Athena SWAN and gender diversity: a UK-based retrospective cohort study
Athena SWAN and gender diversity: a UK-based retrospective cohort study
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DOI：
10.1136/bmjopen-2019-032915
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发表时间：
2020-02-01
期刊：
影响因子：
2.9
通讯作者：
Yip, Paul Siu Fai
中科院分区：
文献类型：
--
作者：
Xiao, Yunyu;Pinkney, Edward;Yip, Paul Siu Fai
为了促进高等教育中的性别多样性和公平，雅典娜科学女性学术网络（SWAN）自2005年以来通过章程承诺、奖励、培训和宣传，支持和认可高等教育机构（HEI）在促进女性职业发展方面的努力。然而，大多数评价研究都是基于定性评价。本研究试图(1)利用2012/2013年至2016/2017年的定量数据，研究英国雅典娜SWAN认证/奖项与领导者和高级学者的性别多样性之间的关系；(2)探索雅典娜SWAN奖项与全球排名系统总分衡量的大学绩效之间的关系。设计基于英国高等学校的回顾性队列研究。高等教育统计机构提供的英国高等教育部门概况。参与者148所提供2012/2013至2016/2017学年男女比例就业数据（55%完整数据）的高等教育院校。主要和次要结果衡量性别多样性，定义为女性在管理领导职位（如机构负责人、部门负责人）和教授中的比例。QS世界大学排名分数是研究、教学、就业能力和国际化的一个指标，用来衡量大学的表现。结果5年来，雅典娜SWAN各级管理领导和非管理教授的性别多样性有所改善。线性混合效应模型发现，雅典娜天鹅奖获得者在管理领导职位上的女性比例低于非获奖者(p
Objectives To promote gender diversity and equity in higher education, Athena Scientific Women's Academic Network (SWAN) supports and recognises higher education institutions (HEI) in advancing the careers of women through charter commitment, awards, training and advocacy since 2005. Most evaluation studies, however, are based on qualitative assessments. This study sought to (1) examine the relationship between Athena SWAN accreditation/awards in the UK and gender diversity of leaders and senior academics using quantitative data from 2012/2013 to 2016/2017, and (2) explore the associations between Athena SWAN awards and university performance as measured by overall scores in global ranking systems.Design Retrospective cohort study based on the UK HEIs.Setting Higher education sector in the UK provided by the Higher Education Statistics Agency.Participants 148 HEIs who provided employment data on female-to-male ratios (55% complete data) for each academic year between 2012/2013 and 2016/2017.Primary and secondary outcome measures Gender diversity, defined as female representation rates of positions in managerial leadership (eg, heads of institutions, department heads) and professors. The Quacquarelli Symonds (QS) World University Rankings scores, an indicator of research, teaching, employability and internationalisation, were collected to measure university performance.Results Gender diversity of managerial leaders and non-managerial professors at all levels of Athena SWAN status has improved over the 5 years. Linear mixed effects models identified that Athena SWAN awardees had lower female representation than non-awardees in managerial leadership positions (p