Evidence for a Two-Women Quota in University Departments Across Disciplines

Janys, Lena

doi:10.2139/ssrn.3628247

Cited by 2 publications

(2 citation statements)

References 14 publications

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“…For large n t and n we can estimate how much B can be expected to deviate from one in a completely fair system; if it is observed to deviate much more than this, the system is unlikely to be fair. If we replace n a by n a + Δn a in Eq (9), then B will change by an amount ΔB. If Δn a is small relative to n a and n t − n a , then a little algebra shows…”

Section: Bias Ratiomentioning

confidence: 99%

“…Such methods are well established, but are often not familiar to those working on antidiscrimination and related areas of public policy because training in these fields seldom includes the relevant mathematics; nor should such training be routinely expected of legislators, policy makers, arbitrators, and the judiciary, for example. Despite this, there have been a number of studies that have used similar quantitative methods, including female representation in US physics departments [ 4 ], US Supreme Court clerkships [ 5 ], the scholarly peer review process [ 6 ], Australian job applications [ 7 ], surgical leadership positions in the US [ 8 ], and university positions in Germany [ 9 ]. In the legal sphere, binomial distributions have been used by the US Supreme Court to infer the existence of discrimination since the 1980s [ 10 ], most commonly as a tool to settle employment discrimination claims [ 11 ].…”

Section: Introductionmentioning

confidence: 99%

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Quantitative measures of discrimination with application to appointment processes

Robinson,

Kerr

2024

PLoS ONE

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Bias and discrimination in appointment processes such as hiring decisions (and analogous selection procedures for performance evaluations, promotions, scholarships, and awards), are quantified statistically via the binomial distribution. These statistical measures are described and an easily used webapp for calculating them is provided. The measures considered include the likelihood that a given number of appointments arose from a fair process and the likelihood that an existing process would give rise to a fair outcome if it were repeated. These methods are illustrated by applying them to sex (including gender) discrimination and racial discrimination in senior appointments in the Australian university sector; both conscious and unconscious biases are included. Significant sex discrimination is found to have existed in the appointments of university chief executives (Vice Chancellors) who were in office in 2018, but with a moderate chance that current processes will yield fair outcomes in the future. However, there is no evidence of strong sex discrimination in the country’s eight main research universities for senior appointments (i.e., Faculty Deans and members of their governing Boards or Senates) for those in office as of 2021. However, at the same dates, extreme racial discrimination was implicit in the selection procedures for both Vice Chancellors and senior appointments in all these universities. The University of Sydney’s senior appointments were found to have had the most racially biased outcomes among the country’s eight main research universities. Significantly, there is negligible statistical likelihood of achieving racially unbiased outcomes in the future in any of the contexts considered, unless the selection procedures are significantly modified.

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Section: Bias Ratiomentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Quantitative measures of discrimination with application to appointment processes

Robinson,

Kerr

2024

PLoS ONE

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Statusbericht zum Frauenanteil in der Volkswirtschaftslehre an deutschen Universitäten

Friebel

Fuchs‐Schündeln

Weinberger

2021

Perspektiven Der Wirtschaftspolitik

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Zusammenfassung In diesem Artikel stellen wir die Ergebnisse einer ersten systematischen Erhebung des Frauenanteils in der Volkswirtschaftslehre an deutschen Universitäten auf allen Karriereebenen dar. Unsere Zahlen verdeutlichen, dass Frauen auf allen Stufen unterrepräsentiert sind. Dabei fällt der Frauenanteil von der Assistenzprofessur zur „vollen“ Professur stark ab: Nur 15 Prozent der volkswirtschaftlichen Lehrstühle werden von Frauen besetzt. In Österreich und der Schweiz ist der Frauenanteil unter den Professuren ähnlich niedrig, in den meisten anderen europäischen Ländern jedoch höher. Der Frauenanteil variiert erheblich zwischen den Forschungsfeldern und ist besonders gering in den Bereichen Makroökonomie und Finanzen. Wir weisen auf potentielle Ursachen, Konsequenzen und Maßnahmen hin, um dem Problem der geringen Repräsentation von Frauen in unserer Profession entgegenzuwirken.

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Evidence for a Two-Women Quota in University Departments Across Disciplines

Cited by 2 publications

References 14 publications

Quantitative measures of discrimination with application to appointment processes

Quantitative measures of discrimination with application to appointment processes

Statusbericht zum Frauenanteil in der Volkswirtschaftslehre an deutschen Universitäten

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