Ambivalenzen in der Transformation von Sozialpolitik und Wohlfahrtsstaat : Soziale Arbeit, Care, Rechtspopulismus und Migration
Herausgeber/in:
Atzmüller, Roland; Décieux, Fabienne; Ferschli, Benjamin
Quelle: Weinheim: Juventa (Arbeitsgesellschaft im Wandel), 2023. 334 S
Inhalt: Die gesellschaftlichen Veränderungsdynamiken und Krisenprozesse der letzten Jahrzehnte haben die fortgesetzte Bedeutung von Sozialpolitik und Wohlfahrtsstaat für die Reproduktion der Gesellschaft und die damit verbundenen Konflikte sichtbar gemacht. Der vorliegende Band diskutiert sozialpolitische Entwicklungen im Kontext der (Re-)Organisation von Care, dem Umgang mit Migrationsprozessen, der wachsenden Bedeutung rechtspopulistischer Programmatiken und Akteur*innen und der veränderten Rolle Sozialer Arbeit.
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Frauen- und Geschlechterforschung
Dokumenttyp:Sammelwerk
GIRE: Gender-Inclusive Requirements Engineering
Autor/in:
Nunes, Inês; Moreira, Ana; Araujo, João
Quelle: Data & Knowledge Engineering, 143 (2023) , 102108 S
Inhalt: Gender inclusion is fundamental to a prosperous society, but inequality and exclusion persist in various sectors of it. One of them is the ICT field, which is still struggling to represent the diversity of those it serves. The lack of diversity and power imbalance in software development affects the produced systems, that, instead of advancing gender inclusion, create new barriers in achieving it. Although considered neutral, software does not equally serve everyone who depends on it, favoring characteristics that are statistically more observed in those that are represented during development. As software development teams are predominantly male, it is not surprising that existing systems favor characteristics that are statistically more observed in men over characteristics observed in other genders. As technologies rapidly evolve and revolutionize the way we live, addressing this problem becomes urgent to ensure that these systems benefit everyone, regardless of their gender. As a first step towards this goal, we performed a systematic mapping study on gender issues in software engineering whose results indicated that gender impacts development and systems, but there are limited approaches for addressing it in Requirements Engineering. This study served as the foundation for proposing a conceptual model for gender-inclusive requirements. Its main objective is to facilitate discussion and analysis of gender and related concepts in the elicitation process to include them in the specification of requirements. In this paper, we extend this work by illustrating the concepts with an example, by presenting a process for using the knowledge of the model and a prototype tool that implements it, and by discussing an evaluation with 31 participants of the conceptual model’s usefulness, difficulty of understanding, strengths and weaknesses, use and recommendation, and finally, its components. The results were positive as both novices and experts in conceptual modeling considered the model useful, provided comprehensive feedback on its strengths but also suggestions for improvement, and most answered positively to the questions about whether they would use and recommend it
Diversity, Equity, and Inclusion in Artificial Intelligence: An Evaluation of Guidelines
Autor/in:
Cachat-Rosset, Gaelle; Klarsfeld, Alain
Quelle: Applied Artificial Intelligence, 37 (2023) 1, 2176618 S
Inhalt: ABSTRACTArtificial intelligence (AI) is present everywhere in the lives of individuals. Unfortunately, several cases of discrimination by AI systems have already been reported. Scholars have warned on risks of AI reproducing existing inequalities or even amplifying them. To tackle these risks and promote responsible AI, many ethics guidelines for AI have emerged recently, including diversity, equity, and inclusion (DEI) principles and practices. However, little is known about the DEI content of these guidelines, and to what extent they meet the most relevant accumulated knowledge from DEI literature. We performed a semi-systematic literature review of the AI guidelines regarding DEI stakes and analyzed 46 guidelines published from 2015 to today. We fleshed out the 14 DEI principles and the 18 DEI practices recommended underlying these 46 guidelines. We found that the guidelines mostly encourage one of the DEI management paradigms, namely fairness, justice, and nondiscrimination, in a limited compliance approach. We found that narrow technical practices are favored over holistic ones. Finally, we conclude that recommended practices for implementing DEI principles in AI should include actions aimed at directly influencing AI actors? behaviors and awareness of DEI risks, rather than just stating intentions and programs.
Schlagwörter:artificial intelligence; Big Data; method; text analysis
CEWS Kategorie:Diversity, Frauen- und Geschlechterforschung
Quelle: Opladen; Berlin; Toronto: Barbara Budrich, 2023. 234 S
Inhalt: Wie blicken verschiedene Wissenschaftsdisziplinen (auch intersektional) auf trans, inter und nicht-binäre (TIN) Subjektpositionen jenseits der zweigeschlechtlichen Norm und Devianzen heterosexueller Lebensweisen? Wie werden Geschlechtervielfalt und Geschlechterrollen(-bilder) in zivilgesellschaftlichen Einrichtungen thematisiert? Die Autor*innen erörtern hochaktuelle gesellschaftliche, rechtliche und alltagspraktische Diskurse und Forderungen: Unter anderem werden die Änderung des Personenstandsgesetzes, das geplante Selbstbestimmungsrecht, geschlechtergerechte Sprache und die Idee der „TINklusiven“ Universität behandelt.
Der erste Teil der Anthologie bietet theoretische Auseinandersetzungen über Wechselwirkungen zwischen Gesellschaft und Geschlechterkonstruktionen. Der zweite Teil wendet sich den praktischen Handlungsfeldern und institutionellen Bewältigungsstrategien zu, mit in denen binär strukturierte Organisationen und Instanzen realer Geschlechtervielfalt begegnen und intentional oder unbeabsichtigt Zweigeschlechtlichkeit und Heteronormativität (re-)produzieren bzw. dekonstruieren. Auch mögliche Verstärkungen anderer Diskriminierungsformen durch Othering-Prozesse im Genderdiskurs werden thematisiert. Im dritten und letzten Teil werden hochschulpolitische Spielräume anhand verfassungsrechtlicher Prüfung und digitaler Handlungsoptionen ausgelotet.
