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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 - PowerPoint PPT Presentation
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31/10/2006 1Benefits of being a MemberAmbition without future?
Ambition without future
Obstacles and incentives in the scientific careers of men and women in Micro-Optics
Elke Van den BrandtNetwork of Excellence on Micro-Optics
Vrije Universiteit Brussel
31/10/2006 2Benefits of being a MemberAmbition without future?
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
31/10/2006 3Benefits of being a MemberAmbition without future?
Methods
• Data HR-databases networks
• 2 surveys Online, 8 Themes First: 245 respondents (67%) Second: 1357 respondents
31/10/2006 4Benefits of being a MemberAmbition without future?
Overview presentation
1.Current position
2.Career development
3.Ambition
4.Perceived discrimination
5.Working day
6.Job satisfaction and work values
7.Family situation
31/10/2006 5Benefits of being a MemberAmbition without future?
1. Current Position2. Career development3. Ambition4. Perceived discrimination5. Working day6. Job satisfaction and work values7. Family situation8. To conclude
31/10/2006 6Benefits of being a MemberAmbition without future?
Horizontal segregation
020406080
100
Naturalsciences
Engineeringand
technologies
Medicalsciences
Agriculturalsciences
Social sciences Humanities
Women
Men
0
20
40
60
80
100
Basic research Applied research Design Development Production
Women
Men
General scientific areas
Optics
31/10/2006 7Benefits of being a MemberAmbition without future?
Horizontal segregation (II)
31/10/2006 8Benefits of being a MemberAmbition without future?
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)
31/10/2006 9Benefits of being a MemberAmbition without future?
Vertical segregation:The Glass Ceiling
0
20
40
60
80
100
D C B A
Men
Women
0
20
40
60
80
100
D C B A
Men
Women
Engineering, technologyand natural sciences
Optics
31/10/2006 10Benefits of being a MemberAmbition without future?
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)
31/10/2006 11Benefits of being a MemberAmbition without future?
2. Career Development
1. Current Position
3. Ambition4. Perceived discrimination5. Working day6. Job satisfaction and work values7. Family situation8. To Conclude
31/10/2006 12Benefits of being a MemberAmbition without future?
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
31/10/2006 13Benefits of being a MemberAmbition without future?
3. Ambition
1. Current position2. Career development
4. Perceived discrimination5. Working day6. Job satisfaction and work
values7. Family situation8. To conclude
31/10/2006 14Benefits of being a MemberAmbition without future?
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
31/10/2006 15Benefits of being a MemberAmbition without future?
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)
31/10/2006 16Benefits of being a MemberAmbition without future?
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
31/10/2006 17Benefits of being a MemberAmbition without future?
4. Perceived Discrimination
1. Current position2. Career development3. Ambition
5. Working day6. Job satisfaction and work values7. Family situation8. To conclude
31/10/2006 18Benefits of being a MemberAmbition without future?
Perceived discrimination (I)
• 28% of women perceived discrimination, 13% of men Lack of appreciation and recognition Promotion opportunities Salary
• Note: sex and age
Men 13
87
Yes
No
Women28
72
-
Did you encounter any discrimination in the workplace during your career?
31/10/2006 19Benefits of being a MemberAmbition without future?
Perceived discrimination (II)
• 56% of women beliefs in fairness of selection and promotion procedures, 75% of men Subjectivity Lack of transparence
Men
76
12
12Yes
No
I don'tknow
Women
5720
23
-
Do you think these criteria for selection and promotion are fair?
31/10/2006 20Benefits of being a MemberAmbition without future?
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%)
31/10/2006 21Benefits of being a MemberAmbition without future?
5. Working Day
1. Current position2. Career development3. Ambition4. Perceived discrimination
6. Job satisfaction and work values7. Family situation8. To conclude
31/10/2006 22Benefits of being a MemberAmbition without future?
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:
44
29
136 4 3 1
57
28
7 4 2 1 20
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Women
31/10/2006 23Benefits of being a MemberAmbition without future?
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
31/10/2006 24Benefits of being a MemberAmbition without future?
6. Satisfaction
1. Current position2. Career development3. Ambition4. Perceived discrimination5. Working day
7. Family situation8. To conclude
31/10/2006 25Benefits of being a MemberAmbition without future?
Satisfaction
• Satisfaction (list of 20 items)
Ranking top 5 Men Women
Flexible working times 1 1
Intellectual challenges 2 3
Autonomy 3 2
Work content 4 5
Collaboration with colleagues 5 4
Ranking bottom 5 Men Women
Salary 1 1
Management of the organization 2 3
Promotion opportunities 3 2
Work load 4 4
Job security 10 ! 5
31/10/2006 26Benefits of being a MemberAmbition without future?
• 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!
Satisfaction (II)
31/10/2006 27Benefits of being a MemberAmbition without future?
• Discouraging factors: reason to change job
0
10
20
30
40
50
60
Salary and careerpossibilities
Work content Working conditions Personal life Organization People at work End of contract
MenWomen
Satisfaction (III)
31/10/2006 28Benefits of being a MemberAmbition without future?
7. Family Situation
1. Current position2. Career development3. Ambition4. Perceived discrimination5. Working day6. Job satisfaction and work values
8. To conclude
31/10/2006 29Benefits of being a MemberAmbition without future?
Family situation (I)
Family situation Men Women
Single 14% 17%
Couple without children 32% 31%
Couple with children 44% 32%
Other 10% 20%
Task division within household only including respondents living with partner
Men Women
You do most of household 3% 68%
Partner does most of household 73% 6%
Household is done equally by you and partner 17% 15%
Others do most of household 7% 11%
31/10/2006 30Benefits of being a MemberAmbition without future?
Family situation (II)
Problems combining work and household activitiesMen Women
1 Never or less than 1/year 30% 26%
2 Several times/year 35% 31%
3 Several times/month 22% 24%
4 Several times/week 9% 11%
5 Every day 4% 8%
• This pattern appears in all countries/regions.
• No differences? People with high household responsibilities work fewer hours per week.
31/10/2006 31Benefits of being a MemberAmbition without future?
8. To Conclude
1. Current position2. Career development3. Ambition4. Perceived discrimination5. Working day6. Job satisfaction and work values7. Family situation
31/10/2006 32Benefits of being a MemberAmbition without future?
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
31/10/2006 33Benefits of being a MemberAmbition without future?
Contact
Elke Van den Brandt
0032 485 61 63 15