A Women-Only Leadership Development Program : Facilitating Access to Authority for Women in Swedish Higher Education?
Autor/in:
Peterson, Helen
Quelle: Soc. Sci. (Social Sciences), 8 (2019) 5, 137 S
Inhalt: This article explores a national women-only leadership development program in Swedish higher education, the so-called IDAS program (an acronym for Identity, Development, Advancement, Support). IDAS encouraged and supported women academics to pursue leadership/administrative careers in higher education and was a unique intervention, aiming to increase the number of women Rectors. By drawing on interviews with some of the women who participated in the IDAS program and subsequently became Rectors, the article provides a valuable case study over best practices to increase women senior leaders in higher education. Notwithstanding the success of the leadership program, the article also deals with resistance and criticism linked to equal opportunity initiatives such as this. The article analyzes the criticism voiced by the women interviewed and suggests that it can be understood in relation to different conceptions of gender and gender (in)equality.
Myriad potential for mentoring : Understanding the process of transformational change through a gender equality intervention
Autor/in:
Leenders, Joke; Bleijenbergh, Inge L.; van den Brink, Marieke C.L.
Quelle: Gender Work Organ (Gender, Work & Organization), 4 (2019) 2, 139 S
Inhalt: This article contributes to understanding transformational change towards gender equality by examining the transformational change potential of a mentoring programme for women, a type of gender equality intervention both criticized and praised for its ability to bring about change. Drawing upon an empirical case study of a mentoring programme for women academics in a Dutch university, we explore three dimensions of transformational change: organizational members (i) discussing and reflecting upon gendered organizational norms and work practices; (ii) creating new narratives; and (iii) experimenting with new work practices. Our findings indicate five specific conditions that enable transformational change: cross‐mentoring, questioning what is taken for granted, repeating participation and individual stories, facilitating peer support networks and addressing and equipping all participants as change agents. We suggest that these conditions should be taken into account when (re)designing effective organizational gender equality interventions.
Quelle: Evaluation and program planning, 77 (2019)
Inhalt: This article analyses the facilitating and hindering factors that have affected the implementation of gender equality interventions in research and innovation in Europe. It applies the evaluation framework developed in the EFFORTI project that recognizes the complexity of evaluating gender equality interventions in R&I, the importance of factoring in context to any sound evaluation as well as the need to distinguish between the design and implementation of interventions in evaluations. It is based on the analysis of 19 empirical case studies carried out throughout Europe and focuses on those structural and procedural factors that have either facilitated or hindered the implementation process of these interventions. Findings include how the governance framework; top-management commitment; bottom-up participation; framing synergies with other initiatives, strategies for tackling resistance; resources; sustainability of actions; gender competence, experience and knowledge and transparency, targets, standards and monitoring; and accessible data and information all contributed to the successful implementation of the interventions.
Schlagwörter:Evaluation; Facilitators; Gleichstellungsmaßnahmen; Gleichstellungspolitik; Implementation; Obstacles; Procedural factors; Structural factors; Strukturwandel; theory of change; Widerstand
CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik
‘If you put pressure on yourself to produce then that's your responsibility’ : Mothers’ experiences of maternity leave and flexible work in the neoliberal university
Quelle: Gender Work Organ (Gender, Work & Organization), 26 (2019) 6, S 772–788
Inhalt: Women remain underrepresented in senior positions within universities and report barriers to career progression. Drawing on the concepts of Foucault and Bourdieu, with an emphasis on technologies of the self, this article aims to understand mothers’ academic career experiences. Interviews were conducted with 35 non‐STEMM (science, technology, engineering, mathematics and medicine) academics in Scotland and Australia, to reveal the gender dimensions of parents’ academic careers, in neoliberal university contexts. The data suggest that there are tensions between organizational policies, such as maternity leave and flexible work, and the contemporary demands of academic labour. New managerial discourses which individualize and make use of moral systems are particularly effectual in driving women to take up marketized research activity and compromise leave entitlements.
Quelle: CJPE (Canadian Journal of Program Evaluation), 33 (2019)
Inhalt: Gender equality has made its way to the forefront of discussions across various sectors in the Canadian context. Yet the intentional inclusion of gender and other intersectional identity dimensions is just beginning to permeate the realities of performance measurement and evaluation practitioners, particularly those using program theory. There is a vast body of knowledge regarding the measurement of women’s empowerment, gradually declining availability of resources targeting the inclusion of gender in theory, and even less guidance on integrating gender in theory in the context of gendered programming. Similarly, coordinated efforts from multiple sectors have resulted in an abundance of theory regarding girls and women’s representation, recruitment, retention, and promotion within STEM (Science, Technology, Engineering, and Math) but less guidance on the measurement and evaluation in these areas. This article shares recent efforts to bridge the divide using theory knitting to develop a performance measurement framework addressing the decreasing representation of girls and women across the STEM “leaky pipeline” using the COM-B theory of change model.
