The spanish equality law and the gender balance in the evaluation committees: an opportunity for women’s promotion in higher education

Despite advances in gender policy and equality laws in the twenty-first century, women are still a minority in the full professor category in Europe. Some measures establish gender quotas to balance gatekeeper positions, which will supposedly pave the way to make women’s integration into senior higher education positions easier. In Spain, Organic Act 3/20071 of 22 March on effective equality between women and men launched progressive norms governing gender issues, and the Spanish Science and Technology Act (2011) incorporated measures to promote effective equality in academic institutions. This paper evaluates how Spanish evaluation agencies’ compliance with implementing gender balance has affected the composition of evaluation committees and its impact on the advancement of women in science. Findings reveal some positive figures on women’s representation in recent decades, even though gender-balanced committees do not show any clear evidence of causing this effect. There seems to be no correlation between gender-balanced committees and women’s success rates, suggesting intermediate variables affect women’s low participation in competitive submissions. It explores several factors concerning two agencies’ evaluation procedures, such as formality and transparency, direct/multiple gatekeeping processes, the influence of epistemic cultures, cohorts and confidence of female candidates.Postprint (author's final draft

Situació i anàlisi de la igualtat d'oportunitats de gènere (IOG) al DOE

Preprin

How to diagnose equal opportunities between women and men in organizations

Gender equality is now a matter that concerns all European countries. Despite the great effort made by governments and the progress of laws, gender discrimination still exists in family, social, cultural, political and economic spheres. Even today, it is rare to find women at the top level in companies. The path to equal opportunities is long and the only way to improve the situation is by means of appropriate equal opportunities plans. An essential part of the process of designing and implementing such action plans involves diagnosing the situation in a company. In this paper, an innovative indicator model is proposed. A review of numerous international private and public equal opportunities plans led to the design of a model to carry out a diagnose to identify all areas that could be corrected or improved by implementing specific measures, leading the company to deliver real equal opportunities policies. The indicator model is designed for the present historical context, though it is flexible enough to be adapted to each age and situation. The indicator model, which is original, will help companies carrying out one of the most important and essential parts of the process of designing and implementing and equal opportunities plan. Moreover, taking the indicator model companies ensure that all the relevant features are coveredPeer Reviewe

Compulsory equal opportunities plans: Advantages of equal opportunities between women and men for companies

La Ley de Igualdad Efectiva de mujeres y hombres, aprobada en España en 2007, establece la obligatoriedad de elaborar e implantar planes de igualdad de oportunidades a aquellas empresas con más de 250 trabajadores. La relación “coste-beneficio” de la igualdad de oportunidades (relación entre el nivel de igualdad de oportunidades en una empresa y sus resultados) es un tema que no ha sido aún explorado y, por ello, las empresas deben autoconvencerse de la conveniencia de implantar planes de igualdad por medio de argumentos no cuantitativos. En este artículo se discuten las principales ventajas que puede ofrecer a las empresas la igualdad de oportunidades entre mujeres y hombres y se ofrecen criterios y herramientas para su aplicación.The Equal Opportunities Spanish Law (from 2007), establishes that those companies with more than 250 workers have to design and implement an equal opportunities plan between women and men. Since the “cost-benefit” relation of equal opportunities has not been yet studied, companies have to convince themselves about the convenience of designing and adopting an equal opportunities plan by means of non quantitative reasons. In this paper the main advantages of equal opportunities for companies are discussed, and some criteria are offered for its application.Peer Reviewe

Inserción laboral de las titulaciones de la subárea de tecnologías avanzadas de la producción

Esta comunicación presenta los principales resultados de una encuesta sobre inserción laboral de los titulados y tituladas universitarios de la subárea de tecnologías avanzadas de la producción, describiendo la situación laboral de estos titulados en el momento de contestar la encuesta, la rapidez de acceso al mercado de trabajo y sus condiciones laborales: ámbito de trabajo, sector de actividad, dimensión de la empresa, funciones desarrolladas mayoritariamente por estos titulados, tipo de contrato y retribución. También se describe el grado de satisfacción con los estudios realizados y con el trabajo actual. Se comparan los resultados obtenidos de la subárea de tecnologías avanzadas de la producción con los resultados de la totalidad de las personas tituladas del área técnica y del total de titulaciones. En todo el análisis se ha tenido en cuenta la perspectiva de género y se ponen de manifiesto diferencias en la rapidez de inserción entre mujeres y hombres y en la calidad de esta inserción.Postprint (author’s final draft

