̽��ֱ�� of Cambridge - gender

Gender inequality ingrained in global climate negotiations, say researchers

cjb250 — Mon, 11 Nov 2024 08:52:16 +0000

In an article published today in Lancet Planetary Health, a team of researchers – including several from the ̽��ֱ�� of Cambridge – argue that much more needs to be done to mitigate the impacts of climate change on women, girls and gender-diverse individuals.

Focusing specifically on the intersection between climate change, gender, and human health, the researchers call on countries to work harder to ensure there is gender equity within their delegations to climate conferences and to ensure climate strategies identify gender-specific risks and vulnerabilities and address their root causes.

As the world prepares for COP29, concerns about gender representation and equality have reignited following the initial appointment of 28 men and no women to the COP29 organising committee in January 2024.

̽��ֱ��effects of climate change – from heavy rains, rising temperatures, storms and floods through to sea level rises and droughts – exacerbate systemic inequalities and disproportionately affect marginalised populations, particularly those living in low-income areas.

While the specific situation may be different depending on where people live or their social background (like their class, race, ability, sexuality, age, or location), women, girls, and gender minorities are often at greater risk from the impacts of climate change. For example, in many countries, women are less likely to own land and resources to protect them in post-disaster situations, and have less control over income and less access to information, resulting in increased vulnerability to acute and long-term climate change impacts.

They are also particularly at risk from climate-related threats to their health, say the researchers. For example, studies have linked high temperatures to adverse birth outcomes such as spontaneous preterm births, pre-eclampsia and birth defects. Extreme events, which are expected to become more likely and intense due to climate change, also take a severe toll on women's social, physical, and mental well-being. Numerous studies highlight that gender-based violence is reported to increase during or after extreme events, often due to factors related to economic instability, food insecurity, disrupted infrastructure and mental stress.

Dr Kim Robin van Daalen, a former Gates Cambridge Scholar at the ̽��ֱ�� of Cambridge, and researcher at the Barcelona Supercomputing Center (BSC), said: “Given how disproportionately climate change affects women, girls and gender minorities – a situation that is only likely to get worse – we need to ensure that their voices are heard and meaningfully included in discussions of how we respond to this urgent climate crisis. This is not currently happening at anywhere near the level it needs to.”

̽��ֱ��team summarised the inclusion of gender, health and their intersection in key decisions and initiatives under the United Nations Framework Convention on Climate Change (UNFCCC), and analysed gender representation among representatives of Party and Observer State delegations at COPs between 1995-2023. Progress has been slow, they say.

They highlight how previous scholars have consistently noted that emphasis remains mainly on achieving a gender ‘number-based balance’ in climate governance, over exploring gender-specific risks and vulnerabilities and addressing their root causes. They also discuss how there remains limited recognition of the role climate change has in worsening gendered impacts on health, including gender-based violence and the lack of safeguarding reproductive health in the face of climate change.

Although the situation is slowly improving, at COP28, almost three-quarters (73%) of Party delegations were still majority men, and only just over one in six (16%) showed gender parity (that is, 45-55% women). In fact, gender parity has only been achieved in the ‘Western European and Other’ UN grouping (which also includes North America, Australia and New Zealand). Based on current trends, several countries - particularly those in the Asia-Pacific and Africa regions - are expected to take at least a decade from COP28 before reaching gender parity in their delegations.

Dr Ramit Debnath, former Gates Cambridge Scholar and now an Assistant Professor at Cambridge, said: “ ̽��ֱ��urgency of climate action, as well as the slow understanding of climate, gender, and health connections, is cause for concern. Institutions like the UNFCCC must recognize these disparities, design appropriate methods to improve gender parity in climate governance, and keep these representation gaps from growing into societal and health injustices.”

Beyond ensuring that their voices are heard, more equitable inclusion of women has consistently been suggested to transform policymaking across political and social systems, including the generation of policies that better represent women’s interests. Previous recent analyses of 49 European countries revealed that greater women’s political representation correlates with reduced inequalities in self-reported health, lower geographical inequalities in infant mortality and fewer disability-adjusted life-years lost across genders.

