DIVERSITY BEGETS

DIVERSITY:

Team:
Rayo McQueen
CONTENT

01 Introduction

02 Objective

03 Methods (data collection)

04 Methods (Statistics)

05 Results

06 Discussion
INTRODUCTION
Gender equity in academic science is What then is the role of the
yet to be achieved in most institutions scientific society in helping rectify
and societies worldwide. gender inequity?

Joining is most often a self-selection

Scientific societies play a large role in
process, leadership positions in these
supporting students and researchers
societies are often self-nominated
through the provision of grants,
and/or elected by the rest of the
conferences, and journal publications. members of the society.
OBJECTIVE
Previous studies have found that
Aims to quantify gender equality (defined as organizations with female leaders tend
to be more equitable overall in terms of
proportionally equal representation of men
gendered attitudes and treatment.
and women) on the councils and boards of
academic scientific societies—specifically in
Revealing organizational structures or
zoological sciences. variables that may play a role in limiting
women’s leadership.
We do this by examining the representation
of gender on the governing boards or
councils of a number of zoological societies,
and also consider the gender of those in
primary leadership positions (president, vice
president, secretary and treasurer).
METHODS
DATA COLLECTION

LIMIT OF DATA
THE FOCUS OF STUDY RELIABILITY VALORACIÓN
COLLECTION

Data collection was limited to To ensure that the data was Complemented a comprehensive search
The study focused on scientific
societies focused on live reliable, only societies that had of the entire website to find any
and academic professional
animals, to keep the study an updated website (April to evidence of a statement, committee, or
societies
within its own field of May 2016) were used. other form of affirmative action
The society had to be open
specialization. This included The following information was program that implies that the society is
(membership was not selective
societies focused on taxonomic then collected from each dedicated to increasing diversity or
or based on recruitment).
groups limited to the level of society: the number of members improving gender equality.
Class and disciplines (e.g., that made up the board or main About gender through personal or
animal behavior societies, executive committee, the number institutional websites. The gender that is
ecological societies, or other of women on said committees reported is the person's performative
societies with zoologists as and the gender of each of the gender and not the person's biological
members). people in the following positions sex. This also meant that those who
Associations based solely on of President, Vice President, identified as gender non-binary could
animal ownership or breeding Secretary and Treasurer. only be included if this identification
were not considered; As was specifically stated; however, we did
mentioned above, the society not encounter this scenario in the course
was to have a scientific of our research.
research focus.
 METHODS
STATISTICS
Was investigated:
1
A) THE PROPORTIONAL
REPRESENTATION OF WOMEN ON
THE BOARD OF DIRECTORS OF A
COMPANY (FEMPROP),
2
B) THE PRESENCE OF A WOMAN
IN THE POSITION OF PRESIDENT
OF THE COMPANY OR
EQUIVALENT (FEMEXEC)
3 4
C) THE NUMBER OF WOMEN IN
LEADERSHIP POSITIONS
(PRESIDENT, VICE-PRESIDENT,
SECRETARY, TREASURER;
FEMLEAD)
MODELS
A model was established that aims
to capture the organizational or
work culture of the company
according to the social network of
its boards of directors, the age of
the company and whether there are
commitments to promote equality.
Next, a model representing the
scope of the society in terms of its
disciplinary focus and regional
scale (Scope) was considered.
Geographic variation was then
tested by including a model
consisting of each society's region
of origin and the scale of its reach
(Geography).
Finally, and included a historical
model that included only the age of
each society (History).
 The minimum required data were obtained from 202 different scientific societies.
In total, 68 societies were discipline-based and 134 were taxa-focused; 142 were
national societies, 27 were continental and 33 were international (multiple continents).
RESULTS In total, only 39 societies (19.3%) had a visible statement or commitment to diversity
and/or gender equality.
The average age of the companies was 58 years, with the oldest company (Socie'te'
Entemologique de France) founded in 1832 (184 years).
IT IS WORTH MENTIONING THAT the youngest (multiple) companies founded in 2012 (4 years).
THE AUTHORS, DESPITE BEING VERY
INTERESTED IN IDEAS OF
INTERSECTIONALITY AND OTHER
FORMS OF DIVERSITY IN ACADEMIA,
CHOSE TO INVESTIGATE ONLY
GENDER, DUE TO DATA AVAILABILITY

As we can see in the figure, the percentages of women and men on

the company's boards of directors by geographic area are shown.
 02
Female Executive Representation:
01 Society culture is the most
informative model for female
Female Board Representation presidents.
Smaller board sizes and more Higher female board
women in leadership positions representation is associated with
correlate with higher female a greater likelihood of female
board representation. presidents.
Taxonomic societies exhibit Older societies tend to have
lower female representation fewer female presidents.
than disciplinary societies.
Cultural models are more
informative than historical,
geographical,
factors.
or disciplinary
03
Female Leadership Representation:
Society culture is the most
informative model for female
leaders in zoological societies.
More women on the board and the
presence of equality statements
increase female leadership.
Larger board size has a slight
negative effect on female
leadership representation.
DISCUSSION:
Influence of Internal Culture: Internal factors like board
gender representation and equality commitments outweigh
external factors.
Positive Impact of Female Leaders: Exposure to female
leaders positively influences overall female representation.
Board Size and Gender Equality: Smaller boards may foster
gender equality.

STRATEGIC IMPLICATIONS: PROMOTING INTERNAL

CULTURE AND GENDER DIVERSITY IN ZOOLOGICAL
SOCIETIES ENHANCES OVERALL INCLUSIVITY.
HEALTH CHECKLIST FOR SCIENTIFIC SOCIETIES AIMING FOR
GENDER EQUALITY

This list has been adapted from the Ferber model.

Some of the rules that apply to scientific societies were

chosen to provide an overview.

This list includes commonly researched actions that

contribute to a more gender-balanced culture.

It can be used as a guide, or can even help inform key

performance indicators for companies and groups.

It is intended to be a resource that companies can

adapt according to their particular strategies to
evaluate their performance or maintain their
performance.
The health checklist provided can help societies
identify how to:
Exclusionary: societies are discriminatory and
restrictive.

Club-like: a masculine culture is preserved while

admitting “symbolic” female leaders without full
commitments to equality and diversity.

Complying: the society openly eliminates

discrimination, but does not change its mission,
structure or culture.

Affirming: the commitment to eliminate

discrimination is complemented by changes in
culture, providing support to minorities with policies
that guarantee equity and diversity.
It is suggested to implement some key components
of the health checklist:
1. Include a visible mission/vision statement (website or
in the constitution) and a commitment to equality and
diversity within the organization.

2. Collect data on society membership and leadership

each time an annual general survey is conducted and
present these numbers publicly.

3. Have a specific protocol to report and respond to

situations of discrimination or harassment.

4. Be explicit about supporting women (and other

minority groups). Example: giving grants to women,
rewriting constitutions to be gender neutral.
 Organizations with more
diverse representation in
leadership positions are not
only inclusive, but are often the
most productive and
innovative.