Background In 2015, the Dutch research council, NWO, took measures to combat gender bias disadvantaging female applicants in a popular three-tiered funding scheme called the Talent Programme. The innovation scheme consists of three grants for different career stages, called Veni, Vidi and Vici. Objectives This paper studies the question whether or not NWO has been successful in removing gender differences in their funding procedure. Methods Using all available data from 2012 onwards of grant applications in the Talent Programme (16,249 applications of which 2,449 received funding), we study whether these measures had an effect using binomial generalized linear models. Results We find strong statistical evidence of a shift in gender effects in favour of female applicants in the first tier, the Veni (p < .001). Significant gender differences are not found in the two other tiers, the Vidi and Vici schemes. Conclusions In recent years, female applicants are more likely to be awa
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We estimated the degree of gender discrimination in Sweden across occupations using a correspondence study design. Our analysis of employer responses to more than 3,200 fictitious job applications across 15 occupations revealed that overall positive employer response rates were higher for women than men by almost 5 percentage points. We found that this gap was driven by employer responses in female-dominated occupations. Male applicants were about half as likely as female applicants to receive a positive employer response in female-dominated occupations. For male-dominated and mixed occupations we found no significant differences in positive employer responses between male and female applicants.
In a cross-sectional study, Astha Ramaiya and colleagues investigate the relationships between freedom of movement, voice, and decision making, and peer violence perpetration and victimization among adolescents in Kinshasa, DRC, and Blantyre, Malawi.