56. Jahrestagung der Kanzlerinnen und Kanzler der Universitaten - - PowerPoint PPT Presentation

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Women in Higher Education and Research

• Prof. Dr. Gülsün SAĞLAMER

Istanbul Technical University 19 September 2013 Friedrich-Alexander Universitat Erlangen-Nürnberg

• 56. Jahrestagung der Kanzlerinnen und Kanzler

der Universitaten Deutschlands

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Content

Challenges for Higher Education Development of Human Resources Introduction to Gender Equality EU Policy on Women in Science Facts /Observations Women in HE Research Funding We Need Structural Changes Women Leadership in Higher Education Questions and Conclusions

Higher Education

Defining the role of higher education in society and ……..devising strategies for implementing that role is a never- ending task as society itself is in continuous flux. Individual institutions of higher education may choose to be active players in worldwide efforts to reformulate the functions and strategies of higher education ………..or they may be content with implementing received wisdom from best practices around the world, but some may choose to resist change entirely by preserving their existing mode of operation

Saglamer/Karakullukcu 2004.

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How to develope Human Resources?

Half of the population of the world is “female” Beside “gender” there are also ethnical, cultural, social, religous, economic, educational, age, physical ability… differences among people which we call “diversity” in population "Diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in

• ther individuals and groups” (http://hrweb.berkeley.edu/diversity/why-diversity)

How to handle these differences in human resources management If we are heading to set our strategies to use our human resources in an efficient and effective way to compete at individual-institutional-national-regional-global levels and… at the same time maintain equality in human resources and quality in our achievements ? We need to make structural changes… but for these changes we need to change our mind set first which is the most difficult part of the process.

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How to develope Human Resources?

My focus will be on WOMEN today Have we been able to educate women and men

• at the same level
• in the same proportions
• distributed accross different study areas homogenously
• Giving the same chances to both gender to climb up

upper levels of decision making

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Introduction to Gender Equality

Gender inequality issue is a problem which is as old as human history and we have reasons not be overoptimistic in our expectations when we remember that women were accepted to colleges and universities

• nly 150 years ago.

We should be patient and persistent about reaching the substantive improvements that we seek. One can hope that in an era of accelerating change, gender mainstreaming will eventually come to be actualized. Data for academic staff by gender show patterns of both horizontal segregation which describes women’s asymmetrical participation in scientific areas vertical segregation which is used to define the difficulties women face in their career progressions

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Where are the women in academia?

Marina Marchetti, 2008

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Voltaire and Emilie du Chatelet

• "Everyone, just about, has heard something about Voltaire, and most of it is
• flattering. Freethinker, dramatist, poet, scientist, economist, spy, politician and

successful speculator to boot, he embodies the intellectual breakthrough of the Enlightenment—the single biggest leap in mankind’s understanding of itself and the world.

• Almost nobody has heard of the woman with whom he shared most of his life,

Emilie du Châtelet (1706-1748).

• But you can make a good case that she was a more rigorous thinker, a better

writer, a more systematic scientist, a formidable mathematician, a wizard gambler, a more faithful lover and a much kinder and deeper person. And she did all this despite being born a woman in a society where female education was both scant and flimsy.”

The Economist (May 18th, 2006) reviews David Bodanis’s book Passionate Minds : The Great Enlightenment Love Affair (Little Brown, October, 2006).

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Did we have a good start?

Voltaire, in a letter to his friend King Frederick II of Prussia, declared that du Châtelet was "a great man whose only fault was being a woman"

Émilie du Châtelet

History of Gender Equality

Gender Equality

• 1st Wave 1918 equal perspective(tinkering)*

Equal rights&opportunities

• 2nd Wave 1960 women’s perspective(tailoring)*

Equality outcomes, positive actions

• 3rd Wave 1990 gender perspective(transforming)*

integrating gender equality into mainstream systems

* Rees , 2005

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Direct positive measures such as ………women’s quotas for full professorship or ……………………………..earmarked stipends for female candidates etc.

• ften are disqualified as inferring with neutrality and meritocracy of science.

Can “Changing Legislation” solve the problem?

CIREM,Meta-analysis of gender and science research, FP7, 2007-2010 Legislation can affect the position of women in science in two main ways;

• firstly it can prevent discrimination–gender equality(EO)
• secondly it can promote positive action

The third way-gender mainstreaming might also base its policies on legislative developments On the other hand, Cultural and social patterns play more important role than the new legislation.

