56. Jahrestagung der Kanzlerinnen und Kanzler der Universitaten Deutschlands Women in Higher Education and Research Prof. Dr. Gülsün SAĞLAMER Istanbul Technical University 19 September 2013 Friedrich-Alexander Universitat Erlangen- Nürnberg 1
Content Challenges for Higher Education Development of Human Resources Introduction to Gender Equality EU Policy on Women in Science Facts /Observations Women in HE Research Funding We Need Structural Changes Women Leadership in Higher Education Questions and Conclusions 2
Higher Education Defining the role of higher education in society and …….. devising strategies for implementing that role is a never- ending task as society itself is in continuous flux. Individual institutions of higher education may choose to be active players in worldwide efforts to reformulate the functions and strategies of higher education ……….. or they may be content with implementing received wisdom from best practices around the world, but some may choose to resist change entirely by preserving their existing mode of operation Saglamer/Karakullukcu 2004. 3
How to develope Human Resources? Half of the population of the world is “ female ” Beside “ gender ” there are also ethnical, cultural, social, religous, economic, educational, age, physical ability … differences among people which we call “ diversity ” in population "Diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups ” ( http://hrweb.berkeley.edu/diversity/why-diversity) How to handle these differences in human resources management If we are heading to set our strategies to use our human resources in an efficient and effective way to compete at individual-institutional-national-regional-global levels and … at the same time maintain equality in human resources and quality in our achievements ? We need to make structural changes … but for these changes we need to change our mind set first which is the most difficult part of the process. 4
How to develope Human Resources? My focus will be on WOMEN today Have we been able to educate women and men o at the same level o in the same proportions o distributed accross different study areas homogenously o Giving the same chances to both gender to climb up upper levels of decision making 5
Introduction to Gender Equality Gender inequality issue is a problem which is as old as human history and we have reasons not be overoptimistic in our expectations when we remember that women were accepted to colleges and universities only 150 years ago. We should be patient and persistent about reaching the substantive improvements that we seek. One can hope that in an era of accelerating change, gender mainstreaming will eventually come to be actualized. Data for academic staff by gender show patterns of both horizontal segregation which describes women’s asymmetrical participation in scientific areas vertical segregation which is used to define the difficulties women face in their career progressions 6
Where are the women in academia? Marina Marchetti, 2008 7
Voltaire and Emilie du Chatelet • "Everyone, just about, has heard something about Voltaire , and most of it is flattering. Freethinker, dramatist, poet, scientist, economist, spy, politician and successful speculator to boot, he embodies the intellectual breakthrough of the Enlightenment —the single biggest leap in mankind’s understanding of itself and the world. • Almost nobody has heard of the woman with whom he shared most of his life, Emilie du Châtelet (1706-1748) . • But you can make a good case that she was a more rigorous thinker, a better writer, a more systematic scientist, a formidable mathematician, a wizard gambler, a more faithful lover and a much kinder and deeper person. And she did all this despite being born a woman in a society where female education was both scant and flimsy . ” The Economist (May 18th, 2006) reviews David Bodanis’s book Passionate Minds : The Great Enlightenment Love Affair (Little Brown, October, 2006) . 8
Did we have a good start? Voltaire, in a letter to his friend King Frederick II of Prussia, declared that du Châtelet was "a great man whose only fault was being a woman " Émilie du Châtelet 9
History of Gender Equality Gender Equality • 1st Wave 1918 equal perspective(tinkering)* Equal rights&opportunities • 2nd Wave 1960 women’s perspective(tailoring)* Equality outcomes, positive actions • 3rd Wave 1990 gender perspective(transforming)* integrating gender equality into mainstream systems * Rees , 2005 Direct positive measures such as ………women’s quotas for full professorship or …………………………….. earmarked stipends for female candidates etc. often are disqualified as inferring with neutrality and meritocracy of science. 10
Can “ Changing Legislation ” solve the problem? CIREM,Meta-analysis of gender and science research, FP7, 2007-2010 Legislation can affect the position of women in science in two main ways; • firstly it can prevent discrimination – gender equality(EO) • secondly it can promote positive action The third way-gender mainstreaming might also base its policies on legislative developments On the other hand, Cultural and social patterns play more important role than the new legislation. Therefore we need bottom up (cultural channges) and top down (new legislation) to make successful changes in gender equality Institutionalization of efforts “ The institutionalisation of gender and women’s studies provides an important indicator to which degree gender has arrived in mainstream science. The establishment of university departments for gender and women’s studies provides a public recognition on the importance of gender issues ” 11
EU Policy on Women in Science o Ever since the treaty of Rome, the European Union has consistently advocates gender equality as one of its core policies. o Yet despite the efforts to promote gender in research, women remain under-represented and issues of gender is far from being systematically addressed in research projects. o What is more, there are sound reasons for the research community to invest in a gender-sensitive research agenda. o Investing on equal opportunities for men and women in research makes teams that perfortm better and attracts top-level researcher http://www.genderedinnovations.eu 12
EC - Women and Science Policy Major policy concerns started to appear late 1990s o Commission Communication (1999) o Helsinki Group on Women and Science 1999 o Gender-Watch-System 1998-2002 (FP5) o Science and Society Action Plan 2002-2006 (FP6) o EC proposed to fix targets for women’s representation in decision making positions in science, 2004 o Excellence and innovation - Gender equality in science (2005) o Council Conclusions on women in decision-making positions in S&T – April 2005 o Gender Pact (European Council, March 2006) o Council Conclusion on Family friendly research careers - February 2008 o Prag 2009, “changing research landscape to make the most of human potential 10 years of EU activities in “Women and Science” and BEYOND o Women in Science Programme (FP6-FP7) 13
Evolution of Gender Concerns in Science Policy in Europe Some milestones – ETAN (European Technology Assessment Network) 1999 – Women and Science Unit 1999 – Women in Industrial Research (WIR), 2001 – ENWISE (Enlarge Women in Science to East), 2002 – She Figures 2003, 2009, 2012 – ETAN Report “ Promoting Excellence through Mainstreaming Gender Equality ” , 2002 – Euroepan Platform for Women Scientists, 2005 – Women in Science and Technology, 2005 – Women in Research Decision Making (WIRDEM), 2006 – The Gender Challenge in Research Funding Report, 2009 Many Research projects and Conferences have been funded under the Framework Programmes across Europe on Women in Science, Women in Academia, Women in Industrial Research, Women Leadership in Academia … Science and /in Society gender projects have been grouped under 7 headings. Completed projects by 2010 : 40 14
What are the Main Achievements in EU In Summary, in order to advance towards the goal of gender equity in science and research, the EU and national governments have established the following set of intervention strategies: • Implementing structural changes to make human resource management more gender aware in universities and research institutions and modernising the organisational culture • Increasing women’s participation in science, technology and innovation, especially in industrial research • Empovering women in decision making positions in public research and private companies • Reconciling professional and private life (family-friendly working environment) • Reducing leaky pipeline and building a business case for work-life balance in universities and research institutes • Redefining research excellence with the participation of women • Overcoming gender bias in assessment criteria • Strenghtening gender research across the whole European countries. • Increasing number of Women Rectors and Vice Rectors in Europe Marie Curie Programme has already reached 40% Female participation 15
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