Dataset Information

Long-term patterns of gender imbalance in an industry without ability or level of interest differences.

ABSTRACT: Female representation has been slowly but steadily increasing in many sectors of society. One sector where one would expect to see gender parity is the movie industry, yet the representation of females in most functions within the U.S. movie industry remain surprisingly low. Here, we study the historical patterns of female representation among actors, directors, and producers in an attempt to gain insights into the possible causes of the lack of gender parity in the industry. Our analyses reveals a remarkable temporal coincidence between the collapse in female representation across all functions and the advent of the Studio System, a period when the major Hollywood studios controlled all aspects of the industry. Female representation among actors, directors, producers and writers dropped to extraordinarily low values during the emergence and consolidation of the Studio System that in some cases have not yet recovered to pre-Studio System levels. In order to explore some possible mechanisms behind these patterns, we investigate the association between the gender balance of actors, writers, directors, and producers and a number of economic indicators, movie industry indicators, and movie characteristics. We find robust, strong, and significant associations which are consistent with an important role for the gender of decision makers on the gender balance of other industry functions. While in no way demonstrating causality, our findings add new perspectives to the discussions of the reasons for female under-representation in fields such as computer science and medicine, that have also experienced dramatic changes in female representation.

SUBMITTER: Amaral LAN

PROVIDER: S-EPMC7112163 | biostudies-literature | 2020

REPOSITORIES: biostudies-literature

ACCESS DATA

Publications

Long-term patterns of gender imbalance in an industry without ability or level of interest differences.

Amaral Luís A Nunes LAN Moreira João A G JAG Dunand Murielle L ML Tejedor Navarro Heliodoro H Lee Hyojun Ada HA

PloS one 20200401 4

Female representation has been slowly but steadily increasing in many sectors of society. One sector where one would expect to see gender parity is the movie industry, yet the representation of females in most functions within the U.S. movie industry remain surprisingly low. Here, we study the historical patterns of female representation among actors, directors, and producers in an attempt to gain insights into the possible causes of the lack of gender parity in the industry. Our analyses reveal ...[more]

PMID: 32236126

Similar Datasets

Project description:Increasing biomedical workforce diversity remains a persistent challenge. Recent reports have shown that biomedical sciences (BMS) graduate students become less interested in faculty careers as training progresses; however, it is unclear whether or how the career preferences of women and underrepresented minority (URM) scientists change in manners distinct from their better-represented peers. We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences. On average, scientists from all social backgrounds showed significantly decreased interest in faculty careers at research universities, and significantly increased interest in non-research careers at Ph.D. completion relative to entry. However, group differences emerged in overall levels of interest (at Ph.D. entry and completion), and the magnitude of change in interest in these careers. Multiple logistic regression showed that when controlling for career pathway interest at Ph.D. entry, first-author publication rate, faculty support, research self-efficacy, and graduate training experiences, differences in career pathway interest between social identity groups persisted. All groups were less likely than men from well-represented (WR) racial/ethnic backgrounds to report high interest in faculty careers at research-intensive universities (URM men: OR 0.60, 95% CI: 0.36-0.98, p = 0.04; WR women: OR: 0.64, 95% CI: 0.47-0.89, p = 0.008; URM women: OR: 0.46, 95% CI: 0.30-0.71, p<0.001), and URM women were more likely than all other groups to report high interest in non-research careers (OR: 1.93, 95% CI: 1.28-2.90, p = 0.002). The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or "pipeline") framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce. We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.

Project description:BackgroundThere is little research on differences in Emotional Intelligence (EI) ability at different stages of adult development. The few published studies tend not to use older adult samples. Previous studies on EI ability and age have shown contradictory results. Our main objective was to evaluate results in EI ability across different stages of adult development, taking into account gender, depressive symptoms, and educational level.MethodsWe interviewed 166 participants (108 women), 66 of whom were aged 18-30 years, 53 aged 31-60 years, and 40 aged 61-76 years. All were either working or enrolled in colleges at the time of the study. The assessment tools used were the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), a test that assesses performance-based EI, and the Centre for Epidemiologic Studies-Depression (CES-D) scale, a tool to evaluate depressive symptoms.ResultsYoung people, women, and participants with a higher educational level achieved higher scores on the MSCEIT. Additionally, depressive symptomatology was only partially associated with the MSCEIT (i.e., with the using emotions branch). However, a subsequent joint analysis of the independent effects of variables age, gender, educational level, and depressive symptomatology and their interactions on MSCEIT total suggests that only educational level and depressive symptomatology were associated with EI ability, with the direct relationship between age and gender with MSCEIT disappearing. Additionally, our study indicated an interaction effect between age and depressive symptoms, showing that participants in age cohorts 18-30 and 31-60 and without depressive symptoms have a higher EI ability.DiscussionOur study suggests that the direct effects of age and gender on EI ability across adult development, using a wide age range, can change or disappear when effects of educational level and depressive symptomatology, and their interactions, are controlled for. Our results also suggest that EI ability is a protective factor against depression in some age cohorts. This novel aspect of our study does not appear in the previous literature. However, prospective studies are needed to verify these findings and examine whether other psychological variables could determine the relations between age, gender and EI ability across adult development.

Project description:ObjectivesPhysician relationships with device industry representatives have not been previously assessed. This study explored interactions with device industry representatives among physicians who use implantable cardiovascular and orthopedic devices to identify whether conflict of interest (COI) is a concern and how it is managed.DesignA descriptive qualitative approach was used. Physicians who implant orthopedic and cardiovascular devices were identified in publicly available directories and web sites, and interviewed about their relationships with device industry representatives. Sampling was concurrent with data collection and analysis. Data were analyzed and discussed using constant comparative technique by all members of the research team.ResultsTwenty-two physicians (10 cardiovascular, 12 orthopedic) were interviewed. Ten distinct representative roles were identified: purchasing, training, trouble-shooting, supplying devices, assisting with device assembly and insertion, supporting operating room staff, mitigating liability, conveying information about recalls, and providing direct and indirect financial support. Participants recognized the potential for COI but representatives were present for the majority of implantations. Participants revealed a tension between physicians and representatives that was characterized as "symbiotic", but required physicians to be vigilant about COI and patient safety, particularly because representatives varied regarding disclosure of device defects. They described a concurrent tension between hospitals, whose policies and business practices were focused on cost-control, and physicians who were required to comply with those policies and use particular devices despite concerns about their safety and effectiveness.ConclusionsGiven the potential for COI and threats to patient safety, further research is needed to establish the clinical implications of the role of, and relationship with device industry representatives; and whether and how hospitals do and should govern interaction with representatives, or support their staff in this regard.

Dataset Information

Long-term patterns of gender imbalance in an industry without ability or level of interest differences.

Publications

Long-term patterns of gender imbalance in an industry without ability or level of interest differences.

Similar Datasets

OmicsDI is part of the ELIXIR infrastructure

Tweets