Female Colleagues Research Articles

Margaret Chorley Crosfield, FGS: the very first female Fellow of the Geological Society

Abstract In May 1919 the first female Fellows of the Geological Society were elected and from then on attended meetings at the Society. The first person on the female fellows’ list was Margaret Chorley Crosfield. She was born in 1859 and died in 1952. She lived all her life in Reigate in Surrey. After studying and then leaving Cambridge, Margaret had sought to join the Geological Society of London for many years, in order to gain recognition of her research work, but also to attend meetings and use the library. This paper will look at her history and trace her geological achievements in both stratigraphy and palaeontology, as well as her extraordinary field notebooks that she left to the Geological Survey. She worked closely with two female geological colleagues, Mary Johnston and Ethel Skeat. Margaret Crosfield epitomizes the educated, amateur, independent woman who wanted to be recognized for her work, especially fieldwork, at a time when female contributions, especially in the field sciences, were not always acknowledged or even appreciated.

Something in the atmosphere? Michael Chekhov, Deirdre Hurst Du Prey, and a web of practices between acting and dance

This article contextualises principles of Chekhov’s technique within convergent developments in dance by bringing into focus the interesting web of connections between Chekhov’s female colleagues – specifically his associate Deirdre Hurst Du Prey – and key pioneers in the field of dance and dance-mime, including Mary Wigman, Isadora Duncan, Martha Graham and Margaret Barr. Their cross-connections broaden our view on the canon of embodied theatre practice, and also open up reflection on how overlaps between acting- and dance principles may be useful for contemporary embodied theatre practice and its efforts to work across these currently (in the Western conservatoire context) quite segregated disciplines.

The Impact of Gender, Race/Ethnicity, and Children on Wage Disparities Among Active Clinical Physical Therapists

Research ObjectivePay inequality continues to be more persistent in particular occupations, such as the medical/health care setting. According to a study in Social Science and Medicine, even within traditionally female‐dominated occupations such as Nursing and Physical Therapy (PT), men continue to earn more than their female colleagues. One study by Williams found that wages within female‐dominated professions/occupations were lower overall in comparison with the male‐dominated professions/occupations. Currently, there are approximately 230 000 PTs in the United States, with females comprising approximately two‐thirds of all active clinical physical therapists. The average PT salary is $67 106.00, with men averaging $80 761 and women averaging $61 360. Previous research has found both racial/ethnic wage disparities, as well as gender disparities. Recent research suggests that gender gaps in salary may be due to time taken off work for child care. The purpose of this study is to go beyond previous research by explicitly taking into account the confluence of gender, race/ethnicity, and the household presence of minor children in the analysis of wages within Physical Therapy.Study DesignSecondary data analysis using the 2012‐2016 American Community Survey Public Microdata Sample (ACS PUMS) from the U.S. Bureau of the Census was employed. Statistical techniques included bivariate and multivariate regression analyses.Population StudiedThe 2012‐2016 American Community Survey Public Microdata Sample (ACS PUMS) contains over 15 million respondents and is representative at the state and national levels; 12 311 nonmanagerial physical therapists in active clinical practice were selected for this analysis. Salary was computed by first calculating hourly wage, based on county of employment, then multiplying by 2080 (40 hours/week for 52 weeks/year) to standardize to a full‐time annual salary. Salary was further standardized by adjusting for the county‐level cost of living index (COLI), computed by the Council for Community and Economic Research. Only PTs working 32 hours per week or more aged 50 and under were analyzed. Combinations of gender, race/ethnicity, and presence of children under 18 in the household were calculated and run as a series of dummy variables. Blacks and Hispanics were combined to increase sample size. Age, educational attainment, and marital status were included as control variables.Principal FindingsCompared to White non‐Hispanic males, Black and Hispanic women earn the least, followed by White non‐Hispanic females, followed by Black and Hispanic males, and followed by Asian non‐Hispanic females. Only Asian non‐Hispanic males earned more than White non‐Hispanic males. The presence of minor children at home did not explain wage gaps between males and females.ConclusionsSerious wage disparities exist by race and gender that cannot be explained by the presence of children, education, or years working.Implications for Policy or PracticeFurther research into organizational practices and policies is warranted to determine the role of potential bias and discrimination.

