Does the Gender Composition of Scientific Committees Matter?

Bagues, Manuel; Labini, Mauro Sylos; Zinovyeva, Natalia

doi:10.1257/aer.20151211

Cited by 220 publications

(121 citation statements)

References 42 publications

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“…For example, in the context of recruitment for the Spanish Ministry of Justice between 1987 and 2007, Bagues and Esteve‐Volart () show that selection boards are less likely to recruit female candidates when they are composed of more women. The same type of result was found by Bagues, Labini, and Zinovyeva (), who analyze how the gender composition of scientific committees affects the chances of success of female and male candidates in competitive examinations to become full and associate professors in Italy and Spain. The authors provide two interpretations of this evidence.…”

Section: Research Hypothesessupporting

confidence: 70%

“…The same type of result was found by Bagues, Labini, and Zinovyeva (2017), who analyze how the gender composition of scientific committees affects the chances of success of female and male candidates in competitive examinations to become full and associate professors in Italy and Spain. The authors provide two interpretations of this evidence.…”

Section: Sources Of Evaluation Biases In Oral Testssupporting

confidence: 65%

See 1 more Smart Citation

Do Competitive Examinations Promote Diversity in Civil Service?

Greenan

Lanfranchi

L’Horty

et al. 2019

Public Administration Review

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The representative bureaucracy literature provides a growing body of empirical evidence that a representative public workforce enhances the efficacy and legitimacy of public services. However, little attention has been paid to the capacity of civil service competitive examinations to give equal opportunity of access to public jobs to equally competent citizens. To fill this gap, the authors use French databases to analyze whether competitive examinations comprising both written and oral tests ensure equality of treatment for all candidates regardless of gender, place of residence, or place of birth. The results challenge the capacity of these examinations to treat candidates equally, identifying inequalities in the written tests as well as evaluation biases in the oral tests. However, oral evaluation biases tend to offset inequalities in the written tests. Therefore, selection boards take a sort of affirmative action toward the sole successful members of groups suffering such inequalities.

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Section: Research Hypothesessupporting

confidence: 70%

Section: Sources Of Evaluation Biases In Oral Testssupporting

confidence: 65%

Do Competitive Examinations Promote Diversity in Civil Service?

Greenan

Lanfranchi

L’Horty

et al. 2019

Public Administration Review

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show abstract

“…This paper provides a notable contribution when considered together with previous studies looking at the achievement of ASN (M. Bagues et al, 2017;Marini, 2016;Marzolla, 2016): it is paramount to shed light on what happens in the career trajectories of those scholars achieving the ASN, since successfully going through the ASN does not mean to get a position. Findings on the contrary show that a gender gap exists in accessing a position as full professor in Italy, and this cannot be explained by scientific productivity; this is remarkable since our analysis considers the entire population and all disciplines.…”

Section: Discussionmentioning

confidence: 96%

The trench warfare of gender discrimination: evidence from academic promotions to full professor in Italy

Marini

Meschitti

2018

Scientometrics

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In this paper we aim to understand if gender makes a difference in the path to promotion to full professor in Italian universities, drawing on data from 2013 to 2016. The new promotion system pursuant Gelmini Law (210/2010) in Italy implies to go through two steps. First, they have to obtain the national ASN system (fit-for-the-role national filter), based on merit measured via bibliometric and non-bibliometric indicators. This step does not mean to get a position, it only means to be able to apply for it at institutional level. We believe that discrimination based on gender may happen especially at institutional level as in comparison to ASN there is less transparency and more autonomy at institutional level. It is also hypothesised that discrimination based on gender may differ according to the percentage of women already at full professor rank by disciplinary field. We investigate gender inequality using a binary variable (promoted or not promoted along 2013 until 2016) controlling by scientific productivity, normalised number of available vacancies, result of national research evaluation (VQRdepartment of candidate's affiliation), age, current rank-and-file position. Multilevel logistic regression demonstrates that among those who obtained the ASN and at parity of other conditions, men have around 24% more probability to be promoted at parity of scientific production, which reveals a relevant gender discrimination. Our findings have implications on theory about inequality regimes and might serve to reflect on how to improve practices at institutional level.

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“…The reform of universities in the direction of decreasing the gender gap in order to achieve gender parity materialized in different forms in numerous countries, where special laws that promote gender equality in academia dictate a concrete approach [56,57]. However, underrepresentation remains a problem in research and academia.…”

Section: Targeting Gender Parity In Academia Worldwidementioning

confidence: 99%

Gender Parity within the Gender—Sustainability Paradigm: A Case Study on Management Structures of the Romanian Academia

et al. 2020

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Our study proposes a Romanian national perspective of the gender–sustainability paradigm in higher education under the Sustainable Development Goal 5 (SDG5) approach. The starting point is the interlinkage of the two concepts, gender parity and sustainability, depicted on a fundamental societal domain. Data collection was completed following a census approach, resulting in staffing data on 47 Romanian state-owned universities. Data collected envisaged the tenure teaching staff, divided into two gender groups; the count was focused on executive roles and collective managerial elected bodies for the 2015–2019 mandate. The gender situation was analyzed quantitatively by the number of teaching staff, their gender structure, and their representation in the executive functions and collective decision-making bodies. We calculated gender indexes and used statistical correlation coefficients to explain the relations between the different categories of personnel and their influence on establishing the management structures. The results of the gender configuration analysis were further associated with the latest national meta-ranking of Romanian universities. Our findings show that Romanian universities demonstrate sustainability under SDG5 through their institutional capacity to use either feminine majorities or a statistically detected pro-female voting propensity in order to construct optimally gendered management structures through vote only.

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Does the Gender Composition of Scientific Committees Matter?

Cited by 220 publications

References 42 publications

Do Competitive Examinations Promote Diversity in Civil Service?

Do Competitive Examinations Promote Diversity in Civil Service?

The trench warfare of gender discrimination: evidence from academic promotions to full professor in Italy

Gender Parity within the Gender—Sustainability Paradigm: A Case Study on Management Structures of the Romanian Academia

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