Department of Health Outcomes and Biomedical Informatics and Pediatrics, University of Florida, Gainesville, Florida.
Department of Kinesiology and Sport Management, Texas Tech University, Lubbock, Texas.
J Womens Health (Larchmt). 2020 May;29(5):721-733. doi: 10.1089/jwh.2019.8027. Epub 2020 Feb 11.
Despite significant progress in recent decades, the recruitment, advancement, and promotion of women in academia remain low. Women represent a large portion of the talent pool in academia, and receive >50% of all PhDs, but this has not yet translated into sustained representation in faculty and leadership positions. Research indicates that women encounter numerous "chutes" that remove them from academia or provide setbacks to promotion at all stages of their careers. These include the perception that women are less competent and their outputs of lesser quality, implicit bias in teaching evaluations and grant funding decisions, and lower citation rates. This review aims to (1) synthesize the "chutes" that impede the careers of women faculty, and (2) provide feasible recommendations, or "ladders" for addressing these issues at all career levels. Enacting policies that function as "ladders" rather than "chutes" for academic women is essential to even the playing field, achieve gender equity, and foster economic, societal, and cultural benefits of academia.
尽管近几十年来取得了重大进展，但女性在学术界的招聘、晋升和提拔仍然很低。女性在学术界人才库中占很大一部分，获得了超过 50%的博士学位，但这尚未转化为教职和领导职位的持续代表性。研究表明，女性在职业生涯的各个阶段都会遇到许多“滑梯”，使她们离开学术界或晋升受阻。这些包括认为女性能力较低，她们的产出质量较低，教学评估和资助决策中的隐性偏见，以及引文率较低。本综述旨在：（1）综合阻碍女性教职员工职业发展的“滑梯”；（2）提供可行的建议，或在所有职业层次上解决这些问题的“梯子”。为学术女性制定“梯子”而不是“滑梯”政策对于公平竞争、实现性别平等以及促进学术界的经济、社会和文化利益至关重要。
