Women University Presidents Forum 16-19 September 2009 - PowerPoint PPT Presentation

16 September 2009, Nanjing 4th World Women University Presidents Forum 17 ’09’ 08 leuven 4th World Women University Presidents Forum 16-19 September 2009 ııııııııııııııııııııııııııı Women Academics and Women Leaders in Higher Education Prof. Dr. Gülsün SAĞLAMER Istanbul Technical University Template Design by Dr. Fatma Erkok

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing Overview 17 ’09’ 08 leuven • Women in Higher Education: Horizontal and Vertical Segregation • Women Academics • UNICAFE Project • University Leaders • Main reccomendations of UNICAFE Project ııııııııııııııııııııııııııı • Beyond the Glass Ceiling: Women Rectors Across Europe Meeting 11 November 2009 • Turkis Case and ITU: Snapshot of Istanbul Technical University (ITU) • Conclusions

16 September 2009, Nanjing Women in Higher Education Data for academic staff by gender show 17 ’09’ 08 leuven patterns of both • vertical and • horizontal segregation. Women first began to enter colleges and universities as both students and faculty around one hundred and fifty years ago. Not surprisingly, women have been struggling for equality within academia since the middle of the nineteenth century The Association for Women Faculty, 2005

(%) Women Professors in all disciplines in the World (OECD,2004) 10 15 20 25 30 35 40 45 50 0 5 Turkey Portugal A (Full) France Spain Sweden Italy B (Assoc.) Greece UK Germany Netherlands C (Assist.) Australia USA Israel 17 ’09’ 08 leuven Switzerland Ireland 16 September 2009, Nanjing

16 September 2009, Nanjing 16 September 2009, Nanjing Glass Ceiling Index, 2004 (She Figures, 2006, pg59) 17 ’09’ 08 leuven Turkish Female Academics Ph.D: 42%, C Staff: 33%, B Staff: 31%, A Staff: 27%

16 September 2009, Nanjing 4th World Women University Presidents Forum Metaphors Some of the metaphors referring to women’s 17 ’09’ 08 leuven predicament in academia are discussed widely. Metaphors linked to universities such as  “ Ivory Tower ” brought the new metaphor of “ Storming the Tower ” Metaphors related to ııııııııııııııııııııııııııı  “ Glass Ceiling ” which defines limitation on academic promotions for women  “ Chilly Climate ” which depicts the fuzzy academic processes for women reflects inconveniences in the academic environment.  “ Leaking Pipeline ” which defines the decreasing women representation throughout academic life

She Figures, 2006 pg42 Education Sector(HES) by field of science, Proportion of female researchers in the Higher 17 ’09’ 08 leuven 4th World Women University Presidents Forum ııııııııııııııııııııııııııı 16 September 2009, Nanjing 16 September 2009, Nanjing

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing Proportion of female researchers in the Higher Education Sector(HES) by field of science (She Figures 2003 pg42) 17 ’09’ 08 leuven Field of sciences: nat.sci., eng&tech, med.sci., agr. sci., soc. Sci., humanities • Turkey has the minimum standard deviation(2.020) • Ireland and Spain are the following countries in terms of standard deviation (2.104-2.542) • Latvia, Slovenia and Estonia have the Maksimum standard ııııııııııııııııııııııııııı deviations (19.532-14.406-14.229) • Engineering &Technology has the lowest female representation among other fields of science across EU Small standard deviation is an indicator for uniform distribution of female researchers in HES by field of science which can also be interpreted as an indicator for less horizontal segregation.

science, She Figures,2006 Proportion of female grade A staff by main field of 17 ’09’ 08 leuven 4th World Women University Presidents Forum ııııııııııııııııııııııııııı 16 September 2009, Nanjing

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing Proportion of female grade A staff by main field of science, 2004 17 ’09’ 08 leuven • Turkey has the largest proportion of female grade A staff in Engineering and Technology (15.6) and second largest proportion after Portugal in Natural Sciences (27.5 - 25.7) • Turkey has the largest proportion in all fields (mean ııııııııııııııııııııııııııı value 22.33%) • Minimum standard deviations belong to Belgium, Czech Republic and Germany where they have less female representation (8.05 -10.75 - 8.06) • Standard deviations vary between 3.77-10.80. Turkey has 7.60

