Achieving the Right Balance: A Comparative Case Study of Senior Academic Women in Australia and New Zealand

Neale, Jenny

doi:10.18848/1447-9524/cgp/v04/59139

Cited by 4 publications

(5 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The term professor is being used in the UK context with the North American equivalent being 'full professor'. Despite gender inequality being characterised as a critical deficiency in higher education leadership (Morley, 2013), there remains comparatively little research on how female professors define and practise their roles, with Neale and White (2005) being an exception. A larger cadre of researchfocused professors has emerged in UK higher education in recent years linked to the growing importance of the Research Excellence Framework (REF).…”

Section: Introductionmentioning

confidence: 99%

Women professors and the academic housework trap

Macfarlane

Burg

2019

Journal of Higher Education Policy and Management

View full text Add to dashboard Cite

Women constitute just over one fifth of full professors in UK higher education and whilst work has emerged in recent years on professors as leaders, there has been comparatively little research about how this under-represented cadre define and practise their role as intellectual leaders. This paper seeks to analyse how women see their role as full professors through autobiographical accounts of their intellectual and career histories via interviews with women professors, and a small comparison group of male professors. A range of freedoms and responsibilities connected with the professorial role are identified along with personal qualities considered central to success. Both female and male professors understand their role principally in terms of research leadership, but women are more likely to emphasise the importance of academic citizenship, especially mentoring, compared to their male counterparts, an obligation that weighs especially heavily on women working in science, technology, engineering and mathematics areas. While these findings are indicative of the continuing effect of so-called 'academic housework' in holding back the academic careers of women, they are also a positive indicator of a commitment to an all-round role as an intellectual leader.

show abstract

Section: Introductionmentioning

confidence: 99%

Women professors and the academic housework trap

Macfarlane

Burg

2019

Journal of Higher Education Policy and Management

View full text Add to dashboard Cite

show abstract

“…It can be concluded then that the factors in the under‐representation of women in senior management in both countries relate back to the gendering of academic careers (Husu, 2000; Özkanlı and Korkmaz, 2000a; Neale and White, 2004; Bagilhole and White, 2008). Just as women have a different experience of academia to men, they have a different experience of senior management.…”

Section: Resultsmentioning

confidence: 99%

“…Women experience very different academic careers to men. It has been demonstrated that career mobility, experience outside academia, the process of appointment to senior management, and gender stereotyping may slow down career progression for female academics and in turn impact on their chances of becoming senior university managers (Husu, 2000; Özkanlı and Korkmaz, 2000a; Carrington and Pratt, 2003; Neale and White, 2004; Van den Brink, 2007; Bagilhole and White, 2008; Times Higher Education, 2005; Thanacoody et al , 2006; OECD, 2006; and Woodward, 2007).…”

Section: Background and Literature Reviewmentioning

confidence: 99%

Gender and leadership in Turkish and Australian universities

Özkanlı

White

2009

Equal Opportunities International

View full text Add to dashboard Cite

PurposeThe purpose of this paper is to analyse the factors in the under‐representation of female Rectors/Vice‐Chancellors (VCs), Vice‐Rectors/Deputy Vice‐Chancellors (DVCs), and Pro‐Rectors/Pro Vice‐Chancellors (PVCs) – collectively described as the University Executive or senior management – in Turkey and Australia. This includes support and mentoring, recruitment and selection processes, and the role of Rectors/VCs.Design/methodology/approachQualitative interviews are conducted with both male and female senior managers in old and new and metropolitan and regional universities in Turkey and Australia.FindingsIt is found that some women have difficulty getting into senior management, and generally their support or mentoring came from further down the organization than for men. In both countries male and female managers consider that Rectors/VCs are particularly influential in senior management appointments, with women perceiving this as a barrier. The particularly low representation of women in senior management in Turkey reflects the absence of equity frameworks, but also role conflict which is more likely to impact on women in relation to senior management rather than academic appointments.Practical implicationsThis research indicates that it is still difficult for women in both countries to be appointed to senior management roles in Universities and that support, networks and the role of Rectors/VCs in the appointment process are important factors. Awareness about gender in senior management links back to legislative frameworks or lack of them. Universities in Australia – unlike Turkey – are required to report annually on their commitment to addressing under representation of women in their workforce. The impact of legislative compliance has been to sensitise both men and women in universities to gender issues. Turkey, by contrast, continues to have low representation of women in senior management and no legislative imperative to address this inequality. And because many women in Turkey decide not to apply for senior management positions due to conflict between work and family responsibilities, their representation remains low and fails to challenge the prevalent view that gender is not an issue in senior management.Originality/valueThe paper demonstrates that equity frameworks –or lack of them – may have an impact on the representation of women in higher education (HE) senior management in Turkey and Australia but that cultural factors such as role conflict may also prevent women in Turkey from applying for senior management positions.