How Power and Discretion Attenuate the Queen Bee Phenomenon in Top Management Teams

The Queen Bee (QB) phenomenon posits that senior women in male dominated work contexts (e.g., top management teams) strive for success by distancing themselves from junior female colleagues. This psychological distancing is theorized to be a response to longstanding gender discrimination. However, findings that have tested this phenomenon are mixed. We suggest that this may be due to institutional constraints, rather than female CEO preferences. We posit that female CEOs will have a higher representation of women on their TMT, and thus avoid the QB phenomenon, when not constrained by organizational factors. We find that female CEO presence does negatively relate to TMT female representation (as QB literature suggests), but that this relationship is weakened by CEO power, lack of board vigilance, and CEO confidence.

Physicians' Earnings Do Not Affect Their Online Ratings.

Objective: Physician-rating websites have exploded in popularity in recent years. Consequently, these sites have garnered attention from researchers interested in factors influencing patient satisfaction. A doctor's earnings might reflect practice patterns that could influence their patients' perceptions. We sought to explore any association between physicians' earnings and their online ratings.Methods: The names and billings of 500 physicians from British Columbia, Canada were randomly extracted from the 2016-17 BC Blue Book and matched to their profiles on RateMDs.com. Physicians' earnings were compared to their global ratings and to their Staff, Punctuality, Helpfulness, and Knowledge scores. Earnings and ratings were also compared between men and women, as well as between family medicine, surgical, and internal medicine and subspecialties cohorts.Results: We found no significant correlation between physicians' earnings and their global online ratings (p = 0.304). Weak negative correlations existed between earnings and Staff and Helpfulness ratings (Spearman's rho = −0.055, p < 0.001; rho = −0.033, p < 0.028). Online ratings were largely favorable (mean MD rating of 3.85/5. Male physicians earned significantly more than their female colleagues ($371,734.85 and $261,590.82, respectively; p < 0.001), but no significant difference existed between men and women with regards to online ratings (mean 3.87 and 3.81, respectively, p = 0.191). Surgical and Family Medicine specialties showed a negative correlation between income and ratings; no relationship was seen in the internal medicine and subspecialties cohort.Conclusions: No meaningful association was found between physicians' earnings and their online ratings, although there is an impact of specialty grouping. Patients tend to review doctors favorably online; these data add to the discussion of whether male and female doctors are differentially rated. Trends toward increased transparency in health care systems may help to elucidate how doctors' earnings influence patients' perception of and satisfaction with the care they receive.

Distancing or drawing together: Sexism and organisational tolerance of sexism impact women's social relationships at work

AbstractThis article examines the role of organisational climate in women's social responses to sexism at work. We argue that after experiences of sexism, women “draw together” with other women when they perceive that the organisational climate is intolerant of sexism. We assess the role of organisational climate at three levels: peer‐, manager‐, and policy‐level. We conducted a correlational study (Nstudy1 = 405) and two experimental studies (Nstudy2 = 377, Nstudy3 = 391), in which we examined women's experiences of sexism at work (measured in Study 1; manipulated in Studies 2 and 3). We also measured perceived tolerance of sexism at the peer‐, manager‐ and policy‐level in all studies. The main DVs were women's workplace friendships with other women in Studies 1 and 2, and closeness to female co‐workers in Study 3. Results showed that perceived tolerance of sexism from peers was especially important in shaping women's social relationships following experiences of sexism; tolerance from managers or at the policy level had less consistent effects. Specifically, experiences with sexism were positively associated with female participants' reported friendship (Studies 1 and 2) and closeness (Study 3) with their female colleagues, but only when peers were perceived not to tolerate sexism. When peers were perceived to tolerate sexism, female participants did not respond to sexism by drawing together.

Catching identitiesin flight

AbstractWe present a case study of a small talk sequence in a Belgian workplace between two female colleagues with a migration background, in which they share stories with each other on racial micro-aggressions they personally experienced. We draw on the social practice approach and focus on the narrators’ identity work in this interaction. We found that the narrators construct stories in which powerless and outgroup identities are projected upon them in the storyworld, but by means of which more empowered identities and an ingroup with the interlocutor are talked into being in the storytelling world. Interestingly, these findings can be linked to the rejection-identification dynamic. This social psychological model shows that individuals who experienced discrimination are able to buffer negative consequences to their psychological well-being by identifying with the group that is discriminated against. This article adds to this earlier research by showing the crucial role of language, in particular of storytelling and small talk, in this rejection-identification dynamic.