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing UNICAFE Project 17 ’09’ 08 leuven  Survey of the Uni versity Ca reer of Fe male Scientists at Life Sciences versus Technical Universities  UNICAFE Project (2006-2008)  Specific Support Action (call identifier: FP6-2005- Science-and-society-17) with the specific objective of deepening and broadening the ııııııııııııııııııııııııııı quantitative knowledge base on women and science in Europe www.unicafe.ee   Synthesis report  Beyond the Glass Ceiling University Career of Female Academics in Engineering,Technology and Life Sciences

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing Partners 17 ’09’ 08 leuven • Hungarian Science and Technology Foundation co-ordinator • Budapest University of Technology and Economics BME Hungary ııııııııııııııııııııııııııı • Medical University of Graz – MUG Austria • Istanbul Technical University – ITU Turkey • Semmelweis University – SE Hungary • Tallinn University of Technology – TUT Estonia • University of Oulu – OUL Finland • University of Tor Vergata – URTV Italy - Rome

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing Women in the University Boards 17 ’09’ 08 leuven The proportion of women in the University Board is in 2004/05 – MUG 27% – ITU 20% (30% 2008) ııııııııııııııııııııııııııı – OUL 20% – SE 20% – BME 15.4% – TUT 10% – URTV 10%

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing University leaders, 1999/2000 – 2004/2005 academic years • ITU – seven female deans, one female rector for two 17 ’09’ 08 leuven cycles, four vice-rectors; (10 deans, 5 vice rectors, 1 rector by 2008) • OUL – two female vice-rectors for two periods, no female dean at the Faculty of Technology and Faculty of Medicine • SE – no female rector, no deans, one vice-rector ııııııııııııııııııııııııııı • BME – no female rector, no vice-rector; only one female dean has been appointed in the history of the university • MUG – no female rector, two female vice-rectors from 4, no deans • TUT – no female rector, no vice-rector, no deans • URTV – decision-making positions have always been taken by men: rector and deans are men

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, nanjing Heads of department, 2004/2005 17 ’09’ 08 leuven • ITU – 9 out of 27 • OUL – 0/5 at the Faculty of Technology; 4/7 at Faculty of Medicine • SE – 9/45 ııııııııııııııııııııııııııı • BME – 3/74 • MUG – n.d./39 • TUT – 1/31 • UTRV – 2/27

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing Hierarchical structures Careers at the faculties of engineering,2004/2005 17 ’09’ 08 leuven 100 90 80 70 60 ııııııııııııııııııııııııııı 50 % 40 30 20 10 0 Grade D Grade C Grade B Grade A BME, HU – Male BME, HU – Female ITU, TR – Male ITU, TR – Female TUT, EE – Male TUT, EE – Female OUL, FI – Male OUL, FI – Female URTV, IT – Male URTV, IT – Female

16 September 2009, Nanjing 4th World Women University Presidents Forum 16 September 2009, Nanjing UNICAFE Main reccomendations • Equality and diversity targets should be stated in the mission statement of the university 17 ’09’ 08 leuven • Take Measures to raise the gender awareness in the management and staff of the university • Prepeare Gender equality plan both on faculty and on university level • Define Responsible organisational units and persons for implementing the gender equality plans • Implementations should cover – Working conditions, salaries, career advancement, training, ııııııııııııııııııııııııııı maternity/paternity and childcare allowances – Sex disaggregated data collection and monitoring of university structures and processes: staff (considering e.g. different career levels and working fields), pay gaps, age gaps, promotions, drop-outs • Employ external and internal experts to controll the gender policy at the university year by year • Provide the financial incentives for these developments • aim to make more visible the reasons, practices and action culture that maintain and reproduce women’s underrepresentation in the highest positions