SelectionofMaleTrainees

DrHEliJoubert

Content

• Preamble• Currentgendersplitacrossemploymentareas• Non-obviousfactorspresentduringselection?• EqualityAct2010• ApplicationsofthisAct• Suggestions• References

Preamble

PositionStatementThelownumberofmenonclinicaltrainingprogramsisproblematicandneedsaddressing

AimTostartaprocessofanddialoguein• consideringfactorswhichmayimpactonthenumberofmensuccessfullyapplyingforclinicaltraining• Proactivemeasurestoaddressthese

NHS Psychologists NHS Digital October 2016

(Provided by Workforce and Facilities Team, NHS Digital, www.digital.nhs.uk following a personal request)

Band Female Male Total7 1716 82.86% 355 17.14% 2071 25.06%

8a 2634 83.99% 502 16.01% 3136 37.95%

8b 1110 80.79% 264 19.21% 1374 16.63%

8c 788 73.03% 291 26.97% 1079 13.06%

8d 280 68.29% 130 31.71% 410 4.96%

9 30 54.55% 25 45.45% 55 0.67%

Female Male Total6690 1574 8264

80.95% 19.05% 100%

Professional

BPSDivisionCommitteeMembers(10Divisions)

Female Male Gendernotclear

Total173 107 49 17

61.8% 28.4% 9.8%

University Director SeniorManagement TutorsFemale Male Female Male Female Male

30ClinicalPsychology Courses

Total 10.5 19.5 44 29 201 100

35% 65% 60.3% 39.7% 66.8% 33.2%

Fromwww.lees.ac.uk/chpssp/index.html betweenJune– October2016

Fromwww.bps.org.uk on26.10.2016at12:00

Application (Clearing House for Clinical Psychology Training, October 2016)

Gender AllApplicants AllApplications AllShortlisted AllAccepted

2010Prefernottosay 9 0% 36 0% 11 0% 3 0%Female 2497 84% 9488 84% 2245 86% 537 86%Male 463 16% 1795 16% 369 14% 85 14%

2011Prefernottosay 17 0% 65 0% 20 1% 4 1%Female 2920 83% 11195 82% 2227 82% 450 80%Male 591 17% 2313 17% 477 18% 107 19%

2012Prefernottosay 22 1% 76 1% 12 0% 2 0%Female 3172 82% 12224 82% 2297 83% 495 84%Male 663 17% 2573 17% 468 17% 89 15%

2013Prefernottosay 15 0% 50 0% 9 0% 1 0%Female 3057 82% 11738 82% 2460 83% 508 85%Male 653 18% 2528 18% 498 17% 86 14%

2014Prefernottosay 14 0% 56 0% 6 0% 0 0%Female 3086 81% 11821 81% 2174 83% 484 83%Male 696 18% 2706 19% 449 17% 99 17%

2015Prefernottosay 17 0% 58 0% 9 0% 2 0%Female 3033 82% 11703 82% 2232 84% 508 85%Male 648 18% 2524 18% 406 15% 87 15%

Non-obvious factors present during selection?

SocialisationregardingEmotionalExpression

• Womenexpressawiderangeofemotionsmoreintenselythanmendo• Mensocialisedagainstexpressing“softer”emotions(anxiety,confusion)• Womenexpressmoreverballyandthroughnon-verbalfacialexpression

Brody, 1993; Chaplin, 2005; Kilmartin et al. 2014

“I was warned before the (selection) interview – advice from a male psychologist – make sure you play upyour warmth and empathy and those things, because they won’t assume you have these – in fact they’ll assumeyou don’t unless you show them.”

Caswell, 2008

Non-obvious factors present during selection?

SocialIdentityTheory(TajfelandTurner1979)

• Self/OtherIdentity- peopleactmorefavourablytowardspersonswhosharewiththemanimportantattributeoftheiridentitycomparedtopersonswhodiffer

• Groupaffiliationmaybebasedondemographiccharacteristics(Tajfeletal.,1979)• Identitycategories• Gender(Davis,2000;Akerlof &Kranton,2000;Barkow,1989;Dickson&Pollack,2000;Wade,2001)

Caswell, 2008

Non-obvious factors present during selection?

GenderedwaysofCompeting

Twoprimaryforms:Self-promotionandcompetitorderogation

• Mendemonstrateandpromotetheirabilitiesandstatus(masculinetraitsfavoured)• Mentrytoderogatetheirrivalsbydisparagingtheirphysicalandeconomicstrength/skills(whathecando)• Separateouttoachievestatus• Early male development emphasises the need for detachment and emotional stoicism, while emphasizingself-reliance over the development of relational skills. (Bergman 1995; David and Brannon 1976 in Sbaratta and Tirpak, 2015)

• Womentendtopromoteattractiveness(femininetraitsfavoured)• Womencriticizetheage,appearanceandcharacteroftheiropponents(whosheis)• Simulatewithgroupsonottoberejected

Bussetal.1990;Schimdt etal.1996

Competitionamongwomenhasthreeuniquecharacteristics:

1. Women rely on veiled aggression towards competitors using sophisticated verbal manoeuvresand/or under cover of the group rather than making themselves stand out

2. High status and very attractive women need less help and protection from other women and areless motivated to invest in other women (who represent potential competition). Thus, a womanwho tries to distinguish or promote herself threatens other women and will encounter hostilitymotivating women to assimilate. More likely to insist on standards of equality, uniformity, andsharing for the group and making these attributes the normative requirements when competing.

