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InhoudVan Veelen en Derks: Academics as Agentic Superheroes: Female academics’ lack of fit with the
agentic stereotype of success limits their career advancement.............................................................3
Acker: gendering organizational theory (about structure).....................................................................6
Kanter: Numbers: Minorities and majorities..........................................................................................8
Keeping up gendered appearances: representations of gender in financial annual reports. Accounting
Organizations and Society – Benschop en Meijhuizen.........................................................................11
Provisional Selves: Experimenting with Image and Identity in Professional Adaptation – Ibarra.........15
Teaching Case 2: “(You are) who you are”- And what does this mean? In: What you see is what you
get!? Looking into ethnic diversity and professional careers in Dutch organizations. Unpublished
dissertation. Vrije Universiteit Amsterdam. (Ossenkop).......................................................................20
Ethnic diversity and social capital in upward mobility systems: Problematizing the permeability of
intra-organizational career boundaries – Ossenkop et al. 2015b.........................................................21
“all the single ladies” as the ideal academic during times of COVID-19 - Utoft....................................25
Unpaid Work and Care During COVID-19: Subjective Experiences of Same-Sex Couples and Single
Mothers in Australia – Craig & Churchill...............................................................................................27
“I have turned into a foreman here at home”: Families and work–life balance in times of COVID-19 in
a gender equality paradise – Hjalmsdortir & Bjarnadottir....................................................................29
Ethnic identity positioning at work: Understanding professional career experiences – Ossenkop et al.
(2015b).................................................................................................................................................31
Challenging ethnic and gender identities An exploration of UK black professionals’ identity
construction – Atewologun & Singh.....................................................................................................35
Paradoxes of Intersectionality: Theorizing Inequality in the Dutch Police Force through Structure and
Agency – Boogaard & Roggeband.........................................................................................................38
Feminist theories of technology – Wajcman........................................................................................41
Gender and humor in social context – Crawford..................................................................................43
Can’t Take a Joke? Humour as Resistance, Refuge and Exclusion in a Highly Gendered Workplace –
Watts....................................................................................................................................................46
Politeness, power and provocation: how humor functions in the workplace - Holmes.......................48
Gebru, T. (2020). Race and gender.......................................................................................................51
Questioning impact: interconnection between extra-organizational resources and agency of equality
and diversity officers – Tatli et al..........................................................................................................54
Benevolent discrimination: Explaining how human resources professionals can be blind to the harm
of diversity initiatives – Romani et al....................................................................................................57
Quotas for Men: Reframing Gender Quotas as a Means of Improving Representation for All – Murray
..............................................................................................................................................................60
Selling science: optimizing the research funding evaluation and decision process – Vinkenburg et al.
(2021)...................................................................................................................................................63
,On Legitimate Exclusion and Illegitimate Inclusion: Redefining the Nature and Boundaries of Inclusion
– Van Dijk & Khattab.............................................................................................................................65
,Van Veelen en Derks: Academics as Agentic
Superheroes: Female academics’ lack of fit with the
agentic stereotype of success limits their career
advancement
Abstract: Gender gaps in academia persist with women being less likely to attain leadership,
earning lower salaries, and receiving less research funding and resources compared to their
male peers. The current research demonstrates yet another, more intangible gender gap in
academia called lack of fit, whereby compared to male academics, female academics perceive
higher misfit between their professional self-concept and the agentic ‘superhero’ stereotype of
the successful academic. The entire population of Dutch academics (i.e., assistant, associate, and
full professors from 14 universities) was approached to participate in a nationwide survey. Results
from this unique dataset (N = 3978) demonstrate that academics perceive agency (e.g., self-
confident, self-focused, competitive) as more descriptive of the stereo-typical successful academic
than communality (e.g., team- oriented, good teacher, collegial). Importantly, early career
female academics perceived highest lack of fit with this narrowly-defined agentic occupational
stereotype, which was correlated with lower work engagement, professional identification and
career efficacy, and higher work exhaustion and exit intentions. Thus, lack of fit seems yet another
barrier contributing to pervasive gender gaps in academia. Implications for building more
inclusive academic cultures, where not only agentic but also communal academic practice is
recognized and rewarded are discussed.
Gender gaps:
- Leadership gap: women are vastly underrepresented at the full professor level
- Salary gap: female academics earn significantly less
- Funding gap: female academics’ success rates, funding amounts, and PI listings on research
grants are significantly lower
- Resource gap: female academics report significantly less time, facilities, and assistance for
research
- Lack of fit (new): female academics perceive themselves to fit less well with the agentic
‘superhero’ standard of the successful academic
Masculine culture and gender stereotypes in academia
- The often implicit yet pervasive gender stereotype that women ‘do not have what it takes’
and lack the agentic qualities (e.g., being independent and competitive) associated with
scientific ability forms a crucial mechanism to explain persistent gender inequalities in
academia
- academia is viewed as a man’s world > Academics are thus likely to hold a highly ‘masculine’
stereotypical image
- two universal, yet gendered dimensions to construct an occupational stereotype of the
successful academic professional, namely agency & communality
Academics’ professional self- descriptions
- contemporary gender stereotypes that prescribe women to be communal are tied up with
agency-based expectations that set the normative standard for professional success. This
, complicates women's professional self-descriptions, especially with regards to their self-
views on agency
- Thus, we expect both male and female academics to rate their professional self as more
agentic the higher their academic rank
Not agentic enough? Lack of fit with the occupational stereotype in academia
- Heilman’s lack of fit framework explicates that the role expectations that portray men
as agentic and women as communal cause gender bias and impose barriers for women to
gain success in male-typed positions and occupations.
- Lack of fit may act as a self-fulfilling prophecy; women them-selves start to believe that a
career in academia is not for them
- We expect that the highly agentic occupational stereotype of the successful academic is
more incongruent with the self- concept of women compared to men, thus resulting in
higher cognitive lack of fit among female academics
Consequences of lack of fit for work and career outcomes in academia
- Female academics’ higher lack of fit is expected to have negative consequences for work and
career out-comes > social identity theory; professional identification reflects the extent to
which being an academic is a central part of the self-concept and provides a sense of self-
definition and self-esteem
- In addition to the extent that women's lack of fit with the agentic occupational stereotype of
success higher than men's, this is likely to contribute to higher work exhaustion and lower
work engagement > not being able to be your true self as a women
GENERAL DISCUSSION
- Academics who embody career success themselves showed most fit between the self and
the agentic occupational stereotype of success
- Explorative analyses showed that for women, communal self-descriptions declined with
every step up in academic rank – no such differences were observed for men
- In their professional self-descriptions, academics indicated to be more communal than
agentic, while they saw the occupational stereotypical of success as more agentic than
communal. This contrast effect was particularly pronounced among early career assistant
professor > maybe due to selection bias
- lack of fit with the agentic stereotype of academic success threatens the well-being and
sustainability of careers of early-career academics, and female assistant professors
- Broadening the standards of academic success means that multiple career paths can be
chosen towards full professorship, which may ultimately result in more diverse role models
and a more inclusive academy
Hypothesis:
1. Is the occupational stereotype of academic success more agentic than communal?
> In support of H1, results showed that when asked to rate the stereotypical successful
academic, regard-less of their gender, academics emphasized agentic traits over communal
traits
2. Do academics’ professional self-descriptions differ across gender and rank?
> we found that female assistant professors described themselves as more communal than
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