‘It’s a man’s world’: a gender-equitable scoping review of gender, transportation, and work

Parnell, Katie J.; Pope, Kiome A.; Hart, Sophie; Sturgess, Erinn; Hayward, R. Anna; Leonard, Pauline; Madeira-Revell, Kirsten

doi:10.1080/00140139.2022.2070662

Cited by 12 publications

(14 citation statements)

References 93 publications

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“…Analysis of the questions posed in the interviews and focus groups in relation to the gender factors (Parnell et al, 2022) that influence the incentives and barriers to the use of e-micromobility are presented.…”

Section: Resultsmentioning

confidence: 99%

“…Through a scoping review, key factors that influence how gender relates to the use of our more established transport modes have been identified (Parnell et al, 2022). This scoping review included literature looking into gender across road, rail, aviation, and maritime modalities.…”

Section: Gender and E-micromobilitymentioning

confidence: 99%

“…Unfortunately we were not able to discriminate between these types of nonusers within this data set. There were 12 participants (seven female) who did not use e-scooters or did not want to use e-scooters and only two participants who did not or did T A B L E 1 Gender factors and subfactors identified for current transport modes in Parnell et al (2022).…”

Section: Interviewsmentioning

confidence: 99%

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Gender perspectives on electric micromobility use

Parnell

Merriman

Plant

2023

Hum Ftrs & Erg Mfg Svc

Self Cite

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Electric micromobility (e‐micromobility) offers the potential to enhance the sustainability of first‐ and last‐mile journeys in urban areas by reducing the number of private vehicle trips. As a new mode of transport, it is imperative that it is not subject to the same male bias that has been evidenced across our existing transport networks. An in‐depth qualitative study was conducted with 24 UK participants (12 females) to assess the gender factors that relate to the incentives and barriers of e‐micromobility (electric bike and electric scooter) use. Focus groups and interviews were conducted and the data analysis was disaggregated by gender to reveal the differences and similarities between female and male perspectives on e‐micromobility use. Differences in the types of trips made and perceptions of fear were prevalent. Key gender‐related findings and recommendations are made. By reviewing, and acting upon, the different perspectives that males and females have towards e‐micromobility they can be made more inclusive for all. This can enhance their uptake and reduce the dependence on private vehicles.

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Section: Resultsmentioning

confidence: 99%

Section: Gender and E-micromobilitymentioning

confidence: 99%

Section: Interviewsmentioning

confidence: 99%

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Gender perspectives on electric micromobility use

Parnell

Merriman

Plant

2023

Hum Ftrs & Erg Mfg Svc

Self Cite

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“…These examples highlight the importance of women's physiological, psychological and cognitive insights in informing the design and manufacture of safety products and medical procedures (Read et al. , 2022; Parnell et al ., 2022), likely facilitated by greater numbers of graduate women entering into the fields of design, engineering, ICT and medicine, for which they are qualified.…”

Section: Male-dominated Professions Propagate Androcentrismmentioning

confidence: 99%

“…Criado Perez (2019) also illuminated how the medical industry has a propensity for collecting data that are male-biased or occasionally only tested medications on male-only populations, routinely creating generalised results that do not consider if treatments or procedures are as effective, or have the same side effects, when applied to women. These examples highlight the importance of women's physiological, psychological and cognitive insights in informing the design and manufacture of safety products and medical procedures (Read et al, 2022;Parnell et al, 2022), likely facilitated by greater numbers of graduate women entering into the fields of design, engineering, ICT and medicine, for which they are qualified.…”

Section: Male-dominated Professions Propagate Androcentrismmentioning

confidence: 99%

How equity practices within universities facilitate women graduates' employability

Crimmins

Casey²

2022

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PurposeThis paper argues that universities can facilitate women graduates' employability by supporting gender equity within their institutions. It presents a rationale and strategy for addressing the gendered nature of career confidence which negatively impacts women graduates' entry into the workplace – a phenomenon that influences women graduates' career and life trajectories, and all industries' capacity to serve women stakeholders.Design/methodology/approachThe authors consider existing literature as “words to think with” (Kinsella and Shepherd, 2020), as a feminist methodology to contribute fresh ideas into the discourse arena of graduate employability and as a means to make social change possible (Phelan, 1994).FindingsThe paper presents the feminist viewpoint that a reconfiguration of gender relations in the academy, through deploying gender equity quotas, and professional development activities designed to expose and help mitigate implicit gender bias are required to support women graduates' career confidence and employability.Research limitations/implicationsThe paper offers a viewpoint rather than an empirical evidence because of the difficulty in directly assessing a causal relationship between gendered education experience and graduates' self-efficacy and transition from college to work, “due to its longitudinal nature … [and] because cultural beliefs are … difficult to manipulate experimentally” (Sterling et al., 2020, p. 30,306). Also, while gender equity quotas have had some success, they can be disrupted by gendered bias within the workplace. Although the authors recommend a combination intervention of gender equity quotas and professional development to address gender bias, they acknowledge that the intervention is yet to be evaluated.Practical implicationsUniversities are tasked with supporting graduate employability, an inherent quality of which is graduate identity. The study offers a practical solution to increasing the number of women leaders within the academy by recommending the introduction of gender equity quotas, supported by professional development designed to develop leaders' gender insight and change agency, and combat all university workers' gender bias. This approach provides more equitable work structures within universities and increases the number and nature of women role models to support women's graduate identity development. Gender equity principles are presented as the key to facilitating women graduates' self-efficacy and work readiness.Social implicationsStrategy designed to enhance women graduates' career confidence is critical because women's lower career confidence tends to inform their lower-level starting positions with lower-level pay, resulting in role and pay gaps that are sustained and magnified throughout the life cycle of their careers. Additionally, interventions to address gender bias in the academy are significant because providing gender equity quotas alongside facilitating women in leadership positions to be/come change agents move beyond what Cockburn (1989, p. 218) defines as supporting a short-term agenda of “equality for individual women … [to supporting a] project of transformation for organizations”.Originality/valueThe novel contribution of this paper is the feminist conceptualisation that gender equity practices, most notably a composite of gender equity quotas and professional development, are located within universities' remit to support graduate employability.

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How can human factors close the gender data gap?

Parnell,

Plant

2023

Hum Ftrs & Erg Mfg Svc

Self Cite

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This commentary paper will describe how the discipline of human factors and ergonomics (HFE) can help to close the gender data gap, which is prevalent across many domains and arises due to a lack of data capturing female metrics and viewpoints. HFE is a domain‐independent discipline that seeks to understand human performance and well‐being with respect to the interactions that humans engage in and the environments that they inhabit. HFE therefore presents an opportunity to understand how gender influences human performance, effective design, social interactions, and environmental factors. This paper argues that a sociotechnical systems approach is essential when reviewing equality, diversity, and inclusivity issues, without which attempts to close the gender data gap will not go far enough. Following the sociotechnical systems approach in HFE, the micro‐, meso‐, and macro‐levels of system design with respect to closing the gender data gap are reviewed. We discuss these issues in relation to a case study example of a crash test dummy. A checklist approach for researchers is presented, which identifies key questions that prompt where gender should be considered in the research process across these levels of sociotechnical systems.

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‘It’s a man’s world’: a gender-equitable scoping review of gender, transportation, and work

Cited by 12 publications

References 93 publications

Gender perspectives on electric micromobility use

Gender perspectives on electric micromobility use

How equity practices within universities facilitate women graduates' employability

How can human factors close the gender data gap?

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