Barriers to women’s representation in academic excellence and positions of power

Yousaf, Rizwana; Schmiede, Rudi

doi:10.1186/s40856-017-0013-6

Cited by 47 publications

(37 citation statements)

References 34 publications

(37 reference statements)

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“…When they are given a leadership role, they try to strike a balance between their publications and other leadership responsibilities. As a result, their research suffers and most women professors opt out of such roles (Morley et al, 2017; Yousaf and Schmiede, 2017). Many women perceive such roles as a set of unattractive administrative functions requiring a 24/7 commitment.…”

Section: Discussionmentioning

confidence: 99%

Missing women in Indian university leadership: Barriers and facilitators

Gandhi¹,

Sen²

2020

Educational Management Administration & Leadership

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Gender diversity and equality in the workplace has been much researched and spoken about in the corporate sector but the higher education sector in India remains largely untouched by it, probably because women seemingly far outnumber men in the teaching fraternity. However, data also suggests that most women in the higher education sector remain restricted to middle-ranking posts, rising as high as heads of department, deans, controller of examination and even registrars but hardly ever becoming vice-chancellors. In a sector which has traditionally attracted many women as their preferred career choice, lack of an adequate talent pool cannot be the answer. This paper is a study exploring the barriers and enablers for women academicians’ ascent to leadership roles. It also presents strategies to close this gap and facilitate pathways for women to hold leadership roles in Indian universities. This paper is one of the first few on women’s leadership in Indian universities.

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Section: Discussionmentioning

confidence: 99%

Missing women in Indian university leadership: Barriers and facilitators

Gandhi¹,

Sen²

2020

Educational Management Administration & Leadership

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“…Finally, women face a sticky floor in their careers which leads men to get promoted faster and have faster access to higher positions. The aforementioned is confirmed by Yap andKonrad (2009), Hejase et al (2014) and Yousaf and Schmiede (2017).…”

Section: Resultsmentioning

confidence: 66%

The Gender Wage Gap within the Agricultural Sector: A Case from South Lebanon

Hejase¹,

Hamie²,

Hejase³

2020

JBTP

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Agriculture is considered an important energizer of a country’s economic growth and poverty alleviation efforts. However, this sector is underperforming especially in developing countries in part because women, who are often a crucial human resource in agriculture and the rural economy, face difficulties that reduce their productivity and their effective involvement. This paper sheds light on the gender pay gap in Lebanon, in general, and the agriculture sector of South Lebanon, in particular. Exploratory quantitative analysis is applied using a convenient sample of 385 agricultural employees chosen from the Lebanese agricultural institutions in South Lebanon. The paper objectives include the assessment of the wage gap in the agricultural sector in South Lebanon, analyzing opinions towards the wage gap in South Lebanon, quantifying the impact of the gender pay gap on women, identifying the causes that lead to the existence of a wage gap, and the exploration of the existence of wage gap discrimination. Findings showed that the wage gap in the agricultural sector is affected by experience, age, family responsibilities, and physical ability which is a vital factor affecting the wage difference, while the nationality and the educational level had no effect on wage gap. Also, the study showed that there is a 40% wage gap, where the numbers of male and female employees with their average hourly wages were considered which is a significant difference in pay. The outcomes are important for NGOs, policy makers and rural authorities to plan innovatively and capitalize on the untapped female workforce in the agricultural sector of the country.

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“…While we were not able to identify speci c studies tackling gender barriers and KTE, it may be explained through the literature exploring challenges that women face in academia (23,24,31). A previous study indicated that men faculty members were able to positively engage in research and obtain funding while women found it harder to balance between undergraduate education and research efforts (32). Women not only publish less than men, they also still face challenges to get to decision making positions.…”

Section: Discussionmentioning

confidence: 92%

Gender Barriers to Knowledge Transfer and Exchange Among Vaccine Researchers in Low-, Middle- and High-Income Countries – An International Cross-Sectional Study in 44 Countries

El-Halabi

McCabe

Forsberg

et al. 2020

Preprint

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Background: Globally, women constitute 30% of researchers. Despite an increasing proportion of women in research, they are still less likely to have international collaborations. Literature on barriers to knowledge transfer and exchange (KTE) between men and women, remain limited. This study aimed to elucidate perceived gender barriers to KTE activities in vaccination related research in low, middle- and high-income countries. Methods: This was a cross-sectional data from a self-administered questionnaire distributed to researchers in the field of vaccination research. Structural factors to KTE were assessed using 12 statements measured with 5-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree). An index ranging from 12 to 60 points was created to assess structural factors to KTE, with higher score indicating higher perceived barriers. Linear regression modelling was applied to examine the association between KTE barriers and gender. Results: Regardless of gender, researchers experienced challenges with respect to KTE activities, particularly factors related to the availability of human and financial resources, and level of technical expertise among their target audience. We were also able to identify perceived facilitators among men and women, such as the presence of structures that link researchers and target audiences, the investment of target audiences in KTE efforts and the presence of stable contacts among target audience. Our linear regression analysis showed that women have a reduction of 1.069 in their scores in comparison with men (R2=0.014; B=-1.069; 95%CI -4.035;1.897). Conclusions: Men and women shared common perspectives on barriers to KTE. KTE activities could be strengthened by improving structural efforts to reduce gender differences and increase collaborations between researchers and their target audience.

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Barriers to women’s representation in academic excellence and positions of power

Cited by 47 publications

References 34 publications

Missing women in Indian university leadership: Barriers and facilitators

Missing women in Indian university leadership: Barriers and facilitators

The Gender Wage Gap within the Agricultural Sector: A Case from South Lebanon

Gender Barriers to Knowledge Transfer and Exchange Among Vaccine Researchers in Low-, Middle- and High-Income Countries – An International Cross-Sectional Study in 44 Countries

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