Status and Prospects of Women in Science in Europe

Osborn, Mary

doi:10.1126/science.263.5152.1389

Cited by 25 publications

(11 citation statements)

References 12 publications

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“…Esto concuerda con los datos recabados para el desarrollo de la Estrategia Nacional para la igualdad de género 2030 (Consejo Nacional de Género) que indican que el nivel educativo terciario es alcanzado en el 22,3% de las mujeres versus el 16,1 % de los varones, con un total de 68% de mujeres entre las y los egresados de la UDELAR en el 2013, lo cual también se condice con nuestros resultados que muestran un 76% de mujeres egresadas (Figura 1). Esto podría ser un resultado alentador, si pensamos que esta composición relativa podría luego trasladarse como "masa crítica", a la categoría de investigador permitiendo disminuir la brecha de género (Osborn, 1994). En concordancia, estudios previos señalan que las condiciones de inserción actual de las mujeres han mejorado y que el recambio generacional podría equiparar las desigualdades (OPP, 2017).…”

Section: Discussionunclassified

Mujeres Con-Ciencia: una mirada a las Geociencias en Uruguay

et al. 2020

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Visualizar la discriminación de las mujeres en ciencia es fundamental. Aquí exploramos este proceso y su percepción en el Programa de Desarrollo de las Ciencias Básicas-Geociencias (Uruguay). Datos históricos revelaron mayor proporción de mujeres que varones entre estudiantes y egresadas/os, relación que se invirtió entre investigadoras/res especialmente en grados mayores y de dirección. Sin embargo, una encuesta mostró una baja percepción de esta inequidad. La existencia de barreras imperceptibles en la carrera universitaria y su invisibilización en el territorio universitario podrían explicar el fenómeno. Será fundamental continuar la discusión e identificar acciones para disminuir esta brecha en Geociencias.

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Section: Discussionunclassified

Mujeres Con-Ciencia: una mirada a las Geociencias en Uruguay

et al. 2020

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“…The theory of critical mass in organizational culture supports this assumption and proposes that there is a discrete point where the presence of a sufficient number of individuals of a certain type brings about a qualitative improvement in conditions and accelerates the dynamics of change (Etzkowitz, Kemelgor, Neuschatz, Uzzi, & Alonzo, 1994). Pivotal research on women in non-academic fields indicates that this point is obtained when women represent 15-20% of workers or leaders (Chesterman, 2006;Ely, 1995;Kanter, 1977;Kramer, Konrad, & Erkut, 2006;Osborn, 1994). However, to our knowledge, there have not been any comparable studies in academia.…”

Section: Critical Mass Theory and Women In Leadershipmentioning

confidence: 99%

Advancing Women Faculty to Senior Leadership in U.S. Academic Health Centers: Fifteen Years of History in the Making

Morahan¹,

Gleason²,

Richman³

et al. 2010

NASPA Journal About Women in Higher Education

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In 1993 the Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM) program was developed in response to concerns regarding the organizational climate and leadership opportunities available to faculty women within academic health centers. Since that time the ELAM program has garnered a reputation as the premier leadership program for women in academic medicine, dentistry, and public health in the United States and Canada. This article details the design of the program and its curricular components as well as the conceptual framework and strategies that underlie it. The success of the program is demonstrated by demographic data on participants and their institutions; pre and postsurvey research on participants' and comparison groups' knowledge and skills; surveys of medical and dental school deans regarding their perceptions of program impact; the leadership career trajectory of ELAM fellows; and the development of leadership programs and numerous consultations based on the ELAM model.Our goal is to support the sustained success of women leaders. Our belief is that a critical mass of successful women leaders will be able to effectively address those deeply entrenched aspects of organizational culture and climate that prevent women from advancement. Further, a critical mass of successful women leaders will ultimately make it possible for all women, and the organizations they serve, to reach their full potential.

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“…8,9,32 Respondents pointed out shortcomings in organizational and human aspects, which need to be addressed by people who have the power to institute changes. 33 Surgery is specifically an area where cooperation between men and women, who bring to bear their sex-specific perspectives with regard to surgical techniques and perioperative care, can achieve optimal results for the patients. 34 The business world has recognized that it is time to capitalize on women's intellectual capital, 35 which should be recognized in surgery as well.…”

Section: Commentmentioning

confidence: 99%

“…There are many suggestions to improve the situation of female surgeons, 11,36,37 but good intentions alone are not enough. 33 It is praiseworthy that women often take the initiative and build careers for themselves. A lot more, however, is needed, such as support from outside (ie, mentors).…”

Section: Commentmentioning

confidence: 99%

Professional Satisfaction of Women in Surgery

End

Mittlböck²,

Piza‐Katzer³

2004

Arch Surg

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Individual, group, and organizational factors influence the professional satisfaction of women surgeons in Austria. Design: Survey on professional and private issues sent out by mail in 2000 and 2001. Setting: Women surgeons working in hospitals and/or in private practices and those who were retired or on maternity leave. Participants: All 351 Austrian women surgeons of all core surgical specialties (general, trauma, pediatric, plastic, thoracic, and cardiovascular), certified or in training, were addressed. Main Outcome Measures: Proportional odds regression models were used to correlate professional satisfaction with objectively measurable prognostic factors such as age, surgical subspecialty, status of training, type of hospital, location of work (federal states vs the capital), status of activity (active vs on maternity leave), profession of private partner, number of children, and subjectively assessed prog-nostic factors such as operative volume and departmental organization. Results: The response rate was 58.7% (206/351). One hundred eighty-seven surgeons-active or on maternity leavewere included in the analysis. Higher satisfaction was reported by active surgeons in subspecialties, certified surgeons, comparatively younger and older surgeons, surgeons working in hospitals outside the capital, and surgeons with a physician as a partner. When entering subjectively assessed variables into the model, the quality of departmental organization and operative volume (PϽ.001), as well as the status of activity (PϽ.001), had the strongest effect. Conclusions: Women surgeons' professional satisfaction highly depends on departmental organization and status of activity. Inadequate leadership, low operative volume, and being on maternity leave have a negative effect on job satisfaction. Private factors seem to be of little influence. Optimal departmental organization would help women to reconcile their professional and their private lives.

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Status and Prospects of Women in Science in Europe

Cited by 25 publications

References 12 publications

Mujeres Con-Ciencia: una mirada a las Geociencias en Uruguay

Mujeres Con-Ciencia: una mirada a las Geociencias en Uruguay

Advancing Women Faculty to Senior Leadership in U.S. Academic Health Centers: Fifteen Years of History in the Making

Professional Satisfaction of Women in Surgery

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