INITIATIVES TO PROMOTE GENDER EQUALITY IN THE EUROPEAN ACADEMIC AND SCIENTIFIC ENVIRONMENT. POWER, SUPPORT AND MOTIVATION IN PROFESSIONAL PROMOTION

George Marian ICHIM, Doina BALAHUR

Abstract


The existent agreements and beliefs in the organisational culture, predominantly male, resist the possibility to find alternatives to even the chances for promotion in an academic and scientific career for men and women. The more a person identifies with the norms and culture promoted in an institution, the more difficult it is for them to see alternatives. Acker (1990) explain that such persons (who normally have management positions), socialised in the male culture of the academic and scientific world, benefit the most from the existent arrangements and stand to lose the most if the existent practices of the academic world are changed. The European Union has been focusing on a new direction to eliminate gender obstacles in the academic and scientific world. The new approach for activities related to gender equality has focused on academic and research organisations and institutions rather than only on the women themselves. “Administration improvement” has become the new objective. One of the ways this new objective has been implemented concentrated on integrating the gender dimension into research.

Keywords


power, promotion, gender dimension, gender practices, gender barriers

Full Text:

Full Text: PDF

References


Acker, J. (1990). Hierarchies, Jobs, Bodies: A Theory of Gendered Organizations. Gender and Society, 4(2), 139-158.

Acker, J. (2006). Inequality Regimes. Gender, Class, and Race in Organizations. Gender & Society, 20(4), 441-464.

Benschop, Y., Doorewaard, H. (2012). Gender subtext revisited. Equality, Diversity and Inclusion: An International Journal, 31(3), 225-235.

Benschop, Y., Verloo, M. (2006). Sisyphus’ Sisters: Can Gender Mainstreaming Escape the Genderedness of Organizations?. Journal of Gender Studies, 15(1), 19-33.

Champagne, A. M. (2009). Doing gender: Theories of gendered discourse and the social construction of the gendered organization.http://annemariechampagne.com/2013/ 06/18/the-social-construction-of-the-gendered-organization/amc_doinggender

Ely, R., Meyerson, D. (2000). Advancing Gender Equity in Organizations: The Challenge and Importance of Maintaining a Gender Narrative. Organizations, 7(4), 589-608.

European Commission. (2012). Structural change in research institutions: Enhancing excellence, gender equality and efficiency in research and innovation. https://ec.europa.eu/research/science-society/document_library/pdf_06/structural-changes-final-report_en.pdf

European Commission. (2000). Science policies in the European Union. Promoting excellence through mainstreaming gender equality (ETAN report). ftp.cordis.europa.eu/ pub/improving/docs/g_wo_etan_en_200101.pdf

European Commission. (2010). Stocktaking 10 years of „Women in Science” policy by the European Commission 1999-2009. https://ec.europa.eu/research/swafs/pdf/pub_ gender_equality/stocktaking-10-years-of-women-in-science-book_en.pdf

European Commission. (2014). Gender Equality Policies in Public Research. http://ec.europa.eu/research/pdf/199627_2014%202971_rtd_report.pdf

Kolb, D. (2013). Negotiating in the Shadows of Organizations: Gender, Negotiation, and Change. The Ohio State Journal On Dispute Resolution, 28(2), 241-262.

Meyerson, D., Tompkins, M. (2007). Tempered Radicals as Institutional Change Agents: The Case of Advancing Gender Equity at the University of Michigan. Harvard Journal of Law & Gender, 30(1), 303-322.

van den Brink, M. (2011). Scouting for talent: Appointment practices of women professors in academic medicine. Social Science & Medicine, 72(1), 2033-2040.

van den Brink, M., Benschop, Y. (2011). Gender practices in the construction of academic excellence: Sheep with five legs. Organizations, 19(4), 507-524.

van den Brink, M., Benschop, Y. (2014). Gender in Academic Networking: The Role of Gatekeepers in Professorial Recruitment. Journal of Management Studies, 51(3), 460-492.

van den Brink, M., Brouns, M., & Waslander, S. (2006). Does excellence have a gender? A national research study on recruitment and selection procedures for professorial appointments in The Netherlands. Employee Relations, 28(6), 523-539.

van den Brink, M., Stobbe, L. (2014). The support paradox: Overcoming dilemmas in gender equality programs. Scandinavian Journal of Management, 30(1), 163-174.


Refbacks

  • There are currently no refbacks.