3. Women may guard against potential competitors by means of social exclusion.

Benenson,2013

Equality Act 2010The Equality Act 2010 brings together, harmonises and, in some respects, extends existing equality law. It aims tomake the law more consistent, clearer and easier to follow in order to make society fairer. On 1 October 2010,general positive action provisions came into force.

These replicate provisions in earlier legislation and allow employers to target measures such as dedicatedtraining to groups, such as women or people from ethnic minorities, who are under-represented ordisadvantaged in the workplace, or to meet their particular needs.

The Act protects people from being treated less favourably because they have a protected characteristic. Therelevant protected characteristics in employment are:• age • disability • gender reassignment • marriage and civil partnership • pregnancy and maternity • race(including ethnic or national origins, colour and nationality) • religion or belief (including lack of belief) • sex •sexual orientation.

Positive action applies to all these protected characteristics. Positive action provisions mean that it is notunlawful discrimination to take special measures aimed at alleviating disadvantage or under-representationexperienced by those with any of these characteristics.

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/85014/positive-action-recruitment.pdf

Application

https://www.wisecampaign.org.uk/

https://30percentclub.org/

Suggestion

In addition to the critical recognition that better gender balance leads to better results, five factors createda replicable formula for success:

• a measurable goal with a defined timetable - 20% male trainees by 2020, 30% by 2025?

• supportive public policy that acknowledged that the status quo was unacceptable – policy to be drafted by GTiCP ?

• change driven by those in power – selection goals driven by course directors?

• openness to collaborate – network?

• a concerted and consistent series of actions and programmes, from schoolrooms to boardrooms – Mentorship schemes?

References

• Akerlof, George A. and Rachel E. Kranton, “Economics and Identity,” The Quarterly Journal of Economics, 115 (August 2000),715-753.

• Barkow, Jerome H., Darwin, Sex, ands Status: Biological Approaches to Mind and Culture. (Buffalo, NY, US: University ofToronto Press. 1989)

• Benenson, J. F. , Markovits, H., Hultgren, B., Nguyen, T., Bullock, G., Wrangham, R. (2013). Social exclusion: More important tohuman females than males. PLoS ONE 8(2): e55851. doi:10.1371/journal.pone.0055851

• Benenson, J. F. (2013). The development of human female competition: allies and adversaries. Philosophical Transactions ofthe Royal Society B, 368: 20130079. http://dx.doi.org/10.1098/rstb.2013.0079

• Brody, L. R. (1993). On understanding gender differences in the expression of emotion. Human feelings: Explorations in affectdevelopment and meaning, 87-121.

• Buss, D. M., Dennon, L. A. (1990) Derogation of competitors. Journal of Social and Personal Relationships 7(3), 395-422.

• Chaplin, T. M., Cole, P. M., Zahn-Waxler, C. (2005). Parental socialization of emotion expression: gender differences andrelations to child adjustment. Emotion, 5(1), 80.

• Davis, D. S. (2000). Groups, communities, and contested identities in genetic research. Hastings Center Report, 30, 38-45.

Content

• Dickson, M. A.. Pollack, A. (2000). Clothing and identity among female in-line skaters. Clothing and Textiles Research Journal,65-72.

• Kilmartin, C., Smiler, A.P. (2014). The Masculine Self. Sloan Publication Cornwall-on-Hudson, NY

• Sbaratta, C.A., Tirpak, D.M. & Schlosser, L.Z. (2015) Male-male advising relationships in graduate psychology: A diminishingdyad. Jouranl of Sex Roles, 72, 335–348. DOI 10.1007/s11199-015-0466-0

• Schmitt, D. P., Buss, D.M. (1996). Strategic self-promotion and competitor derogation: Sex and context effects on theperceived effectiveness of mate attraction tactics. Journal of Personality and Social Psychology, 70(6), 1185-1204.

• Tajfel, H., Turner, J.C. (1979). “An Integrative Theory of Intergroup Conflict,” in W.G. Worchel, A., Worchel, S. (eds.) (1979).The social psychology of intergroup relation. Monterey, CA: Brooks-Cole, 33-48.

• Wade, P. (2001). Racial identity and nationalism: A theoreticalvView from Latin America,” Ethnic and Racial Studies, 24, 845-865.

Websites• (www.digital.nhs.uk/collectingdata)

Thank you