scholarly journals Promising Organizational Practices for Increasing Faculty Gender Equity: A Case Study

2020 ◽  
Author(s):  
Karen Horton ◽  
Amy Fried ◽  
Mary Madden
Keyword(s):  
Gender Equity ◽  
Organizational Practices

Women leading change: re-shaping gender in Ghanaian mines

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rufai Haruna Kilu ◽  
Adesuwa Omorede ◽  
Maria Uden ◽  
Mohammed-Aminu Sanda
Keyword(s):  
Empirical Evidence ◽  
Gender Equity ◽  
Recent Change ◽  
Women's Movements ◽  
Leading Change ◽  
Content Type ◽  
Women's Participation ◽  
The Status ◽  
Multiple Case

Purpose There is growing attention towards inclusive mining to make an economic case for gender equality and diversity in the industry. Available literature lacks sufficient empirical evidence on the subject matter in Ghana. Therefore, this paper aims to understudy women miners in Ghana and document their role in recent change regimes in mine works gender profiles. An observed change that is stimulating a shift in background dispositions leads to increasing number of women taking up mine jobs. Design/methodology/approach In working towards achieving the aim of the study, both qualitative design and a multiple case study approaches are deployed. Four multinational Ghanaian mines and a mining and technology university were used to understudy the women miners and their role towards a change in mine work gender perspectives. Findings The results showed a regime of “ore-solidarity movement” (women in mining – Ghana). A kind of solidarity identified conventionally as a social movement in active resource and self-mobilization, engaged in a symbolic contestation for change of the status quo (dominant masculinity cultures) in furtherance of gender equity and inclusion in milieu of mine works reforms in Ghana. Originality/value The study is of high scientific, political and public interest to better understand women’s movements in the mining industries in Ghana and to frame them theoretically. It offers solid empirical evidence on roles women miners play to ensure gender shape-shifting and liberalizing the mining space for women’s participation. This move towards inclusive mining implies poverty eradication among women, work towards achieving sustainable mining, competitiveness and assurance for gender-driven social innovative mining.

scholarly journals Commitment or Even Compliance? An Australian University's Approach to Equal Employment Opportunity

2011 ◽  
Vol 66 (2) ◽  
pp. 279-301 ◽  
Author(s):  
Andrea North-Samardzic ◽  
Sarah Gregson
Keyword(s):  
Gender Equity ◽  
Research Work ◽  
Equal Employment Opportunity ◽  
Regulatory Framework ◽  
Employment Opportunity ◽  
Career Trajectories ◽  
Equal Employment ◽  
The University ◽  
Policies And Practices

This paper presents empirical evidence to illustrate how one Australian university complies with the nation's federal Equal Employment Opportunity (EEO) regulatory framework. The aim of this paper is to provide insight into the extent to which organizational practices deviate from articulated policy and how this gap impacts on the perceived career trajectories of female academics. While the disadvantaged status of female academics has been recognized worldwide, a deeper examination of how employees experience the policies and practices designed to support their advancement is required, especially in light of the increasing corporate-like activities of Australian universities which have deprioritized EEO. A case study of an Australian university is used to explore these phenomena. Documentary evidence of its EEO policies was compared with interviewee narratives of employees, including both female academics and members of general staff involved in policy development. This allowed female employees to be heard, in particular where they sensed contradictions between espoused company policy and their real experiences. Hearing what they have to say is an important contribution, given that Australia's EEO regulatory framework allows organizations to waive reporting on their gender equity “chievements.”This case study highlights employee concerns about the efficacy of the University's policies and practices designed to support women's career trajectories and demonstrates that, particularly in light of the increasing corporatization of the University, some women questioned whether drawing support from such policies would harm their careers. The most signifi cant concern focused on the criteria for promotion, which interviewees perceived to be based on a masculine model of merit, in contrast to the ostensible gender-neutrality of the promotions policies. A related concern was how carer responsibilities impacted on opportunities for advancement, particularly the ability to engage in research work that was prized more highly than teaching activities by promotions committees. These examples illustrate that, while the University may be upholding the law at face-value, the actual experiences of women in the organization suggest that EEO compliance is merely skin-deep.

scholarly journals Convergences between the Social and Solidarity Economy and Sustainable Development Goals: Case Study in the Basque Country

2020 ◽  
Vol 12 (13) ◽  
pp. 5435
Author(s):  
Unai Villalba-Eguiluz ◽  
Andoni Egia-Olaizola ◽  
Juan Carlos Pérez de Mendiguren
Keyword(s):  
Sustainable Development ◽  
Gender Equity ◽  
Sustainable Development Goals ◽  
Local Development ◽  
Basque Country ◽  
Solidarity Economy ◽  
Trade Offs ◽  
The Social ◽  
Development Goals

This article analyzes the potential of the social and solidarity economy (SSE) to foster the sustainable development goals (SDGs). Local public policies play an important role in supporting both the SSE and SDGs. We select a case study of four SSE projects of a local development agency in the Basque Country, where the SSE has a considerable presence through diverse forms and experiences. We address how these projects, which are implemented in a coordinated and transversal manner, contribute to many specific targets within SDG goals number 8 (growth and decent work), 12 (sustainable consumption and production patterns), and 5 (gender equity). However, some limitations have also been identified: (i) trade-offs, in both SSE and SDGs, between economic growth and other aims centered on environmental sustainability; and (ii) avoidance of handling issues, which limits a systemic transformation.

