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Gender gaps in North American research productivity: Examining faculty publication rates in Mexico, Canada, and the U.S.
(Sense Publishers, 2012)
Padilla-González, L.E.
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Metcalfe, A.S.
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Galaz-Fontes, J.F.
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Fisher, D.
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Snee, I.S.
Gender bias in science and technology: A medico's perspectives
(2022)
Nayak, S.
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Shashi Bala, Puja Singhal
This chapter is a medico's perspective on the impact of gender bias on science and technology. It is entirely about what a female doctor feels about the society and the struggles a female faces in her journey, the lacunae in our system, how we should deal with the people and the system for the betterment of humanity in general. Her experiences in the medical college as a student, as a doctor, as a researcher, and as a teacher have been shared. How to maintain a perfect work-life balance and still be happy and content in life without being stressed. © 2018, IGI Global.
Gender equality and the pipeline problem in academia
(Taylor and Francis, 2015)
Monroe, K.R.
;
Chiu, W.
Gender equality in American society remains a controversial topic. In a year that saw the political candidacies of Hillary Clinton and Sarah Palin founder amid charges of differential standards for women, charges that themselves then became contentious, it is clear that gender remains a salient political issue. Recent scholarly studies have suggested that the problem of gender discrimination extends beyond politics and the workplace, reaching into academia itself. Studies using aggregate data find both wage and hiring differentials (NSF Science and Engineering Indicators 2008) and a glass ceiling (Cotter et al. 2001). Scholars also find surprising gender bias in more focused assessments of worth, such as the differential evaluations of academic citations (Johnson 1997) and the peer-review process (Wenneras and Wold 1997). Extensive in-depth interview data with female faculty at both the Massachusetts Institute of Technology (MIT 2002, 1999) and the University of California at Irvine (UCI; Monroe et al. 2008) offer more detailed systematic evidence that gender equality in academia remains only a partially realized goal, with women far too often struggling to crack a glass ceiling that remains strong and oppressive. The implication of these studies is that more active policies by university administrations are required to eliminate gender equality in academia. © 2012, Taylor & Francis.
From women in Taiwan’s history of traditional Chinese medicine (TCM) to recent case studies of gender practice under the academic glass ceiling
(2017)
Lin, J.-G.
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Tsai, L.-W.
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Chen, Y.-C.
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Ya-chen Chen
The glass ceiling that women encountered in Taiwan’s traditional Chinese medicine (TCM) has remained chiefly unchallenged, with only a few individual women’s exceptional success in the twentieth and twenty-first centuries. Even in the twenty-first century, most of Taiwan’s prominent TCM experts and scholars of Taiwanese history are ignorant of or resistant to the significant value of women in Taiwan’s TCM history as well as in women’s studies, gender studies, and sexology. © Springer International Publishing AG 2018.
A Pilot Experience to Raise Awareness Among Computer Science Undergraduates About the Gender Biases of Algorithms
(Springer Science and Business Media Deutschland GmbH, 2023)
Lacave, C.
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Molina, A.I.
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García-Peñalvo, F.J., García-Holgado, A.
Many of the decisions we make are increasingly entrusted to algorithms, although there is evidence that many of them are biased, which aggravate the inequalities of the affected groups. Gender bias is considered the biggest contributor to gender stereotypes and social inequalities. To avoid this type of bias, it is necessary that future developers of algorithms be aware of its existence. This work describes an experience carried out to make Computer Science undergraduates aware of the gender biases of algorithms and the consequences they can have. The results reveal that the main objective has been raised. From the gender segregation of the data collected, previous findings are also confirmed: the need for gender analysis in science, and the greater awareness of girls of the need to address the gender gap in Computer Science studies. © 2023, The Author(s), under exclusive license to Springer Nature Singapore Pte Ltd.
Gender bias: What has changed for female academics?
(2015)
Kimoto, N.
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Arimoto, A., Cummings, W., Huang, F., Shin, J.
University reform has impacted differently on faculty, depending on gender. Male faculty members have been shown to engage positively in research to obtain research funding and greater results, and have less awareness of the crisis within undergraduate education than female faculty members. They are also concerned with future promotions and financial issues such as salaries, and are characteristically dissatisfied. In contrast, female faculty members struggle to strike a balance between dealing with the increased demand for undergraduate education and the effort required to research. Therefore, it is surmised that endeavors to strengthen the inclination of women towards research, so that their research activities are on a par with those of male counterparts, will also increase their stress. © Springer International Publishing Switzerland 2015.
Race and gender inequalities in medicine and biomedical research.
