Herausgeber/in:
D'Cruz, Premilla; Noronha, Ernesto; Caponecchia, Carlo
Quelle: Springer (Handbooks of Workplace Bullying, Emotional Abuse and Harassment, 3), 2021.
Inhalt: The agenda of respectful workplaces is no more urgent than in the context of workplace bullying, emotional abuse and harassment. This becomes even more significant in the face of mistreatment linked to social identity and national culture. The chapters constituting Section 1 speak to the spectrum of primary, secondary and tertiary prevention undertaken within and beyond workplaces to tackle workplace bullying, emotional abuse and harassment. As well as organizational-related mechanisms, therapy, collective action and legislation are described. Normative angles, the challenges of actual practice and the contours of effectiveness are pinpointed. The increasing recognition of the conflation between category-based harassment and workplace bullying and the burgeoning cross-cultural lens of the substantive area are captured through the chapters of Section 2. Identities revolving around gender, sexuality, disability, caste and ethnicity serve as markers for mistreatment, underpinning the need to explore the dynamics of these situations in terms of causes, manifestations and consequences. Variations in the unfolding of negative acts due to cultural influences have been found, emphasizing that though misbehaviour is universal, it has country-specific characteristics.
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Sexuelle Belästigung und Gewalt
Dokumenttyp:Sammelwerk
The Austrian Pay Transparency Law and the Gender Wage Gap
Autor/in:
René Böheim, Sarah Gust
Quelle: (IZA Discussion Paper), 2021.
Inhalt: „In Austria, a gender pay transparency law was introduced in 2011, requiring companies with more than 1,000 employees to publish a pay report every other year. Firms with 500, 250, and 150 employees were subject to this requirement at later years. We estimate the impact of the law on men‘s wages, women‘s wages, and the gender pay gap using administrative data. The results from a regression discontinuity design suggest that the wage transparency law did not change wages or the gender wage gap. In larger firms, the wage of newly hired women increased more due to the reform than of newly hired men, suggesting that the gender wage gap decreased among newly hired workers. Our estimates of the effect of the law on employment growth or turnover are small, and statistically insignificant. For larger firms, we estimate that the transparency law led to a lower share of women in treated firms. These results are robust to several additional specifications.“
Schlagwörter:Austria; gender pay gap; wage transparency law
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Gleichstellungspolitik
Inhalt: „In this study we quantify the size and drivers of the contemporary gender pay gap among medical doctors employed in the UK public sector. In using nationally representative data from the Annual Survey of Hours and Earnings, we make comparisons to doctors employed in the private sector, as well as to other public sector medical professionals. We find that the substantial 20 per cent hourly gender pay gap among public sector doctors is far larger than in either of these comparator occupations. Decomposing the mean gender pay gap for public sector doctors, we find that it is largely unexplained by personal and work-related characteristics, consistent with evidence of potential substantial gender inequality in rewards. It is at the top end of the wage distribution where this is most pronounced indicating the presence of a ‚glass ceiling‘ in UK medicine.“
Schlagwörter:doctor; gender pay gap; medicine; public sector
Gemeinsam gegen Sexismus : Maßnahmen gegen Sexismus am Arbeitsplatz, in Kultur und Medien und im öffentlichen Raum
Herausgeber/in:
EAF Berlin; Diversity in Leadership
Quelle: EAF Berlin; Diversity in Leadership; , 2021.
Inhalt: "Die Handreichung zeigt die Arbeitsergebnisse der im Oktober und November 2020 digital durchgeführten Dialogforen sowie der digitalen Fachkonferenz am 21. Januar 2021 und bietet Empfehlungen aus der Praxis für all diejenigen, die Sexismus vermeiden und bekämpfen möchten. Sie enthält neben konkreten Beispielen und Ideen, mit denen Sexismus erfolgreich eingegrenzt werden kann, auch Grundlagenwissen. Die Politik kann den gesetzgeberischen Rahmen setzen, um Sexismus zu sanktionieren und den Betroffenen die Möglichkeit zu geben, sich zu wehren. Um Stereotype und sexistisches Denken langfristig aus Köpfen und Strukturen zu verbannen, sind jedoch weit mehr gesellschaftliche Kräfte gefragt: Jeder und jede einzelne ist gefordert und es bedarf Veränderung in der Kultur und in den Regeln von Unternehmen, staatlichen Institutionen und zivilgesellschaftlichen Organisationen."
Diversity-Hacks! : 23 gute Praxisbeispiele für Diversity, Equity and Inclusion
Herausgeber/in:
EAF Berlin; Bundesverband der Personalmanager (BPM)
Quelle: EAF Berlin; Bundesverband der Personalmanager (BPM); , 2021.
Inhalt: "Die EAF Berlin und der Bundesverband der Personalmanager (BPM) haben gemeinsam die Broschüre „Die besten Diversity Hacks. Konkrete Tipps für Vielfalt und Inklusion in der Personalpraxis“ veröffentlicht."
