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Career Chances of Women in Nanoscience – Conditions for International Diversity

Prof. Dr. Birgit Pfau-Effinger Institute for SociologyDirector, Centre for Globalisation and Governance University of Hamburg

WomeninNano Winter School

Kranjska Gora, Slovenia

February 7-9, 2008

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Gender segregation within ScienceGender segregation within Science

• The Gender arrangement of modern society was based on a The Gender arrangement of modern society was based on a relatively strong gender division of labour.relatively strong gender division of labour.

• Since the late 20Since the late 20thth Century, considerable change has taken place Century, considerable change has taken place towards more gender equality in many European countries..towards more gender equality in many European countries..

• There was a long tradition of exclusion and under representation There was a long tradition of exclusion and under representation of women in science in modern society (see also European of women in science in modern society (see also European Commission 2000) which was challenged in the last decades. Commission 2000) which was challenged in the last decades.

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Vertical gender segregation: Vertical gender segregation: Development of the share of men and women during the academic career Development of the share of men and women during the academic career

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Cross-national differencesCross-national differences

• There are considerable cross-national differences in the degree to There are considerable cross-national differences in the degree to which a vertical gender segregation exists in Natural Science.which a vertical gender segregation exists in Natural Science.

• This is indicated by the share of women in Grade A positions to This is indicated by the share of women in Grade A positions to all staff in Grade A positions, which differs considerably, all staff in Grade A positions, which differs considerably, between 0,0 % in Malta and 18,9% in Portugal.between 0,0 % in Malta and 18,9% in Portugal.

Definition Grade ADefinition Grade A: normally full professors: normally full professors

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Proportion of female Grade A staff to total staff in Natural ScienceProportion of female Grade A staff to total staff in Natural ScienceSource: EC 2006Source: EC 2006

0

5

10

15

20

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Central questions of this presentationCentral questions of this presentation

1.1. How can cross-national differences in the gender segregation How can cross-national differences in the gender segregation within Natural Science be explained?within Natural Science be explained?

2.2. How do career structures and career chances of women differ in How do career structures and career chances of women differ in a cross-national perspective in Nanoscience?a cross-national perspective in Nanoscience?

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1. 1. How can cross-national differences in the How can cross-national differences in the gender segregation within Natural Science gender segregation within Natural Science

be explained?be explained?

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Conditions that might explain cross-national differencesConditions that might explain cross-national differences

• Family policies of the welfare state Family policies of the welfare state

the degree of ‚defamilisation‘ in family policies (Esping-Andersen 1999; the degree of ‚defamilisation‘ in family policies (Esping-Andersen 1999; Leitner 2003)Leitner 2003)

• Cultural factorsCultural factorsCultural values related to family care (Pfau-Effinger 2004, 2005)Cultural values related to family care (Pfau-Effinger 2004, 2005)

Cultural values in relation to gender equalityCultural values in relation to gender equality

• Structural factorsStructural factorsThe role and pay of academic work in a country (Pfau-Effinger et al. 2008, The role and pay of academic work in a country (Pfau-Effinger et al. 2008, forthcoming)forthcoming)

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Family policies as explanatory factor?Family policies as explanatory factor?

• There seems to be no systematic variation of the degree of There seems to be no systematic variation of the degree of ‚defamilisation‘ in family policies, indicated by the degree of ‚defamilisation‘ in family policies, indicated by the degree of public provision of childcare in different European societies.public provision of childcare in different European societies.

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Proportion of female Grade A staff in Natural Science (blue column) Proportion of female Grade A staff in Natural Science (blue column) in relation to proportion of children below 3 years in formal care (red in relation to proportion of children below 3 years in formal care (red

column)column)Source EC 2006, Immervoll/Barber 2005Source EC 2006, Immervoll/Barber 2005

0

10

20

30

40

50

60

70

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Cultural factors as explanatory factor? (1)Cultural factors as explanatory factor? (1)

• There is no systematic co-variation of the attitudes towards There is no systematic co-variation of the attitudes towards family care with the proportion of women in Grade A staff in family care with the proportion of women in Grade A staff in Science in different European societies.Science in different European societies.

