Gender diversity in academic publishing—comment on Galak and Kahn (2021)

Abstract

Galak and Kahn (Marketing Letters, 2021) report that females and underrepresented minorities face a less favorable organizational climate within academic marketing as compared to their respective counterparts. We complement this perspective by assessing the extent to which a gender gap is detectable in academic journal publications in marketing. To this end, we collect a data set which covers all publications of a broad range of peer-reviewed academic journals in business, including marketing, across two decades. We then develop an algorithm that allows us to determine the authors’ gender. We use these data to study a potential gender gap in academic marketing journals. Results indicate that a gender gap in academic publishing in marketing is present and substantial, although it has been declining over time. At the same time, it continues to be particularly visible in the most prestigious journals. While marketing is still far from being a role model, the gender gap is smaller in marketing compared to other fields in business. Our analysis complements the findings by Galak and Kahn (Marketing Letters, 2021) by showing that female scholars do not only experience an unfavorable organizational climate, but they are also underrepresented in academic marketing journals.

Gender Equity in the Marketing Academy: From Performative to Institutional Allyship

“…The toll of carrying additional teaching responsibilities and performing academic housework roles are a ‘trap’ (Macfarlane & Burg, 2019, p. 262) that reduce research productivity. Keller et al, (2021) note the underrepresentation of female scholars in academic marketing journals. Female researchers, on average, produce less research than their male colleagues (e.g.…”

“…Female marketing academics have described such multifaceted constraints as a ‘death by a thousand cuts’ (Gurrieri et al, 2020). It is thus unsurprising that female marketing academics feel less valued and less satisfied when compared to their male colleagues (Galak & Kahn, 2021 1 ), unsupported by their academic institutions (Gurrieri et al, 2017) and ‘experience an unfavourable organizational climate’ (Keller et al, 2021, p. 325). To elucidate this issue, we address the institutional constraints experienced by women throughout their academic careers that lead to this lack of inclusion and representation in leadership roles.…”

Adapting Organizational Inclusivity Through Empowering Gender-Diversity

“…Genderdiversity must be considered for efforts of inclusivity. Gender-diversity encompasses the intentional effort of diversifying a workforce through different social identities, and other underrepresented gender minorities (Keller et al, 2021). This can include those who identify as transgender, gender-expansive, queer, as well as cisgender (not transgender identifying), when the social dominant group is not cis-gender identifying.…”