The Effect of Women Academic Leaders on Canadian Natural Sciences and Engineering Professors

Dengate, Jennifer; Hoffart, Renée; Peter, Tracey; Farenhorst, Annemieke; Franz‐Odendaal, Tamara A.

doi:10.47678/cjhe.vi0.188941

Cited by 7 publications

(29 citation statements)

References 32 publications

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“…Women were more likely than men to report general incivility, such as gossip, having rumours spread about them, or being insulted in front of others (Table 1). 8 Racialized faculty members did not report experiencing significantly more general incivility than their white colleagues. 8 Women were also significantly more likely than men to observe and experience gender-related incivility, perpetrated by both their colleagues and students (e.g., sexual comments).…”

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 88%

“…8 Racialized faculty members did not report experiencing significantly more general incivility than their white colleagues. 8 Women were also significantly more likely than men to observe and experience gender-related incivility, perpetrated by both their colleagues and students (e.g., sexual comments). 8 Racialized professors reported significantly less gender-related incivility from colleagues and students than white faculty, overall.…”

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 88%

“…Even though racialized women reported less gender-related incivility from colleagues and students than their white female counterparts, the differences were insignificant. 8 Consequently, the analyses did not clearly demonstrate that racialized women were treated better than white women.…”

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 94%

“…In addition, women were significantly more likely than men to experience harassment and (or) discrimination in their faculty/ college than men, and most women said that their sex was the reason for the harassment/discrimination. 8 As with incivility, racialized women were not significantly more likely than white women to encounter harassment/discrimination. However, racialized men did report significantly more harassment/discrimination than their white male colleagues, but most attributed their mistreatment to an academic issue.…”

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 96%

“…8 Women were also significantly more likely than men to observe and experience gender-related incivility, perpetrated by both their colleagues and students (e.g., sexual comments). 8 Racialized professors reported significantly less gender-related incivility from colleagues and students than white faculty, overall. Even though racialized women reported less gender-related incivility from colleagues and students than their white female counterparts, the differences were insignificant.…”

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 97%

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“Shining Armour”: what Margaret-Ann Armour taught us about equity, diversity, and inclusion and mentorship in the natural sciences

et al. 2021

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In addition to her contributions to the field of chemistry, Dr. Margaret-Ann Armour was the foremother of equity, diversity, and inclusion in the natural sciences in Canada and was an exemplary mentor to many women in science, technology, engineering, and mathematics. Dr. Armour emphasized that, to make progress in natural sciences and engineering fields, we also need to make advancements in workplace EDI. Dr. Armour was among the first to recognize the need to fix gender biased systems and not women. Analyses of the 2017–2018 Faculty Workplace Climate Survey, administered to approximately 700 natural sciences and engineering professors from 13 Canadian universities, supports Dr. Armour’s position. We present a synthesis of the key findings from the survey, which speak to some of the gendered challenges that women faculty members in Canada still face; and discuss the implications of these findings in light of women’s continued lack of access to mentors, with an emphasis on gender bias in mentorship within academic chemistry.

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Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 88%

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 88%

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 94%

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 96%

Section: Workplace Gender Bias In Academic Nse In Canadamentioning

confidence: 97%

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“Shining Armour”: what Margaret-Ann Armour taught us about equity, diversity, and inclusion and mentorship in the natural sciences

et al. 2021

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Workshop report: Intersecting identities—gender and intersectionality in physics

Hennessey

Cole

Shastri

et al. 2019

WOMEN IN PHYSICS: 6th IUPAP International Conference on Women in Physics

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The lack of diversity in physics remains a persistent worldwide problem. Despite being a quantitative discipline which relies on measurements to construct and validate hypotheses, there remains a paucity of data on both demographics and experiences of marginalized groups. In Canada, there has never been a nationwide assessment of those studying or working in physics.Here, we present findings from Canadian Physics Counts: the first national survey of equity, diversity, and inclusion (EDI) in the Canadian physics community. Our intersectional approach allowed us to gather a wealth of information on gender identity, sexual orientation, race, disability, and more. Analyses revealed key findings, including the first data on physicists who identify as non-binary or gender diverse, as well as the first data on Black and Indigenous scholars. Black physicists (1.2%) and Indigenous physicists (.3%) were found to be the most underrepresented, while White men were overrepresented across all sectors. Among respondents with a disability, only 5% reported receiving full accommodations for their required needs at their place of work or study. One in four respondents from BIPOC gender diverse backgrounds identified as being disabled, and the proportion of sexually diverse students who reported having a disability was more than three times higher than the proportion of heterosexual students with a disability. The data also revealed that students represented more demographic diversity than working professionals, highlighting the importance of acting today in order to retain the diverse physicists of tomorrow. Our analysis identifies areas for intervention and offers recommendations for building a diverse and inclusive physics community in Canada that can be a global exemplar.

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Gender Bias in Workplaces: A Scoping Review of the Factors Leading the Gender Bias

ÖZER

2023

ijmeb

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At workplaces gender is an issue with complex dynamics that has long been studied and discussed. The underrepresentation of women at workplaces, especially in senior positions, is a noteworthy problem. Identifying the underlying causes of this underrepresentation is essential to break the barriers. The aim of this study is to uncover the factors leading the main gender biases in workplaces. For this aim, Conceptual Framework of Arksey & O'Malley (2005) on scoping review methodology was used. In this study, papers indexed in Web of Science and Scopus databases between 2010 and 2022 were examined. Eligible papers were identified and selected with PRISMA guidelines. The results of the study show that in workplaces predominantly women are exposed to biases and factors leading these biases can be grouped under seven headings. These are motherhood/caring, work/family balance, skill/ competence, wage, sensitiveness/emotionality, culture, and physical appearance/ clothing.

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The Effect of Women Academic Leaders on Canadian Natural Sciences and Engineering Professors

Cited by 7 publications

References 32 publications

“Shining Armour”: what Margaret-Ann Armour taught us about equity, diversity, and inclusion and mentorship in the natural sciences

“Shining Armour”: what Margaret-Ann Armour taught us about equity, diversity, and inclusion and mentorship in the natural sciences

Workshop report: Intersecting identities—gender and intersectionality in physics

Gender Bias in Workplaces: A Scoping Review of the Factors Leading the Gender Bias

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