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Proportion of female Grade A staff in Natural Science (blue column) in Proportion of female Grade A staff in Natural Science (blue column) in relation to attitudes towards childcare (red column) relation to attitudes towards childcare (red column)

Source ISSP 2002Source ISSP 2002

Red column: agree with item "A child is likely to suffer if his or her mother works“

0102030405060708090

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Cultural factors as explanatory factor? (2)Cultural factors as explanatory factor? (2)

• There is no systematic co-variation of the attitudes towards There is no systematic co-variation of the attitudes towards gender equality/inequality with the proportion of women in gender equality/inequality with the proportion of women in Grade A staff in Science in different European societies.Grade A staff in Science in different European societies.

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Proportion of female Grade A staff in Natural Science (blue column) in Proportion of female Grade A staff in Natural Science (blue column) in relation to attitudes towards gender equality/inequality in the population relation to attitudes towards gender equality/inequality in the population

(red column)(red column)Source ISSP 2002Source ISSP 2002

0

10

20

30

40

50

60

Red column: agree with item 'A man's job is to earn money, a woman's job is to look after the home and family'

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Structural factors of the academic system as explanatory Structural factors of the academic system as explanatory factor? factor?

Different types of the way in which Grade A level occupation is Different types of the way in which Grade A level occupation is constructed in a country‘s academic system can be constructed in a country‘s academic system can be distinguished:distinguished:

• Type 1: grade A positions with a lower teaching load and Type 1: grade A positions with a lower teaching load and relatively high funds and time for research (indicated by relatively high funds and time for research (indicated by relatively high expenditure per researcher)relatively high expenditure per researcher)

• Type 2: grade A positions with a relatively high teaching load Type 2: grade A positions with a relatively high teaching load and relatively little funds and little time for research (indicated and relatively little funds and little time for research (indicated by relatively low expenditure for research per researcher) by relatively low expenditure for research per researcher)

It is assumed here that the share of women in Grade A It is assumed here that the share of women in Grade A positions in relation to the share of men is higher in positions in relation to the share of men is higher in countries where Type 2 is dominant. countries where Type 2 is dominant.

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Expenditure on research per researcherExpenditure on research per researcherred column: expenditure per researcher, blue line: proportion of women among red column: expenditure per researcher, blue line: proportion of women among

thetheresearchers in a countryresearchers in a country

0

10

20

30

40

50

60

70

80

90

1. Qrtl. 2. Qrtl. 3. Qrtl. 4. Qrtl.

OstWestNord

http://www.cews.org/statistik

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Findngs in relation to structural factorsFindngs in relation to structural factors

• The share óf women in grade A positions is on The share óf women in grade A positions is on average higher in countries with a relatively low average higher in countries with a relatively low expenditure for research per researcher (see graph).expenditure for research per researcher (see graph).

• The share of women in gradeA positions is on The share of women in gradeA positions is on average higher in countries with a relatively low pay, average higher in countries with a relatively low pay, also in comparison with other occupations in the also in comparison with other occupations in the country (Saxonberg 2005)country (Saxonberg 2005)

• The share of women in gradeA positions is on The share of women in gradeA positions is on average higher in countries with a relatively low share average higher in countries with a relatively low share of grade B and C staff and their supportive role (EC of grade B and C staff and their supportive role (EC 2006).2006).

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Conclusion in relation to the explanation of cross-national Conclusion in relation to the explanation of cross-national differences in women‘s career chances in Natural Sciencedifferences in women‘s career chances in Natural Science

• Family policies do not explain the differences.Family policies do not explain the differences.• Cultural factors relating to childcare and gender Cultural factors relating to childcare and gender

equality/inequality also do not explain the differences.equality/inequality also do not explain the differences.• It seems that mainly also the differences in the structures of the It seems that mainly also the differences in the structures of the

adacemic system are relevant to explaining the differences: It adacemic system are relevant to explaining the differences: It seems that the career chances for women in Natural Science seems that the career chances for women in Natural Science are higher in countries where grade A positions are less are higher in countries where grade A positions are less supported by grade B and C staff, relatively low pay and supported by grade B and C staff, relatively low pay and relatively small research expenditure per researcher. relatively small research expenditure per researcher.

