‘It’s hard to be what you can’t see’ - gender representation in marketing’s academic journals

Abstract

This commentary explores gender representation in marketing's academic journals. We explore three key areas a) the gender composition of editorial boards, b) special issue celebrations and c) awards. We highlight how in 2020, 68% of editorial board positions are held by male colleagues, and consider the consequences of this both in terms of providing role models for female academics -"it's hard to be what you can't see" (Wright, 2015) but also in there being less opportunities for women to avail of key indicators of esteem utilised in promotions processes. We argue for an intersectional approach to addressing injustice and inequalities within our academy. We propose a programme for change -revolving around decision-making, quotas, awards, and celebrations -for the gatekeepers in our field to consider.

The Future of the Australasian Marketing Academy: Challenges and Priorities

“…In the marketing academy, this has raised questions about pedagogy (Sutton-Brady, 2021; Tadajewski, 2022), conferences (Vander Schee & DeLong, 2022), workload and burnout (Taylor & Frechette, 2022) and what is studied in our field and the impact it has on the world around us (Chandy et al, 2021). Meanwhile, injustices and inequalities persist in the marketing academy, including in academic journals, awards and conferences (Prothero & McDonagh, 2021; Prothero & Tadajewski, 2021). A recently published marketing climate survey highlights persistent gendered and racial inequities in our field (Galak & Kahn, 2021), with important suggestions and directions offered to further interrogate and address these issues (Bradford & Perry, 2021; Dobscha et al, 2021).…”

Gender Equity in the Marketing Academy: From Performative to Institutional Allyship

“…Thus, female academics experience ‘obscured service burdens’ (Docka-Filipek & Stone, 2021) since academic housework jobs are unequally distributed to women over male colleagues (Heijstra et al, 2017). In other words, women take on the work that holds departments together, yet the labour does not count for promotion (Prothero & McDonagh, 2021).…”

“…For example, underrepresentation is ‘prominent’ among ‘invited speakers, moderators, and award recipients’ (Cordonnier et al, 2019, p. e149). Prothero and McDonagh (2021, p. 5) noted that ‘not all journals have awards, but for those who do they are either named after celebrated male marketing academics (47%) or not named at all (53%)’. Awards offered in the future should be named after female academics, to address the identified shortfall in recognising award representation currently in marketing academia (Prothero & McDonagh, 2021).…”

“…Prothero and McDonagh (2021, p. 5) noted that ‘not all journals have awards, but for those who do they are either named after celebrated male marketing academics (47%) or not named at all (53%)’. Awards offered in the future should be named after female academics, to address the identified shortfall in recognising award representation currently in marketing academia (Prothero & McDonagh, 2021). Such discrepancies provide an opportunity to explore and rethink how work is valued and celebrated by shining a light on how merit is awarded.…”

“…This performance, in which non-marginalised groups profess ‘support and solidarity with a marginalized group, but in a way that is not helpful’ (Kalina, 2020, p. 478), is ‘more talk than action’ (Khan et al, 2019, p. 594), or reduced to a ‘box that needs to be checked’ (Dobscha & Ostberg, 2021, p. 181). Defined as equal opportunities and equal constraints experienced by people of all genders (Bailyn, 2003), gender equity remains elusive in the marketing academy, despite a significant body of research and a mountain of good intentions (Prothero & McDonagh, 2021). Women in academia still experience a myriad of gendered institutional constraints that impact upon all stages of their careers, from early development and progression, including workload allocation, through to later stages of seniority and leadership positions.…”