Guia per al disseny i per a la implantació d'un pla d'igualtat d'oportunitats en una universitat

La Guia pretén ser un instrument d'ajut a les universitats en el disseny i la implantació d'un pla d'igualtat d'oportunitats, tot proporcionant una metodologia, un model de disgnòsi i unes recomenacions a tenir en compte en tot el procés. Al final de la guia hi ha un recull de la normativa legal existent i un glossari on es poden trobar les definicions dels principals conceptes en matèria d'igualtat d'oportunitat

Diagnòstic de la situació en matèria d'igualtat d'oportunitats a la Universitat Politècnica de Catalunya (UPC)

Diagnòsi de la UPC en matèria d'igualtat d'oportunitats, realitzada mitjançant la valoració de cada un dels indicadors del model presentat a la Guia

La cultura organizativa y la percepción de igualdad de oportunidades entre mujeres y hombres

The organizational culture understood as the set of beliefs and values shared by the individuals of an organization, it can modulate and guide, in different degree the behavior of the people who are employed at an organization and also of those who are joining establishing processes of identity and exclusion. The importance of the organizational culture like key factor for the efficiency of the organization, like comparative advantage and also like process of change is demonstrated. The organization can through performances and policies generate behaviors that support the existence of values within the organization. The equality of opportunities between women and men constitutes a value that must join the organizations, understanding the equality of opportunities of kind as the absence of obstacles or barriers that make difficult to the women the participation in the economic area, cultural and social politician in equality of conditions that the masculine group. The equality of sort opportunities reports to the organizations a series of advantages and benefits that have their base in the satisfaction of the personnel, the labor climate, the commitment with the organization, the enrichment and the corporative image. The perception of an unjust treatment or discriminatory has organizational and personal, such consequences as the decrease of the productivity, the increase of the labor absenteeism and the increase of complaints and legal actions. The nonexistence of information and investigations on the perception of equality of opportunities of kind and his possible relation with the organizational culture, has motivated the exposition of this thesis. The general aim of the thesis consists of determining if relation exists between the organizational culture and the equality of opportunities of kind. To obtain this general aim it has considered to identify the areas or dimensions more relevant that they affect the perception of equality of opportunities of kind. To identify if there exists a typology of organizational culture that favors or impedes the perception of equality of opportunities of kind and to analyze the relation between the dimensions of equality of kind and the type of organizational culture. To reach the proposed aims has followed a concrete methodology characterized by 3 phases of investigation: the first one where it is designed and validated a Scale of measurement of the perception of equality of opportunities of kind (EIOG), the second phase, there raises a model of structural equations who relates the different typologies of organizational culture and the perception of discrimination of kind and the third phase that relates the different typologies of organizational culture and the scale of perception (EIOG). For the elaboration of scale EIOG two representative samples have been used, one of 274 people belonging to the university sector and other of 354 people belonging to organizations of the industrial sector and with more than 50 workers / hard-working that have allowed the validation of the scale by means of an analysis of validity of content, convergent and discriminante, as well as an analysis of reliability of the scale. The phase 2 and 3 develop across models of structural equations, statistical powerful tool for the study of causal relations.The investigation concludes that relation exists between both variables object of this thesis, relation exists between the organizational culture and the perception of equality of opportunities between women and men. The contribution of this investigation to the business management is that the persons with responsibilities that occupy the management dome, can have more prudent behaviors, identifying more dominant organizational or influential cultures in the perception and behaviors of his employees and employees. The high direction must be conscious of this advantage implementing policies that promote the equity

La cultura organizativa y la percepción de igualdad de oportunidades de género

Postprint (published version