Women's participation in university management in Spain: The case of Andalusian universities.

This study addresses the presence of women in the management of Andalusian public universities, Spain. The aim of this study is to determine the representation of women in the administration and management of the administrative units of Andalusian public universities at faculty and department level, as well as to identify the distribution of university administration in terms of gender of managers in university centres according to the different macro-areas of the division of scientific knowledge. The method used was a descriptive study with quantitative and ex post facto values. A sample was selected from all public universities in the Autonomous Community of Andalusia, which represent 20% of all public universities in Spain. Information was collected from all academic units and the gender of each responsible administrator was determined. The data were deposited in a virtual repository. The results revealed that, in general, there is a disproportion in the predominance of male managers and administrators compared to the number of women involved in university management tasks in Andalusia. Imbalances in gender representation at different levels of management were observed, reflecting the inequalities reported in the literature. This study confirmed the existence of gender biases in university management, aligning with existing literature, which highlights the importance of addressing gender inequalities from a holistic perspective. The findings underline the importance of continuing to work on promoting gender equality in university management through multi-factorial approaches and concrete actions.

El prejuicio de profesionales que trabajan con personas en exclusión social en Andalucía: un enfoque de proceso dual / Prejudice in practitioners who work with socially excluded people in Andalusia: A dual process approach

Se presupone que el perfil de los profesionales que trabajan con personas en exclusión social es incompatible con el mantenimiento de prejuicios hacia el colectivo al que sirven y, en todo caso, la elevada homogeneidad en los niveles de prejuicio y sus causas apenas permitiría confirmar modelos explicativos. El presente estudio puso a prueba esta hipótesis en relación con el modelo cognitivo-motivacional de proceso dual de Duckitt (2001) y Duckitt y Sibley (2010). Se recogieron datos de 565 profesionales andaluces en un estudio transversal basado en encuesta en el que se midieron variables sociodemográficas, de personalidad, valores, actitudes ideológicas, posicionamiento político y prejuicio. El modelo ajustado a los datos reprodujo las relaciones más básicas del modelo hipotético, si bien su capacidad explicativa fue limitada. Por otra parte, las vías del autoritarismo y la dominancia incidieron significativamente sobre el prejuicio, lo que sugiere que el ligero sesgo identificado en los profesionales correspondería a la percepción de las personas en exclusión social como pertenecientes a un colectivo disidente. Se sugiere la introducción de la identidad profesional como un macroconstructo modulador de la varianza explicada de prejuicio, así como, en el plano aplicado, la conveniencia de avanzar en el desarrollo profesional de estos trabajadores

It is assumed that the professional profile of those who work with socially excluded people is not compatible with the maintenance of prejudices against the group they help. The current study tested this hypothesis regarding the Dual Process Cognitive-Motivational Model of Duckitt (2001) and Duckitt and Sibley (2010). Data from 565 Andalusian professionals were collected in a cross-sectional survey, using measures of socio-demographics, personality, values, ideological attitudes, political position, and prejudice. The model fitted to data reproduced the basic relations in the hypothesized model, although its explanatory power was limited. Prejudice was significantly explained by both paths (authoritarianism and dominance), leading to the conclusion that the reduced level of prejudice held by professionals corresponds to the perception of socially excluded people as a dissident group. This suggests that professional identity as a broad construct may moderate the variance in prejudice. Finally, these findings also suggest that the professional development of social workers should be promoted