Quelle: icgr (International Conference on Gender Research), 5 (2022) 1, S 1–10
Inhalt: Gender Budgeting is a tool to apply the gender mainstreaming perspective to the accountability process in order to give evidence of the unequal distribution of public resources between women and men. Academic Housekeeping is any task “low-status, time-consuming, largely invisible, and that nevertheless needs to be done” (Kalm, 2019) in the academic daily business. It is a source of gender inequality since it is largely ascribed to women. Money and time are two sides of the same coin of Gender Inequality in Academia and therefore need to be identified and managed with an holistic approach that recognizes the interconnections between them. The results chain of the Performance-Oriented budgeting approach is therefore used to describe the transformation of the budget for salaries into the value of researchers’ work through time, activities, products and results. In this process, Academic Housekeeping emerges as a matter of Gender Budgeting, too. Literature describes Academic Housekeeping as an inequality regime echoing the domestic sphere and bringing its biases and limitations to the scientific race of competitiveness. The Housekeeping tasks are assigned largely arbitrarily and with unintentional side-effects. Its negative gender impact on women’s career is also clearly recognized by four main studies, in every field and with further intersectional spill overs. Gender Budgeting reports in Academia therefore do need to embed a Gender impact assessment of Academic Housekeeping in every step of the main methodologies adopted: Identity, Context Analysis, Planning Analysis, Budget Reclassification, Implementation and Performance Audit. The conceptual framework that emerges from the paper confirms the benefits that might arise from further researches on this field. The paper stems from the LeTSGEPs European Horizon Project (Leading Towards Sustainable Gender Equality Plans RPOs)
Rethinking Gender Centres in Nigerian Universities
Autor/in:
Igiebor, Oluwakemi Temitope
Quelle: jgcs (Journal of Gender, Culture and Society), 2 (2022) 2, S 11–19
Inhalt: For the past three decades, discussions centred on gender equity have become buzzwords in academic institutions in Nigeria, which has led to an increasing effort to establish gender centres and adopt equity policies. Despite the awareness and presence of gender centres in Nigerian universities, institutionalising gender equity has been challenging. There is a struggle to explain how policy absence and gender centre mergers may constrain positive institutional gender change. This article explores why academic institutions have established gender centres but have not created gender policies. Taking into account the gender stakeholder’s perspectives in two purposively selected universities in Nigeria, this study utilises an integrated feminist approach to investigate why university gender centres are unable to advance gender equity within the institutions. Concepts like institutional resistance and layering offered tools that helped capture the dynamics of institutional change and stasis in the case studies. Findings showed that the existence of gender centres without formalised policies is a window-dressing approach that limits the potential for gender equity within the universities. It also revealed how the redirection of gender centres through mergers with other centres is ‘gendered’. Evidence showed that the prospect for institutional gender change is often tempered by merging incompatible and non-complementary centres. This study, thus, adds to the scholarly literature on institutional resistance, providing valuable insights into the subtle manifestations of resistance towards gender equity institutionalisation in academia.
Support on the way to the top? The effect of organisational equal opportunities measures on women’s promotion prospects
Autor/in:
Wanger, Susanne
Quelle: IAB-Discussion Paper (IAB-Discussion Paper: Beiträge zum wissenschaftlichen Dialog aus dem Institut für Arbeitsmarkt- und Berufsforschung), 13 (2022)
Inhalt: Even though women have been able to increase their participation in management positions to a small extent in recent years, they are still significantly underrepresented in management positions. Organisational measures to promote gender equality and work-life balance are seen as an option to reduce inequalities between men and women. However, there are relatively few firms that have formalised organisational gender equality policies. Against this background, I examine whether organisational measures may increase women's career opportunities or promote the assumption of management positions on a part-time basis. This is investigated using a German Linked-Employer-Employee dataset (LIAB) from 2012 to 2016 and logistic panel regression models. The results show that the targeted promotion of women in particular improves their chances of promotion. However, this is not the case for mothers and their chances of achieving a part-time management position: these are lower when targeted promotion of women is practised in a firm. Measures to improve reconciliation, such as firm support for childcare or for employees with dependents in need of care, have a positive effect on advancement to management positions. The effect of family-friendly working conditions in a firm is heterogeneous: while women have lower chances of promotion, their chances of obtaining a management position with reduced working hours are higher. In contrast, a firm's membership in a family-friendly network has a negative effect on the career and promotion opportunities of women.
