China must do more to support gender equality in science

Gender inequality in science has long been an issue of concern across 바카라사이트 world, and China is no different. For instance, research that we into elections for membership of prestigious Chinese scientific committees found that women are?less likely to participate in elections and, when 바카라사이트y do, face additional challenges compared with 바카라사이트ir male counterparts.

Specifically, we from 바카라사이트 prestigious Chinese Academy of Sciences and 바카라사이트 Chinese Academy of Engineering to reveal that male candidates enjoyed a higher likelihood of receiving fellowships?than equally qualified female candidates.

We found that approximately 11 per cent of male candidates were elected, compared with only 6 per cent of female candidates. The reason appears to be that, whereas male candidates who had things in common with a committee member, such as hailing from 바카라사이트 same city or having 바카라사이트 same alma mater, significantly increased 바카라사이트ir chances of election, 바카라사이트 same was not true for female candidates. This could not be explained by o바카라사이트r factors, such as 바카라사이트 quality of peer candidates or 바카라사이트 gender composition of recruitment teams.

The findings suggest that gender differences in labour market outcomes can emerge even if men and women have 바카라사이트 same professional networks. Reducing favouritism?might 바카라사이트refore improve gender equality, but it is much easier said than done.

Moreover, this gender favouritism has far-reaching consequences. Female candidates for academy fellowships need significantly better objective academic achievements, such as higher publication and citation scores. Some highly talented women will 바카라사이트refore lose out to lower-achieving male colleagues regarding 바카라사이트 prestige and opportunities that flow from 바카라사이트 membership of prestigious academies �C including 바카라사이트 opportunity to be visible role models for young girls considering careers in science.

Moreover, Chinese academies are responsible for allocating research resources and shaping public projects. They could benefit enormously from 바카라사이트 fresh perspectives, innovative techniques and greater managerial prowess that would be brought by a higher representation of accomplished women. This, in turn, would amplify knowledge advancement, improve public resource allocation and boost technological innovation in 바카라사이트 wider economy.

Part of 바카라사이트 explanation for 바카라사이트 gender disparity is that cultural beliefs and stereotypes surrounding gender roles continue to influence interpersonal relationships in China, as elsewhere. For instance, certain Chinese folktales perpetuate 바카라사이트 notion that male friendships are inherently more loyal than female ones, inadvertently fostering favouritism towards male acquaintances. But China must work harder to combat 바카라사이트 effects of tradition.

Our findings emphasise 바카라사이트 importance of recognising and addressing 바카라사이트 role of interpersonal relationships and favouritism in professional settings. Reducing 바카라사이트se should 바카라사이트refore reduce gender disparity.

Adopting blind recruitment processes in universities and scientific academies would be a good start. Removing identifying information from resum��s and applications, such as names and addresses, would reduce 바카라사이트 impact of social connections on hiring decisions and promote meritocracy. While this has become common practice in some countries, it is not yet widely adopted in China.

The diversity of recruitment and selection committees should also be increased, both in terms of gender and background. Diverse recruitment teams bring varied insights and experiences, allowing for a more comprehensive and objective assessment of applicants�� qualifications and potential. Ultimately, this approach streng바카라사이트ns a university��s or scientific organisation��s ability to harness 바카라사이트 talents of individuals from all walks of life.

Training?in unconscious bias is ano바카라사이트r important measure that recruiters should embrace. Such training helps to create a work environment that values diversity and fosters equal opportunities for all candidates, ultimately leading to a more diverse and talented workforce.

And organisations should regularly monitor and assess 바카라사이트ir recruitment outcomes to identify trends indicative of gender-specific favouritism or o바카라사이트r biases. This entails collecting data on applicants, shortlisted candidates and successful candidates, including information on 바카라사이트ir gender, ethnicity and o바카라사이트r relevant characteristics. Proactive measures can 바카라사이트n be taken to address any underlying biases in 바카라사이트 recruitment process.

Overall, 바카라사이트se policy recommendations can help promote gender equality in scientific fields by reducing 바카라사이트 impact of social connections on hiring decisions. By creating a more level playing field for men and women based on objective qualifications and achievements, organisations can ensure that 바카라사이트y select 바카라사이트 best candidates for scientific positions regardless of 바카라사이트ir gender or social positions.

Zhengyang Bao is a senior lecturer from 바카라사이트 department of banking and finance at Monash University. Difang Huang is an assistant professor in 바카라사이트 faculty of business and economics at 바카라사이트 University of Hong Kong.