Gender and Excellence
Does the goal of increasing the proportion of women conflict with ensuring scientific excellence? Shouldn't gender rather be irrelevant and performance be judged instead?
This very premise is followed by the General Equality Concept of Otto von Guericke University, which has made the promotion of aspiring female scientists one of its goals (cf. AGK 2018, p.24 ff.). In this context, a fair application procedure offers a large number of levers to create equal opportunities. However, the premise of preferential treatment of women applies in the case of equivalent "suitability, ability and professional performance" (Saxony-Anhalt Women's Promotion Act § 4 para. 2). However, it is noted there restrictively:
"This does not apply if there are reasons in the person of a competitor that outweigh the obligation to promote the actual equality of women and men."
Definition of scientific excellence
But who decides on a person's suitability and how is this defined? And do these decision-making factors work to the disadvantage of women? Decisive criteria are often:
| The Amount of Publications |
Bei der Anzahl an Publikationen wird oftmals die, überwiegend von Frauen übernommene, unbezahlte Sorgearbeit nicht mit einbezogen, ebenso wie Auszeiten in der Schwangerschaft oder während der Elternzeit. (vgl. Findeisen 2012, S.287). |
| The Willingness for Mobility |
Eine geringere Mobilitätsbereitschaft resultiert oftmals aus einer räumlichen Gebundenheit im Privatleben. Diese entsteht beispielsweise durch die Sorgearbeit älterer Familienangehöriger oder eigener Kinder (vgl. Becker u.A. 2011, S.6). |
| The (time) Commitment | Parents, especially women, need to be able to plan their time because they are juggling other balls in addition to their gainful employment (cf. Becker u.A 2011, p.6). Working time models should therefore be flexibly adapted to employees and not vice versa. Permanent availability is not to be equated with scientific commitment and interest. Fixed-term employment contracts and different working hours also make family planning more difficult. |
| The informal Network |
A broad informal network also has a career-enhancing effect (cf. ibid., p.293). This increases, for example, the probability of participating in research projects, being able to plan a career better through strategic knowledge, being invited to give lectures or being given additional areas of responsibility. It also makes it easier to circumvent bureaucratic hurdles. This lack of networking reduces the career advancement opportunities of many female scientists (cf. Paulitz 2020, p.34). |
| The subject-scientific Culture and Visibility |
Within disciplines, a subject culture can significantly influence the proportion of women (cf. Findeisen, pp.285-286). Especially in male-dominated disciplines, role stereotypes can be reproduced and linked to one's own subject, which leads to a lower self-identification of women with their field (cf. Brötzmann; Pöllmann-Heller 2020, p.13). For example, a feeling of lower esteem for one's own abilities within the discipline in the face of prevailing stereotypes can distort the perception of qualified female scientists, as well as their self-perception of their own performance (cf. Findeisen 2012, p.291, ff.). |
| Financing Options |
Often, female scientists experience an accumulation of disadvantages that result in limited funding opportunities. For example, a shorter publication list often gives the impression of lower qualifications. This can prove to be an obstacle when applying for grants, for example (cf. ibid., pp. 292-293). |
Sources:
- Becker, R.; Hilf, E.; Meschkutat, B; Tippel, C. (2011): All-time mobile? The importance of spatial mobility and temporal flexibility for women's careers. In: Becker, R.; Cornelißen, W.; Rusconi, A.: Women to the top - what to do. Berlin; Dortmund; Munich: BMBF; ESF, PP.4-11.
- Brötzmann, N.; Pöllmann-Heller, K. (2020): Programs to support women in STEM subjects at universities of applied sciences - new approaches through intersectional and subject-cultural perspectives. First results from subproject A "International and subject-cultural perspectives". Grant number: 01FP1714. Regensburg; Munich: BMBF joint project "MINT-Strategies 4.0 - Strategies for attracting women to STEM courses at universities of applied sciences".
- Findeisen, I. (2011): Hurdle race to excellence. Career stages of young female and male scientists. Wiesbaden: VS Verlag für Sozialwissenschaften.
- AGK - Allgemeines Gleichstellungskonzept (2018).
- Paulitz, T.; Braukmann, S. (2020): Female professors in the tension between excellence and equal opportunities: empirical findings from a qualitative interview study. In: IHF: Contributions to higher education research. Theme: Academic excellence and equal opportunities, pp.30-49.