Lohn für Hausarbeit : Chronik eines internationalen Frauenkampfs (1972-1977)
Autor/in:
Toupin, Louis
Quelle: Unrast, 2022.
Inhalt: Zu Beginn der 1970er-Jahre entstand die internationale Bewegung ›Lohn für Hausarbeit‹, in der Frauen verschiedenster Hintergründe und Sexualitäten zusammenkamen und gemeinsam kämpften. Ihr Ziel war skandalös und revolutionär zugleich: Der feministische Kampf sollte auf eine neue Grundlage gestellt werden, ausgehend von der Forderung, unsichtbare Hausarbeit anzuerkennen und zu entlohnen. Doch dieses Anliegen wurde oft missverstanden, der Strömung wurde vorgeworfen, Frauen an den Herd zu verbannen. Da sie sich nicht durchsetzen konnte, verlor die Bewegung schon nach wenigen Jahren an Elan.
Louise Toupin bringt die Originalität und politische Kraft dieser Bewegung ans Licht, indem sie tief in ihre Ideen und Aktionen eintaucht. Ihr Buch ist das Ergebnis jahrelanger Forschung und porträtiert eine zu Unrecht verblasste Episode in der Geschichte feministischer Ideen. Denn die damaligen Kämpfe, Debatten und Theorien warten mit kritischen Werkzeugen auf, die für viele aktuelle feministische und gesellschaftspolitische Themen wie Care-Arbeit, geschlechtsspezifische Arbeitsteilung, Vereinbarkeit von Beruf und Familie, Sexualität als Arbeit oder die gesellschaftliche Reproduktion auf globaler Ebene auch heute noch von Nutzen sein können.
Interviews mit den Theoretikerinnen und Pionierinnen der Bewegung Mariarosa Dalla Costa und Silvia Federici runden diese erkenntnisreiche Dokumentation ab.
Forschungsorientierte Gleichstellungs- und Diversitätsstandards der DFG
Autor/in:
Deutsche Forschungsgemeinschaft (DFG)
Quelle: Bonn, 2022.
Inhalt: Die DFG-Mitgliederversammlung 2022 beschloss zudem den Ausbau des Aspektes Diversität im Text der „Forschungsorientierten Gleichstellungsstandards“, um die Verwirklichung der chancengleichen Teilhabe aller Menschen in Wissenschaft und Forschung – auch intersektional – voranzutreiben. Als Qualitätsmerkmal dient die Förderung von Diversität der Verbesserungen der Voraussetzung für qualitativ hochwertige Wissenschaft. In diesem Zuge wurde auch der Titel auf „Forschungsorientierte Gleichstellungs- und Diversitätsstandards“ angepasst.
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.
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.
Studieren und Menstruieren – geschlechtergerechterer (Hoch-)Schulalltag durch kostenlose Menstruationshygieneartikel : Studie der Gleichstellungsstelle an der Hochschule Bonn-Rhein-Sieg 2021/2022
Autor/in:
Hillen, Barbara; Kroheck, Niklas
Quelle: Journal Netzwerk Frauen und Geschlechterforschung NRW, (2022) 50, S 43–50
Schlagwörter:Fachhochschule; Geschlechtergerechte Hochschule; Gleichstellungsmaßnahmen; health; Hochschule; Studentin; Studium
CEWS Kategorie:Studium und Studierende, Gleichstellungspolitik
Quelle: Administrative Sciences, 12 (2022) 2, 59 S
Inhalt: Attempts to transform the gendered structures and cultures of higher education institutions have had limited success. This article focuses on one Irish university (pseudonym University A) where gender inequality was a major concern culminating in high-profile litigation. Using a feminist institutional approach, it asks: (1) What changes and interventions were introduced in the context of a favorable national policy environment and local grassroots support? and (2) how were these interventions perceived by staff? The methodology draws, firstly on the authors’ personal knowledge of the local context; secondly, on an analysis of University A’s key gender equality-related actions and documents; and thirdly, on a thematic analysis of qualitative data from 129 respondents in an online survey. Positive changes are identified, as is institutional resistance, reflected in low ambitions and focus on individualistic solutions. In the qualitative data, resistance involving denial; assertions that the problem is solved; the importance of meritocracy, and a focus on “fixing the women” (and the men) were identified. Acceptance of gender equality as an organisational issue was reflected in criticism of the interventions as tokenistic window dressing; not impacting on the culture and “not going far enough”. The implications for effectively addressing gender inequality are discussed