Women University Presidents Forum 16-19 September 2009 - - PowerPoint PPT Presentation

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Women University Presidents Forum 16-19 September 2009 - - PowerPoint PPT Presentation

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16 September 2009, Nanjing 4th World Women University Presidents Forum 17 09 08 leuven 4th World Women University Presidents Forum 16-19 September 2009 Women Academics and Women

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4th World Women University Presidents Forum

16 September 2009, Nanjing

4th World Women University Presidents Forum

16-19 September 2009

Women Academics and Women Leaders in Higher Education

  • Prof. Dr. Gülsün SAĞLAMER

Istanbul Technical University Template Design by Dr. Fatma Erkok

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  • Women in Higher Education: Horizontal and

Vertical Segregation

  • Women Academics
  • UNICAFE Project
  • University Leaders
  • Main reccomendations of UNICAFE Project
  • Beyond the Glass Ceiling: Women Rectors

Across Europe Meeting 11 November 2009

  • Turkis Case and ITU: Snapshot of Istanbul

Technical University (ITU)

  • Conclusions

Overview

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Data for academic staff by gender show patterns of both

  • vertical and
  • horizontal segregation.

Women first began to enter colleges and universities as both students and faculty around one hundred and fifty years ago. Not surprisingly, women have been struggling for equality within academia since the middle of the nineteenth century

The Association for Women Faculty, 2005

Women in Higher Education

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Women Professors in all disciplines in the World (OECD,2004)

5 10 15 20 25 30 35 40 45 50 Turkey Portugal France Spain Sweden Italy Greece UK Germany Netherlands Australia USA Israel Switzerland Ireland

(%) A (Full) B (Assoc.) C (Assist.)

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Glass Ceiling Index, 2004 (She Figures, 2006, pg59) Turkish Female Academics Ph.D: 42%, C Staff: 33%, B Staff: 31%, A Staff: 27%

16 September 2009, Nanjing

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Metaphors

Some of the metaphors referring to women’s predicament in academia are discussed widely. Metaphors linked to universities such as “Ivory Tower” brought the new metaphor of “ Storming the Tower” Metaphors related to “Glass Ceiling” which defines limitation on academic promotions for women “Chilly Climate” which depicts the fuzzy academic processes for women reflects inconveniences in the academic environment.  “Leaking Pipeline” which defines the decreasing women representation throughout academic life

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Proportion of female researchers in the Higher Education Sector(HES) by field of science,

She Figures, 2006 pg42

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Field of sciences: nat.sci., eng&tech, med.sci., agr. sci., soc. Sci., humanities

  • Turkey has the minimum standard deviation(2.020)
  • Ireland and Spain are the following countries in terms of

standard deviation (2.104-2.542)

  • Latvia, Slovenia and Estonia have the Maksimum standard

deviations (19.532-14.406-14.229)

  • Engineering &Technology has the lowest female

representation among other fields of science across EU Small standard deviation is an indicator for uniform distribution of female researchers in HES by field of science which can also be interpreted as an indicator for less horizontal segregation. Proportion of female researchers in the Higher Education Sector(HES) by field of science (She Figures 2003 pg42)

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Proportion of female grade A staff by main field of science, She Figures,2006

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  • Turkey has the largest proportion of female grade A

staff in Engineering and Technology (15.6) and second largest proportion after Portugal in Natural Sciences (27.5 - 25.7)

  • Turkey has the largest proportion in all fields (mean

value 22.33%)

  • Minimum standard deviations belong to Belgium,

Czech Republic and Germany where they have less female representation (8.05 -10.75 - 8.06)

  • Standard deviations vary between 3.77-10.80.

Turkey has 7.60

Proportion of female grade A staff by main field of science, 2004

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 Survey of the University Career of Female

Scientists at Life Sciences versus Technical Universities

 UNICAFE Project (2006-2008)

 Specific Support Action (call identifier: FP6-2005-

Science-and-society-17) with the specific

  • bjective of deepening and broadening the

quantitative knowledge base on women and science in Europe

www.unicafe.ee

 Synthesis report

 Beyond the Glass Ceiling

University Career of Female Academics in Engineering,Technology and Life Sciences

UNICAFE Project

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  • Hungarian Science and Technology Foundation

co-ordinator

  • Budapest University of Technology and Economics

BME Hungary

  • Medical University of Graz – MUG Austria
  • Istanbul Technical University – ITU Turkey
  • Semmelweis University – SE Hungary
  • Tallinn University of Technology – TUT Estonia
  • University of Oulu – OUL Finland
  • University of Tor Vergata – URTV Italy - Rome

Partners

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The proportion of women in the University Board is in 2004/05 –MUG 27% –ITU 20% (30% 2008) –OUL 20% –SE 20% –BME 15.4% –TUT 10% –URTV 10%

Women in the University Boards

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  • ITU – seven female deans, one female rector for two

cycles, four vice-rectors; (10 deans, 5 vice rectors, 1 rector by 2008)

  • OUL – two female vice-rectors for two periods, no

female dean at the Faculty of Technology and Faculty

  • f Medicine
  • SE – no female rector, no deans, one vice-rector
  • BME – no female rector, no vice-rector; only one

female dean has been appointed in the history of the university

  • MUG – no female rector, two female vice-rectors from

4, no deans

  • TUT – no female rector, no vice-rector, no deans
  • URTV – decision-making positions have always been

taken by men: rector and deans are men

University leaders, 1999/2000–2004/2005 academic years

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  • ITU – 9 out of 27
  • OUL – 0/5 at the Faculty of Technology;

