Gender & Team Science: Evidence-based Guidance for Practice and Policy

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* Gender Differences in Research Collaboration …

* Gender Differences in Research Collaboration
* Gender Diversity and Team Productivity/Performance
* Gender Differences in Expertise Recognition and Evaluation of Performance
* Collaboration Strategies and Networks

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  • 1. Holly J. Falk-Krzesinski, PhD Vice President, Global Academic & Research Relations GENDER & TEAM SCIENCE: Evidence-based Guidance for Practice and Policy Gender Summit 4 - Europe 2014 Plenary Session – Maximising Capacity of Science Human Capital and Knowledge Communities June 30, 2014
  • 2. 2 INTRODUCTION "Team research, especially interdisciplinary research, is characterized by synergies among experts that can transform both scholars and scholarship“ – John Cacioppo, PhD, the Tiffany and Margaret Blake Distinguished Service Professor in Psychology, The University of Chicago, from the Arete Initiative website http://arete.uchicago.edu/ (2010)
  • 3. 3 Collaboration, Networking and Teams  Connecting researchers and resources in pursuit of large collaborative projects  Compiled a 1K+ reference Team Science resource library (and have read most of the abstracts in it!)  Published primary research findings that inform effective collaboration, especially for science teams  Developed and taught one of the very first-ever Team Science graduate courses, co-developed an online Team Science course  Chaired the Science of Team Science Conference for 3 years  Paid team science consultant for almost two dozen US universities 3
  • 4. 4 The Challenge  Both interdisciplinary research and collaboration in science are on the rise  Team Science produces more highly impactful research  Despite decades of efforts, disparity persists between participation of men and women in science  H2020 includes an explicit objective: “Gender balance in research teams.”  Small body of research literature on gender and team science  Paucity of the application of the research to policy and practice
  • 5. 5 The Opportunity
  • 6. 6 The Foundation  Gender Differences in Research Collaboration  Gender Diversity and Team Productivity/Performance  Gender Differences in Expertise Recognition and Evaluation of Performance  Collaboration Strategies and Networks
  • 7. 7 Mendeley SciTS Group http://www.mendeley.com/groups/3556001/science-of-team-science-scits/
  • 8. 8 Groups of Documents http://www.mendeley.com/groups/3556001/science-of-team-science-scits/
  • 9. 9 The References • Abramo, G., D’Angelo, C.A., and Murgia, G. (2013). Gender differences in research collaboration. J. Informetr. 7, 811–822. • Baugh, S.G., and Graen, G.B. (1997). Effects of Team Gender and Racial Composition on Perceptions of Team Performance in Cross-Functional Teams. Gr. Organ. Manag. 22, 366–383. • Bear, J.B., and Woolley, A.W. (2011). The role of gender in team collaboration and performance. Interdiscip. Sci. Rev. 36, 146–153. • Campbell, L.G., Mehtani, S., Dozier, M.E., and Rinehart, J. (2013). Gender-heterogeneous working groups produce higher quality science. PLoS One 8, e79147. • Haynes, M.C., and Heilman, M.E. (2013). It Had to Be You (Not Me)!: Women’s Attributional Rationalization of Their Contribution to Successful Joint Work Outcomes. Personal. Soc. Psychol. Bull. • Joshi, A. (2011). Role Models, Black Sheep, or Queen Bees?: The Effects of Women’s Incongruent Status on Expertise Recognition in Groups (Champaign, IL: University of Illinois at Urbana-Champaign). • Joshi, A., and Boppart, S. (2010). Report of the “Success in Research Labs” Study (Urbana, IL: University of Illinois at Urbana-Champaign). • Kegen, N. V. (2013). Science Networks in Cutting-edge Research Institutions: Gender Homophily and Embeddedness in Formal and Informal Networks. Procedia - Soc. Behav. Sci. 79, 62–81. • Kyvik, S., and Teigen, M. (1996). Child Care, Research Collaboration, and Gender Differences in Scientific Productivity. Sci. Technol. Human Values 21, 54–71. • Rey, C.M. (2008). Team Science and the Diversity Advantage. Sci. Careers. • Rhoten, D., and Pfirman, S. (2007). Women in interdisciplinary science: Exploring preferences and consequences. Res. Policy 36, 56–75. • Woolley, A.W., Chabris, C.F., Pentland, A., Hashmi, N., and Malone, T.W. (2010). Evidence for a collective intelligence factor in the performance of human groups. Science (80-. ). 330, 686–688.
