‘Homeliness meant having the fucking vacuum cleaner out’ : The gendered labour of maintaining conference communities
Autor/in:
Burford, James; Bosanquet, Agnes; Smith, Jan
Quelle: Gender and Education, 32 (2020) 1, S 86–100
Inhalt: This article extends examinations of the gendered nature of care and service in academia, with a particular focus on the labour of maintaining conference communities. Utilising empirical data from a cultural history of the International Academic Identities Conference, we draw on interviews with 32 conference organisers, keynote speakers and participants to explore the gendered dynamics of reproducing conference communities. While some participants experienced exclusions, most participants described a conference that felt caring, welcoming and like ‘home’. Following this discussion, we interrogate the idea of the conference as ‘home’, asking questions about the gendered division of ‘academic housekeeping’ practices that underpin such home-making. Engaging with feminist theorising of emotional labour, we argue that academic women undertook significant, and often hidden, care and service labour to maintain a homely conference community.
Gendered inequalities in competitive grant funding : An overlooked dimension of gendered power relations in academia
Autor/in:
Steinþórsdóttir, Finnborg S.; Einarsdóttir, Þorgerður; Pétursdóttir, Gyða M.; Himmelweit, Susan
Quelle: Higher Education Research & Development, 39 (2020) 2, S 362–375
Inhalt: Research grant funding influences the organisation of academic work and academic careers. We problematise general approaches to gender bias in research grant funding and argue that it fails to include the wider structures of inequality and the unequal gendered power relations in academia. Approaching the subject with gender budgeting we challenge assumed gender-neutral practices. The objective is to illuminate how the gendered funding system and (the previous and subsequent) gendered structures of academia are maintained. The whole grants scheme is assessed, drawing on statistical data collected on the whole population of a medium-size, comprehensive research and educational institution in Iceland, and two types of competitive grants. The data is measured against the pool of applicants and comparisons within and between fields and ranks are made. By including the structures of inequality and the gendered power relations, the results show how the funding system is biased not only in favour of men, but towards the male-dominated and culturally masculine positions and fields. This approach illustrates the need to address the whole academic system in order to challenge the norms that maintain and reproduce gender inequalities.
Hidden social exclusion in Indian academia : Gender, caste and conference participation
Autor/in:
Sabharwal, Nidhi S.; Henderson, Emily F.; Joseph, Roma Smart
Quelle: Gender and Education, 32 (2020) 1, S 27–42
Inhalt: Conferences are key sites for the development of academic careers; however multiple studies have shown that conferences are exclusionary on the basis of gender and other axes of social disadvantage. This study focuses on India and as such also incorporates caste as an axis of privilege and disadvantage in relation to access to conferences. Conferences in this paper are framed within a broader professional development agenda, which is the way in which conferences are located in Indian higher education policy discourses, and a social exclusion perspective is taken as the analytical lens. The paper is based on data from a large-scale national study of social inequalities in higher education, which included quantitative analysis of administrative records and qualitative analysis of interviews with academics on their participation in conferences and professional development activities. Key findings include that participation in conferences is proportionally lower for women and scheduled caste academics than for men and upper-caste academics, and that access to conferences is embroiled in relational processes of social exclusion which operate in the academy, despite formal policies being in place. The article recommends further scrutiny of policy implementation and replication of this analysis across different country contexts.
Auswirkungen von Antifeminismus auf Frauenverbände : Demokratie-Empowerment als Gegenstrategie
Herausgeber/in:
Deutscher Frauenrat
Quelle: Deutscher Frauenrat; , 2020.
Inhalt: "Die demokratische (Alltags-)Kultur, Menschenrechte und Gleichstellungspolitik stehen seit Jahren unter Druck. Autoritäre, neurechte und menschenfeindliche Ideologien und Bewegungen gewinnen an Bedeutung – ihr Türöffner und Verstärker ist der Antifeminismus.
Diese beunruhigenden Entwicklungen machen auch vor dem Deutschen Frauenrat und seinen Mitgliedsverbänden nicht Halt. Um abzubilden, wie Antifeminismus den Arbeitsalltag in Frauenorganisationen beeinflusst und verändert, hat der DF die Amadeu Antonio Stiftung mit der Erstellung einer Expertise beauftragt. Diese Expertise werden wir in Kürze unter dem Titel „Auswirkungen von Antifeminismus auf Frauenverbände – Demokratie-Empowerment als Gegenstrategie“ veröffentlichen. Darin werden konkrete Effekte antifeministischer und antidemokratischer Ideologien und Strategien auf die DF-Mitgliedsverbände beleuchtet und wirksame Gegenstrategien und Ideen für ein Demokratie-Empowerment aus der Praxisperspektive präsentiert."
Review and analysis of publications on scientific mobility: assessment of influence, motivation, and trends
Autor/in:
Gureyev, Vadim N.; Mazov, Nikolay A.; Kosyakov, Denis V.; Guskov, Andrey E.
Quelle: Scientometrics, 124 (2020) 2, S 1599–1630
Inhalt: The phenomenon of scientific mobility, actively developing in recent decades, attracts increasing attention of researchers in view of its importance for the development of science, dissemination of scientific knowledge, making informed decisions in the management of science and training of qualified personnel. Based on an extensive analysis of the literature on the topic in the last 30 years with the use of bibliometric approaches, this paper outlines the main evolutionary stages of scientific mobility in the context of brain drain and circulation concepts; considers relations, advantages and disadvantages of scientific mobility in relation to scientific inbreeding; describes the main approaches and methodological aspects formed today in the study of the scientists mobility; discusses its positive and negative consequences for researchers, organizations, countries, and individual disciplines, and summarizes the motivations and driving forces of scientists when leaving the country and when returning.
