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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

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Ambition without future

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  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

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