  • 10. 10 Gender differences in research collaboration  Real or Perceived Gender Differences in IDR Participation  Bibliometric approach to examine gender differences in the propensity to collaborate by fields, disciplines, and forms of collaboration  Experiences that stretch a person may foster the ability to work in teams
  • 11. 11 Gender diversity and team productivity/performance  Gender differences in scientific productivity (scientific publishing) and lack of research collaboration  Gender heterogeneity on teams and relationship to higher quality output  Gender diversity has a positive effect on team processes and performance
  • 12. 12 Expertise recognition and evaluation of performance  Differential expertise recognition of individuals in groups by gender  Role of gender in recognizing expertise and contribution to a team  Gender composition of teams impacts performance evaluation (team effectiveness)  Recognition of women’s contribution to collaborative work
  • 13. 13 Collaboration strategies and networks  Gender as a predictor of network centrality  Gender differences in network reach  Gender, network, connectedness, and success  Research networking tools help uncover connections
  • 14. 15 Visualize Your Own Network
  • 15. 16 Women in STEM Experts Portal This is a public portal; no subscription or login is required to access the site and browse the profiled researchers at the four institutions. The site’s semantic service of its data is available through the Semantic Web Portal.
  • 16. 17 Collaboration Analysis
  • 17. 18 IN THE END “Whatever women do they must do twice as well as men to be thought half as good. Luckily, this is not difficult.” – Charlotte Whitton, Canadian feminist and mayor of Ottawa
  • 18. 19 BUT IT IS MORE DIFFICULT…
  • 19. 20 The Charge  Translate Empirical Evidence Into Policy and Practice  Commitment for change because research indicates that it leads to better science  More research to identify problems and potential causes  Research for intervention development and testing  Forums for sharing information and effective practices
  • 20. 21 SciTS Listserv  The Science of Team Science (SciTS) listserv facilitates conversation among individuals who are engaged in, studying, or managing team science, in the US and internationally. The listserv is maintained collaboratively by the SciTS Team at the National Cancer Institute, Division of Cancer Control and Population Sciences, Behavioral Research Program (http://cancercontrol.cancer.gov/brp/scienceteam) at the NIH.  TO SUBSCRIBE: Send an email with a blank subject line to: listserv@list.nih.gov. The message body should read: subscribe SciTSlist [your full name]. Please do not include the brackets. For example, for Robin Smith to subscribe, the message would read: subscribe SciTSlist Robin Smith. You will receive a confirmation email.  TO POST TO THE LISTSERV: Send an email to SciTSlist@list.nih.gov. Any subscriber may post to the list.  TO VIEW THE ARCHIVES: To view the archives of all previous postings, go to: http://list.nih.gov/archives/SciTSlist.html  TO RECEIVE MESSAGES IN A DAILY DIGEST: The default setting sends you each message as it is posted to the listserv. To receive one daily digest, instead, go to: http://list.nih.gov/cgi-bin/wa.exe?SUBED1=SciTSlist&A=1 and select “digest” as your subscription type.  TECHNICAL PROBLEMS WITH YOUR SUBSCRIPTION? Contact the list administrator, Judy Kuan, at: kuanj@mail.nih.gov. Please be sure to state that your email is in reference to the SciTS listserv.
  • 21. 22 http://www.scienceofteamscience.org Science of Team Science Conference
  • 22. 23 Team Science Toolkit www.teamsciencetoolkit.cancer.gov
  • 23. 24 Holly Falk-Krzesinski, PhD H.Falk-Krzesinski@Elsevier.com +1 (847) 848-2953
  • 24. 25 Copyright Information  You are free to Share — to copy, distribute and transmit the work  Under the following conditions:  Attribution — You must attribute the work to me, the author (but not in any way that suggests that I endorse you or your use of the work).  Noncommercial — You may not use this work for commercial purposes.  No Derivative Works — You may not alter, transform, or build upon this work.  Waiver — Any of the above conditions can be waived with my permission as the copyright holder.  Public Domain — Where the work or any of its elements is in the public domain under applicable law, that status is in no way affected by the license. This work by Holly J. Falk-Krzesinski, PhD is licensed to the Gender Summit 4 - Europe 2014 under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License. Not for commercial use. Approved for redistribution. Attribution required.