The limits and benefits of international mobility: an empirical examination of the biographies of Australian legal academics

Melville, Angela; Barrow, Amy; Morgan, Patrick

doi:10.1080/09695958.2019.1699418

Cited by 1 publication

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“…There is a wealth of research showing that the emphasis on academic mobility tends to put women at a systematic disadvantage because it is poorly compatible with family commitments, particularly for women who have children (Børing et al, 2015; Fritsch, 2015; Leemann, 2010; Scheibelhofer, 2010; Shauman and Xie, 1996; Vohlídalová, 2014). Women academics are typically less internationally mobile than their male colleagues; mobile women academics are particularly disadvantaged in dual-career families and vulnerable to major conflicts between working life and family life that put their relationships at risk (Ackers, 2004; Bauder, 2015; Melville et al, 2019; Probert, 2005; Smith et al, 2016). Some authors have taken a more radical stance and problematized the success models in academia (including the emphasis on mobility) as tilted in favour of men (Knights and Richards, 2003; Lund, 2015).…”

Section: Literature Reviewmentioning

confidence: 99%

A woman’s place is in the ‘home’? Gender-specific hiring patterns in academia in gender-equal Norway

Moratti¹

2020

Journal of Sociology

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We investigated women’s hiring patterns in academia, bridging the gap between two streams of literature typically not brought in conversation with one another: (1) access to tenured professorship by gender; (2) academic mobility and the disadvantage it can create for women. We studied all recruitments of new permanent associate and full professors by open call from 2007 to 2017 at one faculty of the largest university in Norway (N = 1009 applicants). We found that women were not reluctant to apply, nor systematically dispreferred in the selection process, nor deterred by the prospect of relocating. About 40% of applicants were women and the percentage was roughly maintained among winners. About 80% of women applicants were external candidates, nearly matching their male counterparts. However, women had an advantage when they were internal applicants and a disadvantage when external, and this disadvantage was a function of the distance. Underneath an overall gender-equal picture, there are gender-specific hiring patterns that are not the consequence of women’s application choices.

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Section: Literature Reviewmentioning

confidence: 99%

A woman’s place is in the ‘home’? Gender-specific hiring patterns in academia in gender-equal Norway

Moratti¹

2020

Journal of Sociology

View full text Add to dashboard Cite

show abstract

The limits and benefits of international mobility: an empirical examination of the biographies of Australian legal academics

Cited by 1 publication

References 68 publications

A woman’s place is in the ‘home’? Gender-specific hiring patterns in academia in gender-equal Norway

A woman’s place is in the ‘home’? Gender-specific hiring patterns in academia in gender-equal Norway

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