Similar positive findings have been reported related to environmental policies, with women’s representation in national parliaments being associated with increased ratification of environmental treaties and more stringent climate change policies. For example, women legislators in the European parliament and US House of Representatives have been found to be more inclined to support environmental legislation than men.

Dr Ronita Bardhan, Associate Professor at the ̽��ֱ�� of Cambridge, said: "Achieving equitable gender representation in climate action is not just about fairness - it's a strategic necessity with significant co-benefits. We can shape climate policies and infrastructure that address a broader spectrum of societal needs, leading to more inclusive solutions enhancing public health, social equity, and environmental resilience."

While the researchers’ analyses focused on achieving gender balance, studies on women’s involvement in climate governance suggest that increased representation does not by itself always lead to meaningful policy changes. Even when formally included, women’s active participation in male-dominated institutions is often constrained by existing social and cultural norms, implicit biases and structural barriers.

Dr van Daalen added: “If we’re to meaningfully incorporate gender into climate policy and practice, we need to understand the risks and vulnerabilities that are gender-specific and look at how we can address them and their root causes at all phases of programme and policy development.

“But we also need to resist reducing women to a single, homogenous group, which risks deepening existing inequalities and overlooks opportunities to address the needs of all individuals. It is crucial to recognise the diversity of women and their embodiment of multiple, intersecting identities that shape their climate experiences as well as their mitigation and adaptation needs.”

̽��ֱ��team also highlights that gender-diverse people face unique health and climate-related risks due to their increased vulnerability, stigma, and discrimination. For example, during and after extreme events, transgender people in the United States report being threatened or prohibited access to shelters. Similarly, in the Philippines, Indonesia, and Samoa, gender-diverse individuals often face discrimination, mockery, and exclusion from evacuation centres or access to food. Yet, say the researchers, there are major gaps in knowledge about the health implications of climate change for such groups.

Find out how Cambridge's pioneering research in climate and nature is regenerating nature, rewiring energy, rethinking transport and redefining economics - forging a future for our planet.

Reference
Van Daalen, KR et al. Bridging the gender, climate, and health gap: the road to COP29. Lancet Planetary Health; 11 Nov 2024; DOI: 10.1016/S2542-5196(24)00270-5

Climate governance is dominated by men, yet the health impacts of the climate crisis often affect women, girls, and gender-diverse people disproportionately, argue researchers ahead of the upcoming 29th United Nations Climate Summit (COP29) in Azerbaijan.

Given how disproportionately climate change affects women, girls and gender minorities, we need to ensure that their voices are heard and meaningfully included in discussions of how we respond to this urgent climate crisis

Kim van Daalen

Hansel ohioma

Surviving the flood at Ahoada in Rivers state Nigeria

̽��ֱ��text in this work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License. Images, including our videos, are Copyright © ̽��ֱ�� of Cambridge and licensors/contributors as identified. All rights reserved. We make our image and video content available in a number of ways – on our main website under its Terms and conditions, and on a range of channels including social media that permit your use and sharing of our content under their respective Terms.

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CamFest Speaker Spotlight: Dr Tom McClelland

zs332 — Wed, 20 Mar 2024 10:57:04 +0000

Tom McClelland is a lecturer in the Department of History and Philosophy of Science at the ̽��ֱ�� of Cambridge. He will be speaking about his and colleague Paulina Sliwa’s recent research findings on the much contested ground of who does the housework and what impact gender has in Seeing the mess: Gender, housework and perception at the Whipple Museum of the History of Science on Thursday 21st March 3-4pm.

Minority ethnic doctors less likely to get specialty NHS training posts while some specialties show gender bias

cjb250 — Wed, 19 Apr 2023 23:01:16 +0000

Their analysis, published today in BMJ Open, also found that while female applicants are more successful overall, particular specialities tend to appeal to different genders.

Researchers from the ̽��ֱ�� of Cambridge and Cambridge ̽��ֱ�� Hospitals NHS Foundation Trust examined data from applicants to Specialty Training Posts through Health Education England for the recruitment cycle 2021-22 to look at potential disparities in the success of applicants according to gender, ethnicity and disability.

