Ability conceptions

, 88–90

Abuse toward women in university professional services

, 24–26

Academia

, 11

Academic knowledge

, 10

Academics

, 22

Accreditation agencies

, 51

gender, structures and activities

, 53–55

methodology

, 53

salience of

, 51–53

Accreditation standards

, 50

and evaluation criteria as organizational rhetoric

, 55–57

Accrediting bodies

, 50–51

Affinity groups

, 72–73

critical examination

, 76–77

Affinity spaces

, 72

Agency

, 157–159

Ambivalent sexism

, 20

Amnesty International

, 173

Apple

, 142

Apple Inc.’s Sponsorship of Malala Fund

, 172–174

Arms manufacturers

, 156

Artisanal or small-scale mines (ASM)

, 172–173

Association of MBAs (AMBA)

, 50, 52

Association to Advance Collegiate Schools of Business (AACSB)

, 50, 52

Athena SWAN Charter award (AS Charter award)

, 16–17

Belligerent sexism

, 20

Belonging

, 70–71

Benevolent sexism

, 20

Black Lives Matter movement

, 4

Bluewashing

, 169, 175–176

Bucket codes

, 122–123

Business Graduates Association (BGA)

, 54

Business schools

, 49–51

Caste system

, 87–88

Caterpillar Inc.’s Strategic Partnership With Girl Up

, 174–177

Codesign

, 146–147

Collaborative feminist policy analysis

, 121–122

Collaborative research

, 121–122

Colonization

, 138–139

Competitive ETM strategy

, 89

Convivial encounter

, 35–36, 41–42

Corporate Social Responsibility (CSR)

, 6, 168–169

Counter spaces

, 72–73

Critical Discourse Analysis (CDA)

, 121

Critical Human Resource Development (CHRD)

, 3

Culture of silence

, 109–110

Defensive Diversity Management (DDM)

, 4–5, 84

ability conceptions and exclusive talent management

, 88–90

and genderwashing

, 92–94

human ability conceptions

, 85–88

Democratic Republic of Congo

, 172–173

Difficult interrelatedness

, 38–39

Disengaged CSR

, 170

Disguise

, 11

Distant CSR

, 170

Diversity

, 65–66

initiatives and programs

, 72

management

, 143

Diversity, equity, inclusion and belonging (DEIB)

, 54, 70–71

Diversity, equity and inclusion (DEI)

, 50, 84, 183

initiatives in HE

, 70–72

Duality

, 86

Education

, 2, 108–109

Educational institutions

, 142

Elitist ETM strategy

, 89–90

Embodiment

, 2

Encounter concept

, 33–34

genderwashing and

, 36–42

unpredictable, embodied shape of encounters

, 37–39

unremarkable moments

, 39–42

Equality

, 157–159

Equity

, 58, 66

Equity/equality, diversity, and inclusion (EDI)

, 2–3, 50

Ethics

, 58

Eugenics

, 87–88

European Foundation for Management Development (EFMD)

, 50, 52

European Foundation for Management Development Quality Improvement System (EQUIS)

, 50, 52

European Union (EU)

, 135–136

Exclusive Talent Management (ETM)

, 84

ability conceptions

, 88–90

social identity ascription

, 91–92

Fairness

, 157–159

Feminism

, 20–21, 154

Feminist

approach

, 20–21

critiques

, 1–2

phenomenology

, 3

subjectivity

, 27

Feminist Critical Discourse Analysis (FCDA)

, 121

Focal Persons (FP)

, 127–128

“Gay propaganda” law

, 138–139

Gender

, 2–3, 65–66

bias

, 39

blurred vision on

, 58

budgeting

, 185

equity

, 2–3, 35

gender-based affinity groups

, 4, 73, 77

identity

, 135–136

inequity

, 4

Gender Equality Plans (GEPS)

, 55

Gender-based violence (GBV)

, 16, 19–20, 102

historic UK universities

, 16–19

research approach

, 20–27

standing up to

, 26–27

veil for

, 27–29

Gender-explicit language

, 126–127

Gender-implicit language

, 127

Gender-neutral language

, 125–126

Genderbleaching

, 3

Gendered architectures

, 11

Gendered language

, 125

Gendered power dynamics

, 127–128

Genderspinning

, 4, 50–51

Genderwash

, 17–19

Genderwashing

, 1, 16–17, 19, 50, 65–66, 84, 117–118, 135–136, 154, 183

cutting-edge scholarship on

, 3

DDM and

, 92–94

development

, 2

and encounter concept

, 36–42

evolution in HE

, 68–70

framework

, 4–5

impact

, 160–162

and militarization

, 155–156

and organizational nodding

, 120–121

practices within HC

, 101–102, 106, 109

selective gendered language as

, 125–127

working definition

, 2

Girl Effect

, 167–168

Girl power

, 167–168

Apple Inc.’s Sponsorship of Malala Fund

, 172–174

Caterpillar Inc.’s Strategic Partnership With Girl Up

, 174–177

transnational genderwashing

, 169–172

Girl Up

, 167–168

Global North

, 6, 135–136

Global South

, 6, 135–136, 167–168

Google

, 142

Grade point averages (GPAs)