The making of inclusion as structuration: empirical evidence of a multinational company

2014 ◽  
Vol 33 (3) ◽  
pp. 235-248 ◽  
Author(s):  
Renate Ortlieb ◽  
Barbara Sieben
Keyword(s):  
Participant Observation ◽  
Structuration Theory ◽  
Theoretical Framework ◽  
Organizational Practices ◽  
Firm Level ◽  
Content Type ◽  
Personnel Recruitment ◽  
Structural Dimensions ◽  
Recruitment And Selection

Purpose – The purpose of this paper is to theoretically and empirically analyse the question how organizations become inclusive – with special regard to migrants – and the potential limits to inclusion. Design/methodology/approach – The paper develops a theoretical framework based on Giddens’ structuration theory. By a firm-level case study, the paper empirically examines the theoretical propositions. Findings – The paper proposes that inclusion bears specific kinds of the structural dimensions signification, domination and legitimation on which organizational actors draw to reproduce the inclusive organization. The empirical case reveals three areas of organizational practices – personnel recruitment and selection; training and development; meals and parties – in the making of inclusion. But the interplay of specific rules and resources also contains social practices of differentiation and hierarchization that limit inclusion. Research limitations/implications – Future studies would benefit from considering additional socio-demographic characteristics and intersectionalities. An ethnographic approach on the basis of participant observation is also recommendable. A longitudinal empirical design focusing on causal relationships would expand the papers descriptive approach. Practical implications – The findings suggest that organizational actors can shape the structural dimensions corresponding to an inclusive organization by acting themselves accordingly and inciting others to do so. They should be aware of processes of differentiation and hierarchization that go along with practices of inclusion. Originality/value – Applying key arguments of structuration theory, the paper develops a comprehensive framework that considers corresponding rules and resources in detail. The empirical case study demonstrates the fruitfulness of the theoretical framework and reveals the ambivalence of organizational practices that promote inclusion.

The Barriers, Facilitators, and Solutions for Women in Educational Leadership Roles in a Chinese University

2020 ◽  
Vol 9 (1) ◽  
pp. 5-24
Author(s):  
Xintong Lu
Keyword(s):  
Educational Leadership ◽  
Gender Equity ◽  
Research University ◽  
Leadership Roles ◽  
Female Leaders ◽  
Male And Female ◽  
Chinese University ◽  
Facilitating Factors ◽  
Underrepresentation Of Women

Abstract Although women are considered to be dominant contributors in the field of education, underrepresentation of women in educational leadership is still a pervasive issue. The situation may be more critical in the Asian Chinese context, wherein the male-dominated tradition of the feudal system has been prevalent for thousands of years. This article examines the barriers faced by women in educational leadership roles in a Chinese university, and the facilitators of female educational leadership. The case study was conducted using qualitative methods, involving interviews with both male and female leaders. The findings present a range of barriers that women in the research university are now facing, facilitating factors, and ways to solve the issue. Addressing the importance of recognising the underrepresentation of women in Chinese universities also has the aim of promoting gender equity in educational leadership.

Charity-Oriented Versus Human Resource-Oriented Perspectives: Investigating Staff Understandings of Employment Practices for Persons With Disabilities

2020 ◽  
Vol 51 (2) ◽  
pp. 146-167
Author(s):  
Travis Wright ◽  
Paul Wehman ◽  
Jennifer McDonough ◽  
Kathryn Thomas ◽  
Chase Ochrach ◽  
...  
Keyword(s):  
Human Resource ◽  
Work Environments ◽  
Hiring Practices ◽  
Organizational Practices ◽  
Employment Practices ◽  
Employment Opportunities ◽  
Persons With Disabilities ◽  
Organizational Functioning ◽  
Support Strategies

The purpose of this case study investigation is to understand how staff from a large multisite organization with demonstrated excellence in supporting persons with disabilities (PWDs) construct their understanding of disability and hiring practices related to PWDs. Better understanding how individual employees internalize organizational practices regarding PWDs is essential to facilitate expanded employment opportunities, enhanced organizational functioning, and more supportive work environments for PWDs. Drawing on the Theory of Planned Behavior, in this investigation we have sought to better understand how employees internalize (or do not) the organizational commitment to hire PWDs, and how individual employee understandings of PWDs negotiate (mis)alignments between their perspectives and organizational practices and values. Overall, we found fundamental differences in the understandings, motivations, rationales, support strategies, and concerns of participants related to the employment of PWDs. Even though participants in this study were recruited because of their direct involvement in supporting PWDs in the workplace, they articulate different definitions of disability, perceptions of organizational commitments, and investments in employment practices related to PWDs. We found that virtually each participant in this study is mission-driven, articulating a rationale for hiring and supporting PWDs that is connected to their perception of the organizational investment in the same. However, participants negotiate two very different rationales in articulating their perspectives—with one extreme being charity-oriented and the other human resource oriented. While some participants seemed to embody the elements of one extreme consistently, many incorporated elements of both in discussing their understandings.

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