Therefore we need bottom up (cultural channges) and top down (new legislation) to make successful changes in gender equality

Institutionalization of efforts “The institutionalisation of gender and women’s studies provides an important indicator to which degree gender has arrived in mainstream science. The establishment of university departments for gender and women’s studies provides a public recognition on the importance of gender issues”

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EU Policy on Women in Science

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• Ever since the treaty of Rome, the European Union has

consistently advocates gender equality as one of its core policies.

• Yet despite the efforts to promote gender in research, women

remain under-represented and issues of gender is far from being systematically addressed in research projects.

• What is more, there are sound reasons for the research

community to invest in a gender-sensitive research agenda.

• Investing on equal opportunities for men and women in research

makes teams that perfortm better and attracts top-level researcher

http://www.genderedinnovations.eu

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EC - Women and Science Policy

Major policy concerns started to appear late 1990s

• Commission Communication (1999)
• Helsinki Group on Women and Science 1999
• Gender-Watch-System 1998-2002 (FP5)
• Science and Society Action Plan 2002-2006 (FP6)
• EC proposed to fix targets for women’s representation in decision making

positions in science, 2004

• Excellence and innovation - Gender equality in science (2005)
• Council Conclusions on women in decision-making positions in S&T – April 2005
• Gender Pact (European Council, March 2006)
• Council Conclusion on Family friendly research careers - February 2008
• Prag 2009, “changing research landscape to make the most of human potential

10 years of EU activities in “Women and Science” and BEYOND

• Women in Science Programme (FP6-FP7)

Evolution of Gender Concerns in Science Policy in Europe

Some milestones – ETAN (European Technology Assessment Network) 1999 – Women and Science Unit 1999 – Women in Industrial Research (WIR), 2001 – ENWISE (Enlarge Women in Science to East), 2002 – She Figures 2003, 2009, 2012 – ETAN Report “Promoting Excellence through Mainstreaming Gender Equality” , 2002 – Euroepan Platform for Women Scientists, 2005 – Women in Science and Technology, 2005 – Women in Research Decision Making (WIRDEM), 2006 – The Gender Challenge in Research Funding Report, 2009

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Many Research projects and Conferences have been funded under the Framework Programmes across Europe on Women in Science, Women in Academia, Women in Industrial Research, Women Leadership in Academia… Science and /in Society gender projects have been grouped under 7 headings. Completed projects by 2010 : 40

What are the Main Achievements in EU

In Summary, in order to advance towards the goal of gender equity in science and research, the EU and national governments have established the following set of intervention strategies:

• Implementing structural changes to make human resource management more

gender aware in universities and research institutions and modernising the

• rganisational culture
• Increasing women’s participation in science, technology and innovation, especially in

industrial research

• Empovering women in decision making positions in public research and private

companies

• Reconciling professional and private life (family-friendly working environment)
• Reducing leaky pipeline and building a business case for work-life balance in

universities and research institutes

• Redefining research excellence with the participation of women
• Overcoming gender bias in assessment criteria
• Strenghtening gender research across the whole European countries.
• Increasing number of Women Rectors and Vice Rectors in Europe

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Marie Curie Programme has already reached 40% Female participation

Supporting EC policy on Gender and Scince

• 1. Communication on the ERA 2012:
• Gender is one of 5 priorities:
• “Gender equality and gender mainstreaming in research: Encouraging

gender diversity to foster science excellence and relevance”. Member states are invited to:

• Create a legal and policy environment and provide incentives.
• Engage in partnerships with funding agencies, research organizations

and universities to foster cultural and institutional change on gender.

• Ensure that at least 40% of the under-represented sex participate in

committees involved in recruitment/career progression and in establishing and evaluating research programs.

• 2. Horizon 2020, Art. 15:
• Structural change for ensuring equal opportunities and promoting

women’s careers.

• Promoting integration of gender dimensions in research and innovation

content

• 3. Recommendation on Gender and Science, expected 2014

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Some additional requirements!

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“THE GENDER CHALLENGE IN RESEARCH FUNDING: Assessing the European National Scenes”, 2009 EC,DG for Research,Science, Economy and Society EUR23721EN

• Women now constitute about

50% of first degree students in many countries all over the world

• Women representation at

undergraduate level is higher than men in many European countries .