During this period, there were just under 12,500 successful applicants to Health Education England for training posts – a success rate of one in three (32.7%). Overall, females were more successful than males (37.0% versus 29.1%).

̽��ֱ��researchers found clear evidence that certain specialities were more attractive to females or to males. Of note, surgical specialities and radiology had the highest proportion of male applicants (65.3% and 64.3% respectively), while obstetrics and gynaecology and public health had the highest proportion of female applicants (72.4% and 67.2% respectively).

Senior author Professor Sharon Peacock, from the Department of Medicine at the ̽��ֱ�� of Cambridge, said: “ ̽��ֱ��success by female applicants in many specialties is a positive step towards gender balance, and perhaps reflects existing efforts to address disparities. But the skew in applications and subsequent recruitment by gender, particularly amongst surgical specialities, is concerning.”

Gender disparities are known to have knock-on effects. For example, a lack of female representation contributes towards a male dominated culture, which can then result in fewer female role models to inspire and encourage aspiring female doctors.

̽��ֱ��researchers say there are several reasons for these disparities. In surgical specialities, for example, a male-dominated workplace culture, bullying and harassment, few female role models, and career inflexibility, have been suggested as factors that deter females from applying. Female surgeons have reported quality of life and fewer unsocial hours as explanations of why women prefer other clinical specialities, in addition to the fear that working less-than-full-time or taking career breaks is perceived negatively.

Approximately half (50.2%) of the applicants were non-UK graduates. ̽��ֱ��overall success rate of UK graduates was 44.5%, compared with 22.8% for non-UK graduates.

When it came to minority ethnic groups, after adjusting for country of graduation, applicants from eleven out of fifteen groups (73.3%) were significantly less likely to be successful compared to White British. Those who fared worst were those of Mixed White and Black African ethnicity, who were only half as likely (52%) to be successful as White British applicants.

Dr Dinesh Aggarwal, the study’s first author, also from the Department of Medicine, said: “ ̽��ֱ��data suggests there’s a need to review recruitment policies and processes from a diversity and inclusion perspective. But the issues extend beyond recruitment – doctors from minority ethnic groups can struggle to progress within the NHS and report disproportionately high levels of discrimination from colleagues.

“More than four in ten of the medical and dental workforce in NHS trusts and clinical commissioning groups in England are from a minority ethnic group, and ensuring that they are able to work within an inclusive environment, that allows them to thrive and progress, should be a priority.”

Although only a very small proportion of successful applicants (1.4%) declared a disability, they were more likely to be successful (38.6% compared with 32.8% of non-disabled applicants). However, there were no disabled applicants to 22.4% of the specialities, and for a further 36.2% of specialities, no disabled applicants were accepted.

Dr Dinesh Aggarwal added: “It’s encouraging to see a high proportion of acceptances among individuals disclosing a disability. ̽��ֱ��NHS needs to ensure that application and recruitment processes are accessible and open to adjustments for all disabilities, eliminate any fear of discrimination, and provide assurance that all NHS workplaces will accommodate reasonable adjustments to ensure that disabled doctors can carry out their work. This will not only help to encourage more disabled applicants, but also allow disabled clinicians to feel more comfortable disclosing this information.”

Professor Peacock added: “ ̽��ֱ��NHS is the largest employer in the UK and it’s vital that it nurtures diverse talent to benefit patient care. People from diverse backgrounds bring different lived experiences and perspectives, which in turn strengthens the pool of knowledge and skills within the NHS. A lack of workforce diversity can be detrimental to patient care, and research shows that inherent biases can influence how clinicians treat patients.”

Dr Aggarwal is a PhD student at Churchill College. Professor Peacock is a Fellow at St John’s College.

Reference
Aggarwal, D et al. Applications to medical and surgical specialist training in the UK National Health Service, 2021-22: a cross-sectional observational study to characterise the diversity of successful applicants. BMJ Open; 20 April 2023; DOI: 10.1136/bmjopen-2022-069846

Most minority ethnic groups are less successful than their White British counterparts when applying to specialty training programmes in the NHS, Cambridge researchers have shown.

