Gender discrimination in the veterinary profession: A brief report of the BVA Employers’ Study 2018

This is the author accepted manuscript. The final version is available from the BVA via the link in this recordDo women in the veterinary profession still face discrimination? Yes – and ironically, it’s those who think women don’t face discrimination that are most likely to discriminate.British Veterniary Associatio

Recognizing the diversity in how students define belonging: evidence of differing conceptualizations, including as a function of students’ gender and socioeconomic background

This is the final version. Available on open access from Springer via the DOI in this record. The data that support the findings of this study are available on request from the corresponding author. The data are not publicly available due to privacy or ethical restrictions.Sense of belonging is a fundamental human motivation and, in higher education settings, has been associated with students’ motivation and academic outcomes. However, less is known about the nuances of how students define belonging within a university context, and how their gendered and socio-economic identity-based experiences inform these definitions. Using a qualitative approach, we interviewed 36 UK university students to better understand (1) students’ definitions of belonging to university, and (2) how these conceptualizations are shaped by their experiences in terms of their gender, their socioeconomic status, and the intersection of these two identities. Interviews showed that students defined belonging in terms of social belonging. These definitions were shaped by their (a) cultural capital about university, (b) socioeconomic or gender identity experiences and (c) perceived similarity with other students. Indeed, despite the fact that students’ definitions of belonging were associated with how they have experienced belonging to university, identity-based experiences were mostly mentioned when they perceived they did not belong, which was framed as a “sense of anti-belonging”. Otherwise, students defined belonging as (a) being authentic, considering—for example—gender identity-based experiences of acceptance in university, or (b) sharing similar experiences with others, considering the importance of perceiving similarity with other students to feel they belong and, in some cases, being necessary to learn about university culture to perceive similarity with others. Theoretical and practical implications are discussed in terms of how belonging conceptualisations are bound up in identity and context, opening questions about the consequences of inclusion and diversity policies in higher education.European Union Horizon 2020National Agency for Research and Development (ANID

Career Barriers and Motivations for Women and Men Working in Disaster Risk Reduction: A Snapshot in the Asia-Pacific Region

This is the final version. Available on open access from the United Nations Office for Disaster Risk Reduction via the DOI in this recordThis publication explores enablers and barriers to women’s careers and leadership aspirations in disaster risk reduction (DRR), the ways in which workplace outcomes are different for women and men, the understanding of what predicts these differential outcomes and what opportunities there are to redress them. The results of this research suggest the day-to-day experiences of DRR professionals shape their career motivations and ambition, their well-being and their desire to stay within the profession. While there are many commonalities in women and men’s experiences in DRR, there are also key differences. The report identified barriers to women’s career advancement, well-being and longevity in DRR including but not limited to: women’s lower willingness to sacrifice for their careers (likely influenced by lower expectations that these sacrifices will be rewarded), care demands placed on women with children, organisational constraints on women’s workplace authenticity, lower work-life balance and lower quality professional relationships with co-workers and especially senior colleagues. The study also uncovered barriers to men’s well-being in DRR, particularly in regard to their experiences of bullying, burnout and desire to leave the profession. Importantly, the findings also offer insight into what organisations and the DRR profession more broadly can do to improve women and men’s career outcomes in DRR

Support (and rejection) of meritocracy as a self‐enhancement identity strategy: A qualitative study of university students’ perceptions about meritocracy in higher education

This is the final version. Available from Wiley via the DOI in this record. The data that support the findings of this study are available on request from the corresponding author [DPF].Access to Higher Education (HE) is based on the idea that all students should have the same opportunities, and that merit and hard work, regardless of students’ backgrounds, will lead to success. However, inequalities remain despite efforts to provide equal access to HE, raising questions about the validity of such a meritocratic approach. Using qualitative analysis, we interviewed UK university students to understand students’ perceptions of meritocracy in HE, and if and how students associated these perceptions with their gender and subjective socioeconomic status identity experiences. Students’ perceptions could be described in two main ideas: (a) the perceived commitment of their universities to meritocracy, and (b) their endorsement and rejection of meritocracy as an identity enhancement strategy. Hence, both support and lack of support for meritocracy are strategies used by disadvantaged groups to navigate and cope with the lack of opportunities and socioeconomic disadvantages in HE.European Union's Horizon 2020National Agency for Research and Development (ANID

Overestimating women’s representation in medicine: a survey of medical professionals’ estimates and their(un)willingness to support gender equality initiatives

