Subscribe to the gold package and get unlimited access to Shamra Academy
Register a new userExplaining Gender Differences in Academics Career Trajectories
167
0
0.0
(
0
)
Added by
Daniel Larremore
Publication date
2020
fields
Informatics Engineering
and research's language is
English
Ask ChatGPT about the research
No Arabic abstract
Academic fields exhibit substantial levels of gender segregation. To date, most attempts to explain this persistent global phenomenon have relied on limited cross-sections of data from specific countries, fields, or career stages. Here we used a global longitudinal dataset assembled from profiles on ORCID.org to investigate which characteristics of a field predict gender differences among the academics who leave and join that field. Only two field characteristics consistently predicted such differences: (1) the extent to which a field values raw intellectual talent (brilliance) and (2) whether a field is in Science, Technology, Engineering, and Mathematics (STEM). Women more than men moved away from brilliance-oriented and STEM fields, and men more than women moved toward these fields. Our findings suggest that stereotypes associating brilliance and other STEM-relevant traits with men more than women play a key role in maintaining gender segregation across academia.
rate research
Read More
Currently, there is a surge of interest in fair Artificial Intelligence (AI) and Machine Learning (ML) research which aims to mitigate discriminatory bias in AI algorithms, e.g. along lines of gender, age, and race. While most research in this domain focuses on developing fair AI algorithms, in this work, we show that a fair AI algorithm on its own may be insufficient to achieve its intended results in the real world. Using career recommendation as a case study, we build a fair AI career recommender by employing gender debiasing machine learning techniques. Our offline evaluation showed that the debiased recommender makes fairer career recommendations without sacrificing its accuracy. Nevertheless, an online user study of more than 200 college students revealed that participants on average prefer the original biased system over the debiased system. Specifically, we found that perceived gender disparity is a determining factor for the acceptance of a recommendation. In other words, our results demonstrate we cannot fully address the gender bias issue in AI recommendations without addressing the gender bias in humans.
In the sport of cricket, variations in a players batting ability can usually be measured on one of two scales. Short-term changes in ability that are observed during a single innings, and long-term changes that are witnessed between matches, over entire playing careers. To measure long-term variations, we derive a Bayesian parametric model that uses a Gaussian process to measure and predict how the batting abilities of international cricketers fluctuate between innings. The model is fitted using nested sampling given its high dimensionality and for ease of model comparison. Generally speaking, the results support an anecdotal description of a typical sporting career. Young players tend to begin their careers with some raw ability, which improves over time as a result of coaching, experience and other external circumstances. Eventually, players reach the peak of their career, after which ability tends to decline. The model provides more accurate quantifications of current and future player batting abilities than traditional cricketing statistics, such as the batting average. The results allow us to identify which players are improving or deteriorating in terms of batting ability, which has practical implications in terms of player comparison, talent identification and team selection policy.
I analyze the postdoctoral career tracks of a nearly-complete sample of astronomers from 28 United States graduate astronomy and astrophysics programs spanning 13 graduating years (N=1063). A majority of both men and women (65% and 66%, respectively) find long-term employment in astronomy or closely-related academic disciplines. No significant difference is observed in the rates at which men and women are hired into these jobs following their PhDs, or in the rates at which they leave the field. Applying a two-outcome survival analysis model to the entire data set, the relative academic hiring probability ratio for women vs. men at a common year post-PhD is H_(F/M) = 1.08 (+0.20, -0.17; 95% CI); the relative leaving probability ratio is L_(F/M) = 1.03 (+0.31, -0.24). These are both consistent with equal outcomes for both genders (H_(F/M) = L_(F/M) = 1) and rule out more than minor gender differences in hiring or in the decision to abandon an academic career. They suggest that despite discrimination and adversity, women scientists are successful at managing the transition between PhD, postdoctoral, and faculty/staff positions.
Programming is a valuable skill in the labor market, making the underrepresentation of women in computing an increasingly important issue. Online question and answer platforms serve a dual purpose in this field: they form a body of knowledge useful as a reference and learning tool, and they provide opportunities for individuals to demonstrate credible, verifiable expertise. Issues, such as male-oriented site design or overrepresentation of men among the sites elite may therefore compound the issue of womens underrepresentation in IT. In this paper we audit the differences in behavior and outcomes between men and women on Stack Overflow, the most popular of these Q&A sites. We observe significant differences in how men and women participate in the platform and how successful they are. For example, the average woman has roughly half of the reputation points, the primary measure of success on the site, of the average man. Using an Oaxaca-Blinder decomposition, an econometric technique commonly applied to analyze differences in wages between groups, we find that most of the gap in success between men and women can be explained by differences in their activity on the site and differences in how these activities are rewarded. Specifically, 1) men give more answers than women and 2) are rewarded more for their answers on average, even when controlling for possible confounders such as tenure or buy-in to the site. Women ask more questions and gain more reward per question. We conclude with a hypothetical redesign of the sites scoring system based on these behavioral differences, cutting the reputation gap in half.
Communication devices (mobile networks, social media platforms) are produced digital traces for their users either voluntarily or not. This type of collective data can give powerful indications on their effect on urban systems design and development. For understanding the collective human behavior of urban city, the modeling techniques could be used. In this study the most important feature of human mobility is considered, which is the radius of gyration . This parameter is used to measure how (far /frequent) the individuals are shift inside specific observed region.
Log in to be able to interact and post comments
comments
Fetching comments
Sign in to be able to follow your search criteria
