Quelle: Gend Work Organ (Gender, Work and Organization), (2022)
Inhalt: This paper examines the establishment of a feminist academic organization, GENMAC (Gender, Markets, and Consumers; genmac.co), serving gender scholars in business schools and related fields. In so doing, it builds on the emerging literature of feminist academic organizations, as situated within feminist organizational studies (FOS). Through a feminist case study and by assessing the reflections of GENMAC's board members, we tell the story of the emergence of GENMAC and detail the tensions the organization encountered as it formally established itself as a feminist organization within the confines of a business school setting, a patriarchal system, and a neoliberal university paradigm. We build on the FOS literature by considering how our organization counters cultures of heightened individualism and builds collective action to challenge sexism through the nexus of research, support, and advocacy pillars of our organization. We demonstrate how, through these actions, our organization challenges hierarchies of knowledge, prioritizes the care and support needed for the day-to-day survival of gender scholars in business schools, and spotlights and challenges structural inequalities and injustices in the academy.
Organizational norms of sexual harassment and gender discrimination in Danish academia: From recognizing through contesting to queering pervasive rhetorical legitimation strategies
Autor/in:
Guschke, Bontu Lucie; Just, Sine Nørholm; Muhr, Sara Louise
Quelle: Gend Work Organ (Gender, Work and Organization), (2022)
Inhalt: Studies of sexual harassment in professional contexts, including academia, provide detailed explanations of the predominance and pervasiveness of sexist organizational norms that enable harassing behavior—and offer a thorough critique of the structures and practices that support and reproduce these norms. When sexist organizational norms are linked to acts of sexual harassment, it becomes clear that harassment is systemic, and that organizations tend to justify and excuse the very norms and behaviors that propagate harassment. Focusing on the context of Danish universities, we do not ask whether sexism exists in Danish society generally and in academia specifically, but rather, why issues of systemic sexism and normalized sexual harassment have been ignored for so long and how sexist organizational norms have been maintained. Based on an investigation of prevalent rhetorical strategies for legitimating sexual harassment and gendered discrimination, we discuss how recognizing these strategies may translate into concerted action against them. Introducing queer organization studies as a lever for such translation, we suggest that a norm-critical approach may, first, explain how currently dominant norms offer sexist excuses for continued harassment and, consequently, delegitimize and change these unjust norms and the untenable practices they support.
Sexual Harassment and Coercion in German Academia: A large-Scale Survey Study
Autor/in:
Hoebel, Merle; Durglishvili, Ana; Reinold, Johanna; Leising, Daniel
Quelle: Sexual Offending: Theory, Research, and Prevention, (2022) 17
Inhalt: We surveyed a large sample (N = 6,217) of students and employees at a German university
regarding their experiences as (potential) targets of sexual harassment and/or coercion (SH/C).
Participants were asked specific questions depending on whether they had been targets of SH/C
themselves, knew someone who had been affected or said they had no such experiences. Pre-
registered analyses showed that women were assumed to become targets more often, and actually
did become targets much more often (26.7%) than did males (4.7%; odds ratio: 7.45). Men more often
had no first- or second-hand knowledge of any SH/C incidents (odds ratio: 1.75). Contrary to what
participants assumed they would do if they became targets, only a very small percentage of such
experiences were actually reported using the available channels. Most participants who
experienced but did not report SH/C said they did not expect that doing so would lead to any
consequences. Greater offence severity was associated with a stronger wish to avoid emotional
distress by not reporting. Furthermore, reporting often times did not lead to any significant
consequences in the majority of cases. Complaint systems against sexual harassment and coercion
in academia may be largely dysfunctional. Practical implications are discussed.
Schlagwörter:binary; sexual harassment; university
Inhalt: To obtain a more complete understanding of the persisting gender earnings gap in Germany, this paper investigates both the cross-sectional and biographical dimension of gender inequalities. Using an Oaxaca Blinder decomposition, we show that the gender gap in annual earnings is largely driven by women’s lower work experience and intensive margin of labor supply. Based on a dynamic microsimulation model, we then estimate how gender differences accumulate over work lives to account for the biographical dimension of the gender gap. We observe an average gender lifetime earnings gap of 51.5 percent for birth cohorts 1964-1972. We show that this unadjusted gender lifetime earnings gap increases strongly with the number of children, ranging from 17.8 percent for childless women to 68.0 percent for women with three or more children. However, using a counterfactual analysis we find that the adjusted gender lifetime earnings gap of 10 percent differs only slightly by women’s family background.
