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Finde de ubevidste skævvridende mønstre

FESTA ønsker at dokumentere og præsentere de skævvridende mønstre, der findes på Det Naturvidenskabelige Fakultet, fx på ansættelsesområdet.

Vi ønsker at højne vores organisatoriske bevidsthed om, hvilke skævvridende mønstre der finder sted på dagligt plan, og vi ønsker at ændre på forholdene.

Skabe bevidsthed hos de personer, der har ansvar for andre menneskers karriere

HR-medarbejdere, ledere, forskningsledere, vejledere og rådgivere skal være bevidste om de skævvridende mønstre, og de skal vide, hvordan man undgår de forskellige faldgruber, fx som at spørge ind til og problematisere personlige forhold i samtaler med kvinder. De skal også blive i stand til at få øje på den usynlige arbejdsindsats, som kvinder oftere end mænd yder, mens mænd oftere prioriterer og lykkes med at være synlige. Og de skal have fokus på at give yngre kvinder ligeså gode netværksmuligheder, anbefalinger og åbninger som de giver til de yngre mænd.

Klæde yngre forskere bedre på til at tænke karrierestrategisk

Både kvindelige og mandlige yngre forskere skal klædes bedre på til at træffe et karrierevalg. De skal vænnes til at tænke over, hvad de vil gå efter og så gå målrettet efter det.

Skabe bevidsthed hos mødeledere

Mødeledere har et stort ansvar for at sikre konstruktive og produktive møder, og de skal sikre sig, at alle får reelt lige muligheder for at blive hørt. Det gælder for alle slags, ikke kun mænd og kvinder, men også de fx de introverte kolleger.

Give ph.d.-vejlederne bedre redskaber

Ph.d.-vejledere spiller en stor rolle i de ph.d.-studerendes liv. Det er vigtigt, at de i højere grad bliver bevidste om ubevidste skævvridende mønstre, så de kan give den bedste vejledning og sikre deres studerendes vilkår og muligheder.

Ny rapport om "the gender profile of the scientific personnel" på Det Naturvidenskabelige Fakultet, publiceret juli 2014.

Summary på engelsk:

The present material gives a collected overview of the gender profile of the scientific personnel at the Faculty of Science, University of Southern Denmark based on the years 2010, 2011 and 2012. In two instances, data from 2013 have also been included. The material focuses on comparisons between men and women’s performance, representation and relative share across the span of five scientific career levels – PhD, post doc, assistant professor, associate professor and professor.

The main tendency this material brings to light is the drop at each of the five career levels of the share of women. Thus the share of women at PhD‐level ranges between 25 to 68% – with a mean of 45% – but drops to a range between 0 to 30% – with a mean of 15% – at professor‐level. This trend is reminiscent of the pattern found in the rest of the Danish Academia as well as in Europe at large (cf. She Figures 2012 – a report made for The European Commission about gender in research and innovation across 27 in European countries).

The material also shows differences across the disciplines represented at the Faculty of Science. More women are present in the experimental, biology‐oriented disciplines, whereas the lowest representation of women is found in mathematics‐ and physics‐oriented disciplines.

The five career levels show differences in development during the three year period represented here. There is a general decrease in the overall number of PhDs, with a relatively larger decrease in the share of female PhDs.

The number of post docs fluctuate in the period both for women and men, but as these positions typically are shorter than PhD‐positions and assistant professor positions the data given here with a once‐per‐year‐head count may not adequately reflect the goings and comings of project‐affiliated post docs during the individual year.

Assistant professor positions undergo the largest development in this period of time, from a low number in 2010 to a decidedly neglible number in 2011 and 2012 – with a marked underrepresentation of women. This tendency is worth noting, since this could point to a more uncertain career path for women, as assistant professor positions typically lead on to permanent positions.

Associate professors and professors show the most stability in numbers, however there are increases at both these two career levels in the period, but primarily in the male share. The number of women stays more or less constant, and thus the relative female share drops.

Data concerning scientific activities – such as publication activities and funding applications submitted and granted – show that at the junior levels women lag behind their male peers. This tendency is disturbing, since career advancement and competitiveness is based on performance in these areas. This may be of particular and critical importance in questions of internal competition for senior positions.

Conversely, the data also show that female professors outperform their male peers, thus lending support to a hypothesis that after the tough selection processes in reaching the level of professor for women, female professors are very strong – and have a distinct competitive edge.

Rapporten kan hentes på FESTAs webside.

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