Gender diversity strategy in academic departments: exploring organizational determinants

Su, Su; Johnson, Japera; Bozeman, Barry

doi:10.1007/s10734-014-9808-z

Cited by 45 publications

(38 citation statements)

References 45 publications

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“…As the study discussed earlier, female directors are greener. Their leadership style is more likely to be participative, democratic and communal (Bear, Rahman et al, 2010;Su, Johnson et al, 2015). Their presence on corporate boards is expected to have more effective information-sharing and joint decision-making.…”

Section: Gender and Emsmentioning

confidence: 99%

The search for alignment of board gender diversity, the adoption of environmental management systems, and the association with firm performance in Asian firms

Rehman

Orij

Khan

2020

Corp Soc Responsibility Env

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This study examines how board gender diversity can address the challenges to adopt environment management systems (EMS) to improve firm performance. Firstly, drawing on gender socialization and diversity theories, higher board gender diversity motivates firms to adopt EMS. Empirical evidence shows that firms with gender diverse boards are greener. Secondly, the study investigates the maxim that green pays to be green. The empirical findings highlight a positive and statistically significant but economically modest link between EMS and firm financial performance. However, the inclusion of board gender diversity as moderator significantly improves the relationship between EMS and firm performance. In addition, CEO gender is linked to better performance only in firms with low female board diversity. The findings strongly recommend higher board gender diversity as a mechanism to address the challenges of EMS and firm performance simultaneously. The findings are robust to controlling for propensity score matching technique and are different in different approaches.

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Section: Gender and Emsmentioning

confidence: 99%

The search for alignment of board gender diversity, the adoption of environmental management systems, and the association with firm performance in Asian firms

Rehman

Orij

Khan

2020

Corp Soc Responsibility Env

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“…As biology PhD candidates ourselves, we lack direct power to enact changes that would reform the system on an institutional level. Availability of mental health resources, handling of harassment and misconduct cases, selection of administration, and family leave policies are all in dire need of systemic reform by those with administrative power (Anders, 2004;Handelsman et al, 2005;Case and Richley, 2013;Su et al, 2015). In addition to advocating for these institutional reforms, we believe we can counteract negative graduate student experiences by focusing on departmental culture and climate reform, utilizing thoughtful and inclusive data collection on the quality of the graduate student experience followed by implementation of actions based on those data (Institute of Medicine, 2007;Tao andGloria, 2019, Slay et al, 2019).…”

Section: General Backgroundmentioning

confidence: 99%

A Systems Change Framework for Evaluating Academic Equity and Inclusion in an Ecology & Evolution Graduate Program

Wallace

York

2019

Preprint

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Manuscript Purpose/Abstract:Statistics on representation in graduate programs show that, while academia is moving forward in terms of generating diverse cohorts of students and faculty, representation still has not reached parity. These discrepancies in representation are seen at the graduate student level and intensify as academic rank increases. While there have been strides to improve representation through more thoughtful recruitment, a new discussion is emerging around inclusion and retention of under-represented minorities. Inclusive programs are that which center and prioritize support for diverse experiences, identities, career goals, and perspectives actively and continuously from recruitment through graduation. An emerging area of focus for inclusion efforts is graduate student programs. Graduate education programs provide significant opportunities for inclusive programming, and conversely, a program that does not take efforts to improve both diversity and inclusion can often contribute to further disparity in representation. While there are many efforts across programs to address inclusion, there is room for improvement on developing cohesive and effective programming that targets the many areas of needed change in order to improve institutional inclusivity.Here, we argue that graduate education programs should utilize a systems change framework to evaluate areas of progress and need in their program as it relates to inclusion. A systems-change approach emphasizes three levels of changes: explicit change (e.g. policies), semi-explicit change (e.g. power dynamics), and implicit change (e.g. biases). We use the Ecology, Evolution, and Behavior (EEB) PhD Program at the University of Texas at Austin in an exercise to (1) identify areas of concern regarding inclusive programming voiced by graduate students and (2) categorize efforts to address these concerns about inclusive programming into a systems change frame, and finish by (3) integrating and evaluating which areas of the systems change framework show the greatest progress and greatest need for the UT EEB graduate program.We acknowledge that the specific examples here are of particular relevance to other EEB programs, as they may see similar patterns in graduate student needs and efforts to address them. But, the exercise itself is certainly not limited to EEB programs. We encourage any graduate program, as well as any departments or even larger institution, to consider undergoing this exercise in order to more effectively address inequity in their own domains.

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“…However, this factor is not the only determinant of success at the doctoral level. As Su et al (2015) indicate, diversity strategies are most impactful at the departmental level. We maintain the institutional efforts should be foundational and function to inform environmental department support for students from traditionally underrepresented populations.…”

Section: Institutional Effortsmentioning

confidence: 99%

Increasing the trickle

Smith

García

2018

Journal for Multicultural Education

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Purpose-For several decades, human and financial resources have been the focus of academic institutions in Science, Technology, Engineering and Mathematics fields of study because of low matriculation and graduation involving diverse student populations. However, there is a paucity of research about pathways to doctoral-level education and completion for these underrepresented populations. The purpose of this paper is to explore conceptually how STEM doctoral programs can implement a critical multiculturalist framework to recruit, increase persistence and completion to abate the attrition rate of women and students of color in doctoral programs. Design/methodology/approach-Through a critical multiculturalist framework, issues of access and attainment central to the pipeline of traditionally underrepresented populations in to the STEM fields are addressed in this paper in an effort to support equity and inclusion at the doctoral level. Approaching this issue through critical multiculturalism takes the issue of access and attainment beyond sheer numbers by addressing the limited opportunity of women and students of color to see themselves in graduate faculty within STEM. Findings-This paper reviews literature regarding the STEM pipeline's "glass ceiling" that exists at the graduate level for students from marginalized communities, including gender and race. This paper proposes a multicultural doctoral persistence model. Originality/value-Despite the efforts of many institutions of higher education to diversify the STEM fields, a "glass ceiling" remains at the doctoral level. There appears to be a pipeline for women and minorities from K-12 to the undergraduate level, but the doctoral level has been largely left out of the conversation.

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Gender diversity strategy in academic departments: exploring organizational determinants

Cited by 45 publications

References 45 publications

The search for alignment of board gender diversity, the adoption of environmental management systems, and the association with firm performance in Asian firms

The search for alignment of board gender diversity, the adoption of environmental management systems, and the association with firm performance in Asian firms

A Systems Change Framework for Evaluating Academic Equity and Inclusion in an Ecology & Evolution Graduate Program

Increasing the trickle

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