Women’s experiences of racial microaggressions in STEMM workplaces and the importance of white allyship
Autor/in:
Moore, Robyn; Nash, Meredith
Quelle: International Journal of Gender, Science and Technology; Vol 13, No 1 (2021), (2021)
Inhalt: This article explores how gender interacts with race, ethnicity and/or culture to structure the microaggressions experienced by visibly and culturally diverse women in Australian Science, Technology, Engineering, Mathematics and Medicine (STEMM) organisations. We focus on these women’s experiences to disrupt the normative erasure of race from the workplace diversity context. We conducted 30 semi-structured interviews with women in academia, industry and government who self-identify as women of colour or as culturally diverse. We use an intersectional lens to show that the challenges experienced by visibly and culturally diverse women cannot simply be subsumed under gender. Rather, race and gender intersect to create overlapping and interdependent systems of discrimination and disadvantage. These issues are largely unintelligible in STEMM fields as science is positioned as gender- and race-neutral. Consequently, despite their devastating impact, racial microaggressions may be invisible to members of the dominant racial group—those most likely to be the peers and managers of visibly and culturally diverse women. White managers and peers can act as allies to women of colour in STEMM by respecting and amplifying their concerns. Learning to recognise and confront racial microaggressions can help make science workplaces more inclusive of all scientists.
Inhalt: When it comes to gender equity in the workplace, many organizations focus largely on hiring more women. But to achieve more equitable representation, it’s also critical to examine disparities in how employees are evaluated and promoted once they’re on board. In this piece, the authors discuss their recent research on this topic, which found that competitive evaluation systems in which employees are ranked against one another can cause men to perform better and women to perform worse (on a task for which their performance would otherwise be roughly the same). They suggest that this likely stems from deeply-ingrained stereotypes that lead men to believe they are better than women in competitive environments, and that lead women to prioritize avoiding harming others. Based on these findings, the authors argue that organizations should build awareness of the potential harms of ranking employees, and that they should consider either adapting or totally overhauling existing performance evaluation systems to focus more on individual progress, and less on social comparisons.
Quelle: Deutscher Musikrat; deutsches musikinformationszentrum (miz); Bonn, 2021.
Inhalt: Die Orchestererhebung, die das Deutsche Musikinformationszentrum (miz) unter allen öffentlich finanzierten Orchestern durchgeführt hat, schlüsselt erstmals detailliert auf, wie hoch der Anteil von Frauen und Männern sowohl in den einzelnen Stimmgruppen als auch in den Dienststellungen ist. Im Ergebnis zeigt sich, dass Frauen mit 39,6 Prozent stark vertreten sind. In den Führungspositionen sind sie hingegen unterrepräsentiert, ganz besonders in den Spitzenorchestern. Dort liegt ihr Anteil bei 21,9 Prozent, während er im Durchschnitt aller Orchester 30 Prozent ausmacht.
Die Daten der miz-Orchestererhebung sind im Ergebnisbericht der Studie sowie auf dem Infografikposter "Am Pult der Zeit!?" nachzulesen.
Der Bericht weist Methodik, Daten und Analysen der Orchestererhebung aus. Die Ergebnisse sind nach Stimmgruppe und Dienststellung aufgeschlüsselt. In der Analyse werden zudem Orchestermerkmale wie die tarifliche Eingruppierung berücksichtigt.
Schlagwörter:Künstlerische Hochschule; Musik; Musikerin; Musikhochschule; quantitative Analyse; Statistik
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Mentoring as affective governmentality: Shame, (un)happiness, and the (re)production of masculine leadership
Autor/in:
Sandager, Jette
Quelle: Gend Work Organ (Gender, Work and Organization), (2021)
Inhalt: This article contributes to current discussions on the effectiveness of mentoring as a gender equality tool, but also focuses on the emotions and bodily (dis)comforts mentoring produces in addition to linguistic discourses, thus offering a novel take on how the tool operates. Drawing on a case study of a Danish mentoring program aimed at establishing the organizational space of leadership as more gender equal, the article demonstrates how, in producing shame and (un)happiness, mentoring (re)produces leadership as an organizational space dominated by masculine norms and work practices. The findings of the article support literature arguing that mentoring is an ineffective gender equality tool. However, the article does not entirely discard mentoring for this purpose, instead suggesting that scholars and practitioners look to literature on queered forms of mentoring for inspiration on how to use mentoring as a tool that carries the potential of truly promoting gender equality.
Herausgeber/in:
Lambertsson, Björk, Eva; Eschenbach, Jutta; Wagner, Johanna M.
Quelle: Waxmann, 2021.
Inhalt: „This collection brings together scholars from various disciplines to ask fundamental questions concerning how women handle the manifold impediments placed before them as they simply attempt to live full human lives. The collection explores narratives of women – real and fictional – who fight against these barriers, who succumb to them, who remain unaware of them, or choose to ignore them. It explores the ways we read women in cultural Production, and how women are read in society. We assert the obstacles constructed into the very fabric of societies against fifty percent of the population are unfair, be they hindrances for women to attain their goals, encumbrances that limit women’s speech and societal participation – communal and artistic – or hindrances that prohibit specific behaviors and images of women.”
Schlagwörter:equality; fairness; motherhood; patriarchy; stereotype; work
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Gleichstellungspolitik