T HE DCU W OMEN IN L EADERSHIP I NITIATIVE Tuesday, 3 rd November 2015
Launch of DCU Women in Leadership 1. Prof Brian MacCraith, President of DCU 2. Aurora Leadership Development Programme - the DCU experience - Dr Anne Sinnott, Dean of DCU Business School 3. What Women Want? Gender, Careers and Higher Education Leadership - Dr Janine Bosak, DCU Business School 4. Making the world of work more equal - Ms Averil Leimon, White Water Group 5. Initiatives to support women in leadership - Ms Marian Burns, Director of HR
T HE DCU W OMEN IN L EADERSHIP I NITIATIVE Tuesday, 3 rd November 2015 Prof Brian MacCraith, President of DCU
DCU Women in Leadership Initiative Prof. Brian MacCraith President, DCU Nov 3, 2015
GENDER IMBALANCE IN IRISH HE % of Senior Academic Staff across 7 Irish Unis: Male: 71% Female: 29%
Distribution of Academic Grades by Gender Grade % Male % Female Approx. Ratio Professor 83% 17% 5:1 Assoc. Prof 76% 24% 3:1 Snr. Lecturer 67% 33% 2:1 Lecturer 50% 50% 1:1 UNACCEPTABLE!
NO MORE TALK TIME FOR ACTION • Change the Ratio • Change the Culture • Specific Actions • Including Listening & Research
MULTI-FACETED PROBLEM • Unconscious Bias? • Quantitative Promotion Criteria? • Confidence vs Competence? • Family-unfriendly environment ? • Absence of Role models? • Evidence base? • Culture of institution? • ….
“At a public conference I won’t serve on a panel of two people or more The pledge* unless there is at least one woman on the panel, not including the Chair.” * http://www.owen.org/pledge Owen Barder, Director, Centre for Global Dev.
TIME FOR ACTION • DCU Women in Leadership Initiative • Actions, Research & Listening • This is Day 1…
Thank You! Go raibh maith agaibh!
T HE DCU W OMEN IN L EADERSHIP I NITIATIVE Tuesday, 3 rd November 2015 Dr Anne Sinnott, Dean DCU Business School
Aurora Leadership Development Programme 3 rd November 2015
Outline • Background and objectives of Aurora • Who is Aurora for? • Aurora Programme 2015 • Aurora Programme 2016
Background to Aurora The Aurora Programme was established in 2013 by the Leadership Foundation* The ambitious and explicit long term aim of Aurora is to increase significantly the number of women reaching senior leadership positions within Higher Education Institutions * Morley, L. (2013), Women and Higher Education Leadership: Absences and Aspirations www.ifhe.ac.uk/en/research- resources/publications/index.cfm/Morley
…links to the wider debate
Objective of Aurora? The objective of this programme is • to embed a leadership mindset whereby women identify themselves as leaders and seek appropriate opportunities to develop capabilities, skills and networks to support them in their developing careers
Who is Aurora for? • Female Academics up to senior lecturer level • Must be nominated by School/Institution • Participants must be matched with a mentor for the duration of the programme
Aurora Programme 2015 • Six DCU participants in 2015 • Each was matched with a mentor for the duration of the programme - 12 months • Four role models from DCU attended the development days and facilitated discussions among participants I would like to say how grateful I am for being sponsored to attend this programme. I appreciate it enormously on so many levels and have every intention of using every word I heard to pursue my career objectives
Comments from Participants ‘I found the networking opportunities and meeting so many other ambitious I think the programme is women very useful and valuable and plays a role in having these connections for a long time to come’ making you stop and think about what you should be doing and encourages you to be more strategic in your approach to your career .’ Overall the speakers were all excellent and inspiring and engaging role models made a big difference to group discussions.’