• There are considerable variations

in the proportion of women students between disciplines

• The percentage of full professors

who are women is very low worldwide, for the most part, below 15%

Facts

Figure 3.1: Proportions of men and women in a typical academic career, students and academic staff, EU-27, 2002–2010, , SHE figures, p. 88

Figure 3.2: Proportions of men and women in a typical academic career in science and engineering,students and academic staff, EU-27, 2002–2010, , SHE figures, p. 89

Figure 1.6: Proportion of female researchers, 2009, , SHE figures, p. 26

Figure 1.9: Proportion of female researchers by sector, 2009, , SHE figures, p. 31

Table 3.1: Proportion of female academic staff by grade and total, 2010, SHE Figures 2012 ,p.90

A Grade : Romania36 %, Lituania 32%, Turkey 28%

Who decides on Academic promotions or Research Funding?

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“THE GENDER CHALLENGE IN RESEARCH FUNDING: Assessing the European National Scenes”, 2009 EC,DG for Research,Science, Economy and Society EUR23721EN

Figure 3.3: Proportion of women in grade A academic positions, 2002–2010, SHE figures, p. 91

Table 3.2: Proportion of female grade A staff by main field of science, 2010, SHE figures, p. 93

Some Observations

At Grade A level (professors) EU -27 average: 20 % Highest ranking countires : Romania 36%– Lithuania3 2% – Turkey28% Germany : 15% At Grade B level (associate professors) EU -27 average : 37 % Turkey: 35 % Germany : 21% At Grade C level (assistant profesors ) : EU- 27 : 44 % Turkey : 48 % Germany : 27% At Grade D level (research assistants) : EU- 27: 46 % Turkey: 48 % Germany : 41% Total EU-27: 40% Turkey : 40% Germany : 36%

16 September 2009, Nanjing

ITU Case: Proportion of Female Academics/Students % 94-95 99-00 04-05 09-10 2012

• Professor

16 20 29 32 35

• Assoc.Prof

31 35 36 42 41

• Assist.Prof.

28 38 46 39 42

• Research Assist.

20 35 37 45 46

• Total

28 31 36 39 42 Female Students 34% Total, 38% Master, 42% PhD (2012)

Proportion of Women Academics in Turkey 2003-2012 %

• Prof. Assoc.Prof Asst. Prof
• 2003-2004

25.64 32.82 30.20

• 2004-2005

26.54 31.67 31.15

• 2005-2006

26.59 31.43 32.13

• 2006-2007

27.12 30.99 33.15

• 2009-2010

28.00 34.00 34.00

• 2011-2012

29.00 31.00 35.00

• 2012 47% Research Assistant, 46% Total Students are female

Turkish Higher Education

Some Observations

• The proportion of female

students at every levels in HE keep increasing

• Female students’s interest on

SET is also increasing but slower than the increase in HE in general

• Succes rates of female

students are higher than males in many countries

• Many females in academia

have high level of empathy and communication skills, ability of multi-tasking

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• Female students tend to

concentrate on certain fields of study areas

• Promotion of Female

academics is a leaky pipeline

• Female researchers have

less ambition to be in leading positions and credits that they achieve usually go to male boss

• Work-life balance of female

researchers are neglected in many institutions

Research Funding

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“THE GENDER CHALLENGE IN RESEARCH FUNDING: Assessing the European National Scenes”, 2009 EC,DG for Research,Science, Economy and Society EUR23721EN

Depending on the representation of femele academics in different countries number of research project applications are lower than male academics but succes rates differ from coutry to

• country. In some countries female researchers

have even better success rates but not applied to all of the scientific fields

Germany Gender specific success rates (in %) for DFG Individual Grants, 2004, by scientific disciplines female male difference Natural Sciences 38.0 43.8

• 5.8

Eng.andTech. 29.6 31.4

• 1.8

Medicine 34.4 37.7

• 3.3

Agriculture 29.8 38.7

• 8.9

Social Sciences 34.5 38.7

• 4.2

Humanities 45.5 40.5 + 5.0 Source: DFG, own calculations Netherland NWO Innovation Research Incentives Scheme 2002-2007 TOTAL Veni/ Vidi/ Vici (including additional budget) Male PI Female PI Number of applications 4470.5 2055.5 Number funded 921.5 473.5 Success rate 20.6% 23.0% (NWO, Romijn, October 2008) PI = Principal Investigator

