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)

Schlagwörter:academic housework; gender budgeting; Geschlechterungleichheit; Hochschule; Leistungsorientierung

CEWS Kategorie:Geschlechterverhältnis, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.34190/icgr.5.1.297

Dokumenttyp:Zeitschriftenaufsatz

Schlagwörter:Fachhochschule; Geschlechtergerechte Hochschule; Gleichstellungsmaßnahmen; health; Hochschule; Studentin; Studium

CEWS Kategorie:Studium und Studierende, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.17185/duepublico/76055

Dokumenttyp:Zeitschriftenaufsatz

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.

Schlagwörter:academia; case study; feminist approach; gender change; gender equality policy; Gender Studies; higher education; Hochschule; institutional change; Nigeria; resistance

CEWS Kategorie:Hochschulen, Frauen- und Geschlechterforschung, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.32996/jgcs.2022.2.2.2

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Gendergerechtigkeit wird in Hochschulen in der EU im Rahmen des Programms Science with and for Society (SwafS) der Europäischen Kommission durch die Umsetzung von Gleichstellungsplänen aktiv gefördert. Die Erarbeitung und Umsetzung von Gleichstellungsplänen wurde durch die Beteiligung an EU-Projekten in irischen sowie italienischen Hochschuleinrichtungen stark beeinflusst. Dieser Beitrag bezieht sich auf Erfahrungen des EU-Projekts SAGE (H2020), bei dem irische und italienische Universitäten kooperieren, die Athena SWAN Charta in Irland, den Aktionsplan Piano di Azioni Positive (PAP) in Italien und Interviews mit Gender- Expert*innen irischer und italienischer Hochschuleinrichtungen. Es wird untersucht, inwieweit die Teilnahme an EU- und nationalen Initiativen ähnliche Ergebnisse erzielen kann. Der Beitrag kommt zu dem Schluss, dass eine abgestimmte Strategie, die sich auf gemeinsame Prioritäten konzentriert und kulturelle, politische und soziale Vielfalt berücksichtigt, die Internationalisierung des Hochschulsektors fördern und den Prozess zur Herstellung von Gendergerechtigkeit in der Wissenschaft beschleunigen könnte.

Schlagwörter:Athena SWAN; EU; Europa; Geschlechtergerechtigkeit; Gleichstellungsplan; Irland; Italien; structural change; structural change project; Strukturwandel

CEWS Kategorie:Europa und Internationales, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.3224/gender.v13i1.03

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: In this article, as have many Black women scholars in the past, we again call for collective action against anti‐blackness and White supremacy in the academy. Drawing from black feminist theory, we discuss the long history of Black women academics' activism against anti‐black racism and introduce the current movement: Black Lives Matter (BLM). Although BLM is often construed as resisting anti‐black violence outside the academy, it is also relevant for within the academy wherein anti‐blackness is likely to be manifested as disdain, disregard, and disgust for Black faculty and students. We discuss some of the ways in which anti‐blackness and liberal White supremacy are manifested in the lives of Black faculty and students, and propose that non‐Black allies have key roles to play in resisting them. Like second‐hand cigarette smoke that harms everyone in proximity, anti‐blackness and White supremacy harm us all, and a shared movement is needed to dismantle them.

Schlagwörter:academia; black feminism; black women; Hochschule; racism; Rassismus; Schwarze Frauen; Schwarzer Feminismus; white supremacy

CEWS Kategorie:Diversity, Hochschulen, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.1111/gwao.12555

Dokumenttyp:Zeitschriftenaufsatz

Schlagwörter:Gleichstellungsmaßnahmen; Gleichstellungsplan; Mentoring; Professorinnenprogramm; Wirkung; Wirkungsanalyse

CEWS Kategorie:Gleichstellungspolitik

Verfügbarkeit:https://www.wissenschaftsmanagement-online.de/beitrag/gut-od...

