Attached: 1 image Female scientists have to wait longer for their articles to be reviewed than their male colleagues. An analysis of 36.5 million papers in the life sciences shows that for women it took 115 days to reach a decision, compared to 101 days for men. https://journals.plos.org/plosbiology/article?id=10.1371%2Fjournal.pbio.3003574 @[email protected]
#Academia & Underepresented Minoritized (URM) faculty: There is a double standard in how scholarly productivity is rewarded: URM faculty are judged more harshly than non-URM faculty, especially URM women. #OpenSexism #Racism #RacismInAcademia #GenderInequity
Masters-Waage et al. report that underrepresented minority (URM) faculty in the USA face barriers in the promotion and tenure process, receiving more negative votes and fewer unanimous positive decisions at the college level. This is partly due to a double standard: URM faculty are held to a higher standard than non-URM faculty in terms of scholarly productivity.
Across eight studies combining archival and experimental methods, we report evidence for a gender bias in how people speak about professionals. Men and women were, on average across studies, more than twice as likely to describe a male (vs. female) professional ...
#OpenSexism 3000!
Four years ago, I began collecting studies, interviews, essays and articles about #genderbias. Today, a thread in honor of the 3000th piece...
opensexism.wordpress.com
Originally, ageism was understood to be prejudice, stereotypes, and discriminatory behavior targeted at older employees. But with an increasingly diverse and multigenerational workforce, age bias now occurs across the career life cycle — especially for women. “Youngism” refers to ageism toward younger adults, fueled by the conflation of age with maturity and the misperception that tenure is required for competency. Even middle-aged women are feeling the effects of age bias. Age diversity in the workplace yields better organizational performance while perceived age discrimination creates lower job satisfaction and engagement. The good news is that there are practical steps for leaders to combat this never-right gendered age bias. First, recognize ageism in your organization; you can’t fix a problem that isn’t there. Next, with your employees, address “lookism,” and focus on skills, no matter who has them. Finally, cultivate creative collaborations to encourage learning across age groups.
“We have successfully hired enough women faculty and department chairs over the last several years that we can begin a brand new initiative! Cutting staff positions by 60% because women are better at doing university service! (Don’t worry, we’ll keep all our associate deans).”
kattekrab
Luisa N. Borrell
OpenSexism