Schlagwörter:Brain Drain; career progress; citation; international academic mobility; internationale akademische Mobilität; literature review; Mobilität; mobility
CEWS Kategorie:Europa und Internationales, Netzwerke und Organisationen, Wissenschaft als Beruf
The perception of crisis, the existence of crisis: navigating the social construction of crisis
Autor/in:
Gigliotti, Ralph A.
Quelle: Journal of Applied Communication Research, 48 (2020) 5, S 558–576
Inhalt: Crisis remains a pervasive phenomenon for organizations of all kinds. The ubiquitous and casual invocation of crisis cuts across organizational sectors and bodies of literature; and the popularity of crisis holds true for institutions of higher education. There is much agreement among communication scholars and practitioners that crises disrupt and derail organizational practices, threaten individual and institutional reputations, and require rapid responses. However, the ways in which individuals disentangle a ‘crisis’ from a ‘non-crisis’ or ‘potential crisis’ is much less certain. Through a communicative lens, the identification, interpretation, and meaning-making of situations that may be perceived as crises is a socially constructed process. Drawing upon nearly 40 semi-structured interviews with senior university leaders, this article explores the ways in which crises are constituted through both stakeholder perceptions and leadership discourse and behaviors and concludes with specific implications for applied practice.
Schlagwörter:communication; crisis; higher education; leadership; organisational behaviour; Organisationsanalyse; perception; university
Why is it so difficult to reduce gender inequality in male-dominated higher educational organizations? : A feminist institutional perspective
Autor/in:
O'Connor, Pat
Quelle: Interdisciplinary Science Reviews, 45 (2020) 2, S 207–228
Inhalt: Using a Feminist Institutional perspective, and drawing on a wide range of evidence in different institutions and countries, this article identifies the specific aspects of the structure and culture of male-dominated higher educational organizations that perpetuate gender inequality. Gender inequality refers to the differential evaluation of women and men, and of areas of predominantly female and predominantly male employment. It is reflected at a structural level in the under-representation of women in senior positions and at a cultural level in the legitimacy of a wide range of practices to value men and to facilitate their access to such positions and to undervalue women and to inhibit their access. It shows that even potentially transformative institutional interventions such as Athena SWAN have had little success in reducing gender inequality. It highlights the need to recognize the part played by the ‘normal’ structures and culture in perpetuating gender inequality.
Rethinking Diversity Management: An Intersectional Analysis of Diversity Networks
Autor/in:
Dennissen, Marjolein; Benschop, Yvonne; van den Brink, Marieke
Quelle: Organization Studies, 41 (2020) 2, S 219–240
Inhalt: The aim of this paper has been to further our knowledge on diversity management practices by applying an intersectionality lens to single category diversity networks. Diversity networks are in-company networks intending to inform and support employees with similar social identities. Their focus on single identity categories is exemplary of current diversity management practices. We shed light on the strategies of network members to deal with their multiple identities vis-a-vis their network membership (structural intersectionality) and on the processes that hamper collaboration and coalition building between diversity networks (political intersectionality). Our intersectional analysis shows how the single category structure of diversity networks marginalizes members with multiple disadvantaged identities and reveals how collaborations between diversity networks are hindered by processes of preserving privilege rather than interrogating it. We contribute to the literature on diversity management practices by highlighting how dynamic processes of privilege and disadvantage play a role in sustaining intersectional inequalities in organizations.
Inhalt: Using the concept of stealth power and a critical realist perspective, this article identifies leadership practices that obscure the centralisation of power, drawing on data from interviews with 25 academic decision-makers in formal leadership positions in HERIs in Ireland, Italy and Turkey.
Its key contribution is the innovative operationalisation of stealth power and the inductive identification of four practices which obscure that centralised power, i.e. rhetorical collegiality, agendacontrol, in-group loyalty and (at a deeper level) the invisibility of gendered power. The purpose of the article is emancipatory: by creating an awareness of these leadership practices, it challenges their persistence.
Schlagwörter:agenda control; centralised power; Führungskultur; Higher Education Research Institutes; in-group loyalty; interviews; invisibility of gendered power; Leadership practices; Machtdynamiken; Machtgefälle; rhetorical collegiality; senior management; senior position holders; stealth power; Universität
CEWS Kategorie:Berufsbiographie und Karriere, Netzwerke und Organisationen, Frauen- und Geschlechterforschung
Inhalt: The current investigation defines the organizational tolerance (OT) construct and statistically assesses its measurement instrument, the perceived organizational tolerance for psychological workplace harassment (POT) scale, carried out to evaluate the level of tolerance, negligence, or even connivance that can be shown by an organization when it deals with an inappropriate act occurring within its scope. Tolerance of such acts has been identified as a hindrance when trying to establish an effective and sustainable strategy for the well-being of workers. A survey that measures the construct was distributed, and 195 employed workers answered. In the first stage of analysis, a scale reduction process was applied to the obtained data using a factor extraction method, and afterward, confirmatory factor analysis was performed using structural equation models. The results validated the scale as a model of five factors: Promotion, feedback, ethics, coherence, and training. These findings indicate that this scale is acceptable as a quantifier of a key issue, namely, the diligence of the organization when dealing with psychosocial risks at work. This new construct is anticipated to be incredibly useful for measuring as much research as possible on the behavior of organizations when they deal with negative acts, with the aim of promoting sustainable healthy working environments.