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2. 2. How do career structures of women in How do career structures of women in Nanoscience differ in a cross-national Nanoscience differ in a cross-national

perspective? perspective?

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On-line survey on women in Nanoscience in Europe at the On-line survey on women in Nanoscience in Europe at the University of Hamburg, 2007/2008University of Hamburg, 2007/2008

• On-line questionnaireOn-line questionnaire• Addresses delivered from the partners in the Addresses delivered from the partners in the

WomenInNano NetworkWomenInNano Network• First round: 780 women working in Nanoscience First round: 780 women working in Nanoscience

in Universities and public research institutes were in Universities and public research institutes were invited to participate (anonymously), 260 invited to participate (anonymously), 260 respondents (about 33%)respondents (about 33%)

• Second round: in progress Second round: in progress • Elaborated statistical analyses: in progressElaborated statistical analyses: in progress

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Description of the sampleDescription of the sample

• Countries included: Bulgaria, former Yugoslavia, France, Countries included: Bulgaria, former Yugoslavia, France, Germany, Italy, Romania, Slovenia, Spain, Sweden, U.K., Germany, Italy, Romania, Slovenia, Spain, Sweden, U.K., USAUSA

• 55% women with children55% women with children• Average age 40,2 yearsAverage age 40,2 years• All grades are adequately included All grades are adequately included

• AA: full professors: full professors• BB: Researchers in positions more senior than newly qualified PhD : Researchers in positions more senior than newly qualified PhD

holdersholders• CC: first grade/post for newly qualified PhD graduates (Post-docs): first grade/post for newly qualified PhD graduates (Post-docs)• DD: positions in which no PhD is required: positions in which no PhD is required

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Current position by age in yearsCurrent position by age in years

50,045,6

36,430,6

40,6

Grade A Grade B Grade C Grade D Average Age

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Current position by regionCurrent position by region

21,6%

43,1%

19,6%

15,7%

17,4%

23,2%

38,4%

20,9%

14,3%

14,3%

71,4%

Eastern Europe EU-15 USA

Grade D

Grade C

Grade B

Grade A

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Current position by family statusCurrent position by family status

Grade A Grade B Grade C Grade DSingles 25,9% 11,6% 27,1% 19,2%With Partner 3,7% 16,3% 31,2% 42,3%Single with child(ren) 3,7% 4,6% 2,1% 0,0%Partner and child(ren) 66,7% 67,4% 39,6% 38,5%

100,0% 100,0% 100,0% 100,0%

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Type of contractType of contract

Other 1%Fellowship

10%Fixed-term

contract25,0%

Permanent position63,2%

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Recruitment for current positionRecruitment for current position

29,9%

25,7%22,2%

9,0%6,9% 6,3%

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Salary by regionsSalary by regions

1.500- 2000 €

500- 1.000 €

2.500-3.000 €

1.500- 2000 €

EU-15 Eastern Europe USA Average Salary-sample

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Active support of career by the employing institute by Active support of career by the employing institute by Region (Index)Region (Index)

8,5%

59%

33%

11,8%

80%

8%

43%

57%

9,0%

66%

25%

EU-15 Eastern Europe USA Sample

no support

little support

good support

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Family-employment balance by regionFamily-employment balance by region

EU-15 Eastern Europe USA SampleBalancing is easily possible 41,2% 60,0% 57,1% 48,6%Family Life suffers 48,2% 40,8% 42,9% 45,3%

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Perceived gender differences that are requested in Perceived gender differences that are requested in relation to professional competences by regionrelation to professional competences by region

EU-15 Eastern Europe USA Samplemore important for a woman 42% 26% 83% 38%about the same for both 58% 72% 17% 61%less important for a woman 0% 2% 0% 1%

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Conclusion: Career structures and chances of women in Conclusion: Career structures and chances of women in Nanoscience Nanoscience

• A substantial share of women in Nanoscience do not have a A substantial share of women in Nanoscience do not have a permanent contract with their current employer (36%).permanent contract with their current employer (36%).

• Recruitment is common by tenure track; the share of those who are Recruitment is common by tenure track; the share of those who are directly approached is relatively small.directly approached is relatively small.