show abstract

“…Academic women are encouraged to focus on teaching/pastoral care (Neale and White, 2004). Lucinda and Jim Barrett (2011) argued that a lack of transparency can allow discrimination to go undetected through the skewed allocation of types of work for academic women that are not strongly associated with promotion.…”

Section: Gender and Academic Careersmentioning

confidence: 99%

Gender and non-typical academic careers

White¹,

Machado‐Taylor²

2016

ex aequo

View full text Add to dashboard Cite

This article explores gender and atypical academic careers, and analyses two case histories, one in Australia and one in Portugal. While national and organisational contexts impacted on the career trajectories of these academics, the main themes of the case studies were sponsorship/mentoring, resilience and being an outsider. The analysis indicates there is a strong link between sponsorship/mentoring and resilience. Sponsorship/mentoring provides women with guidance, advice and access to job opportunities, and helps them develop resilience in the often challenging higher education (HE) organisational culture. But lack of sponsorship/mentoring can engender a sense of being excluded and cause some academic women to become ambivalent about their careers as a mechanism for survival in HE.Keywords: gender, academic careers, career paths, higher education. Resumo Género e carreiras académicas atípicasO presente artigo explora as carreiras académicas por sexo e atípicas, e analisa dois estudos de caso, um na Austrália e outro em Portugal. Sendo certo que os contextos nacionais e organizacionais tiveram impacto nas trajetórias profissionais destas académicas, os principais temas dos estudos de caso foram o patrocínio/tutoria, a resiliência e ser--se um estranho. A análise revela a existência de uma forte ligação entre patrocínio/tutoria e resiliência. O patrocínio/tutoria proporciona às mulheres orientação, aconselhamento e acesso a oportunidades de emprego, e ajuda-as a desenvolverem resiliência na, muitas vezes, desafiadora cultura organizacional do ensino superior (ES). Todavia, a exclusão das mulheres académicas pode fazer com que algumas delas sejam ambivalentes relativamente às suas carreiras e pode constituir um mecanismo necessário para a sua sobrevivên-cia no ES.Palavras-chave: género, carreiras académicas, percursos profissionais, ensino superior. Resumen Género y carreras académicas atípicasEste artículo explora las carreras académicas por género y atípicas, y examina dos estudios de caso, uno en Australia y otro en Portugal. Mientras los contextos nacionales y organizacionales han tenido un impacto en las trayectorias profesionales de estas acadé-micas, los temas principales de los estudios de casos fueron el patrocinio/tutoría, la resiliencia y ser-se un extraño. El análisis revela la existencia de un fuerte vínculo entre patrocinio/tutoría y resiliencia. El patrocinio/tutoría proporciona a las mujeres orientación, asesoramiento y acceso a oportunidades de empleo, y les ayuda a desarrollar la resiliencia en la, a menudo, desafiante cultura organizacional de la educación superior (ES). Sin embargo, la exclusión de las mujeres académicas puede hacer que algunas de ellas sean GENDER AND ATYPICAL ACADEMIC CAREERS Kate White and Maria de Lourdes Machado-TaylorFaculty of Education and Arts, Federation University Australia Agency for Assessment and Accreditation of Higher Education, Portugal ex aequo, n.º 33, 2016, pp. 83-96 ambivalentes con respecto a sus carreras y puede ser un mecanismo necesario para s...

show abstract

Achieving the Right Balance: A Comparative Case Study of Senior Academic Women in Australia and New Zealand

Cited by 4 publications

References 0 publications

Women professors and the academic housework trap

Women professors and the academic housework trap

Gender and leadership in Turkish and Australian universities

Gender and non-typical academic careers

Contact Info

Product

Resources

About