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Evaluating equity in scholarly publishing
Learned Publishing ( IF 2.711 ) Pub Date : 2020-05-26 , DOI: 10.1002/leap.1301
Simone Taylor 1 , Susan Spilka 1 , Kristen Monahan 2 , Isabel Mulhern 2 , Jeri Wachter 1
Affiliation  

The Workplace Equity Project (WE) conducted a global survey in 2018 to map the parameters that define the scholarly publishing landscape, understand the drivers for change, and recommend solutions for delivering improved outcomes. Results find that there are imbalances in diversity inherent in the workforce (96% with a Bachelor's degree or higher, 76% female, 83% heterosexual, 81% White, and 89% report no disabilities) and that outcomes diverge for respondents based on their gender and ethnicity, highlighting distinct inequities in the workplace. The leadership profile is more male (33% vs. 21%), and more White (91% vs. 81%) than the sample as a whole. Moreover, those respondents with characteristics more reflective of the leadership profile are more likely to report that they believe they are fairly compensated, recognized by the leadership, and have fair opportunities for advancement. The article recommends improvements to current practice in recruitment, sponsorship and advocacy, and staff retention to drive change towards creating a more equitable, inclusive workforce.

中文翻译:

评估学术出版的公平性

工作场所公平项目 (WE) 在 2018 年进行了一项全球调查,以绘制定义学术出版格局的参数,了解变革的驱动因素,并推荐解决方案以提供更好的结果。结果发现,劳动力固有的多样性不平衡(96% 拥有学士学位或更高学历,76% 为女性,83% 为异性恋,81% 为白人,89% 报告没有残疾)并且受访者的结果因他们的不同而有所差异性别和种族,突出了工作场所的明显不平等。与整个样本相比,领导层的男性比例更高(33% 对 21%),白人比例更高(91% 对 81%)。此外,那些更能反映领导形象特征的受访者更有可能表示,他们认为自己得到了公平的报酬,得到了领导的认可,并有公平的晋升机会。文章建议改进招聘、赞助和宣传以及员工保留方面的现行做法,以推动变革,以创造更公平、更具包容性的员工队伍。
更新日期:2020-05-26
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