Beliefs and attributions: Insider accounts of men’s place in early childhood education and care

Theoretical perspectives, and a large body of empirical research examining sex-segregated occupations, identify the attitudinal barriers of the majority as pivotal for both workplace well-being and the retention of minorities. Globally, where more than 90% of the early childhood education and care workforce is female, understanding the attitudes of the majority is critical in informing actions to sustain men’s participation. So too are female educators’ understanding, acceptance and responses to the attitudes of other key stakeholders. The extent to which decisions in the workplace reflect personal, organisational or parent perspectives is not well understood. In this study, the authors analyse interview data from the female majority to distinguish personal voice and attributed beliefs regarding the inclusion of men in the early childhood education and care workplace. They analyse interview data from 96 women working as educators in a representative sample of long-day-care and kindergarten services in Queensland, Australia. The analyses suggest that the view of male educators as assets was claimed, while concerns about risk or competency were typically attributed to others. Attributed views were not often contested, but instead accepted or excused. The findings suggest that while the inclusion of men in the early childhood education and care workforce is explicitly accepted by female colleagues, actions within the workforce may be influenced by the attitudes of those outside or by latent personal attitudes distanced by positioning as the voice of others.

The Experience of Male Physicians with Sexual and Gender-Based Harassment: a Qualitative Study.

Sexual harassment and gender-based harassment are common in medicine; however, there is little in the literature regarding men's experience with gender-based and sexual harassment. The objective of this study was to better understand the experience men have with sexual and gender-based harassment in medicine. We developed and piloted an interview guide based on a review of the literature and conducted semi-structured interviews of male physicians, from trainees to attendings, at a tertiary care facility. Participants were recruited via email between April and August of 2019. These interviews were transcribed verbatim and, using an iterative coding approach based in grounded theory, were coded and analyzed for themes. We conducted a total of 16 interviews. Five major themes were identified: (1) personal experiences of harassment, (2) witnessed harassment, (3) characterization of harassment, (4) impact of harassment, and (5) strategies for responding to harassment. The men reported experiences with sexual and gender-based harassment but were hesitant to define these encounters as such. They had minimal emotional distress from these encounters but worried about their professional reputation and lacked training for how to respond to these encounters. Many had also witnessed their female colleagues being harassed by both male patients and colleagues but did not respond to or stop the harassment when it originated from a colleague. We found that men experience sexual harassment differently from women. Most notably, men report less emotional distress from these encounters and often do not define these events as harassment. However, similar to women, men feel unprepared to respond to episodes of harassment against themselves or others. Whether to deter sexual harassment against themselves, or, more commonly, against a female colleague, men can gain the tools to speak up and be part of the solution to sexual harassment in medicine.

#Shemergency: Use of a Professional Development Group to Promote Female Resident Recruitment and Retention.

Gender inequity in academic medicine is a pervasive challenge. Recommendations have been implemented to reduce inequities for female faculty. However, there are no well-established guidelines for the recruitment and retention of female residents. To address challenges faced by female physicians and support the recruitment and retention of female residents, female emergency medicine residents and attending physicians at the Hospital of the University of Pennsylvania formed a professional development group (PDG), #Shemergency, in July 2017. From July 2017 to July 2018, this PDG developed events and initiatives for female residents that addressed methods to improve awareness of and develop skills relevant to well-described gender disparities in mentorship, speakership and conference representation, compensation, evaluations, wellness and service, and award recognition. Over its first year (July 2017-July 2018), the PDG created a professional community and enhanced mentorship through a number of events and initiatives. The PDG secured funding for 5 residents to attend a national conference and nominated 5 residents and 2 attending physicians for professional organization awards (4 nominees won). After the first year, the PDG expanded the number of joint activities with both male and female colleagues and organized a citywide event for female residents and faculty representing 5 different residency programs. Future work will focus on sustainability (e.g., holding fundraising events), generalizability (e.g., expanding the gender-disparity areas addressed as well as spreading the model to other programs), developing additional events and initiatives (e.g., expanding the number of joint activities with male colleagues), and outcome assessments (e.g., distributing pre- and postevent surveys).

Gender Discourse in the Perceptions of Educational Relations Participants in the St. Petersburg Schools

This research paper presents results of the two years study aimed at eliciting gender segregation among the teaching school personnel in the schools of St. Petersburg. The topic is being elaborated through the lens of the education relationships stakeholders (teachers, parents, learners, school management) own views on the problem. Paper shows that the views of the respondents depend on their age, gender and position in school. The most gender-dependent respondents are pedagogues older than 40 and administration staff. Male teachers are more prone to emphasize gender differences than their female colleagues, whereas high school students’ involvement in the subject learning and their perceptions of the teaching style are not anyhow connected with the gender of the teacher. However, high school students' parents prefer to hire men as private tutors, just as the primary scholars' parents opt for female teachers against their male colleagues.The authors conclude that teachers in St. Petersburg schools don’t identify gender segregation as an apparent problem, as well as the whole system doesn’t struggle with the gender imbalance and gender roles differences.

