Gendered Bullying in the Ivory Tower

Purpose This chapter contrasts “ideal worker” with “real worker” characteristics among STEM faculty in gendered organizations. The gap between the two reveals the need for academic institutions to revise the notion of and the policies for typical faculty members. Design All STEM faculty at a Midwestern research intensive university were asked to participate in a mail and web-based survey to study faculty experiences within departments. The response rate was 70%. Faculty were then categorized by their employment, education, and parent status, and by the work status of their spouse/partner, to assess how closely the faculty matched the ideal academic worker: a faculty member with a full-time home-maker partner. Findings Only 13% of the surveyed STEM faculty resemble the “ideal worker” by having a partner who is not employed and who ensures all family care giving. The vast majority of STEM faculty are men with an employed partner who is more likely to have a professional (33%) rather than a nonprofessional (22%) degree. Research limitations Only one, public, research-intensive institution in the Midwest United States was surveyed and therefore findings cannot be generalized to faculty at other research intensive institutions or to other types of institutions. Practical implications Rather than adding policies to attract women into academia, we find an urgent need make academic institutions rethink to match the reality of most faculty. Increasing flexibility in the academic workplace is not a “women’s issue” but a “faculty issue.” Value This paper provides evidence that supports institutional change to accommodate the new academic workers, most of whom are part of dual career couples.

The current Covid-19 pandemic has dramatically impacted families in the United States as working parents face increased demand for domestic labor at home while losing community and institutional support through pandemic closures. By integrating emerging research on gender norms and expectations regarding the division of household labor for working parents, the impact of Covid-19 on working mothers, and the gendered impact of infrastructure and the pandemic response in the United States, I aim to provide a holistic conceptualization and analysis of gender inequality and the division of labor in the home during the Covid-19 pandemic. Through summarizing and analyzing current literature, this review will contribute to new developments for future exploration in policy and practice and offer a framework for supporting families and working mothers as we move forward in the world of Covid-19.

Protocol for a systematic review: Interventions addressing men, masculinities and gender equality in sexual and reproductive health: An evidence and gap map and systematic review of reviews.

We investigate the relationship between marital satisfaction and the family division of both paid and domestic work, and we assess whether value preferences for the gender division, the balance of power, and perceptions of equity and empathy mediate this relationship in a random sample of 382 two-earner married couples. Using a path analysis, we find that the division of labor and role preferences affect marital satisfaction mainly through perceptions of fairness, but what is fair is different for husbands and wives. The gendered meanings attached to domestic and paid work are important in understanding these differences and lend support to a gendered model of marital satisfaction. Key Words: division of labor, fairness, gender, marital satisfaction, two-earner marriage. Since the 1960s, the family division of labor has changed markedly in at least one respect. In the majority of married couples of the 1990s, husbands are no longer the sole breadwinners (Wilkie, 1991). It is uncertain whether couples find shared breadwinning satisfying, particularly because there has been little change in wives' responsibility for family domestic work. Many employed married women face a double day or a second shift, combining paid and unpaid work (Goldscheider & Waite, 1991; Hochschild, 1989). On average, employed wives work fewer hours for pay than husbands and earn less, while their husbands still do less than a third of the domestic labor. However, these averages conceal considerable variation in how paid and unpaid work is divided (Ferree, 1991; Hochschild, 1989; Spitze, 1988). We investigate the relationship between variations in the division of labor and wives' and husbands' marital satisfaction among two-earner couples. This study extends prior research on the family division of labor and marital satisfaction in several ways. First, we address how the actual division of paid and unpaid work relates to husbands' and wives' marital satisfaction. We ask whether men's marital satisfaction is more influenced by the division of income, the arena for which men are conventionally held responsible, or whether women's marital satisfaction is more influenced by the division of domestic work, the arena for which women are conventionally held responsible. We look at work as a gendered experience, and we consider how net differences in the total division of labor (hours on the job and in domestic labor combined) contribute to perceptions of unfairness. This research also examines the specific mediating processes by which the division of labor affects husbands' and wives' marital satisfaction. We employ a combination of equity theory and gender theory to examine these mediating processes. This approach leads us not only to specific predictions about perceived inequity, but also to gendered processes that may make perceptions of fairness less relevant. We expect that couples will divide their work differently depending on their values and that each partner's interpretations based on feelings of threat, love, or perceived fairness may lead to different effects on marital satisfaction than the division of labor alone. We focus our analysis on two-earner married couples for several reasons. First, among twoearner couples, gender norms are most contested (Hochschild, 1989). The norm of male breadwinning is directly challenged by wives' employment, and employed wives are more likely than fulltime housewives to expect their husbands to share domestic work (Potuchek, 1992). Second, perceived equity in the gender division of family labor is most problematic for two-earner couples. Women with paid jobs have an average total workday that is longer than the workday of their husbands or of full-time housewives, but only about one quarter of employed married women report finding the status quo unfair (Geerken & Gove, 1983; Pleck, 1985; Spitze, 1988). Finally, two-earner families are today's dominant pattern. …