• A considerable part of the women in Nanoscience has children.A considerable part of the women in Nanoscience has children.• Women in most Eastern European countries earn much less Women in most Eastern European countries earn much less

compared with the ‘old’ EU countries.compared with the ‘old’ EU countries.• However, altogether women Nanoscientists perceive the promotion However, altogether women Nanoscientists perceive the promotion

in their institute better in East European countries than in the West.in their institute better in East European countries than in the West.• In East European countries, the share of women is also In East European countries, the share of women is also

considerably higher who say that it is easy to maintain a family-considerably higher who say that it is easy to maintain a family-employment balance.employment balance.

• Also, in East European countries, less women need to have higher Also, in East European countries, less women need to have higher professional competences than men in order to make a career.professional competences than men in order to make a career.

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endend

Many thanks for your attention!Many thanks for your attention!

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Current PositionCurrent Position

Grade A18,0%

Grade B33,3%

Grade C29,9%

Grade D18,8%

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QuestionnaireQuestionnaire

1. In which country are you currently employed?1. In which country are you currently employed? BulgariaBulgaria FranceFrance GermanyGermany ItalyItaly

RomaniaRomania SloveniaSlovenia Spain Spain SwedenSweden United KingdomUnited Kingdom Other, please specify …………………Other, please specify …………………  2. Of which type is your current employer?2. Of which type is your current employer? UniversityUniversity Public research institutePublic research institute Private research Private research

instituteinstitute IndustryIndustry Private organisationPrivate organisation Governmental Governmental

organisationorganisation Other, please specify ………………………...Other, please specify ………………………...  3. When did you start employment with your current employer?3. When did you start employment with your current employer?Month/year……………………….……………Month/year……………………….……………

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The share of grade A (full professor/ director) among all women The share of grade A (full professor/ director) among all women academic staffacademic staff

  Women in Science database[1] WomenInNano survey

Spain 3% 22%

Bulgaria 4% 11%

Sweden 4% 15%

France 13% 30%

Romania 23% 28%

Germany 2% 0%

United Kingdom 4% 0%

Slovenia 10% 9%

Italy 17% 7%

[1] Since 2001, DG Research has published sex disaggregated R&D statistics collected by the Statistical Correspondents, a subgroup of the Helsinki Group for Women and Science, in the “She Figures” (on statistics and indicators see http://ec.europa.eu/research/science-society/page_en.cfm?id=2908).

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Unemployment during the scientific career by countryUnemployment during the scientific career by country

0%10%20%30%40%50%60%70%80%90%

100%

Yes

No

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Globalisierung als ein multidimensionaler Globalisierung als ein multidimensionaler Mehrebenen-ProzessMehrebenen-Prozess

Impact factors on promotion chances of women in Impact factors on promotion chances of women in Nanosciences in a cross-national perspectiveNanosciences in a cross-national perspective

Impact on Impact on

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Degree of public childcare provision

Full-time or part-time

Employment of mother

model?

High degreeVersus lower

degree

Promotion chancesOf women

In Nanosciences

Family policies

Culturalfamily model

DegreeOf acceptance

Of gender equality

Structures of the

academic system

Share of grade A staff

among researchers

High versus low Importance of

Academic Research

Expenditure onResearch perresearcher

IndicatorsIndicators

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Overtime in hours/ per weekOvertime in hours/ per week

15,1%

11,9%

46,8%

19,4%

7,1%

no overtime

0-5 hours

5-15 hours

15-25 hours

more than 25 hours

The average overtime in this sample is 12,13 hours per week.

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Historical changeHistorical change

• Women in grade A position most often have Women in grade A position most often have started their career already in the 1980s or started their career already in the 1980s or earlier, which means that the career patterns earlier, which means that the career patterns were more based on continuity and stability.were more based on continuity and stability.

• Younger researchers experience more Younger researchers experience more instability and unemployment within their instability and unemployment within their careercareer

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Number of employers during the academic career Number of employers during the academic career

2,482,29

2,92

1,62

2,41

Grade A Grade B Grade C Grade D total

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Unemployment during the scientific career by current research Unemployment during the scientific career by current research positionposition

88,5%

11,5%

88,1%

11,9%

76,6%

23,4%

73,9%

26,1%

81,9%

18,1%

Grade A Grade B Grade C Grade D Sample

yes

no