Gender Equality and Diversity in Forestry and Forest Research:

In 2007 the UK established a new single equalities body, to bring together the existing equality Commissions dealing with gender, disability, and race and ethnicity into a Commission for Equality and Human Rights. The promotion and enforcement of ‘equality and diversity’ is one of the three duties of the new body. This paper briefly explores diversity in relation to the theory of gender equality and also examines developments in policy at the EU level, which has provided much of the impetus for change. Our focus is on the policy approach and the tensions that the policy documents reveal about the emphasis on equality and diversity approach, in particular the extent to which attention to gender issues may get lost in the diversity bundle, and the extent to which a focus on the individual may be strengthened over the group.

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Traces of equality policy and diversity management in Finnish work organizations

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-12-2015-0104 ◽

2016 ◽

Vol 35 (7/8) ◽

pp. 415-428 ◽

Cited By ~ 8

Author(s):

Hanna Ylöstalo

Keyword(s):

Gender Equality ◽

Design Methodology ◽

Diversity Management ◽

Corporate Image ◽

Work Organizations ◽

Content Type ◽

Race And Class ◽

Everyday Work ◽

Sector Work ◽

Equality And Diversity

Purpose The purpose of this paper is to discuss how equality and diversity are experienced in everyday work within Finnish work organizations and how equality policy and diversity management participate in maintaining the inequality regimes of the organizations. Design/methodology/approach The empirical findings are based on 31 interviews, which were collected in two private sector work organizations. Inequality regimes, the interlocked practices, and processes that result in continuing inequalities in all work organizations, are used as an analytic tool. Findings There is an individualizing tendency of equality in Finnish work organizations, which is also the premise of diversity management. Accordingly, the organizations cannot address structural and historical discrimination based on gender, race, and class. Also, when diversity is intrinsic to the corporate image, the members of the organization downplay and legitimize inequalities in their organization. Originality/value The paper analyzes inequality regimes in a context that should be ideal for equality and diversity: Finland, where gender equality policies are relatively progressive, and organizations that strive for equality and diversity. This gives new insight on why inequalities are difficult to change.

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Arab Countries in Transition: Gender Rights and Constitutional Reforms

Al-Raida Journal ◽

10.32380/alrj.v0i0.1721 ◽

1970 ◽

pp. 2-6

Author(s):

Samira Aghacy

Keyword(s):

Gender Equality ◽

Rule Of Law ◽

Arab World ◽

Arab Countries ◽

Mena Region ◽

American University ◽

Lebanese American University ◽

Constitutional Reforms ◽

Countries In Transition ◽

Equality And Diversity

Al-Raida is pleased to launch a special thematic issue in two parts that grew out of the international conference titled “Arab Countries in Transition: Gender Rights and Constitutional Reforms” organized by the Institute for Women’s Studies in the Arab World at the Lebanese American University in partnership with the Women and Memory Forum-Egypt, Konrad Adenauer Stiftung, Rule of Law Program MENA Region, and the Danish Centre for Research and Information on Gender, Equality, and Diversity (KVINFO).

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Queering and diversifying gender in equality work at European higher education institutions

GENDER – Zeitschrift für Geschlecht Kultur und Gesellschaft ◽

10.3224/gender.v11i1.06 ◽

2019 ◽

Vol 11 (1-2019) ◽

pp. 78-91

Author(s):

Lisa Mense ◽

Stephanie Sera ◽

Sarah Vader

Keyword(s):

Higher Education ◽

Gender Equality ◽

Higher Education Institutions ◽

Status Quo ◽

Case Examples ◽

Eu Legislation ◽

Gendered Identities ◽

Challenges And Opportunities ◽

European Higher Education ◽

Equality And Diversity

Against the background of recent changes to EU legislation to meet the demands and needs of LGBTIQ* communities, the authors seek to situate a queered and diversified understanding of gender firmly at the centre of the gender equality discourse in higher education (HE). Based on case examples, the legal and discursive status quo in German and Dutch HE institutions as well as actors’ motivations, challenges and opportunities are examined through a queer lens. The results highlight how differently EU legislation is transposed into national law. They also show that change is currently driven by highly motivated individual actors, be they students, gender equality and diversity officers, or individual institutions. We argue that queering and diversifying should be understood and used as modes to reflect on and analyse the processes that lead to heteronormative understandings of gender in HE and to develop strategies that take the complexities of gendered identities and discrimination into account.

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Gender equality and diversity in the workplace

Gender Equality and Responsible Business ◽

10.4324/9781351286367-10 ◽

2017 ◽

pp. 135-152

Author(s):

Harshakumari Sarvaiya ◽

Gabriel Eweje

Keyword(s):

Gender Equality ◽

Diversity In The Workplace ◽

Equality And Diversity

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Creating community and empowering underrepresented geospatial professionals at Women in Geospatial+

10.5194/egusphere-egu21-15331 ◽

2021 ◽

Author(s):

Sabrina H. Szeto ◽

Julia Wagemann ◽

Heather Porter ◽

Sharon Omoja ◽

Cristina Vrinceanu

Keyword(s):

Professional Development ◽

Career Development ◽

Gender Equality ◽

Status Quo ◽

Open Communication ◽

Professional Network ◽

The World ◽

The Status ◽

Promote Gender Equality ◽

Equality And Diversity

Women in Geospatial+ is a professional network to promote gender-equality and diversity in the geospatial industry and academia. We are a vibrant and active community with more than 2,200 registered members from all over the world and over 14,000 followers on Twitter & LinkedIn. We have a range of activities all with the aim to inspire, unite and empower us as individuals but also us as a community.This community brings together women and other people from underrepresented gender backgrounds in the geospatial field by providing a safe platform on Slack for open communication and exchange, which is especially crucial for networking during the COVID-19 era. We promote and foster the professional development of our members by sharing geospatial news and job vacancies as well as articles about diversity and tips about leadership and career development. We regularly run online career development workshops and panel discussions. Each week, we post a profile on LinkedIn to feature the work and achievements of women geospatial leaders. In 2020, our second international mentorship programme cohort grew to over 110 participants. We also launched a global speakers database which allows event organisers to search for and invite speakers from underrepresented gender backgrounds.&#160;This presentation will highlight key activities of the Women in Geospatial+ network, tapping into some current facts and figures on diversity in the geospatial field. We will explain how to join the community and how you can contribute to its success and expansion. Let us change the status quo together by creating a strong network of Women in Geospatial+ leaders and changemakers.

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