A Comparative Study on the Support in Engineering Courses: A Case Study in Brazil and Spain

The gender gap in engineering careers is a well-known problem. Despite several studies showing the under-representation of women in STEM fields, few explore the factors that influence before entering and during the engineering studies, including the practices in the labor market. The support from the social context, such as family, friends, or teachers, can influence the attraction rates and dropout rates of the engineering studies. This paper presents a survey to analyze the gender and culture perceptions of supports in engineering studies, involving 208 female and male undergraduate students of engineering courses from Spain and Brazil. Some findings of this study show that the sample average (32.69%) followed the standard ratio of around 30% of women in STEM careers. Almost 70% of the female students decided to enroll in an engineering career during high school or vocational training courses. In Spain, the support of families and friends is higher than Brazil, but the support received from their academic institutions and teachers were low in both countries, regardless of gender. In the labor market, the male workers in Spain seem to be less supported than their female colleagues.

Judge Peer Effects in the Courthouse

Although there exists a large literature analyzing whether an individual’s peers have an impact on that individual’s own behavior and subsequent outcomes, there is paucity of research on whether peers influence a person’s decisions and judgments regarding a third party. We investigate whether consequential decisions made by judges are impacted by the gender composition of these judges’ peer group. We utilize the universe of decisions on juvenile defendants in each courthouse in Louisiana between 1998 and 2012. Leveraging random assignment of cases to judges, and variations in judge peer composition generated by elections, retirements, deaths and resignations, we show that an increase in the proportion of female peers in the courthouse causes a rise in individual judges’ propensity to incarcerate, and an increase in the assigned sentence length. This effect is fully driven by female judges. We also demonstrate that the impact of proportion of female peers is not a proxy for other peer characteristics such as race and age. Further analysis suggests that this behavior of female judges is unlikely to be a reflection of an effort to conform to evolving norms of judicial stringency, measured by peers’ harshness in sentencing, but that it is due to the sheer exposure to female colleagues. Institutional subscribers to the NBER working paper series, and residents of developing countries may download this paper without additional charge at www.nber.org.

Stereotypes in High Stakes Decisions: Evidence from U.S. Circuit Courts

Stereotypes are thought to be an important determinant of decision making, but they are hard to systematically measure, especially for individuals in policy-making roles. In this paper, we propose and implement a novel language-based measure of gender stereotypes for the high-stakes context of U.S. Appellate Courts. We construct a judge-specific measure of gender stereotyped language use – gender slant – by looking at the linguistic association of words identifying gender (male versus female) and words identifying gender stereotypes (career versus family) in the judge’s authored opinions. Exploiting quasi-random assignment of judges to cases and conditioning on detailed biographical characteristics of judges, we study how gender stereotypes influence judicial behavior. We find that judges with higher slant vote more conservatively on women’s rights’ issues (e.g. reproductive rights, sexual harassment, and gender discrimination). These more slanted judges also influence workplace outcomes for female colleagues: they are less likely to assign opinions to female judges, they are more likely to reverse lower-court decisions if the lower-court judge is a woman, and they cite fewer female authored opinions.

Similarly Different: Exploring How Male Nurses in CAMHS Experience Difference in Their Gender Performance

ABSTRACT This article explores concepts of gender difference for nurses working in Child and Adolescent Mental Health Nursing. Inspired by the author's own experiences he emerged ethnographic research data to explore how male nurses replicate a problematic performance sited between representing ‘similarity’ and yet ‘difference’ to their female colleagues. In this article, the author discusses how typical dichotomies of sexuality, gender and transformation are troubling for child and adolescent nursing discourses because they privilege particular representations of maleness, narratives of sexual multiplicity and disguise how the equity gaze is a persistent reminder in the minds of many male nurses that theirs is sometimes a prescribed performance of metaphorical sexless, gender nakedness and quietened voice which is disrobed and left like their sex in the locker room.

Eleven Things Not to Say to Your Female Colleagues.

Eleven Things Not to Say to Your Female Colleagues.

The Effect of Sex on Orthopaedic Surgeon Income.

