To advance equality for women, use the evidence, says shellkryan
I’m an academic who studies women in leadership roles and also heads an institute devoted to this topic at the Australian National University in Canberra. So I spend a lot of time thinking about what it takes to achieve gender equity in workplaces. By now, the vast majority of universities, research institutions and funding bodies have some sort of initiative aimed at gender parity.
Yet the most recent European Commission data show that women make up about half of doctoral graduates and only about one-quarter of senior academics and people in decision-making positions. In North America and Western Europe, only 33% of those employed in research and development are women; this drops to 24% in east Asia and the Pacific area, and to 18.5% in south and west Asia.
Why this inertia? In my view, progress could be faster if institutions that trumpet efforts to promote equity applied established research in their initiatives.First, an overemphasis on quantity. Yes, metrics such as the proportion of female professors and grant winners are important. But simple tallies erase disparities in quality. Any tracking must capture the experiences and influence that awards and positions bestow.
Consider the ‘glass-cliff’ phenomenon. Fifteen years ago, my colleagues and I reported that women are more likely than men to be given leadership roles that are risky, precarious and even doomed to failure (
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