Reserach Funding

United Kingdom Success rates of various Research Councils Male Female

• BBSRC Project grants 2006 success rates

27.2 % 23%

• BBSRC project applications 2006

78.1 % 21.9 %

• EPSRC research grants success rates

27 % 27 %

• NERC project grants success rates

25 % 19 %

• NERC application % and numbers

80 % (827) 20 % (207)

• STFC project grant applications % and numbers

87.2 % (275) 13.4 % (37) Sources: BBSRC (2007) EPSRC (2007) NERC (2007) STFC (2008)

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Turkey One of the main National Research funding agency is TUBITAK. Under two different programmes ( BIDEP and ARDEP) succes rates of female and male researchers show no significant differences; BIDEP: female : 28% male:26%. ARDEP: female : 37.6 male: 35.6% (TUBITAK, Basaran 2008) With regard to these percentages, a fair share of women as members of the prestigious Turkish Academy of Sciences (TUBA) could be expected, but the participation of women is only 13.7 %. In comparison to other European countries, women are very well represented in Turkish science, although not equally. Women are also doing well in obtaining funding.

We Need Structural Changes

Researchers, administrators and practitioners in gender equality in science were invited to participate in a participatory event by the EC to discuss how to advance structural change in order to improve gender equality in research organisations in Europe (2011). Requirements for sustainable structural changes:

• Commitment to and setting in place instruments for implementation
• Modernization of research management
• Changes to recruitment procedures in research organisations
• Changes to standards and practices for retaining women in research organisations
• Changes to intersectorial mobility and peer review

Requirements for monitoring and measuring impact to justify use of public resources:

• Benchmarking
• Gender audits

For structural change to be innovative, effective and efficient pursuing a holistic approach and implementing an integrated toolbox for addressing each of the above identified multi-layered dimensions are indispensable. The adoption of legal instruments and provision of incentives for bringing forward gender equality in research organisations may be considered as the most important factors for successful implementation.

INITIATING AND SUSTAINING STRUCTURAL CHANGE Reflection on the outcomes of the workshop on STRUCTURAL CHANGE in order to improve Gender Equality in Research Organisations in Europe Towards a Recommendation to the Member States 30 June – 1 July 2011,

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Women Leadership in Higher Education

Leaders in academia play a key role for gender equality. We need leaders men and women who are giving a great importance to gender and diversity issues to enhance their institutions capacity for reaching excellence in their achievements. At European level EUA is one of the largest university association with some 900 member universities. Among EUA member universities; 2008 42 women leaders 2010 75 women leaders Turkish case: Among 178 universities 12 rectors, 18 vice rectors, 96 deans are female

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Figure 4.1: Proportion of female heads of institutions in the Higher Education Sector (HES), 2010, , SHE figures, p. 115 SHE Figures 2012

Annex 4.1: Number of heads of institutions in the Higher Education Sector (HES) by sex, 2010, , SHE figures, p. 125

Figure 3.6: Glass Ceiling Index, 2004-2010, 96

“THE GENDER CHALLENGE IN RESEARCH FUNDING: Assessing the European National Scenes”, 2009 EC,DG for Research,Science, Economy and Society EUR23721EN

European Women Rectors’ Conferences

“Women Academics Beyond the Glass Ceiling: Women Rectors Across Europe” (11 th November 2008) This meeting was organized as pre-conference meeting of the UNICAFE dissemination conference titled “Beyond the Glass Ceiling: Women Academics in Engineering, Technology and Life Sciences Across Europe”. 20 participant from 9 countries.

• II. European Women Rectors’ Conference Women Rectors Across Europe, Women

Leadership in Higher Education : (12-14 April 2010, Istanbul) ; 42 participants were registered (12 Turkish and 30 international) 49 participants were present (28 international and 21 Turkish)

• III. European Women Rectors’ Conference: Beyond the Glass Ceiling

Achievements, Challenges and Opportunities (21-23May 2012) In this third meeting we will have 79 participants, with some 60 of these coming from 29 countries in Europe and Asia, and also from Africa.This conference also hosted the sub-conference of the 6th Conference of WWUPF to be held in China in 2014.