Several studies have identified discrepancies in salary between male and female surgeons. Our aim was to investigate the impact of sex on an orthopaedic surgeon's yearly earnings by evaluating stratified income and specialty data from a large sample survey of orthopaedic surgeons. Self-reported data were obtained from the 2014 and 2008 American Academy of Orthopaedic Surgeons (AAOS) biennial censuses. Responses were received from 6,805 (24.26%) of those who were surveyed. The census form is a 19-question survey that includes information regarding work status (full time versus part time), sex, years in practice, practice type (private versus academic), specialty, hours worked, case volume, and income. The main outcome evaluated was self-reported income, and a multivariate regression model was used to control for confounding variables. Male surgeons reported higher incomes than female colleagues working equivalent hours ($802,474 versus $560,618; p = 0.016); however, male surgeons reported a greater case volume for the same number of hours. Among surgeons who performed ≥26 procedures per month, male and female surgeons reported comparable incomes ($949,508 versus $872,903; p = 0.649). Incomes of those in practice for >20 years also were comparable. Regression analysis controlling for subspecialty choice, hours worked, work status, case volume, years in practice, and practice setting revealed that income was $62,032.51 less for women than men (p < 0.001). Income disparity between male and female orthopaedic surgeons remains significant, and the gap increased from 2008 to 2014. Although subspecialty choice, practice setting, years in practice, and amount and distribution of procedures performed can partially explain salary differences, our regression analysis suggests persistence of an income gap based on sex in orthopaedic surgery.

What it is to be a Woman Neurosurgeon in India: A Survey.

Background:Around the world, measures are being undertaken to increase the number of women in the field of neurosurgery, by improving their working conditions and developing a supportive system. This survey was conducted to assess the status of women neurosurgeons in India.Aims and Objectives:To assess the barriers, supportive system and professional/personal satisfaction of Indian women neurosurgeons.Materials and Methods:A survey questionnaire containing 19 questions was designed. The number of women neurosurgeons in India was found to be 73 as of September 2017. An anonymous Google survey was undertaken by sending the survey questionnaire through email to 69 female neurosurgeons in the month of September 2017, and the email ids of 4 neurosurgeons were not available. 55 out of 69 replied to the survey questionnaire (79.7%) in a time period of 4 weeks. Results were collected and analyzed.Results:Our survey showed that 34.54% of Indian women neurosurgeons were being residents and 65.45% being younger than 40 years of age. Majority of them (92.72%) joined neurosurgery with passion and only 30.9% had a medical professional who kindled the interest in neurosurgery. 72.68% were discouraged before joining into neurosurgical residency. 74.4% reported to receive good to excellent support from the parent department. Only 40% had another female colleague in the department and they received good to excellent support from the female colleagues. Though 74.5% received good support from male colleagues the excellent support remained low. 40% reported to face discrimination by gender. 74.5% are married and 96.4% reported to receive good to excellent support from the family members. 80% face difficulty in balancing career and personal life. 70.9% have satisfaction in professional life and 69% lead a satisfactory personal life. 67.3% of female neurosurgeons felt that formation of an exclusive women neurosurgeons’ forum would benefit them.Conclusion:In India there is a positive trend in female physicians taking up neurosurgery. The present residency program in our country is supportive to women in majority. However active measures should be taken to encourage female physicians to take up neurosurgery, reduce the existing gender discrimination and improve the supportive system especially during pregnancy and child rearing.

The gender authorship gap in gynecologic oncology research

Female first authorship and senior authorship in academic obstetrics and gynecology has increased over time but gender-specific publishing data are lacking within gynecologic oncology. We examined contribution by gender to the subspecialty's flagship journal, Gynecologic Oncology, over five decades, from 1972 to 2014, to identify trends in gender representation. Chi-square tests were used to compare gender distributions within and between the first and last years studied (1972–73 and 2014) as well as linear regression to model trends over time. Female first and senior authorship increased significantly from 1972 to 2014 (first: χ2 = 20.9, p < .01; senior: χ2 = 9.9, p < .01). The number of female first authors increased markedly after 2000. Male senior authors still outnumber female senior authors. Papers with senior female authors were more likely to have female first authors, suggesting a mentorship role. Subspecialty-wide gender equity initiatives should encourage continued mentorship of women by female colleagues.

Investigating the “queen bee” phenomenon in Indonesia: a case study

The purpose of this research was to explore the experience of some informants regarding the phenomenon of queen bee in Indonesia. Our study used qualitative method with case study approach. Data was gathered using in-depth interview on seven informants. The result shows that the queen bee leader did intimidating and mostly not supporting the career of her subordinate woman. Besides, the queen bee leader make distance not only to her subordinate which are female, but also to her female colleagues at work. Queen bee leader tend to give preferential treatment to men. This phenomenon has more negative impacts than positive impacts. The negative impact caused by the queen bee phenomenon is that it can cause victim to be feel intimidatied and stressed, the work atmosphere becomes less conducive, uncomfortable, disrupts the operations of the company. While the positive impact of the existence of the queen bee leader is the job need to be due became quicker to be completed.