Inhalt: Die mittlerweile über 50 Bände der Reihe "Forum Frauen- und Geschlechterforschung" enthalten einige Highlights der soziologischen Frauen- und Geschlechterforschung. Der Band Best of lädt zur erneuten oder erstmaligen Lektüre in einem breiten Spektrum vielfältiger Ansätze und Forschungsgebiete ein. Er versammelt Beiträge, die von den Mitgliedern der Sektion Frauen- und Geschlechterforschung in der Deutschen Gesellschaft für Soziologie in einer Umfrage als besonders relevant für Forschung und Lehre identifiziert wurden. In dem Buch werden Konturen und Bedeutung einer geschlechtersoziologischen analytischen Perspektive in der interdisziplinären Frauen- und Geschlechterforschung und den Gender Studies deutlich.
Empfehlungen zur Weiterentwicklung der Geschlechterforschung in Deutschland
Autor/in:
Wissenschaftsrat
Quelle: Köln, 2023.
Inhalt: Die Geschlechterforschung als multi- und interdisziplinäres Forschungsfeld befasst sich mit allen Fragen des Geschlechts und der Geschlechterverhältnisse. In seinen Empfehlungen zur Weiterentwicklung des Forschungsfeldes in Deutschland spricht sich der Wissenschaftsrat unter anderem für eine stärkere Integration von Geschlechterperspektiven in Forschung und Lehre, für eine Intensivierung der fächer-, methoden- und einrichtungsübergreifenden Zusammenarbeit sowie für verlässliche institutionelle Strukturen aus. Großes Entwicklungspotenzial sieht der Wissenschaftsrat in der außerhochschulischen Forschung, einschließlich der Ressortforschung.
Schlagwörter:außeruniversitäre Forschung; Deutschland; Forschung; Geschlechterforschung; Hochschule; Ressortforschung; Strategie; Struktur
Salary transparency and gender pay inequality: Evidence from Canadian universities
Autor/in:
Lyons, Elizabeth; Zhang, Laurina
Quelle: Strategic Management Journal, (2023)
Inhalt: We examine whether salary transparency influences gender pays inequality in the context of Canadian universities by exploiting a policy change enacted in one Canadian province that required salary disclosure through a publicly searchable database, thus lowering the cost of monitoring the gender pay gap.
We find that, on average, salary disclosure improves gender pay equality but institutions respond in different ways. Despite little media attention around gender equality at the time of the policy, institutions most likely to anticipate higher scrutiny, such as top ranked institutions, respond more aggressively to improve gender pay equality-both in terms of the magnitude and type of response. Combined, our findings suggest that the extent of change from salary transparency depends on the reduction in monitoring costs and organizational characteristics.Managerial Abstract: Salary transparency has been implemented in various ways around the world as a strategy by firms and policy makers to reduce the gender pay gap. However, whether and how it can achieve this in practice is unclear. We examine a salary transparency policy that mandated disclosure to the public through an online database in one Canadian province by comparing the change in gender pay inequality in that province relative to the change in the gender pay gap in provinces without disclosure. We find that salary transparency improves average gender pay equality primarily within the most visible organizations that likely anticipate high levels of public scrutiny. Our findings imply that facilitating low-cost public monitoring of gender inequalities can motivate organizations to enact change.
Quelle: Gend Work Organ (Gender, Work and Organization), 30 (2023) 2, S 431–456
Inhalt: In this paper, inspired by Gloria Anzaldúa, we draw upon our embodied experiences as non-white scholars from different parts of the South to examine our complicity and responsibility for inclusion in performing a Western, neoliberal, diversity-oriented, globalizing academia such as the United States' Academy of Management. We refer to the dominating practice of inclusion as universalist inclusion (uni-inclusion), where a hegemonic includer includes diverse subaltern others while blind to colonial differences. We argue that uni-inclusion has a dark shadow that perpetuates a “you are with us or against us” sentiment of white male superiority and violence, even as it elides the deep connectedness of epistemic, bodily, and material practices in the praxis of performing academia. Drawing upon our embodied and enacted experiences of tenures at Academy of Management as borderland scholars with relational reflexivity, we propose phronetic border thinking/doing praxis for trans-inclusion as a non-essentialist possibility of decolonizing inclusion. We share our understanding of how we have enacted border thinking/doing praxis so that it may provide pointers to pluriversalizing academia. Trans-inclusion is a neologism we suggest to indicate a liberating praxis for all in an era of decolonization and empire where diverse includers beyond self/other dehumanizing binarism engage within an ethics of caring and co-existence.
Affective alignment and epistemic polarization: the case of feminist research in the neoliberalized university
Autor/in:
Lund, Rebecca W. B.
Quelle: Gender & Education, 35 (2023) 5, S 437–453
Inhalt: This article explores affective alignment and epistemic polarization in the field of feminist research, resulting from the neoliberalization of the universities and a performance-oriented research economy. Previous research has described and analysed the ‘epistemic splitting’ that feminist scholars engage in to live up to standardized performance measures and be perceived as ‘proper knowers’ in the neoliberalized university. This article is based on data from 26 interviews with feminist academics, presented as 5 composites, that let us in on their practices and socially organized experiences within the neoliberalized academy. I draw on Sarah Ahmed’s theory of affective alignments to analyse how practices of epistemic splitting are affectively instigated and impelled.