Schlagwörter:gender equality; Geschlechterverhältnis; Gleichstellungsmaßnahmen; Gleichstellungspolitik; Ingenieurwissenschaft; MINT; Programmevaluation; Programmtheorie; STEM; theory of change
CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik, Naturwissenschaft und Technik
Quelle: Soc. Sci. (Social Sciences), 8 (2019) 6, 168 S
Inhalt: Women are under-represented in leadership roles in United Kingdom Higher Education Institutions (HEIs). Existing scholarship focuses on institutional barriers, which include cognitive bias and entrenched homosocial cultures, rather than external factors such as the use of executive search firms (ESFs) in recruitment and selection. Recent research indicates that the use of ESFs is increasing for senior HEI appointments. This analysis offers insights on these firms’ involvement from a gender equality perspective, based on the results from a study that used a ‘virtuous circle’ approach to research and knowledge exchange. The requirement for HEIs to pay ‘due regard’ to equality considerations under the Public Sector Equality Duty provides a framework for analysis. This paper provides new insights on the dynamics within recruitment processes when ESFs are involved and on how a legislative approach can leverage better equality outcomes
Schlagwörter:Führungsposition; Gleichstellungspolitik; Gleichstellungsrecht; Großbritannien; Hochschule; Professorin; Professur; recruitment; Rekrutierung; UK
CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik, Hochschulen
Quelle: GENDER (GENDER – Zeitschrift für Geschlecht, Kultur und Gesellschaft), 11 (2019) 3-2019, S 100–115
Inhalt: Im Zuge der Reformen des Hochschulwesens gewinnt die Förderung von wissenschaftsbasierten Gründungen an Bedeutung. Erste Erhebungen zur Schweiz zeigen jedoch, dass Akademikerinnen deutlich seltener ausgründen als Akademiker. Das als „Leaky Pipeline“ bezeichnete Phänomen ist auch im Bereich von Gründungsaktivitäten an Schweizer Fachhochschulen deutlich erkennbar. Anschließend an Perspektiven der Gender- und Hochschulforschung beleuchtet der Beitrag zentrale Voraussetzungen für Gründungsaktivitäten von Frauen an Schweizer Fachhochschulen. Empirische Grundlage bilden eine schriftliche Umfrage aus den Jahren 2017/18 an öffentlich-rechtlichen Fachhochschulen der Schweiz sowie Interviews mit Gleichstellungsbeauftragten und Gründungszentren dieser Hochschulen. Die Ergebnisse zeigen nicht nur, dass Wissenschaftlerinnen kaum als Zielgruppen der Gründungsförderung an Fachhochschulen erkannt werden, sondern dass auch kaum spezifische Unterstützungsmaßnahmen für Frauen existieren. Dabei ist das Bewusstsein für den Gender Gap im Bereich Gründen bis jetzt gering – dies gilt gleichermaßen für Gründungsverantwortliche wie für Gleichstellungs- und Diversitätsbeauftragte der Hochschulen.
The practice and perceptions of RRI-A gender perspective
Autor/in:
Bührer, Susanne; Wroblewski, Angela
Quelle: Evaluation and program planning, 77 (2019)
Inhalt: Little is known to date about the practice and perceptions of RRI among researchers in Europe as well as the integration of the gender dimension into everyday RRI practices. This lack was addressed by two large-scale surveys that were launched in the course of the EU-funded MoRRI project (Monitoring the evolution and benefits of RRI, Contract number RTD-B6-PP-00964-2013, Duration 09/2013-03/2018). The analysis shows that the institutional environment positively influences the degree of RRI activities and the general attitudes towards more responsible research and innovation: researchers working in an institutional environment that systematically supports the practice of RRI are more active in RRI practices than researchers who do not rely on such structures. For the gender equality dimension, this means that institutions with a gender equality plan (GEP) in place are more inclined to support female researchers than institutions without such institutional incentives. Furthermore, researchers with experiences in EU-funded projects are more likely to be engaged in RRI activities. Even if female researchers have a stronger inclination to engage with society than their male counterparts, gender competence proves to be the relevant distinguishing criterion. Gender competent researchers are more often involved in other RRI activities.
Schlagwörter:European research and innovation policy; Forschungspolitik; Gender competence; gender equality; Genderkompetenz; Gleichstellungspolitik; Governance; responsible research and innovation
CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik
Success against the odds : The Effect of Mentoing on the Careers of Senior Black and Minority Ethnic Academics in the UK
Autor/in:
Bhopal, Kalwant
Quelle: British Journal of Educational Studies, 14 (2019) 4, S 1–17
Inhalt: This article explores the effect of mentoring on the career progression of Black and minority ethnic (BME) academics in senior roles in UK higher education institutions (HEIs). It draws on 37 interviews with BME academics working in HEIs in the UK and argues that whilst universities present a strong rhetoric of equality and diversity; this is not necessarily followed by specific policies and procedures which ensure a serious commitment to an equality agenda.
Schlagwörter:Diversität; impact; Intersektionalität; Mentoring; Networking; Netzwerk; people of color; Rassismus; UK; Unterstützungsmaßnahmen
CEWS Kategorie:Diversity, Europa und Internationales, Gleichstellungspolitik, Hochschulen
A rights-based approach to board quotas and how hard sanctions work for gender equality
Autor/in:
Humbert, Anne Laure; Kelan, Elisabeth K.; Clayton-Hathway, Kate
Quelle: European Journal of Women's Studies, 26 (2019) 4, S 447–468
Inhalt: This article examines whether progress in women’s access to decision-making positions is best achieved through increased levels of development or targeted actions. Drawing on European data for the period 2006–2018, the article examines the association between how gender equal a country is and legislated measures such as board quotas with women’s representation on boards. The analysis then explores how this can be nuanced by differentiating between hard sanctions, soft sanctions and codes of governance. It shows that board quotas cannot be relied upon as instruments of progress independently of a contextual environment that is more gender equal. Furthermore, board quotas with hard sanctions work best, followed by codes of governance, particularly when associated with higher gender equality. However, board quotas with soft sanctions are associated with results that are only marginally better than not having any measure in place. The article concludes that for further and faster progress to be made, introducing legislated board quotas shows great potential, though only in combination with striving for a gender equal society and using hard sanctions. The results call for organizations not to lose focus on ‘rights’ at the expense of the more palatable ‘business case’ for board quotas when striving for equality on corporate boards.