4/7 at Faculty of Medicine

  • SE – 9/45
  • BME – 3/74
  • MUG – n.d./39
  • TUT – 1/31
  • UTRV – 2/27

Heads of department, 2004/2005

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Hierarchical structures

Careers at the faculties of engineering,2004/2005

Grade D Grade C Grade B Grade A 10 20 30 40 50 60 70 80 90 100 BME, HU – Male BME, HU – Female ITU, TR – Male ITU, TR – Female TUT, EE – Male TUT, EE – Female OUL, FI – Male OUL, FI – Female URTV, IT – Male URTV, IT – Female

%

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UNICAFE Main reccomendations

  • Equality and diversity targets should be stated in the mission

statement of the university

  • Take Measures to raise the gender awareness in the

management and staff of the university

  • Prepeare Gender equality plan both on faculty and on university

level

  • Define Responsible organisational units and persons for

implementing the gender equality plans

  • Implementations should cover

–Working conditions, salaries, career advancement, training, maternity/paternity and childcare allowances –Sex disaggregated data collection and monitoring of university structures and processes: staff (considering e.g. different career levels and working fields), pay gaps, age gaps, promotions, drop-outs

  • Employ external and internal experts to controll the gender policy

at the university year by year

  • Provide the financial incentives for these developments
  • aim to make more visible the reasons, practices and action

culture that maintain and reproduce women’s underrepresentation in the highest positions

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This meeting has been 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” (12-14 November 2008, ITU, Istanbul ) We also invited women rectors and vice rectors of European universities which are already members in

  • EUA. First European Women Rectors Meeting was held
  • n 11th of November 2008. We invited 43 EUA member

universities and received 11 positive replies from 9

  • countries. We have also extended our invitation to

present and former women rectors and vice rectors of Turkish universities and received 10 positive replies.The representative of EC has been present in this meeting 2nd European Women Rectors Meeting 12-14 April 2010

Beyond the Glass Ceiling: Women Rectors Across Europe 11 November 2009

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Sweden Turkey PhD degrees 50% 42% First academic employment 41% 33% Associate professors 38% 31% Professors 20% 27% Rectors: 45% 8%

Ullenius, 2008., Saglamer, 2008

The academic career–A Leaking pipeline

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Turkish Case

Proportion of female academic staff 2003-2007 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

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Snapshot of ITU

  • 236 year old institution of higher education
  • Wide reach across disciplines – Engineering,

architecture, management, sciences and arts, maritime

  • Diverse and competent academic staff (over 2000)
  • Trains over one third of the nation’s graduate students

in science and engineering

  • 6500 graduate students
  • 18000 undergraduate students
  • 30% female student
  • 3 cycle programmes started in 1969 in ITU
  • A large network of accomplished alumni; 3 prime

ministers, 2 presidents, leading industrialists, leading academics .

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ITU Case

94-95 99-00 04-05

  • Professor

16% 20% 29%

  • Assoc.Prof

31% 35% 36%

  • Assist.Prof.

28% 38% 46%

  • Research Assist.

20% 35% 37%

  • Total

28% 31% 36%

Saglamer, 2008

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Some Facts about Success Rates

Female Students Ratio %30 in 2008-2009 % 29.5 (Excl.Music School)

Students average grades in 2008-2009 Autum Term 2.60(F) 2.12(M) Spring Term 2.54(F) 2.06(M) Top 3 in Graduations in 2008-2009 First %39 Female Second %52 Female Third %40 Female Total %44 Female

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  • Master Degree Graduates (by 2006)
  • Female

: 3220 (28.9 %)

  • Total : 11136
  • PhD Graduates (by 2006)
  • Female

: 578 (37.0%)

  • Total : 1555

ITU Graduate Programmes

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  • Women representation in HES is very low
  • Women representation in SET is even worse
  • Horizontal and Vertical segregation is a serious

problem in most of the EU countries

  • Women at top decision making levels are rare
  • EC has taken very important steps to improve

the conditions for female academics/researchers but results have not been sufficient yet. –Nation states have to take actions –Awareness -understanding-action processes shoıuld be carefully designed and monitored by EC+Nation states –Creating culture for women representation in all the fields of science need time, energy and devotion

Conclusions

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References

Rees,T., (2001), Mainstreamimg Gender Equality in Science in the European Union: the ETAN Report, Gender and Education Vol. 13, No.3, pp243-260, 2001 Björklund, K,Olsson, A.C.(2004), Glass Ceiling for Women in Academia The Associationfor Women Faculty, The University of Arizona, Home Page: Historical Context: Women In Academia, 2005 UNICAFE,Survey of the University Career of Female Scientists at Life Sciences versus Technical Universities, UNICAFE is supported by funding under the Sixth Research Framework Programme of the European Union SAS6-CT-2006-036695 Marina Marchetti, 2008.,“Women in research decision-making positions: an European overview”, Women Rectors Accross Europe, Istanbul 11 November 2008,ITU She Figures, 2006, Women and Science Statistics and Indicators Christina Ullenius, 2008,, “Women Academics in Sweden”Women Rectors Accross Europe, Istanbul 11 November 2008,ITU Saglamer,G., 2005 “ Enhancing Access of Women in Higher Education”, IAUP XIV Triennial Conference: The Challenges of Globlization and the Role of Higher Education, 10-15 July 2005, Bangkok.

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Thank You

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