Why do women leave engineering?
Women who go to college intending to become engineers stay in the profession less often than men. Why is this? While multiple reasons have been offered in the past, a new study co-authored by an MIT sociologist develops a novel explanation: The negative group dynamics women tend to experience during team-based work projects makes the profession less appealing.
Big picture is better: The social implications of construal level for advice taking
Authors: Reyt, J.N, Wiesenfeld, B.N., Trope, Y.
Engineering culture and the reproduction of sex segregation
Men and women tend to work in different jobs. This tendency, called occupational sex segregation, is a primary cause of the gender pay gap. A recent McKinsey study finds that reducing occupational sex segregation could contribute $2 Trillion to the U.S. economy.
Despite advances toward equality in other areas, occupational sex segregation has remained essentially unchanged over the last quarter century. What keeps some jobs dominated by men and others by women?
Tenure time
Tenure is granted to professors and librarians in recognition of excellent performance – and is the University’s strongest guarantee of academic freedom in research, teaching, and service. The year-long application process is a rigorous evaluation of performance.
At its May 16, 2016, meeting, McGill’s Board of Governors granted tenure to the 50 people in the 2015-2016 tenure cohort.
Brian Rubineau Awarded SSHRC Knowledge Synthesis Grant
The proposed knowledge synthesis project will describe novel and implementable evidence based opportunities (EBOs) for promoting the participation and retention of women in STEM careers over the school-to-work transition. The project will focus on integrating scholarship and evidence regarding informal social dynamics involving peers – peer influence, social capital, and social networks – to identify these novel EBOs.
Want to Improve Diversity? Look to Networks
Industry-leading tech companies recruit heavily from the most selective colleges and universities in the U.S., so is it any wonder that their employees lack diversity?
What you thought you knew about diversity is wrong
As one of only two recruitment agencies that are also Stonewall members, diversity is an issue very close to the heart of our organisation. There is a huge decline in the portrayal of these issues as merely ‘tick boxes’ or HR matters alone, but it’s important that they must be championed from the top of an organisation all the way to the ground in order for them to thrive.
Why diversity never comes to some workplaces
Striving for greater diversity in the workplace – be it gender, race, age or experience levels among employees – is a long sought-after goal by business leaders looking for a competitive advantage.
Several studies show that companies with a diverse workforce are more likely to outperform others in the field. So, with so much on the line, why do so many firms still struggle with a lack of gender, race or age diversity within their ranks?
Leveraging Peer Relationships for Retaining Women Engineers
Moving the focus from the individual to the social group offers novel and promising tools to help ensure the success and retention of entry-level women engineers. In recent years, SWE has endorsed and partnered with several researchers who focus on women’s lack of advancement in the engineering profession.
Workforce diversity boosted by recommending a friend
Referring friends and associates for job vacancies can help to create a diverse workforce, a new study from the Desautels Faculty of Management at McGill University finds.
Word-of-mouth recruitment, the most common way to fill jobs, has previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.
Workforce diversity boosted by recommending a friend
Workforce diversity boosted by recommending a friend
Referring friends and associates for job vacancies can help to create a diverse workforce, a new study from the Desautels Faculty of Management at McGill University finds.
Word-of-mouth recruitment, the most common way to fill jobs, has previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.
Word-of-mouth leads to more diverse workforce says report
A study from the Desautels Faculty of Management at McGill University has found referring friends and associates for job vacancies can help to create a diverse workforce.
Word-of-mouth recruitment, the most common way to fill jobs, had previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.
Tipping Points: The Gender Segregating and Desegregating Effects of Network Recruitment
Author: Brian Rubineau, Roberto M. Fernandez
Word-of-mouth recruitment is the most common way to fill jobs, and management scholars have long thought that this practice contributes to job segregation by gender: women tend to reach out to other women in their networks, and men do likewise.
Majority of COC staff exposed to Marcel Aubut harassment: probe
An independent probe of alleged impropriety by former Canadian Olympic Committee president Marcel Aubut says a majority of the more than 100 staff members interviewed for the review experienced or saw sexual and personal harassment.
Bureaux partagés
Entrevue avec Jean-Nicolas Reyt, professeur à la Faculté de management de l'Université McGill. Voir l'entrevue complet: RDI Economie, le 7 décembre 2015
