1 / 33

Ambition without future

Ambition without future. Obstacles and incentives in the scientific careers of men and women in Micro-Optics Elke Van den Brandt Network of Excellence on Micro-Optics Vrije Universiteit Brussel. Scope. Women remain under represented in scientific research Micro-Optics as case study

thane
Download Presentation

Ambition without future

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Ambition without future Obstacles and incentives in the scientific careers of men and women in Micro-Optics Elke Van den Brandt Network of Excellence on Micro-Optics Vrije Universiteit Brussel

  2. Scope • Women remain under represented in scientific research • Micro-Optics as case study • New technology • International composition • International dimension • Influence of national/local culture • Influence of work place

  3. Methods • Data HR-databases networks • 2 surveys • Online, 8 Themes • First: 245 respondents (67%) • Second: 1357 respondents

  4. Overview presentation • Current position • Career development • Ambition • Perceived discrimination • Working day • Job satisfaction and work values • Family situation

  5. 1. Current Position • Career development • Ambition • Perceived discrimination • Working day • Job satisfaction and work values • Family situation • To conclude

  6. Horizontal segregation General scientific areas Optics

  7. Horizontal segregation (II)

  8. Horizontal segregation (III) • Men work more for small organizations than women (Mean rank men 440,77; women: 476,40; p<.05) • Women are concentrated in departments with a higher female participation (Mean men: 20,2; women: 25,5; p<.001) • More women work under a female boss/supervisor (Men: 5%; women 10%; p<.001) • More men do not have a boss/supervisor (Men: 10%; women 4%; p<.001)

  9. Vertical segregation:The Glass Ceiling Engineering, technology and natural sciences Optics

  10. Contractual segregation • Differences in contract and policy positions • Full time/Part time • 93% of the women, 96% of the men (! p=.073) • Contract of Unlimited duration • 57% of the women, 72% of the men (excluding the PhD-students) (p<.001) • 46% of the women, 65% of the men (including the PhD-students) (p<.001) • Wage (‘sticky floor’) • Data not applicable • Policy positions • 23% of the women, 46% of the men hold policy positions (formal positions) (p<.001) • 41% of the women, 59% of the men have supervision power (over work of others) (p<.01) • 21% of the women, 39% of the men have decision power (over salary/promotion of others) (p<.001)

  11. 2. Career Development • Current Position • Ambition • Perceived discrimination • Working day • Job satisfaction and work values • Family situation • To Conclude

  12. Career Development • Promotion time • Lower levels: No significant differences • Higher levels: women move on slower • Interruptions in the career • 35% of women, 22% of men (p<.001) • Women (mean: 14 months) : pregnancy leave • Men (mean:18 months) : military service, unemployment • Gap is larger in eastern and southern Europe than in northern and western Europe and in the US/Canada. • Time spend abroad • Long term: • Men and women have spend a comparable time abroad • BUT: women travel for shorter periods (more but shorter visits) • BUT: women traveled more during their studies/at a younger age • Short term: no differences

  13. 3. Ambition • Current position • Career development • Perceived discrimination • Working day • Job satisfaction and work values • Family situation • To conclude

  14. Ambition (I) • Where would you like to be working in 5 years: • 79% of women prefers a higher position, 62% of men (p<.001) • 49% of women only wants a higher position, 33% of men (p<.001) • Pattern remains when excluding high positions or PhD-students • Pattern is more explicit in higher education than in business enterprise/industry. • Possible explanations: • Pre-selection • Current position

  15. Ambition (II) • Perceived chances for getting job of first choice: • When first choice implies promotion: men rate their chances higher (p<.01) • When no promotion is implied: no significant differences • Self-confidence or perceived discrimination? Men esteem their research and teaching skills higher (respect. p <.01 and p<.001) Women are more skeptic about the fairness of selection and promotion procedures (cfr. infra)

  16. Ambition (III) • Turnover • Intent to turnover is higher for women (mean 8.4) than for men (mean 7.7) (p<.000) • For both sexes, the score is lower in eastern and southern Europe than in northern and western Europe and in the US/Canada. • No significant differences for different kinds of organizations/sectors

  17. 4. Perceived Discrimination • Current position • Career development • Ambition • Working day • Job satisfaction and work values • Family situation • To conclude

  18. Perceived discrimination (I) Did you encounter any discrimination in the workplace during your career? • 28% of women perceived discrimination, 13% of men • Lack of appreciation and recognition • Promotion opportunities • Salary • Note: sex and age

  19. Perceived discrimination (II) Do you think these criteria for selection and promotion are fair? • 56% of women beliefs in fairness of selection and promotion procedures, 75% of men • Subjectivity • Lack of transparence

  20. Perceived discrimination (III) Some remarkable differences: • Women perceive less discrimination in departments with a high participation of women • Women perceive less discrimination when the supervisor/boss is female. • Men perceive more discrimination when supervised by a women • Women perceive slightly more discrimination in larger organizations • Women perceive slightly more discrimination in the business enterprise/industry than in higher education • No significant regional differences were found. Only for women in the US/Canada a very high percentage perceived discrimination (53%)

  21. 5. Working Day • Current position • Career development • Ambition • Perceived discrimination • Job satisfaction and work values • Family situation • To conclude

  22. Working Day (I) • Working hours: men work more hours/week than women (50h versus 46h) (p<.000) • This extra time is not spend on research:

  23. Working Day • Working style • Men work more in group • More women would like to work more in group • NOTE: pattern remains when actual working style is taken into account • Remarkable results: • Correlated with the general satisfaction: people working in group are more satisfied. • Also correlated with the satisfaction on appreciation from others, contact with colleagues and collaboration with colleagues. • Correlated with the intention to turnover: people working alone have a higher intent to turnover

  24. 6. Satisfaction • Current position • Career development • Ambition • Perceived discrimination • Working day • Family situation • To conclude

  25. Satisfaction • Satisfaction (list of 20 items)

  26. Satisfaction (II) • Men are more satisfied on 16 of the 20 items • Significant differences for: • Salary • Access to adequate facilities, equipment,… • Promotion opportunities • Job security • Being useful to society • Self realization • Satisfaction on these items is correlated to • the general satisfaction, • the willingness to choose for the same career, • the ambition of a job outside the current organization. • the intent to turnover • These correlations are stronger for women!

  27. Satisfaction (III) • Discouraging factors: reason to change job

  28. 7. Family Situation • Current position • Career development • Ambition • Perceived discrimination • Working day • Job satisfaction and work values • To conclude

  29. Family situation (I)

  30. Family situation (II) • This pattern appears in all countries/regions. • No differences? • People with high household responsibilities work fewer hours per week.

  31. 8. To Conclude • Current position • Career development • Ambition • Perceived discrimination • Working day • Job satisfaction and work values • Family situation

  32. Preliminary Conclusions • Women are underrepresented (horizontal, vertical and contractual segregation) • Women do want to move on (ambition), but feel less satisfied and perceive more discrimination. • Especially the lack of job security and promotion opportunities are obstacles for women. • Combining work/family is not perceived as an important obstacle, but influences the number of working hours. • Only few differences could be found between regions and between different kinds of organizations

  33. Contact Elke Van den Brandt evdbrand@vub.ac.be 0032 485 61 63 15

More Related