̽��ֱ��NHS is the largest employer in the UK and it’s vital that it nurtures diverse talent to benefit patient care

Sharon Peacock

DarkoStojanovic

Doctor's white coat with stethoscope and pens

̽��ֱ��text in this work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License. Images, including our videos, are Copyright © ̽��ֱ�� of Cambridge and licensors/contributors as identified. All rights reserved. We make our image and video content available in a number of ways – as here, on our main website under its Terms and conditions, and on a range of channels including social media that permit your use and sharing of our content under their respective Terms.

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Raise the floor: education that works for everyone

Anonymous — Mon, 24 Jan 2022 08:25:50 +0000

̽��ֱ��evidence that convinced the international community that putting disadvantaged children first creates education systems that work for everyone.

̽��ֱ��energy researcher who wants to build better to consume less

cg605 — Wed, 15 Sep 2021 11:00:15 +0000

Against a global backdrop of rising energy demands and finite resources, Rihab Khalid set out to understand how buildings can become more energy efficient. As a result, she now advocates for building and energy policies that consider cultural differences and address the needs of women.

Cambridge ̽��ֱ�� Library unveils the rich histories, struggles and hidden labours of Women at Cambridge

sjr81 — Thu, 05 Sep 2019 10:27:39 +0000

Opening to the public on Monday 14 October, and curated by Dr Lucy Delap and Dr Ben Griffin, the exhibition will focus on the lived experiences of women at the ̽��ֱ��, the ongoing fight for equal educational rights, recognition, and inclusion in university activities, and the careers of some of the women who shaped the institution – from leading academics to extraordinary domestic staff and influential fellows’ wives.

̽��ֱ��exhibition will showcase the history of women at the ̽��ֱ��, the persistent marginalisation they were subject to, and the ongoing campaigns for gender justice and change since the establishment of Girton College in Cambridge in 1869, the first residential university establishment for women in the UK. Visitors will have the opportunity to explore rarely seen collections from across the ̽��ֱ�� and colleges. Through a mix of costume, letters and audio-visual material, the fascinating and little-known stories of individual women will be illustrated.

Dr Lucy Delap, exhibition co-curator and Fellow of Murray Edwards College, said: “From the founding of the first women’s college to the present day, the experience of women at Cambridge has differed greatly from their male counterparts.

"Though Girton College was established especially to give women the opportunity to study at the ̽��ֱ��, there were still many barriers that women faced – the first female students were required to ask permission to attend lectures, were not allowed to take exams without special permission, and usually had to be accompanied by chaperones in public until after the First World War. It was still not until 1948 that Cambridge began to offer degrees to women – the last of the big institutions in the UK to do so.

“Through ̽��ֱ��Rising Tide we hope to illustrate an all-encompassing picture of the incredible fight for gender equality within the ̽��ֱ��, while portraying the fascinating journeys of some of the militant, cussed and determined women of our institution too.”

Visitors to the exhibition will learn of the deep opposition and oppression women faced, including the efforts made to keep women out of student societies, the organised campaigns to stop women getting degrees, and the hostility faced by women trying to establish careers as academics. Surviving fragments of eggshells and fireworks illustrate the violent opposition to giving women degrees during the vote on the subject in 1897, as does the note written by undergraduates apologising for the damage that had been done to Newnham College during the riot of 1921.

̽��ֱ��exhibition will also reveal the creativity and courage of the women who defiantly resisted such opposition to establish lives and careers within the ̽��ֱ��. Resistance included: the signing of the 400 page petition demanding women’s degrees in 1880, which will be displayed over the walls of the exhibition; setting up new student societies for women; and finding opportunities for women to lecture.

Sometimes, resistance meant finding ways of avoiding the rules that discriminated against women – between 1904 and 1907, Trinity College Dublin offered women from Newnham and Girton the opportunity to travel to Dublin to graduate officially and receive a full degree. ̽��ֱ��robes of one of the graduates, which have been stored for many decades, will be displayed in the Women at Cambridge exhibition.

Dr Ben Griffin, exhibition co-curator and Lecturer in Modern British History at Girton College, added: “By telling the story of women at Cambridge, this exhibition also tells the story of how a nineteenth-century institution, which served mainly to educate young men for careers in the church, transformed itself into a recognisably modern university devoted to teaching and research.”