Contribution: This article explores issues of respect and inclusion among full-time non-tenure-track (NTT) electrical engineering faculty. Background: NTT faculty members are an important and growing part of electrical engineering programs in the USA. This article complements prior research on NTT faculty member career satisfaction and effectiveness, providing perspectives from the NTT faculty members themselves on their experiences with respect and inclusion. Research Question: The research question for this article is: How do NTT faculty members experience respect and inclusion in electrical engineering departmental cultures? Methodology: Using a qualitative design and semi-structured interview protocol, data were collected via 45-min interviews with 13 full-time NTT engineering faculty. The analysis used thematic coding. Findings: Most participants in this article work in departmental cultures that diminish their effectiveness. They are keenly aware of whether they feel respected and included in their department and these factors significantly affect their career satisfaction. Many of the participants have been specifically excluded from departmental discussion affecting their work, have suffered the effects of policies that are biased against them, and have been told directly or indirectly that their appointments are not valued by their administration or other faculty.

The paper analyzes changes in the gendered division of family labour and the recent phenomenon of active fatherhood in Slovenia. Based on qualitative empirical evidence, the authors argue that changes in the relocation of care between women and men in family life arc significant in the values and expectations of individuals rather than in practices. Gender inequality in family labour is not seen only in the allocation of domestic work and childcare as such, but also in the allocation ofresponsibilities, strategies of negotiation etc. This means that women usually take over the organisation imd management of the home, study and the carrying out of domestic work. This holds important practical and symbolic consequences that are addressed in the paper. Within the division of family labour, several changes are observed in parenting where in particular the emotional part of caring has become the domain of both parents. The article focuses especially on changes in the paternal role and the consequences for the gendered division of labour within the family. The so-called new or active fatherhood in Slovenia is chiefly present in the form of a supp011ing paternal role, which strengthens and maintains the position of motherhood and mothering as the primary family role, and puts the fathering role in a secondary, supportive position. Consequently, active fatherhood is not directly connected with a more equal division of labour or even the notion of gender equality. The authors discuss social contexts, subjective and structural factors/obstacles to changes in the gendered division of family labour in Slovenia.

This article explores how gender norms rooted in culture and religion influence gender inequality among Malay couples in Malaysia. Studies on the unbalanced division of unpaid domestic work are pivotal because they negatively affect women’s economic status, well-being and life. Many studies have indicated that gender inequality in the division of household labour persists even after accounting for paid work time and resources, suggesting that gender norms lead to the unequal division in unpaid domestic work. By using gender perspective as the theoretical perspective, this study explores how men and women behave according to cultural and religious defined gender roles and are expected to behave as such. In this qualitative study, semi-structured interviews were conducted with nine Malay couples in Malaysia. The study suggests that women shoulder a disproportionate amount of housework and childcare due to the cultural and religious gender norms that foster the prescribed roles, emphasising men’s role as the primary breadwinners and women’s role as the homemakers. This study highlights that gender norms rooted in culture and religion plays vital roles in creating gender inequality among Malay couples. Moreover, this study adds support to the gender perspective that not only gender role ideology matter, but also highlights that religiosity matters when accounting for gender norms in Malay society. This study implies that recognising the importance of cultural and religious gender norms around domestic work as women’s work is crucial in narrowing the gender gap in unpaid domestic work.

Bullying research is often based upon Bronfenbrenner’s socioecological model, focusing on contextual level aspects associated with individual bullying experiences. Thus, various relevant contextual determinants of bullying have been identified, including classroom climate and school climate. However, even if interpersonal relationships are defined broadly in the definitions of classroom and (especially) school climate, its empirical investigation is limited to student–student or student–teacher relationships. In the current study, we included aspects of teacher–teacher relationships in the analyses by investigating staff communication at school. We investigated the associations between staff communication, student–student relationship quality in the classroom, and students’ bullying experiences. In addition, we investigated if staff communication may be indirectly linked to students’ bullying experiences via student–student relationships in the classroom. The sample was drawn from 556 teachers (79% female, Mage = 50.6, SDage = 8.44) and 2,071 students (49% female, Mage = 13.63, SDage = 1.17) in 114 classes across 24 schools in Germany. Two-level- and three-level models were performed. Findings suggest that rivalry as an aspect of student–student relationships in the classroom (a part of the classroom climate) is associated with students’ bullying experiences as bullies, victims, and bully-victims. While staff communication is not directly associated with students’ bullying experiences, it is indirectly associated with it via rivalry in the classroom. The findings also show that staff communication at school is associated with student–student relationships in the classroom. The study has implications for school-wide anti-bullying measures that should also include teacher–teacher aspects, and that future research should endeavour to include both class-level and school-level contexts.