(Information Science Reference/IGI Global, 2016)
Harp, Djana
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Shim, Ruth S.
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Johnson, Japera
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Harp, Jamil A.
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Wilcox, William Clyde
There is a critical need to develop initiatives aimed at expanding and diversifying the healthcare workforce, beginning with medical education. This chapter addresses racial and gender disparities in academic medicine and biomedical research. Racial and ethnic minorities and women remain underrepresented in medicine, biomedical research, and healthcare leadership. These disparities are national issues and have far-reaching effects which translate into significant educational and healthcare-delivery disparities. Research has shown that health care professionals from underserved backgrounds are more likely than others to work in underserved areas which would address current shortages in health professionals for the medically underserved. The authors describe their theory for the existence and persistence of these disparities. They offer evidence of these disparities while concluding with current initiatives to address these disparities, calling for innovative approaches to training underrepresented minorities and women as physicians and biomedical research scientists. (PsycInfo Database Record (c) 2024 APA, all rights reserved)
Eliminating Gender Inequality in Engineering, Industry, and Academia
(2019)
Grimson, J.
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Grimson, W.
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Christensen, S.H., Delahousse, B., Didier, C., Meganck, M., Murphy, M.
Gender equality in the workplace with its many facets is a current topic of great interest in many societies and across virtually all sectors. Women are seriously under-represented in senior positions within organizations and there is evidence of a continuing pay gap between women and men. Industry, commerce, business, law, medicine, engineering, academia all have responded to or are responding to the challenges of eliminating gender inequality. There are three specific reasons for this. The first is based on the principle that there is or should be a prevailing environment guaranteeing social justice and human rights for all. The second is in effect a question of parsimony by which talent should not be wasted. Finally, and the imperative for the elimination of gender inequality which is receiving the most attention today, is that of diversity. The diversity argument adds to the ‘not being wasteful’ by virtue of the range of different skills, perspectives and experiences that are brought to bear on whatever challenge is being faced. Tackling gender equality is a complex task requiring many interventions but what is clear is that there is broad agreement across the different sectors, including engineering, as to what is required. The key interventions include committed and determined leadership from the top of the organization over a sustained period of time, supports to ensure better work-life balance, developing future women leaders, and tackling unconscious bias. The evidence is unequivocal – gender balance will not be achieved automatically without a range of such interventions and failure to take action will have a major impact on the engineering profession’s ability to meet the needs of society today and tomorrow. © 2019, Springer Nature Switzerland AG.
ASIAN AMERICAN AND PACIFIC ISLANDER FACULTY AND THE GLASS CEILING IN THE ACADEMY: Findings From the National Study of Postsecondary Faculty
(Taylor and Francis, 2023)
Yan, W.
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Museus, S.D.
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Museus, S.D., Maramba, D.C., & Teranishi, R.T.
There is some evidence suggesting that women and people of color face a “glass ceiling” (e.g., Federal Glass Ceiling Commission, 1995; Woo, 2000), which is composed of “artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions” (U.S. Department of Labor, 1991, p. 1). This concept of the glass ceiling suggests that gender and racial bias work against women and people of color as a form of institutional oppression in the workforce. Little is known, however, about whether Asian American and Pacific Islander (AAPI) faculty in higher education face a glass ceiling. It is important to understand whether a glass ceiling does exist, because if AAPI faculty members do face racial barriers to advancement, then institutional leaders must be aware of this problem and understand how to address it (Lee, 2002). © 2013 Taylor & Francis Group.
Gender bias in research
(2020)
Upchurch, M.
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Nancy A. Naples
Gender bias in research influences both the selection of participants in research and perceptions about individuals' capacity to do quality research. For the selection of research participants, an androcentric, or male-focused, bias has historically led researchers to conduct their observations on males, both in biomedical studies and in research on social or behavioral phenomena. This bias occurs in studies of both humans and nonhuman animals. As a result, we have a dearth of information about the biology of female organisms, other than their reproductive biology, and governments or other organizations have tended to enact policies without good information on how those policies affect the wellbeing of females. In regard to perceptions about ability to do research, historically women were excluded from leadership roles in science. While blatant hiring discrimination is no longer permissible, women engaged in scientific research continue to experience openly expressed doubts about their competence as well as more subtle forms of discrimination resulting from unconscious biases. As in any other area of endeavor where men hold the majority of power and influence, women engaged in scientific careers may find themselves vulnerable to sexual harassment or assault. This chapter explores the current status of women both as researchers and as subjects of research and identifies some initiatives that could be taken to improve their status. © 2020 John Wiley & Sons Ltd.

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