̽��ֱ��Rising Tide is a culmination of exhibitions, events and displays exploring the past, present and future of women at the ̽��ֱ�� of Cambridge. Curated by Cambridge ̽��ֱ�� Library in collaboration with students and staff, the events programme, pop-up exhibitions and displays will run at the Library and across the city. Women at Cambridge is the centre-piece of the programme and will launch on Monday 14 October, and run until March 2020. Entry is free.

One hundred and fifty years since the first women were allowed to study at the ̽��ֱ�� of Cambridge, Cambridge ̽��ֱ�� Library will be sharing the unique stories of women who have studied, taught, worked and lived at the ̽��ֱ��, in its new exhibition ̽��ֱ��Rising Tide: Women at Cambridge.

From the founding of the first women’s college to the present day, the experience of women at Cambridge has differed greatly from their male counterparts.

Lucy Delap

Girton College

Domestic staff of Girton College, 1908

̽��ֱ��text in this work is licensed under a Creative Commons Attribution 4.0 International License. Images, including our videos, are Copyright © ̽��ֱ�� of Cambridge and licensors/contributors as identified. All rights reserved. We make our image and video content available in a number of ways – as here, on our main website under its Terms and conditions, and on a range of channels including social media that permit your use and sharing of our content under their respective Terms.

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Making the numbers count: supporting and engaging women at every career stage

ed515 — Fri, 15 Jun 2018 08:00:00 +0000

Glass ceilings, glass cliffs, glass escalators… much has been written about the metaphorical glass barrier that stands invisibly yet solidly between women and high-level success across the economy.

It’s a description that exasperates Professor Sucheta Nadkarni from Cambridge Judge Business School.

“ ̽��ֱ��challenges faced by women in business are well documented and fiercely debated, and there’s a tendency for most of this talk to be negative. I call this the doom and gloom narrative – it’s about the barriers that women face and why women fail. Let’s change the conversation about gender equality to focus on the factors that help women
to succeed.”

Nadkarni is the lead academic on a major global research project that reported in the European Business Review last year on the factors that help women to succeed in corporate environments. ̽��ֱ��project gathered data from 1,071 companies in 42 countries, covering 56 industries. ̽��ֱ��information spanned a ten-year period, during which the average percentage of women on executive teams in sampled firms rose from 7.6% to just 11.7%.

̽��ֱ��study highlighted the many benefits that women in senior roles bring to companies. “It’s not just that hiring more women into senior positions is the right thing to do for gender equality, it’s also the smart thing to do from a business perspective,” says Nadkarni.

“We found that bringing more women to top roles can make a business function better, attract new customers and improve the bottom line. Women bring in diverse capabilities, diverse knowledge and new ways of thinking, which organisations need.”

With revelations about the gender pay gap making current headlines – three quarters of the 10,000 firms that have provided information pay men more than women – the inequality problems women continue to face in the labour market are gaining increasing attention.

However, Nadkarni is keen to focus on the future. “ ̽��ֱ��question we need to ask now is: what can we do about this situation of unequal pay and unequal representation, and how can we create a more optimistic, promising picture for our students and for the women who are just starting to rise up?”

Her study considered the economic, political, legislative and cultural forces that determine the number of women in the boardroom in different countries. ̽��ֱ��findings showed that the strongest drivers are ‘female economic power’ and a requirement for gender diversity in a country’s corporate governance code. Maternity provisions and female politicians providing a championing voice for women are also important factors.

Female economic power was measured by the expected years of schooling for women, and the percentage of women in the labour force. ̽��ֱ��results suggest that as women become more highly educated, and gain increasing levels of employment, they play a greater role in the marketplace. This then provides a powerful incentive for companies to hire more women onto the board, to reflect the market they cater for.

Corporate governance codes are a set of best practice recommendations, including gender diversity requirements. In the past decade, codes have been created in 64 countries. Among countries sampled in Nadkarni’s study, Colombia had the highest percentage of women in executive teams, at 28.5%, and Japan ranked bottom with 0.57%.