The current study investigates how descriptive and prescriptive gender norms that communicate work and family identities to be (in)compatible with gender identities limit or enhance young men and women’s family and career aspirations. Results show that young adults (N = 445) perceived gender norms to assign greater compatibility between female and family identities and male and work identities than vice versa, and that young men and women mirror their aspirations to this traditional division of tasks. Spill-over effects of norms across life domains and cross-over effects of norms across gender-groups indicated that young women, more than young men, aimed to ‘have it all’: mirroring their career ambitions to a male career model, while keeping their family aspirations high. Moreover, young women opposed traditional role divisions in the family domain by decreasing their family aspirations in face of norms of lower family involvement or higher career involvement of men. Conversely, in line with traditional gender roles, young men showed lower family aspirations in the face of strong male career norms; and showed increases in their career aspirations when perceiving women to take up more family roles. Young men’s family aspirations were, however, more influenced by new norms prescribing men to invest more in their family, suggesting opportunities for change. Together, these findings show that through social norms, young adults’ gender identity affects aspirations for how to manage the co-presence of their work and family identities. Altering these norms may provide leverage for change to allow both men and women to combine their multiple identities in an enriching way.

For the HIV epidemic to end so must gender inequality

Unequal division of domestic labor has been seen as a one of the most commonly documented feature on gender inequality in the western countries. The relevance of studying the division of labour in the household has actualized as female participation rates in paid labour have increased and changes in employment systems have taken place. Division of labor refers to the amount and share of time men and women spend in paid and unpaid work. Unpaid work includes domestic chores such as cleaning, repairs, preparing meals, but also caring for children. Unpaid work is usually divided in three subgroups: core household tasks i.e. housework, repairs and household upkeep and child care. Paid and unpaid work together comprises so-called total work time. The main international trend from 1960s onward has been that men have increased and women decreased their time spend in unpaid work. This convergence has been as result of decrease in women’s, but also increases in men’s time spend in unpaid work.

Purpose This paper aims to utilize a mixed-embeddedness approach to examine how state welfare policies, employment conditions and gender norms shape orientations to divisions of business and domestic labor among Czech copreneurs, i.e. romantic couples involved in businesses together. Design/methodology/approach Twelve copreneur couples were interviewed; male and female partners were interviewed separately. Women’s narratives are centered in analyzing motivations for business, divisions of labor, orientation to business/family and state policies. After detailing women’s orientations, correspondence with male partner orientations is considered. Findings Analysis reveals how state policies, employment conditions and gender norms inform copreneur narratives about business and family life in the Czech Republic. Female respondents expressed three orientations: business as opportunity, business for family and business/home as teamwork. Women tended both business and family, whereas most male partners focused exclusively on business. Research limitations/implications Although the small, purposive sample was not representative of all Czech copreneurs, findings detail how social context frames business/family dynamics. Practical implications This mixed-embeddedness perspective demonstrates how gender norms, state taxation and welfare shape the organization of Czech copreneurships and can support or discourage women’s entrepreneurship. Social implications Mechanisms producing gender inequality in copreneur businesses are revealed. Originality/value Findings identify connections between female copreneur business/family orientations and the context of gender regimes, state policy and employment practices in a post-socialist country. Also revealed are changing orientations across family and business stages.

United in Patriarchy? A View from across the (Aegean) Pond

ABSTRACTGender distribution in relation to academic rank and salary is explored across Commission on Accreditation for Marriage and Family Therapy Education (COAMFTE) accredited training programs. The researchers collected faculty gender, academic rank, institution’s Carnegie Classification and program type data from 126 COAMFTE accredited programs. Findings confirmed that even though women faculty tend to be larger in number, there is a higher proportion of men faculty at higher academic ranks and within research intensive institutions. Salary data of 35 public institutions indicate that men faculty are paid 12% more than women faculty. Future research into the mechanisms that prevent women from advancement and higher pay is recommended.

Teacher leadership has its beginnings in Western countries as a response to fast changes that have taken place in the social, political, and economic environments. Currently in the Latin American context it has become a focus of interest for educational researchers particularly because the incipient research on the topic in these contexts. This study focused on knowing the elements, contexts, and attributes identified by college teachers about teacher leadership southeastern Mexico. All full-time faculty from a college at a public university (50) participated in this study, 20% of whom have formal administrative functions in addition to their teaching. The main findings show that: the main elements that are related to the concept of teacher leadership are behaviors focused on interpersonal relationships and school innovation. Regarding the contexts, the development of teacher leadership is often based on institutional context and collaborative work. Regarding the attributes, special emphasis is placed on interpersonal relationships, change, and individual development and recognition. No significant differences were found in the perceptions of participants who have an administrative appointment and those who do not, regarding the contexts and attributes of teacher leadership, except for the elements of the concept of teacher leadership between men and women.