Faculty peer networks: role and relevance in advancing agency and gender equity

O’Meara, KerryAnn; Stromquist, Nelly P.

doi:10.1080/09540253.2015.1027668

Cited by 55 publications

(44 citation statements)

References 39 publications

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“…Estimates of gender equality were lower amongst women than men, with small to medium effect sizes, and the largest effect sizes being observed for items related to leadership. Previous research has revealed a systematic, unconscious gender bias that hinders women’s ascent to senior positions [8–16,27,28]. Despite the considerable body of objective scientific evidence, data from our survey shows that male researchers perceive equal gender treatment in their departments, equal access to the resources that are necessary for professional development or that can be viewed as markers of esteem and a stronger commitment from their departments to ensure gender equality.…”

Section: Discussionmentioning

confidence: 61%

Men and women differ in their perception of gender bias in research institutions

García‐González¹,

Forcén²,

Jimenez-Sanchez³

2019

PLoS ONE

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There is extensive evidence of gender inequality in research leading to insufficient representation of women in leadership positions. Numbers revealing a gender gap in research are periodically reported by national and international institutions but data on perceptions of gender equality within the research community are scarce. In the present study, a questionnaire based on the British Athena Survey of Science, Engineering and Technology (ASSET 2016) was distributed among researchers working in Spain. Consistent with the original UKbased study, women in research perceived a greater degree of gender inequality than men. This difference was consistent from junior to senior positions, within public and private universities as well as research centres, and across all research disciplines. When responses were compared with the existing UK-based questionnaire, researchers in Spain felt that women and men are treated more equally in the workplace, yet they perceived their home departments to be less supportive regarding matters of gender equality. The results of this study provide clear evidence that men and women do not share the same perceptions of gender equality in science and that their differing perceptions are relatively consistent across two major European countries. The fact that men occupy the majority of senior positions while not perceiving the same inequality as women do, may be critical when it comes to ensuring the fair ascent of women to senior positions in an academic system. These data encourage the implementation of measures to ensure that both men and women are aware of gender biases in research.PLOS ONE | https://doi.org/10.1371/journal.pone.research and innovation in Europe [2], showed that only 21% of grade A, top-level researchers were women and, strikingly, numbers have not improved much from the 20% observed in 2010. In the Spanish academic system, the representation of women is nearly identical to that of the rest of the EU (40.8% vs 41.0%), and women occupy 21.0% of senior positions in Spain vs 20.9% in the EU [2,3].Gender perceptions may influence women's ascent to senior positions [4]. Women are perceived as worse scientific leaders [5,6] and are stereotyped as not possessing the innate talent that is required in some fields [7]. These and other gender stereotypes may explain why women receive similar levels of research funding when they are judged on the quality of their research but less funding when judged on the excellence of the researcher [8], are less frequently invited to conferences [9,10], are less likely to be selected for scientific awards [11,12], are less represented on editorial boards [13], their work is less likely to be cited [14], they have less chances of being invited to participate in peer review [14,15], and they have a more restricted access to influential networks [16]. In 2015, Handley et al reported that men do not recognise the presence of gender bias in research to the same extent as women: when men and women were asked to read an abstract from a study reportin...

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Section: Discussionmentioning

confidence: 61%

Men and women differ in their perception of gender bias in research institutions

García‐González¹,

Forcén²,

Jimenez-Sanchez³

2019

PLoS ONE

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“…We are hopeful, however, that systemic support can be sustained for women who work in gender inequality regimes (Acker, , ). These include peer networks, such as women's peer mentoring and networking fora in universities (O'Meara & Stromquist, ) and amongst management scholars, for example, CYGNA (https://harzing.com/cygna) and the EGOS (European Group for Organization Studies) Women's Network. Additional ideas to enhance women's representation are ‘[i]mpact buddy' arrangements where colleagues agree to respond quickly to others' blogs, media contributions and' various' impact related activities (Campbell & Childs, , p. 188).…”

Section: Discussionmentioning

confidence: 99%

The curious under‐representation of women impact case leaders: Can we disengender inequality regimes?

Davies

Yarrow

Syed

2019

Gender Work & Organization

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Universities are increasingly expected to demonstrate the wider societal impacts of academic research. Yet women management scholars were disproportionately under‐represented in leading impact cases in the UK's REF (Research Excellence Framework) 2014. An analysis of 395 REF impact cases for business and management studies with an identifiable lead author revealed that only 25 per cent were led by women, of which 54 per cent were sole authored. Based on 12 in‐depth interviews with women impact case writers, we use Acker's inequality regimes framework to understand invisible and socially constructed gendering of the UK's policy that is designed to evaluate research impact. In a knowledge‐intensive workplace dominated by men, the shape and degree of gendered bases of inequality, systemic practices, processes and controls result in sub‐optimal talent management and gendered knowledge. We call for university leaders to be proactive in addressing barriers that fail to support or recognize women's leadership of research impact.

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“…Another element of women's workplace friendships that contributes to increased professional success is the newfound access to information, including the sharing of tacit knowledge (Bottoms et al, 2013;Bridge & Baxter, 1992;Murakami & Núñez, 2014;O'Meara & Stromquist, 2015;Rees & Shaw, 2014). Women have been known to leverage their workplace friendships with other women to draw on a deep network of knowledge about university practices (Driscoll et al, 2009), share expertise on various research methodologies and theories (Bottoms et al, 2013;Núñez et al, 2015), and provide critical feedback on their work (Murakami & Núñez, 2014) all within the context of a safe and trusting relationship where information can be shared and debated (Smith & Yeo, 2009).…”

Section: Women's Friendships Propel Scholarly Developmentmentioning

confidence: 99%

The F Word: The Role of Women’s Friendships in Navigating the Gendered Workplace of Academia

Kaeppel

Grenier

Bjorngard-Basayne

2020

Human Resource Development Review

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This conceptual paper contributes a new perspective on the role of women academics’ friendships in helping them navigate and counter the masculine culture of academia. Drawing on Self-Determination Theory and Relational Cultural Theory, we contend that women’s friendships allow women to thrive by meeting core psychological needs that are threatened in a marginalized work environment. Women’s intra-gender friendships act as counterspaces that challenge deficit notions women often hold about themselves, which are particularly prevalent for early career academics and women of color. We examine these workplace friendships through the belief that the academy is a gendered workplace which results in women often experiencing significant challenges to their career success. Furthermore, we consider how women’s friendships can mitigate the effects of workplace marginalization and enhance well-being that results in career success. We conclude by challenging HRD scholars to consider how academia can make space for and value women’s friendships in the workplace to benefit both individuals and institutions.

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Faculty peer networks: role and relevance in advancing agency and gender equity

Cited by 55 publications

References 39 publications

Men and women differ in their perception of gender bias in research institutions

Men and women differ in their perception of gender bias in research institutions

The curious under‐representation of women impact case leaders: Can we disengender inequality regimes?

The F Word: The Role of Women’s Friendships in Navigating the Gendered Workplace of Academia

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