This is the final version. Available on open access from BMJ Publishing Group via the DOI in this recordData availability statement: Data are available in a public, open access repository. All data underlying the findings described in this article are available at the Center for Open Science (https://osf.io/hrm63/).Objective Amidst growing numbers of women in certain areas of medicine (eg, general practice/primary care), yet their continued under-representation in others (eg, surgical specialties), this study examines (1) whether medical professionals mistakenly infer that women are now broadly well represented, overestimating women’s true representation in several different areas and roles; and (2) whether this overestimation of women’s representation predicts decreased support for gender equality initiatives in the field, in conjunction with one’s own gender. Design Cross-sectional survey. Setting UK-based medical field. Participants 425 UK medical consultants/general practitioners and trainees (ST/CT1+/SHO/Registrar); 47% were female. Main outcome measures Estimates of women’s representation in different areas/roles within medicine, examined as a composite estimate and individually; and a multi-item measure of support for gender-based initiatives in medicine. Results Medical professionals tended to overestimate women’s true representation in several different areas of medicine (general practice, medical specialties, surgical specialties) and in various roles (consultants/general practitioners, trainees, medical school graduates). Moreover, these erroneous estimates predicted a decreased willingness to support gender-based initiatives, particularly among men in the field: composite overestimation*respondent gender interaction, B=−0.04, 95% CI −0.07 to −0.01, p=0.01. Specifically, while female respondents’ (over)estimates were unrelated to their level of support (B=0.00, 95% CI −0.02 to 0.02, p=0.92), male respondents’ tendency to overestimate the proportion of women in medicine predicted lower support for gender-based initiatives (B=−0.04, 95% CI −0.06 to −0.02, p<0.001). Conclusions While some progress has been made in gender representation in the medical field, this research illustrates that there are still barriers to gender equality efforts and identifies who within the field is focally maintaining these barriers. It is those individuals (particularly men) who overestimate the true progress that has been made in women’s representation who are at highest risk of undermining it.European Research Council (ERC)Medical Research Council (MRC

A leadership looking glass: How reflected appraisals of leadership shape individuals’ own perceived prototypicality and group identification

This is the final version. Available on open access from Routledge via the DOI in this recordData availability: Data reported in this article are available upon request from the corresponding author.Research on social identity and leadership rarely examines leadership processes from the perspective of leaders themselves. Three studies (experimental, longitudinal, cross-sectional) help fill this gap. Integrating social identity principles with a reflected appraisals perspective, we demonstrate that as individuals come to see themselves as (informal) leaders in a group, it positively affects their own sense of fit to the group prototype. Their own perceived prototypicality, in turn, yields a strengthened attachment to the group (identification). Importantly, we demonstrate this in racial and ethnic minority groups – an understudied context, yet where individuals develop meaningful conceptions of leadership and identification, with implications for their health and commitment to collective action. Altogether, this provides insights on social identity processes, and minority group leadership.University of California, Los AngelesEuropean Research Council (ERC

Being treated fairly in groups is important, but not sufficient: The role of distinctive treatment in groups, and its implications for mental health

This is the final version. Available on open access from the Public Library of Science via the DOI in this recordData Availability: All data underlying the findings described in this article are available at The Center for Open Science (https://osf.io/vy7wm/).Organizations and other groups often recognize the importance of members treating each other in a fair (dignified, unbiased) manner. This type of treatment is key to fostering individuals’ sense of belonging in the group. However, while a sense of belonging is important, individuals also need to be shown that they have some distinct value to the group – enabling them to not only “fit in” but also “stand out.” Building from research on fair treatment, we explicate another form, distinctive treatment, whereby others show interest and appreciation for an individual’s more distinguishing, group-relevant qualities. In six studies using multiple methods (e.g., experimental, longitudinal) and in multiple types of groups (work organizations, student communities, racial/ethnic minority groups), we show that fair and distinctive treatment play fundamentally different roles – shaping individuals’ perceived belonging versus intragroup standing, respectively – and with downstream benefits for mental health (less anxiety, fewer depressive symptoms). Overall, this illustrates that promoting fair treatment in groups is important, but not sufficient. Experiencing distinctive treatment is also key. Each type of treatment provides unique social evaluative information that fosters a healthy sense of self. This research further indicates that distinctive treatment may be a vital yet overlooked element to promoting diversity and inclusion in groups, as it provides a path for recognizing and appreciating, and thus encouraging, a diversity of ideas, insights, knowledge and skills that individuals bring to the group.European Research Council (ERC)Council on Research, Academic Senate at University of California, Los Angele

In Some Professions Women Have Become Well-Represented, Yet Gender Bias Persists – Perpetuated by Those Who Think It Is Not Happening

This is the final version. Available from American Association for the Advancement of Science via the DOI in this record.Data and materials availability: Anonymous data corresponding to study 1 and study 2 analyses are available from the Open Science Framework repository (https://osf.io/wgme6/). Code used for primary analyses is available upon request from the first author.In efforts to promote equality and combat potential gender bias, traditionally male-occupied professions are investing resources into hiring more women. Looking forward, if women do become well-represented in a profession, does this mean equality has been achieved? Are issues of bias resolved? Two studies including a randomized double-blind experiment demonstrate that biases can persist even when women become well-represented (evinced in veterinary medicine). Evidence included managers evaluating an employee randomly assigned a male (vs. female) name as more competent, and advising a $3,475.00 higher salary, equating to an 8% pay gap. Importantly, those who thought bias was not happening in their field were the key drivers of it – a ‘high risk’ group (including men and women) that, as shown, can be readily identified/assessed. Thus, as other professions make gains in women’s representation it will be vital to recognize that discrimination can persist – perpetuated by those who think it not happening.European Research Counci

Editorial: Understanding Barriers to Workplace Equality: A Focus on the Target's Perspective

This is the final version. Available on open access from Frontiers Media via the DOI in this recor