◽  
Education Psychology ◽  
Higher Educational Leadership

Men in university administration repeatedly outnumber women in leadership positions. The problem under investigation is that this gender gap exists due to barriers to advancement and discrimination in both the hiring process and in the workplace. With less representation of women in higher education leadership, there is a higher risk of bias for women in this field. This study used an ex-post facto methodology and gathered public data from the University of California (UC) Annual Payroll Compensation database. Three separate studies were run to determine the level of gender differences in the representation of educational leaders, compensation, and career progression. Significant differences in gender equity existed, with more men represented at several levels of educational leadership. Significant differences were also found in compensation levels, where men earned more money than women in the same position. Lastly, a small effect, although not significant, was observed when comparing early career gender representation to non-early career gender representation. There are more women recent graduates than men in leadership positions. Together these results suggest that while there are gender gaps in representation and compensation, there may be slow progress towards better representation in early career leadership positions in the UC system. The implication of this research supports further research into factors which impact the compensation of women leaders in academia. Higher education hiring professionals and candidates for leadership positions could benefit from further development of theories around gender equity and representation. KEYWORDS: Gender Representation; Gender Equity; Higher Educational Leadership; Women; Higher Education; Psychology; Wage Gap; Higher Education Administration

Gender Equity Evaluated by Five Successful Women in the Medical Profession

2020 ◽  
pp. 182-198
Author(s):  
Ana Jorge ◽  
Helena Alves ◽  
Fátima Carvalho ◽  
Maria Amélia Ferreira ◽  
Maria-Ceu Machado
Keyword(s):  
Gender Equity ◽  
Medical Profession ◽  
Professional Associations ◽  
High Rate ◽  
Leadership Positions ◽  
National Agency ◽  
Medical Specialties ◽  
Successful Women ◽  
The Impact

The authors (five women with successful experiences in different medical specialties, researchers, academics, Hospital Service Director, Presidents of Board of Health Institutions and National Agency, Minister of Health and Director of the Medical Faculty), make a reflection about gender equity in Portugal and the impact of 45 years of democracy. The medical profession in Portugal has a high rate of women, but this is not the same in leadership positions. The role of women in the medical profession needs to be re-evaluated, especially in top positions. This chapter is divided into four sub-chapters: “The role of organizations and professional associations to improve gender equality”, “Gender equity in Academia: past, present and future”, “Gender Equity in the Medical Profession as a Management Strategy”, and “The role of gender to the networks in research and medical education”, by Fátima Carvalho and Helena Alves, Maria do Céu Machado, Ana Jorge and Maria Amélia Ferreira.

Moving Beyond the Stained Glass Ceiling

2011 ◽  
Vol 14 (1) ◽  
pp. 45-61 ◽  
Author(s):  
Karen A. Longman ◽  
Shawna L. Lafreniere
Keyword(s):  
Higher Education ◽  
Leadership Development ◽  
Women's Leadership ◽  
Women In Leadership ◽  
Christian Colleges ◽  
Women In Higher Education ◽  
Stained Glass ◽  
Leadership Positions ◽  
Development Professionals ◽  
The Impact

The Problem. While a variety of factors have historically limited access by women to top-level leadership positions across higher education, these factors become more complicated when juxtaposed with the theological commitments that influence the leadership journeys of women in these settings. The Solution. This article reviews the literature related to women in higher education leadership, with a particular focus on the state of women in leadership found in faith-based colleges and universities—as represented by the 110 member institutions of the Council for Christian Colleges & Universities (CCCU). It describes the results of in-depth research on the impact of a CCCU Women’s Leadership Development initiative, launched in 1998. Qualitative and quantitative evaluation data are discussed and implications outlined. The Stakeholders. The lessons emerging from this initiative and research can be helpful for postsecondary leaders, HRD and leadership development professionals, and all those who focus on developing women in higher education settings.

Gender Equity Evaluated by Five Successful Women in the Medical Profession

2021 ◽  
pp. 161-177
Author(s):  
Ana Jorge ◽  
Helena Alves ◽  
Fátima Carvalho ◽  
Maria Amélia Ferreira ◽  
Maria-Ceu Machado
Keyword(s):  
Gender Equity ◽  
Medical Profession ◽  
Professional Associations ◽  
High Rate ◽  
Leadership Positions ◽  
National Agency ◽  
Medical Specialties ◽  
Successful Women ◽  
The Impact

The authors (five women with successful experiences in different medical specialties, researchers, academics, Hospital Service Director, Presidents of Board of Health Institutions and National Agency, Minister of Health and Director of the Medical Faculty), make a reflection about gender equity in Portugal and the impact of 45 years of democracy. The medical profession in Portugal has a high rate of women, but this is not the same in leadership positions. The role of women in the medical profession needs to be re-evaluated, especially in top positions. This chapter is divided into four sub-chapters: “The role of organizations and professional associations to improve gender equality”, “Gender equity in Academia: past, present and future”, “Gender Equity in the Medical Profession as a Management Strategy”, and “The role of gender to the networks in research and medical education”, by Fátima Carvalho and Helena Alves, Maria do Céu Machado, Ana Jorge and Maria Amélia Ferreira.

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