计算机科学教师招聘网络中的性别、生产率和声望
Gender, Productivity, and Prestige in Computer Science Faculty Hiring Networks
摘要：
在学术界的各个层次，女性在计算机科学领域的代表性都严重不足，在终身教职员工中只占15%。了解这种性别不平衡的原因，将有助于制定旨在纠正这种不平衡的政策，并有助于部门和个人作出就业决定。然而，这一方向的进展由于教师招聘的复杂性和分散性以及招聘的非独立性而变得复杂。使用205个博士学位的2659名终身教职员工的招聘结果和学术生产力的综合数据，授予部门在北美，我们调查的多维度性质的性别不平等在计算机科学教师招聘通过网络模型的招聘过程。总的来说，我们发现，招聘结果最直接的影响（一）招聘和安置机构之间的相对声望和（ii）候选人的学术生产力。在包括这些和其他特征之后，添加性别并没有显著减少建模误差。然而，性别差异确实存在，例如，在学术生产力，博士后培训率，并在职业生涯中的运动上升的大学排名，这表明性别的影响是间接纳入招聘决定通过性别的协变量。此外，我们发现的证据表明，排名较高的部门招聘女教师在高于预期的利率，这似乎抑制了排名较低的部门类似的努力。这些发现说明了教师招聘网络中性别不平等的微妙性质，并为计算机科学中女性代表性不足提供了新的见解。
英文摘要：
Women are dramatically underrepresented in computer science at all levels in academia and account for just 15% of tenure-track faculty. Understanding the causes of this gender imbalance would inform both policies intended to rectify it and employment decisions by departments and individuals. Progress in this direction, however, is complicated by the complexity and decentralized nature of faculty hiring and the non-independence of hires. Using comprehensive data on both hiring outcomes and scholarly productivity for 2659 tenure-track faculty across 205 Ph.D.-granting departments in North America, we investigate the multi-dimensional nature of gender inequality in computer science faculty hiring through a network model of the hiring process. Overall, we find that hiring outcomes are most directly affected by (i) the relative prestige between hiring and placing institutions and (ii) the scholarly productivity of the candidates. After including these, and other features, the addition of gender did not significantly reduce modeling error. However, gender differences do exist, e.g., in scholarly productivity, postdoctoral training rates, and in career movements up the rankings of universities, suggesting that the effects of gender are indirectly incorporated into hiring decisions through gender's covariates. Furthermore, we find evidence that more highly ranked departments recruit female faculty at higher than expected rates, which appears to inhibit similar efforts by lower ranked departments. These findings illustrate the subtle nature of gender inequality in faculty hiring networks and provide new insights to the underrepresentation of women in computer science.
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