Free to Be Me? Evolving Gender Expression and the Dynamic Interplay between Authenticity and the Desire to Be Accepted at Work
Autor/in:
Hennekam, Sophie; Ladge, Jamie J.
Quelle: AMJ (Academy of Management Journal), (2022)
Inhalt: This study examines how the gender expression of transgender individuals evolves as they transition in the context of work. We draw from interviews with 25 transgender employees conducted at four points in time over a two-year period as they initiate, perform, and continue their gender transition. Contributing to the literature on authenticity and identity transitions, our findings challenge the assumptions that individuals know how to express an authentic self and that authenticity has an endpoint by pointing to the evolving and relational nature of authenticity that involves a trial-and-error approach in which transgender individuals learn to become authentic as they engage in various forms of gender performativity. Further, we position authenticity as a continuum, as individuals may temper their gender expression to elicit acceptance and express a gender that feels “authentic enough” as they contend with the impact of prevailing gender norms and expectations in the workplace. Finally, the findings suggest that the identity transition process evolves in a non-linear way and involves a dynamic interplay between the desire to express one’s gender in a way that feels authentic and the desire to feel accepted by others.
Schlagwörter:gender identity; non-binary; trans people
Queer Data : Using Gender, Sex and Sexuality Data for Action
Autor/in:
Guyan, Kevin
Quelle: Bloomsbury Academic (Bloomsbury Studies in Digital Cultures), 2022.
Inhalt: Data has never mattered more. Our lives are increasingly shaped by it and how it is defined, collected and used. But who counts in the collection, analysis and application of data?
This important book is the first to look at queer data – defined as data relating to gender, sex, sexual orientation and trans identity/history. The author shows us how current data practices reflect an incomplete account of LGBTQ lives and helps us understand how data biases are used to delegitimise the everyday experiences of queer people.
Guyan demonstrates why it is important to understand, collect and analyse queer data, the benefits and challenges involved in doing so, and how we might better use queer data in our work. Arming us with the tools for action, this book shows how greater knowledge about queer identities is instrumental in informing decisions about resource allocation, changes to legislation, access to services, representation and visibility.
Schlagwörter:data analysis; data collection; Daten; LGBTQ; Monitoring; queer; sexuelle Minderheit; sexuelle Orientierung; trans; trans people
CEWS Kategorie:Diversity, Statistik und statistische Daten
Dokumenttyp:Monographie
Teil-Evaluierung: Vertrag über gute Beschäftigungsbedingungen für das Hochschulpersonal in Nordrhein-Westfalen
Quelle: HIS-Institut für Hochschulentwicklung e. V. (HIS-HE); InterVal GmbH; Hannover; Berlin, 2022.
Inhalt: Die Arbeitsverhältnisse für wissenschaftlich Beschäftigte an Hochschulen in Nordrhein-Westfalen haben sich in den vergangenen Jahren leicht verbessert. Große Veränderungen hat der 2016 geschlossene „Vertrag für gute Beschäftigungsbedingungen“ zwischen Land und Hochschulen allerdings nicht hervorgebracht. Das geht aus einer aktuellen Evaluation der Regelung durch das HIS-Institut für Hochschulentwicklung e. V. (HIS-HE) und der InterVal GmbH hervor.
Demnach stieg an Universitäten der Anteil der wissenschaftlichen Beschäftigten auf Dauerstellen zwischen 2015 und 2020 von elf Prozent auf 13 Prozent. An den Hochschulen für Angewandte Wissenschaften (HAWs) liegt der Anteil der Dauerbeschäftigten dagegen unverändert bei 38 Prozent.
Bei den befristet Angestellten habe die durchschnittliche Vertragslaufzeit von wissenschaftlich Beschäftigten an HAWs zuletzt zwischen 18 bis 18,5 Monaten gelegen und sich über die Jahre kaum verändert. An Universitäten sei die mittlere Laufzeit hingegen von fast 17 Monaten auf nahezu 22 Monate stetig gestiegen. Der Anteil der einjährigen Verträge sei zwar rückläufig. Mit rund fünf Prozent seien aber Verträge mit einer Laufzeit von über drei Jahren nach wie vor eine Seltenheit. Jeder fünfte befristete Vertrag laufe kürzer als ein Jahr.
