Gender Diversity, Equity, and Inclusion Reading Circle
Gender Diversity, Equity, and Inclusion Reading Circle
The GDEI-Reading Circle meets regularly to read and discuss papers and articles about gender inequity and related and intersecting topics, with a focus on academic settings and STEM fields. Through readings, discussions, and learning activities, we want to improve gender equity and counteract sexism in our immediate work and study environments.
Participation in this activity open to and encouraged for all genders, especially men, and all levels of employees of the University of Vienna (scientific and non-scientific staff, administration), as well as students of all levels. A WoBio membership is not required for participation.
Before participating, please make sure you have read the ground rules so the meetings will be a respectful and safe experience for everyone.
This outreach activity is organized by the WoBio Working Group: Diversity, Equity, and Inclusion Reading Circle.
The goals of the Reading Circle are to
Raise awareness for gender inequity and solutions to persistent problems
- Empower participants to confront and counteract sexism and inequities
- Initiate changes in practice and decision making on individual and institutional levels
You will learn
- to recognize the causes and consequences of gender inequities.
- to be aware of our own biases and problematic behaviors, and to change them.
- the language to name the issues and problems.
- facts and arguments for discussing gender inequities.
- about possible solutions to existing problems.
- to create/become allies within privileged groups and in positions of power.
We will do this by
- discussing readings
- using worksheets for reflection and perspective taking
- voluntary/anonymous sharing of experiences
- activities
- creating resources
Summer Term 2024 Meeting Dates and Times
Meetings last 60 minutes, and will be held in person.
For students and external people, please meet at 9.55 on the 5th floor, staircase 1 so we can let you in.
Before participating, please make sure you have read the ground rules so the meetings will be a respectful and safe experience for everyone.
For access to all the readings, other resources, and information for the meetings, please contact Caro Deimel. We will send you a link to a shared folder.
| Meeting number | Day of week | Dates | Time | Topic | Location | Readings |
|---|---|---|---|---|---|---|
| 1 | Thursday | 21.03.2024 | 10-11AM | Introduction, Gender bias in academia | 5.091 Meeting Room | www.cell.com/article/S0896-6273(21)00417-7/fulltext |
| 2 | Thursday | 11.04.2024 | 10-11AM | Historical background of gender bias in academia/STEM | 5.091 Meeting Room | www.lostwomenofscience.org/news/the-matilda-effect-how-women-are-becoming-invisible-in-science ; Gigerenzer 2022; Rossiter 1993 |
| 3 | Tuesday | 23.04.2024 | 10-11AM | Intersectionality and gender bias | 5.091 Meeting Room | t.ly/RPZ5r ; t.ly/E1yb9 ; t.ly/i9Noe |
| 4 | Tuesday | 07.05.2024 | 10-11AM | Gender bias in productivity, authorship, and peer review | 5.091 Meeting Room | t.ly/xtMm2 ; t.ly/Np6FB ; t.ly/4t763 ; t.ly/1yRu3 |
| 5 | Tuesday | 18.06.2024 | 10-11AM | Gender bias in citations and productivity | 5.091 Meeting Room | t.ly/40pSJ |
| 6 | Tuesday | 25.06.2024 | 10-11AM | Gender bias in service work | 5.091 Meeting Room | t.ly/PRvJ9 |
| 7 | Tuesday | 02.07.2024 | 10-11AM | Gender bias in precarity of academic careers | 5.091 Meeting Room | t.ly/_oSUk |
References
Gigerenzer, Gerd. "The idea of a peculiarly female intelligence: A brief history of bias masked as science." Intelligence in Context: The Cultural and Historical Foundations of Human Intelligence. Cham: Springer International Publishing, 2022. 93-120.
Hanasono, L. K., Broido, E. M., Yacobucci, M. M., Root, K. V., Peña, S., & O'Neil, D. A. (2019). Secret service: Revealing gender biases in the visibility and value of faculty service. Journal of Diversity in Higher Education, 12(1), 85.
Holman, Luke, Devi Stuart-Fox, and Cindy E. Hauser. "The gender gap in science: How long until women are equally represented?." PLoS biology 16.4 (2018): e2004956.
Huang, Junming, et al. "Historical comparison of gender inequality in scientific careers across countries and disciplines." Proceedings of the National Academy of Sciences 117.9 (2020): 4609-4616.
Khelifa, Rassim, and Hayat Mahdjoub. "An intersectionality lens is needed to establish a global view of equity, diversity and inclusion." Ecology letters 25.5 (2022): 1049-1054.
Llorens, Anaïs, et al. "Gender bias in academia: A lifetime problem that needs solutions." Neuron 109.13 (2021): 2047-2074.
Rossiter, Margaret W. "The Matthew Matilda effect in science." Social studies of science 23.2 (1993): 325-341.
Steinþórsdóttir, F. S., Brorsen Smidt, T., Pétursdóttir, G. M., Einarsdóttir, Þ., & Le Feuvre, N. (2019). New managerialism in the academy: Gender bias and precarity. Gender, Work & Organization, 26(2), 124-139.
Wu, Cary. "The gender citation gap: Approaches, explanations, and implications." Sociology Compass 18.2 (2024): e13189.
Ground rules for participation
The following ground rules are taken from a course taught by Dr. Corrie Moreau at Cornell University: Diversity, Equity, and Inclusion in STEM: The Science Behind Bias seminar (Cornell ENTOM 4040).
Information on this course, associated peer-reviewed papers, and the slides the following content is based on, can be found on her website: https://www.moreaulab.entomology.cornell.edu/science-behind-bias-seminar-course/
Ground Rules
We are all coming from different levels of understanding around these topics.
Some of these topics can be triggering, so take care of yourself.
Use the list below as a guide for your actions in this course.
- Listen often.
- Stories stay, lessons leave
- Use “I” statements
- Take Space, Make Space
- Be both teachers and learners
- Accept that things may remain unresolved
- Embrace discomfort, but take a moment if you need
- If you feel yourself getting angry or defensive, ask yourself why.
- You will make mistakes and apologize if you do
- It is not about your intent it is about your impact.
- With apologies, take ownership of your words and actions. Be specific what you apologize for.(NO: I am sorry you were hurt.)