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Implicit bias is one of the most successful cases in recent memory of an academic concept being translated into practice. Its use in the National Science Foundation ADVANCE program—which seeks to promote gender equality in STEM (science, technology, engineering, mathematics) careers through institutional transformation—has raised fundamental questions about organizational change. How do advocates translate theories into practice? What makes some concepts more tractable than others? What happens to theories through this translation process? We explore these questions using the ADVANCE program as a case study. Using an inductive, theory-building approach and combination of computational and qualitative methods, we investigate how the concept of implicit bias was translated into practice through the ADVANCE program and identify five key features that made implicit bias useful as a change framework in the academic STEM setting. We find that the concept of implicit bias works programmatically because it is (1) demonstrable, (2) relatable, (3) versatile, (4) actionable, and (5) impartial. While enabling the concept’s diffusion, these characteristics also limit its scope. We reflect on implications for gender theories of organizational change and for practitioners.

Schlagwörter:ADVANCE; gender bias; Gleichstellungsarbeit; Gleichstellungsmaßnahmen; Gleichstellungspolitik; implicit bias; MINT; Organisational Change; Organisationswandel; Praxis; Praxis-Theorie-Verhältnis; STEM; Theorie

CEWS Kategorie:Fördermaßnahmen, Frauen- und Geschlechterforschung, Gleichstellungspolitik

Verfügbarkeit:https://dx.doi.org/10.1177/08912432211000335

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: Die DFG hat sich die Chancengleichheit und Gleichstellung von Wissenschaftlerinnen und Wissenschaftlern als ein zentrales Ziel gesetzt. Was bedeutet das konkret – für das System Wissenschaft in Deutschland und für die DFG

Schlagwörter:DFG; Exzellenz; Forschungsorientierte Gleichstellungsstandards; Gleichstellungspolitik; Kaskadenmodell; Quote

CEWS Kategorie:Gleichstellungspolitik

Verfügbarkeit:https://www.wissenschaftsmanagement-online.de/beitrag/die-f-...

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: With this article, I seek to contribute to understandings of how racial and gender hierarchies are reproduced through organizational processes. Using an autoethnographic method, I seek to demonstrate the workings of Mill's Racial Contract Theory and Ahmed's concepts of raced and gendered encounters through the implementation of a university diversity initiative: the Race Equality Charter. My findings demonstrate how the “doing” of diversity work results “undoing” the non-white diversity worker, as their lived experiences catastrophically diverge from the sunny promise of the diversity project. Furthermore, the Race Equality Charter's is revealed that the Charter is a factual, rather than normative type of contract, which enshrines a socio-political reality in which colonialism continues to shape white over non-white domination. Scholars and activists have long been naming the secret weapons of white supremacy in order to expose how anti-racist practice is co-opted by institutions. In this article, I theorize my lived experience to expose how policy and organizational processes fail to protect me, a non-white woman early career academic. I conclude that the Race Equality Charter, far from being a tool of social justice, enforces raced and gendered privileges in academic settings.

Schlagwörter:academia; colonialism; ethnic minority; ethnische Minderheit; Gender; Geschlechterungleichheit; hierarchy; Privileg; race discrimination; Race Equality Charter; Rassismus; white supremacy

CEWS Kategorie:Diversity, Gleichstellungspolitik

Verfügbarkeit:https://onlinelibrary.wiley.com/doi/10.1111/gwao.12781?af=R

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: This study explores Athena SWAN as a mechanism to govern gender equality and diversity in the context of the UK Business and Management Schools during COVID-19. More specifically, this study reports on the struggles that UK Business Schools are now facing in projecting themselves as equal and diverse as well as efficient and viable. Using governmentality theory, a thematic analysis is applied to Athena SWAN applications and face-to-face interviews conducted with a number of leaders of Athena SWAN-awarded UK Business Schools. The results suggest that Athena SWAN opens a space for self-governing gender equality and diversity with some progress on this agenda. However, the Athena SWAN framework calls our attention to invisibilities of inequalities in times of crisis such as COVID-19, when governamentality of gender issues can become limited and when targets on efficiency are set as a priority.

Schlagwörter:Athena SWAN; Dokumentenanalyse; Efficiency; Effizienz; gender equality plan; Gleichstellungsplan; governmentality theory; interviews; Wirtschaftswissenschaft

CEWS Kategorie:Gleichstellungspolitik

Verfügbarkeit:https://onlinelibrary.wiley.com/doi/10.1111/gwao.12784?af=R

Dokumenttyp:Zeitschriftenaufsatz