Gender inequality in science
A system dynamics model
Dr. Inge Bleijenbergh
Monic LansuMSc MA
Dr. Pleun van Arensbergen
Se
Radboud University &,
Tones?
Aim and relevance
Gender inequality is (re)created on multiple levels:
- Individual
- Organization
- Society
Interventions should be systemic and address multiple levels (Bilimoria &
Liang, 2012)
Aim: support the understanding of the interconnection between individual,
Organizational and societal explanations for gender inequality, by providing a
system dynamics model of gender inequality in science.
Practical relevance: dynamic processes in extreme case of Science,
Technology, Engineering and Math (STEM) in the Netherlands may support
leverages for change and be transferable to other cases.
Radboud University
1,
|] Participants Research institute
Men
Women Total
d, 6 4 10 Donders Institute 2012
2 5) 6 11 Institute for Computing and Information Sciences 2014 - sept
3 6 7 13 Institute for Mathematics, Astrophysics and High Energy Physics 2015 - febr-apr
4 6 6 12 Institute for Molecules and Materials 2015 - oct
5 6 7 13 Institute for Water and Wetland Research 2016 - feb-mar
6 10 q 17 Institute for Molecular Life Sciences 2016 - may-july
Total 39 37 76
tract
#
ee insite for women
maseuine
sterestype Weal
seentst
Results: feedback loops on recruitment and selection
(Van den Brink, 2009; Isidor et al., 2016)
fli
ee ~ thre Sh of
implicit bias in worien
hiring/promotion
gender sensitive —
itment ;
recrunmen recruitment & selection
+
gender aware
leadership
proportion women in +
selection committees gender balance
Radboud University £
Results: feedback loops on self-confidence and role models
(Latu etal. , 2013, Carrel, page & West, 2009)
attractiveness of
institute for women
* +
(self) i ti on
. a confidence female role
job applications models
by women a
f * t+)
visibility "
+ flow through
of women
+
ender balance
inflow of +
women
Radboud University
Results: feedback loops on organizational culture
(Van den Brink & Benschop, 2012; Bleijenbergh, Vinkenburg & van Engen, 2015; Benschop
& Brouns (2004)
cooperation
+ safe working .
atmosphere = rewarding
+ competitive
behavior
flow *
throug of i
women competitive
organizational
culture
os
C,
competitive culture masculine
gender balance culture
. masculine s
stereotype ideal
scientist
Radboud University
Results: feedback loop on leadership
(Moss-Racusin et al., 2014)
+
measures flow through
of women
(+)
leadership +
gender aware
leadership
NO balance
+
Radboud University &,
s
OmNe
Implementation
iF ani ee
ry aire +
Gender & diversity committee
Policies recommended and
implemented
< 3«~ «K~ XK XK
Radboud University @:
Tonmes®