• IV. European Women Rectors’Conference May 2014, Istanbul

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Questions

• How to combine efforts at national, regional and

global levels ?

• How to define urgent problems ?
• How to convince male and female decision makers

to take actions for realising gender mainstreaming at institutional-national and global levels ?

• How to help researchers/academics to
• Remove barriers and obstacles for women in HE

to create opportunities for them reaching leadership/ decision making positions

• Reduce the leaky pipeline and how to build a

strategy for work-life balance.

• Encourage women to compete for decision

making/leadership positions?

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Conclusions

Dependable Data: We need a dependable which will include all the information related to women in HE-research-innovation and women leadership to do extensive research on gender equality and take the necessary actions for implementation and monitoring in HE. Structural Changes: We need structural changes in order to change the culture at institutional and national levels. Therefore we need gender action plans which will remove unconcious and concious biases towards gender equality to create awareness about gender mainstreaming at every level. Leaders/Leadrship: We need leaders and decision makers (female/male) in academia who will be determined to make contributions to gender equaltiy in their institutions. Actions for Equality: We should encourage young female generations especially young academics to take actions towards achieving equality in higher education and research at every level including leading positions of the HE World. and ….. Funding: We need reasonable funding from Nation states and from EC to support these projects and actions

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Thank You

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References

• Rees,T., (2005), Mainstreamimg Gender Equality in Science in the European Union: the ETAN Report, Gender and Education, Vol,13,

No.3, pp243-260, 2001

• The Associationfor Women Faculty, The University of Arizona, Home Page: Historical Context: Women In Academia, 2005
• Saglamer,G.,“ Leadership in Higher Education with Special Reference toWomen Leaders

in Academia” in Decision-makers and Administrators Leadership and Governance Handbook,

• suppl. volume 1, 2013 , V02 Dr. Josef Raabe Verlags-GmbH
• Saglamer,G., 2008,” Increase Sutainability and Attract Resources to Engineering Education”, 2nd Engineering Deans’ Conference of

European Universities of Technology, Technical University of Berlin, 24-26 February 2008,

• Michael Fullan & Geoff Scott, Jossey-Bass, 2009 Turnround Leadership for Higher Education
• Jay Kubler , Nicola Sayers “Research Development Series : Higher Education Futures: key Themes and Implications for Leadership and

Management, First Published in October 2010 Leadership Foundation for Higher Education

• Curtis L. Brungardt , The New Face of Leadership: Implications for Higher Education

(Horizon Home Page: http://sunsite.unc.edu/horizon)

• Saglamer, G., Karakullukcu, M., 2004. Istanbul Technical University 1996-2004: Crafting A Design for Permanence at The Forefront of

Knowledge Creation, OECD Conference 2004, Paris

• SHE Figures, 2012, Gender in Research and Innovation, EC
• UNICAFE Project: Survey of the University Career of Female Scientists at Life Sciences versus Technical Universities UNICAFE Project

was funded under FP6 of the European Union SAS6-CT-2006-036695 (2006-2008).

• Meta-analysis of Gender and Science Research Project This project was funded under the FP7 (FP7 RTD–PP–L4–2007–1) (2008-

2010).The final report forms part of the overall effort to produce a meta-analysis of gender and science research across Europe (FP7 RTD–PP–L4–2007–1).

• “Beyond the Glass Ceiling: European Women Rectors Conferences” , Istanbul Technical University Center for Women Studies in Science,

Engineering and Technology has been organizing European Women Rectors Conferences since 2008 (2008-2010-2012)

• Network for Women Academics Project (KAAG) (2011-2013) National Project NETFA (National) ITU has been leading a project on

Network of Female Academicans in Turkey

• CoHE, Council of Higher Education, 2010, Higher Education in Turkey (www.yok.gov.tr)
• “THE GENDER CHALLENGE IN RESEARCH FUNDING: Assessing the European National Scenes”, 2009 EC,DG for Research,Science, Economy and

Society EUR23721EN

• INITIATING AND SUSTAINING STRUCTURAL CHANGE Reflection on the outcomes of the workshop on STRUCTURAL CHANGE in order to improve

Gender Equality in Research Organisations in Europe Towards a Recommendation to the Member States 30 June – 1 July 2011, Dragana Avramov