Shiny on the Outside, Rotten on the Inside? Perceptions of Female Early Career Researchers on Diversity Policies in Higher Education Institutions

Bourabain, Dounia; Verhaeghe, Pieter‐Paul

doi:10.1057/s41307-021-00226-0

Cited by 10 publications

(19 citation statements)

References 38 publications

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“…Increasing dissatisfaction with existing diversity policies, which in European HEI are mostly soft policies, could explain this particular finding (e.g. Bourabain & Verhaeghe, 2021). A final compelling finding is that the implemented EO measures did not have the same effect for ethnic‐targeted and gender‐targeted policies (additional analyses see Tables and in appendix).…”

Section: Conclusion and Discussionmentioning

confidence: 99%

“…While STEM fields are still male‐dominated compared to the humanities and social sciences, being one of the few successful women in the field may reinforce meritocratic beliefs and their opposition to EO programs (Cech & Blair‐Loy, 2010; Ellemers, 2001). Even more, Bourabain and Verhaeghe (2021) have shown that women in STEM are less supportive of quotas compared to women from the social sciences and humanities. Women from STEM disciplines are less keen on the use of quotas for fear of being tokenized and consequently having their skills undervalued.…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

“…Women from STEM disciplines are less keen on the use of quotas for fear of being tokenized and consequently having their skills undervalued. Instead, women from the social sciences and humanities believe that compulsory measures like quotas are necessary for equality in academia (Bourabain & Verhaeghe, 2021). Within academia, we can therefore expect distinctions across disciplines:…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

“…One is concerned with the rhetoric and discourse that universities present in their diversity documents through in‐depth discourse or document analysis (Archer, 2007; Bowl, 2018). Another stream pays attention to the perceptions and experiences of the target groups of these diversity policies, who are mostly (white) women faculty or faculty from ethnic minority backgrounds (Bourabain & Verhaeghe, 2021; Deem & Morley, 2006), and explores how they view these policies in terms of accountability, effectiveness, and engagement. Finally, the focus is on the experiences and perceptions of diversity officers and their work within the institution regarding the implementation of diversity policies.…”

Section: Introductionmentioning

confidence: 99%

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Equality for all? Support for equal opportunity among professors in Europe

Bourabain

Verhaeghe

2022

Sociology Compass

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Equal Opportunity programs (EO) continue to be at the center of the debate about promoting equality in higher education. While support for EO has been well-studied in American higher education, this research is the first to investigate the attitudes towards and support for a range of EO policies among professors in Europe. We specifically examine faculty support for seven different EO measures used in European universities that require varying levels of involvement and commitment. From a sample of 689 professors, findings show that women professors tend to show more support for all EO programs compared to men professors. We also see differences across disciplines. Professors from the humanities and social sciences are more likely to endorse such programs than their counterparts in STEM disciplines. Moreover, the differences across disciplines and gender decrease substantially when controlling for racial and gender attitudes. Finally, soft/differential programs, which prioritize merit but take group membership into account are preferred over hard/preferential programs which prioritize achieving equality by targeting members from marginalized groups. This research is innovative for its geographical location, sample of study, and range of included measures.

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Section: Conclusion and Discussionmentioning

confidence: 99%

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Equality for all? Support for equal opportunity among professors in Europe

Bourabain

Verhaeghe

2022

Sociology Compass

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“…There was concern amongst the team about the use of positive discrimination and the potential for negative implications within academia. This has been previously debated in marine science (Vila-Concejo et al, 2018a;Giakoumi et al, 2021;Burdett et al, 2022) and more broadly (Bennett et al, 2005;Noon, 2010;Bourabain and Verhaeghe, 2021). There have been discussions about their consequences for women (Pietri et al, 2019) and such policies have fallen short, as they have lacked attention to minoritized groups and have been described as "window dressing" (Bourabain and Verhaeghe, 2021).…”

Section: Strategies and Actions For Supporting Women Ecrs In Marine R...mentioning

confidence: 99%

Building leaders for the UN Ocean Science Decade: a guide to supporting early career women researchers within academic marine research institutions

Shellock

Cvitanovic

McKinnon

et al. 2022

ICES Journal of Marine Science

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Diverse and inclusive marine research is paramount to addressing ocean sustainability challenges in the 21st century, as envisioned by the UN Decade of Ocean Science for Sustainable Development. Despite increasing efforts to diversify ocean science, women continue to face barriers at various stages of their career, which inhibits their progression to leadership within academic institutions. In this perspective, we draw on the collective experiences of thirty-four global women leaders, bolstered by a narrative review, to identify practical strategies and actions that will help empower early career women researchers to become the leaders of tomorrow. We propose five strategies: (i) create a more inclusive culture, (ii) ensure early and equitable career development opportunities for women ECRs, (iii) ensure equitable access to funding for women ECRs, (iv) offer mentoring opportunities and, (v) create flexible, family-friendly environments. Transformational, meaningful, and lasting change will only be achieved through commitment and collaborative action across various scales and by multiple stakeholders.

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Supporting Academic Women’s Careers: Male and Female Academics’ Perspectives at a Chinese Research University

Tang

Horta

2023

Minerva

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Shiny on the Outside, Rotten on the Inside? Perceptions of Female Early Career Researchers on Diversity Policies in Higher Education Institutions

Cited by 10 publications

References 38 publications

Equality for all? Support for equal opportunity among professors in Europe

Equality for all? Support for equal opportunity among professors in Europe

Building leaders for the UN Ocean Science Decade: a guide to supporting early career women researchers within academic marine research institutions

Supporting Academic Women’s Careers: Male and Female Academics’ Perspectives at a Chinese Research University

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