The Cyprus Institute of Neurology and Genetics, an emerging paradigm of a gender egalitarian organisation

Stavroulla Xenophontos, Margarita Zachariou, Pavlos Polycarpou, Elena Ioannidou, Vera Kazandjian, Maria Lagou, Anna Michaelidou, George M Spyrou, Marios A Cariolou and Leonidas Phylactou

PLOS ONE, 2022, vol. 17, issue 9, 1-27

Abstract: Females are underrepresented in the science, technology, engineering, mathematics and medicine (STEMM) disciplines globally and although progress has been made, the gender gap persists. Our aim was to explore gender parity in the context of gender representation and internal collaboration at the Cyprus Institute of Neurology and Genetics (CING), a leading national biomedical organisation accredited as an equal opportunity employer. Towards this aim we (1) explored trends in gender parity within the different departments, positions and qualifications and in student representation in the CING’s postgraduate school and, (2) investigated the degree of collaboration between male and female researchers within the Institute and the degree of influence within its co-authorship network. We recorded an over-representation of females both in the CING employees and the postgraduate students. The observed female over-representation in pooled CING employees was consistent with a similar over-representation in less senior positions and was contrasted with an observed male over-representation in only one middle rank and culminated in gender equality in the top rank in employee hierarchy. In terms of collaboration, both males and females tended to collaborate with each other without any significant preference to either inter-group or intra-group collaboration. Further comparison of the two groups with respect to their influence in the network in terms of occupying the positions of highest centrality scores, indicated that both gender and seniority level (head vs non-head) were significant in shaping the authors’ influence, with no significant difference in those belonging in the same seniority level with respect to their gender. To conclude, our study has validated the formal recognition of the CING’s policies and procedures pertinent to its egalitarian culture through the majority of the metrics of gender equality assessed in this study and has provided an extendable paradigm for evaluating gender parity in academic organizations.

Date: 2022
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Persistent link: https://EconPapers.repec.org/RePEc:plo:pone00:0274356

DOI: 10.1371/journal.pone.0274356

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