Please email interesting articles, with a 1 paragraph summary, to AthenaSWAN@dundee.ac.uk
EGERA Project ('Effective Gender Equality in Research and Academia') involves a consortium of eight continental European universities, and focuses on structural changes and processes for implementing greater equality as well as the actual equality objectives themselves.
Athena SWAN evaluation
- Athena SWAN Good Practice Initiatives
- Advancing women's careers in STEMM: evaluating the effectiveness and impact of the Athena SWAN Charter
- Evaluating the Athena SWAN Charter: ECU response
- Evaluating the effectiveness and impact of the Athena SWAN Charter
Cracking the Code
Really interesting read on gender equality in exec roles in the wider community. Lots of echoes with HEIs.
Equality link September 2016
ECU's monthly newsletter
Article about delivering Athena SWAN
"...Yet our findings highlight how gender inequity can be unintentionally reproduced in the enactment of initiatives. Women in all our case study departments were undertaking a disproportionate burden of Athena SWAN work, which was not counted towards career progression. This reproduction of gendered working creates a paradox in which the enactment of Athena SWAN has the potential to unintentionally reinforce inequity, since women's participation in the scheme may disadvantage their individual career progression...."
"Few universities want to be transparent about gender equality, says UN Women senior adviser" Read the article from the Guardian
Inflexible partners 'can hold back female academics more than children.
Fellowships 'succeed in getting female researchers back into scholarship' (Daphne Jackson Fellowships)
The use of gender quotas in academic hiring and awards is one tool that could mitigate disparities in the number of women and men at the highest levels of academic research. The use of such quotas, however, is controversial.
Research Councils announce an unconscious bias training programme for peer reviewers and funding decision-makers
Solving the Equation
Solving the Equation: The Variables for Women’s Success in Engineering and Computing asks why there are still so few women in the critical fields of engineering and computing — and explains what we can do to make these fields open to and desirable for all employees.
50 shades of sexism in the academy
A blog post on gender equality by UoD's Dr Anna Notaro.
Women in IT Scorecard 2015
"Latest figures from the report show that only 17% of the 1.18m IT specialists working in the UK in 2014 are women. This compares with a figure of 47% for the workforce as a whole. In addition, just one in ten IT Directors are women...." Read the full article.
Make academic job advertisements fair to all
"It is well known that women are under-represented in senior science and research positions. This is true even in Denmark, which has long been considered one of the most advanced societies when it comes to gender equality. Although stories of sexism in science often focus on explicit bias, more-subtle factors are widely influential too....."Read the full article.
Ten Simple Rules to Achieve Conference Speaker Gender Balance
Recently, the quantum molecular science world was in uproar. The preliminary list of approximately 25 speakers for the International Congress of Quantum Chemistry (ICQC) was published online, with no women speakers listed.
While an apology was issued and the speaker list was corrected to include six women, men-only invited conference speaker lists are still common.
In response to this, Jennifer Martin suggests rules for planning your conference speakers to achieve a better gender balance. Read the full article.
The Motherhood Penalty and the Fatherhood Bonus
It will surprise few to reveal there are fewer women at the top of the career ladder than men.
This has always been assumed to be a result of the different work/life balance needs women can have, however a recent white paper study conducted by the Spanish Government has concluded that women who have children, regardless of any change in their job performance, are discriminated against.
The opposite of this effect has been noted in men. Men who have children are perceived to have enhanced social skills, in fact a man who has at least one child is 1.7 times more likely to be a Full Professor than a man without children.