These codes, says Nadkarni, are one example of a ‘soft’ measure that has been shown to be effective in helping women to gain top roles in executive teams or on management boards. In comparison, ‘hard’ targets – such as the mandatory quotas enforced on companies by several countries to give a percentage of seats on the board to women – do little to support gender diversity, and can also have a negative effect on company cohesion.

“Although quotas can help to improve the representation of women on corporate boards, they do little to help women stay in senior positions long enough to make a real impact, and can have both positive and negative effects on turnover rates,” says Nadkarni. “They can also create a hostile environment, by conveying a sense of ‘preferential treatment’ rather than recognition of hard work, skills and capabilities.”

̽��ֱ��research also uncovered some of the loopholes that companies exploit to meet quota requirements. For example, in countries where family businesses are common, quotas are sometimes fulfilled by appointing female relatives to the board. In one case, an 86-year-old, the daughter of the founder of a company in Turkey, had been on the board since 1964.

Dr Jude Browne, the Jessica and Peter Frankopan Director of the ̽��ֱ�� of Cambridge Centre for Gender Studies, has constructed a different approach to addressing gender equality that focuses on encouraging diversity at all levels of an organisation rather than simply quota requirements for senior roles.

Browne suggests that “each organisation with significant pay gaps and other segregation patterns needs to begin by building a detailed picture of what it thinks its data ought to look like and, crucially, publish its goals.

“Too many organisations simply collect data, compile aggregate figures that don’t tell us that much and then look to other organisations to see how they compare. Given that a great many are failing to pick up real pace in addressing these patterns, the ‘comparison with competitors approach’ tends to generate a complacent comfort zone around what ought to be, in many cases, unacceptable.”

As Browne set out at the European Commission recently, the ‘Critical Mass Marker’ approach focuses on skilled women who are not advancing to the next level as quickly as one might expect – that is, where critical mass is not having the desired flow effect.

̽��ֱ��approach requires an organisation to undertake a detailed analysis of its workforce and mark out goals that proportionately relate each level to the next, taking critical mass failures into particular account. Organisations would then be required to analyse and explain their continued segregation patterns against their published goals. This might include analysing the different career profiles that various intersectional groups tend to have and the impact of dependant-related responsibilities, reassessing the benchmark criteria for promotion, and comparing those who have worked within the organisation for long periods to newcomers with very different workloads.

“ ̽��ֱ��Critical Mass Marker approach is not going to solve all the segregation problems that organisations tend to have,” she adds. “But it puts a greater onus on them to ensure those equipped with the relevant talents are able to move up and across institutional structures in a more effective and proportionate way than blanket quotas aimed solely at the top layers of management where we often only see the same few women.”

Nadkarni is also keen to see more women supported at every level, and would like to see action to increase the number of women in executive teams, not just on corporate boards.

“Corporate boards are important, but they only play an indirect role in influencing company strategies and performance, because they mainly have an advisory capacity,” she says. “ ̽��ֱ��decisions are made by the executive team. So, if we want companies to benefit, if we want women to really make an impact, then it’s the executive teams that matter.

“In this context, a quote that comes to mind is it’s not about ‘counting the numbers’, it’s about ‘making the numbers count’. In other words, it’s not merely the quantity of women in top positions that matters, but also whether policies are in place at various levels – company, government and corporate governance codes – to ensure that women can make
a true impact in such roles.

“Hopefully in the future we will watch the doom and gloom ebb away as the true benefits of gender equality become crystal clear to everyone.”

Inset image: read more about our research on the topic of work in the ̽��ֱ��'s research magazine; download a pdf; view on Issuu.

Researchers call for gender equality and career support for women in the workplace, and an end to “the doom and gloom narrative” over their limited numbers.

Hiring more women into senior positions is the right thing to do for gender equality. It’s also the smart thing to do from a business perspective

Sucheta Nadkarni

WOCinTech Chat

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All in a day’s work

lw355 — Tue, 12 Jun 2018 08:54:24 +0000

READ THE STORY HERE

Researchers at the ̽��ֱ�� of Cambridge are helping to understand the world of work – the good, the bad, the fair and the future.

Christopher Burns on Unsplash

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