The article presents the results of studies on how gender inequality in the sphere of so-cial and labor relations is recognized and perceived by University teaching employees against the background of the ongoing neotraditionalist crackdown and in the conditions of optimiza-tion of higher education (job cuts, fragmentation of rates, unstable employment, increased teaching load, bureaucratization, forced reduction of requirements for students in terms of per capita financing, the growing gap in the income of teachers and administration, the actual eli-mination of self-government in Universities, increased ideological pressure). According to the qualitative data, Russian higher education optimization causes an aggravation of gender problems (gender pay gap, glass ceiling, lack of consideration of the needs of workers with family responsibilities, etc.), making them more visible for university employees. The level of decision-making is dominated by men, practicing hierarchical man-agement model. In the hands of university managers there were sensitive issues of managing financial resources, building incentive systems, personnel policy, the solution of which often (arbitrarily or involuntarily) turns out to be gender-discriminating / blind. Survey results indicate that the equality principles between men and women in higher education are only partially respected, and the majority of respondents recognize the problem of gender inequality as acute.
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