(Quelle: DHV)
Datenreport: Geschlechtergleichstellung in Entscheidungsgremien von Hochschulen (2020 / 2021)
Autor/in:
Löther, Andrea
Quelle: GESIS - Leibniz-Institut für Sozialwissenschaften; Köln, 2022.
Inhalt: Die Beteiligung von Frauen an Entscheidungsprozessen und damit an (fach-)politischer Macht ist ein wesentliches Element von Geschlechtergerechtigkeit. Wichtige Grundlage für eine stärkere Repräsentation von Frauen in Leitungs- und Entscheidungsgremien und daraus gleichstellungspolitische Impulse und Maßnahmen zu entwickeln, sind eine gute Datengrundlage und ein regelmäßiges Monitoring. Der Datenreport stellt Daten zur Hochschulleitung, Senaten, Hochschulräten und Fakultätsleitungen zusammen. Aufbereitet werden Daten des Statistischen Bundesamt sowie eigene Erhebungen. Bundesweite Daten zur Besetzung von Senaten und zur Leitung von Fakultäten erhob das CEWS erstmalig für 2018. Diese Erhebung wurde für 2021 wiederholt und wird zukünftig alle drei Jahre aktualisiert. Differenziert nach Hochschultyp, Trägerschaft und Bundesland sowie im Zeitverlauf wird die Teilhabe von Frauen an den Hochschulgremien ausgewertet. Ziel des Berichts ist das Datenmonitoring.
Inhalt: Quote – nein, danke?! Ganz so dramatisch ist es noch nicht in den deutschen Führungsetagen, aber immerhin ein Drittel der befragten Führungskräfte sieht die öffentliche Diskussion um verbindliche Regeln bei Gleichstellungs- und Genderfragen als nicht förderlich in ihrer Organisation an. Vielleicht, weil Führungskräfte selbst zur gesellschaftspolitischen Forderung nach Gendergerechtigkeit keine Probleme im eigenen Arbeitsbereich und damit wenig Handlungsbedarf sehen. Wenn Führungskräfte allerdings entgegen der weitläufigen Wahrnehmung in der Öffentlichkeit die Situation in ihren Organisationen eher durch die „rosarote Brille“ wahrnehmen, braucht es einen Reality-Check. Ansonsten drohen generelle betriebliche Maßnahmen ins Leere zu laufen.
Using Mixed Methods Integration to Evaluate the Structure of Help-Seeking Barriers Scale: A Survivor-Centered Approach
Autor/in:
Thorvaldsdottir, Karen Birna; Halldorsdottir, Sigridur; Saint Arnault, Denise M.
Quelle: International journal of environmental research and public health, 19 (2022) 7
Inhalt: Despite the high prevalence of adverse health and trauma-related outcomes associated with intimate partner violence (IPV), help-seeking and service utilization among survivors is low. This study is part of a larger mixed-methods and survivor-centered validation study on the Icelandic Barriers to Help-Seeking for Trauma (BHS-TR) scale, a new barriers measure focused on trauma recovery. A mixed-methods legitimation strategy of integration was employed to evaluate the BHS-TR structure in samples of IPV survivors. The merging of qualitative (n = 17) and quantitative (n = 137) data through a joint display analysis revealed mainly complementarity findings, strengthening the scale's overall trustworthiness and validity evidence. Divergent findings involved items about mistrust, perceived rejection, stigmatization, fearing vulnerability, and safeguarding efforts that were significant help-seeking barriers in the survivors' narratives, whereas factor analysis indicated their removal. These BHS-TR items were critically evaluated in an iterative spiraling process that supported the barriers' influence, illuminated core issues, and guided potential refinements. This work contributes to the growing field of mixed methods instrument validation placing equal status on qualitative and quantitative methods and emphasizing integration to provide more complete insights. Moreover, the study's findings highlight the added value of further exploring divergence between two sets of data and the importance of giving attention to the voices of the target population throughout the validation process.
Schlagwörter:Beschwerdestelle; disclosure; GBV; Gewalt gegen Frauen; Intervention; Maßnahmen; Opfer; scale; Skala; trauma; Validität; validity; victimization; violence; violence against women