The Aurora Programme 2016 The programme consists of: • Four one day development days – see them as the starting point for development - Identity, Impact and Voice – January 7 th - Power & Politics – February 18 th - Core Leadership Skills – April 28 th - Adaptive Leadership Skills – May 19th • 1 Action Learning Set – March 15 th • Online resources throughout the programme
T HE DCU W OMEN IN L EADERSHIP I NITIATIVE Tuesday, 3 rd November 2015 Dr Janine Bosak, DCU Business School
What Women Want… Gender, Careers and Higher Education Leadership Dr Janine Bosak November 3 rd 2015
Academia: Women and Leadership 100% 90% 80% 70% 60% Women 50% Men 40% 30% 20% 10% 0% UCD UCC NUIG NUIM TCD UL DCU Source: Higher Education Authority 2013
Academic Talent Pipeline by Gender 90% 80% 70% 60% 50% Men 40% Women 30% 20% 10% 0% Lecturer Senior Lecturer Associate Full Professor Professor Source: Higher Education Authority 2013
Why is Gender Equity Important? 1. Equity 2. Excellence 3. Efficacy 4. Efficiency Logue, 2006; Osborn, 2010
Gender Stereotypes 29 Set of expectations of the typical characteristics and behaviors of men and women Decisive, affectionate, Competitive, gentle, Willing to take risks, sympathetic, Dominant whiny, etc. COMMUNION AGENCY Common Stereotype of Men Common Stereotype of Women
Think Manager-Think Male (TMTM) 30 Correlation of Traits ascribed to Managers with Traits ascribed to Men and Women (Schein, 2001) Decisive, affectionate, Successful Competitive, gentle, Willing to take risks, sympathetic, Manager Dominant whiny, etc. , etc. COMMUNION AGENCY Common Stereotype of Men Common Stereotype of Women
Self-Limiting Behavior/-selection • Lack of confidence, low self-efficacy beliefs (Betz & Hackett, 1981; Bosak & Sczesny, 2008) • Women are more likely to accept personal responsibility for failure and less for success (Deaux As is our confidence, so is & Farris, 1977) our capacity. • Feminine Modesty (Cialdini and De Nicholas, 1989) William Hazlitt
Prejudice and Discrimination • Two types of prejudices toward female leaders (Eagly & Karau, 2002): 1. Believing that women have less leadership ability than men (descriptive stereotype) 2. Evaluating the behavior of female leaders less favorably than that of male leaders (prescriptive stereotype) • Both types can occur when men and women are objectively equal
Gender Bias in Academia: Evidence CVs Science faculty from research intensive universities rated applicants for lab manager role (Moss-Racusin et al., 2012) Letters of Recommendation for Faculty Positions (e.g., Madera et al. 2009; Schmader et al., 2007; Trix & Spenka, 2003) Funding Success and Publications (e.g., Gannon et al., 2001; Wenneras & Wold, 1997) Teaching Evaluations (e.g., Huntington News, 2015; Das & Das 2001) Queen Bee (e.g., Ellemers et al., 2004; Staines et al., 1973)
The Maternal Wall VS. Cuddy et al., 2004; Drago et al. 2005: Okimoto & Heilman, 2012; Williams, 2005, 2010
I have frequently been questioned, especially by women, of how I could reconcile family life with a scientific career. Well, it has not been easy. Marie Curie, two-time Nobel Prize winner and mother of a daughter, Irène Joliot-Curie, who also won the Nobel Prize
Academia, Culture and Motherhood Gendered Division of Labor: Stay-at-home spouses or spouses in flexible careers?! Working hours across life domains: (Mason et al.2002) Childless men and women: 78 hours on average Men with Children: 88 hours on average Women with Children: 100+ Working hours - assistant professors with children: (Jacobs & Winslow, 2004) Men (52.6 hours) vs. Women (56.3)
What Women want… “But its their choice, isn’t it?” Realistic choices in context or, differently put, constraint choices rather than preferences
Making Choice Happen… Universities Adopt ‘good’ HR practice Promote an Support enabling parents and leadership carers style Target positive Tackle indirect action for discrimination women Adapted from Doherty and Manfredi, 2010
Making Choice Happen...Women 1. Expect career impediments that are different from and more difficult than those for men 2. Be aware of the catch 22 and counteract it 3. Ask people to advocate for you 4. Build social capital and social support networks 5. Seek opportunities but be aware of sinking ships 6. Proactively manage the family-work interface !! Have confidence in yourself and your abilities!!
Many thanks!!
T HE DCU W OMEN IN L EADERSHIP I NITIATIVE Tuesday, 3 rd November 2015 Ms Marian Burns, Director of Human Resources
DCU Women in leadership - Current Initiatives Extend the Aurora Leadership Development Programme All staff who participate in recruitment and promotion processes will be trained in unconscious bias. Resubmit the Athena SWAN application. University level meetings not to start before 9.30am or after 3.30pm.
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