Sustainable Development through Gender Equality – A Case of Higher Education of Data Scientists
Main Article Content
Abstract
Information and Communication Technology (ICT) sector in Serbia is fast growing and in constant high demand for qualified workforce. In order to continuously fulfil the demand, the National strategy for gender equality defined as one of the actions, requalification of the unemployed women for different ICT profiles. Investing in education is the policy of creating human capital that influences the overall development of the society. Women empowerment through education is recognized as one of the prerequisite for sustainable ICT workforce generation. Data science represents particularly important field of ICT which is still in its development phase in Serbia. All industries with transaction-based processes and industries that use connected or mobile devices or similar, which generate high volumes of data on a daily bases can benefit from application of data science in terms of increased profits and ROI. While developing data science in Serbia and during the peak of productivity in the overall ICT sector, it is important to acknowledge the lack of women in technology, why that is detrimental to progression, and to take intentional actions to overcome this issue. This paper addresses these issues and points to the large gender gap in ICT higher education which consequently shapes the ICT labor market and the workplace. In the paper we give an overview of the state of the art and perspective actions in the domain of higher education of female data scientists in Serbia, and highlight the opportunities for further improvements.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Once the manuscript is accepted for publication, authors shall transfer the copyright to the publisher. If the submitted manuscript is not accepted for printing by the journal, the authors shall retain all their rights. The following rights on the manuscript are transferred to the publisher, including any supplementary materials and any parts, extracts or elements of the manuscript:
- the right to reproduce and distribute the manuscript in printed form, including print-on-demand;
- the right to print prepublications, reprints and special editions of the manuscript;
- the right to translate the manuscript into other languages;
- the right to reproduce the manuscript using photomechanical or similar means including, but not limited to photocopy, and the right to distribute these copies;
- the right to reproduce and distribute the manuscript electronically or optically using and all data carriers or storage media, and especially in machine readable/digitalized form on data carriers such as hard drive, CD-ROM, DVD, Blu-ray Disc (BD), Mini Disc, data tapes, and the right to reproduce and distribute the article via these data carriers;
- the right to store the manuscript in databases, including online databases, as well as the right to transmit the manuscript in all technical systems and modes;
- the right to make the manuscript available to the public or to closed user groups on individual demand, for use on monitors or other readers (including e-books), and in printable form for the user, either via the Internet, online service, or via internal or external networks.
Authors reserve the copyright to published articles and have the right to use the article in the same manner like third parties in accordance with the licence Attribution-Non-Commercial-Non-Derivate 4.0 International (CC BY NC ND). Thereby they must quote the basic bibliographic data of the source article published in the journal (authors, article title, journal title, volume, pagination).
References
[2] Brussevich, Mariya, Dabla-Norris Era, Kamunge Christine, Karnane Pooja, Khalid Salma, and Kalpana Kochhar. 2018. Gender, Technology, and the Future of Work. IMF staff discussion notes. https://www.imf.org/en/Publications/Staff-Discussion-Notes/Issues/2018/10/09/Gender-Technology-and-the-Future-of-Work-46236.
[3] Government of the Republic of Serbia. 2005. Strategy of Professional Education in the Republic of Serbia. Official Gazette of RS, No. 55/05 and 71/05- correction (Стратегија развоја стручног образовања у Републици Србији. Службени гласник РС бр. 55/05 и 71/05 – исправка.)
[4] Government of the Republic of Serbia. 2015. Action Plan for the Implementation of the Strategy for the Development of Education in Serbia until 2020. (Акциони план за спровођење Стратегије развоја образовања у Србији до 2020. године). Available at http://www.mpn.gov.rs/wp-content/uploads/2015/08/Akcioni_plan.pdf.
[5] Government of the Republic of Serbia. 2014. National Strategy for Gender Equality for the Period from 2016 to 2020 with the Action Plan for the Period from 2016 to 2018. Official Gazette of RS, No. 55/05, 71/05 − correction, 101/07, 65/08, 16/11, 68/12 – US, 72/12, 7/14 – US and 44/14 (Национална стратегија за родну равноправност за период од 2016. године до 2020. године са Акционим планом за период од 2016. до 2018. године. Службени гласник РС, бр. 55/05, 71/05 − исправка, 101/07, 65/08, 16/11, 68/12 – УС, 72/12, 7/14 – УС и 44/14
[6] Hewlet, Sylvia Ann, Marshall Melinda, and Laura Sherbin. 2013. How diversity can drive innovation. Harvard Business Review. https://hbr.org/2013/12/how-diversity-can-drive-innovation
[7] Hoa, Ngo Thi, Thuong Nguyen Thuy Thuong, Clapham E. Hannah, Thu Tran Thi Anh, Kestelyn Evelyne, and Louise C. Thwaites. 2019. Increasing women's leadership in science in Ho Chi Minh City. The Lancet, 393(10171): 523-524. doi: https://doi.org/10.1016/S0140-6736(18)32090-7.
[8] Hunt, Vivian, Prince Sara, Dixon-Fyle Sundiatu, and Lareina Yee. 2018. Delivering through diversity. McKinsey&Company. https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Delivering%20through%20diversity/Delivering-through-diversity_full-report.ashx
[9] Kuhn, Peter, and Marie Claire Villeval. 2015. Are women more attracted to cooperation than man? The Economic journal, 125(582): 115-140. https://doi.org/10.1111/ecoj.12122, https://onlinelibrary.wiley.com/doi/abs/10.1111/ecoj.12122.
[10] Noland, Marcus, Moran Tyler, and Barbara Kotschwar. 2016. Is Gender Diversity Profitable? Evidence from a Global Survey. Working paper 16-3, Published by Peterson Institute for International Economics. https://www.piie.com/publications/working-papers/gender-diversity-profitable-evidence-global-survey
[11] Phillips, W. Katherine. 2014. How Diversity Works. Scientific American 311(4): 42-47. https://www.scientificamerican.com/index.cfm/_api/render/file/?method=inline&fileID=9F4FCDB9-A5B3-40AB-A9A525FDC71156AB
[12] Ragins, Belle Rose, and John L. Cotton. 2017. Easier said than done: Gender differences in perceived barriers to gaining a mentor. Academy of Management Journal, 34(4): 939-951. doi: https://doi.org/10.5465/256398.
[13] Scott, Allison, and Freada Kapor Klein, F. 2017. Tech leavers study: A first-of-its-kind analysis of why people voluntarily left jobs in tech. Published by Kapor centre for social impact. https://www.issuelab.org/resource/tech-leavers-study-a-first-of-its-kind-analysis-of-why-people-volunarily-left-jobs-in-tech.html
[14] Statistical office of the Republic of Serbia, Open Data, acquired for 2017/18 school year, source: http://opendata.stat.gov.rs/odata/?id=sr-lat
[15] Taplett, Frances Brooks, Krentz Matt, Tsusaka Miki, and Bernd Ziegler. 2018. Winning the Race for Women in Digital. Boston Consulting Group. https://www.bcg.com/publications/2018/winning-race-women-digital.aspx
[16] Williams Woolley, Anita, and Thomas W. Malone. 2011. What makes a team smarter? More women. Harvard Business Review 89(6): 32-33. https://www.researchgate.net/publication/51453001_What_makes_a_team_smarter_More_women