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Gender Bias in Academe: An Annotated Bibliography of Important Recent Studies. Danica Savonick and Cathy N. Davidson Overview The often unconscious and unintentional biases against women, including in academe, have been well documented in the autobiographical writings of authors such as Audre Lorde, Adrienne Rich, Patricia Williams, and bell hooks. But is the experience they document merely “subjective”? The studies aggregated and summarized below offer important policy implications for the traditional ways that we count and quantify the processes leading to hiring, promotion, and tenure. These studies should be required reading of any administrators and faculty committees charged with decision-making. Call for Additional Citations We include here a round-up of several of these recent studies.

Talking Points for Further Discussion and Reflection Before listing the studies, we would like to offer a number of talking points about what they, in aggregate, suggest. The Additional Component of Race, Racism, and Prejudice This study by Vanessa Lynn Ewing, Arthur A. Creating Pathways to Success for Women Entrepreneurs | Cory Booker. Small businesses are playing a vital role in our emergence from one of the worst recessions in our nation's history. In fact, America's 23 million small businesses are responsible for 54 percent of all U.S. sales. There are a number of factors contributing to this phenomenon -- our long tradition of entrepreneurship and an evolving economic landscape, to name a few. But among the most impactful is that more and more women are becoming entrepreneurs. According to the 2014 State of Women-Owned Businesses Report, commissioned by American Express OPEN, women are starting 1,288 net new businesses per day; over the past 17 years, women-owned businesses have increased at 1.5 times the national average.

The impact of these new businesses is profound. While we have seen increases in women's success in the entrepreneurial space, there is still room for improvement, and the gains have not translated to much of the rest of the business world. Riches Come to Women as C.E.O.s, but Few Get There. Photo If you were Marissa Mayer of Yahoo, making nearly $25 million for one year’s worth of work — not to mention getting $50,000 in company-paid personal security — the gender pay gap would probably not be a major concern. Women scaling the heights of corporate America tend to have compensation packages that are as jaw-droppingly gigantic as men at a similar level.

But here’s the thing: they hardly ever get there. On our annual list of the 200 highest-paid chief executives in the United States, there were just 11 women. That’s 5.5 percent of the total, and similar to the 4.9 percent representation of female chief executives at the 1,000 biggest companies. The Equilar Top 200 Highest Paid CEO Rankings, conducted for The New York Times, raises questions about whether executive compensation is out of hand and whether it is to blame for national economic inequality.

But the numbers also reflect another imbalance — the lack of women at the pinnacle of corporate America. OPEN Interactive Graphic. Women science writers conference about changing the ratio. A summit last weekend presented actions to address systemic gender inequities in science journalism Image credit: Perrin Ireland CAMBRIDGE, MA—Science writers take a “show me the numbers” approach when tackling a tough topic. So organizers of the first Solutions Summit for Women in Science Writing came armed with their own data to back up recent concerns that gender bias, inequity, and sexual harassment are still holding women back.

This included a new survey showing that women science writers reported far more negative professional experiences related to their gender than male science writers, including work-related harassment. A science writers’ bill of rights, an online clearinghouse on sexual harassment, mentoring networks, updated codes of conduct, and efforts to reduce tokenism were among the practical strategies that attendees at last weekend’s conference recommended to help educate both science writers and employers about gender issues. Welcome to Gender Action Portal | Gender Action Portal. At Mellon, Signs of Change - Research. Explore a Chronicle analysis of the Andrew W. Mellon Foundation's grants. The foundation divides its current grant-making activities into four major streams: higher education and scholarship, for which Mellon appropriated more than $132-million in 2012; scholarly communications and information technology (nearly $30-million appropriated in 2012); performing arts (just over $50-million); and art history, conservation, and museums (nearly $28-million).

Another program, devoted to conservation and the environment, concluded last year. Many of the projects that sprang up with the help of Mellon money have become fixtures in the higher-education and scholarly-communication realms. Notable examples include JSTOR, a digital repository of scholarly journal articles and books, and the online image repository Artstor. Its influence extends far beyond the digital arena. Like any foundation, Mellon does not always back winners. It’s easy to see why Mellon comes across as inscrutable. Mr. Mr. Mr. WSKC Homepage - Women in STEM Knowledge Center - WSKC. Women stay in jobs longer than they should. The job market still isn’t good enough for a lot of people to think about switching jobs, even if they’re sick of the one they have.

But research shows men and women handle job tenure differently. Once people have been settled in a job for a few years, women are less likely to leave than guys are. Take Danielle Maveal. For a long time, she thought of herself as lucky, working as a creative type for Etsy, an online marketplace selling handmade and vintage stuff. “And I probably should have left a year, maybe more than a year, before I did,” Maveal says. Her whole identity was tied up with her job. Jessica Bennett isn’t surprised to hear that. “When you get in a place where you feel like you’ve come up there, you’ve been promoted, there have been people who have helped you along the way, you feel committed to them, it’s almost like you’re in a relationship with them, and you feel guilty in some way leaving,” Bennett says.

“Important to make gender equality visible in practice” - Vetenskapsrådet. Similar participant observations had been carried out in 2008, 2009, and 2011. It all started at the initiative of an evaluation panel chair who seemed to detect that there were differences in how grant applications from women and men were treated, differences that were subtle and difficult to capture and specify. In several of the panels observed in 2012 there were no gender differences in panel discussions or in how applicants were judged. - Regardless of how uncommon this issue is, it’s important to make it visible and discuss it, says Mille Millnert, Director General of the Swedish Research Council. Mille Millnert has proposed to the Board of the Swedish Research Council that gender-equality observations should be a permanent feature in order to assure the quality of the evaluation work, as a complement to the statistics that are gathered and followed up. - Our assessment must be fair, and a fair assessment is gender neutral.