, 52–53

Greenwashing

, 169

Happy diversity

, 66

Heritage Committee

, 105–106

Hermeneutic injustice

, 158–159

Heteronormativity

, 2, 28

Hierarchical notions

, 86–88

“High potential” workers

, 84–85, 90

Higher education (HE)

, 16–17, 50, 66–67

DEI initiatives in

, 70–72

evolution of genderwashing in

, 68–70

Higher Education Commission (HEC)

, 119

Hiring

, 33–34

Historic organizations

, 15–16

Historic UK universities

, 16–19

genderwashing and GBV in

, 22

genderwashing and genderwash

, 17–19

setting scene

, 22–26

Hockey Canada (HC)

, 101–102

case

, 104–106

conceptual framework

, 102–103

gaps in HC’s leadership

, 110

genderwashing practices

, 106–109

media content analysis

, 103–104

press release

, 106–107

Human ability conceptions

, 85–88

Human Resource Development (HRD)

, 2

Human Resource Management (HRM)

, 4

Human resources (HR)

, 4–5

Hysteresis

, 146–147

Identity-focused affinity spaces

, 72–73

Inclusive talent management (ITM)

, 84–85

Inclusivity

, 15–16, 24–25, 67, 142–143

Inequality

, 36–37, 137–138

Injustice

, 6–7

Institutional silencing

, 119–120

Instrumentalization of LGBT+ issues

through rainbow burning

, 138–140

through rainbow washing

, 140–144

International Development and Gender Studies

, 2

International institutions

, 167–168

International Labour Organization (ILO)

, 173

Intersectional approach

, 68

Intersectional bodies

, 12

Intersectionality

, 2–3, 66–67, 72, 76

as lens to address genderwashing through affinity groups

, 77–78

Invisibilization

, 11

Latent thematic analysis

, 122

Leadership

, 66–67, 128

studies

, 2

Lesbian, Gay, Bisexual and Trans Plus (LGBT+) inclusion

, 135–137

Lesbian, Gay, Bisexual and Trans Plus (LGBTQ+)

, 71

Malala Fund

, 167–168

Manager–employee relationship

, 35, 38

“Manager–subordinate” relationship

, 38–39

Marginalization

, 9, 67–68

Marginalized and Minority Groups (MMG)

, 2

Martial organizations

, 157–159

Martial politics

, 156

Media content analysis

, 103–104

Members of Minoritized Groups (MMG)

, 84

Micro-inequities

, 19–20, 39–40

Micro-practices

, 49–50

Militarization

, 154–155

genderwashing and

, 155–156

women, feminism and genderwashing

, 157–162

Misogyny

, 19, 27–28, 68–69

National governments

, 167–168

Neoliberal multiculturalism

, 158

Neoliberalism

, 15–17

Nodding

, 120

Nondisclosure Agreements (NDAs)

, 18–19, 104, 107–108

Nonencounters

, 40–41

Nongovernmental organizations (NGOs)

, 6, 142–143, 167–168

Nonperformativity

, 118

Nonwhite new employees

, 38–39

Normalization of violence

, 110–111

Oblivious sexism

, 20

Occupied Palestinian Territories (OPT)

, 175

Oppression

, 11, 67–68

Organization for Economic Cooperation and Development (OECD)

, 144–145

Organizational and management studies

, 2

Organizational environment

, 3

Organizational nodding

, 120–121

Organizational rhetoric

, 50–51, 54, 117–118

Organizations

, 89–90, 144–145, 167–168

Pakistan

, 118

Pakistani society

, 118–119

Patriarchy

, 68

Peacekeeping

, 161

Peer Review Teams or Panels

, 55

Performance management revolution

, 33–34

Performance reviews

, 33–34

Pink washing

, 137–138

Plan International

, 167–168

Pluralistic ignorance

, 143–144

Policy

, 123–125

analysis

, 125

Politics

, 168–169

Poststructuralist approach

, 170–171

Power

, 15–16, 51

Private Military and Security Companies (PMSCs)

, 155–156

Professional Services

, 16

Proximate CSR

, 170

Psychological violence

, 19

Rainbow burning

codesign and co-ownership of organizational transformation

, 145–147

instrumentalization of LGBT+ issues through

, 138–140

Rainbow washing

, 135–136

codesign and co-ownership of organizational transformation

, 145–147

instrumentalization of LGBT+ issues through rainbow burning

, 138–140

sociology of ignorance

, 144–145

Rare giftedness

, 86

Recruitment

, 91–92

Rhetoric

, 58

“Richest view” approach

, 39–40

Selective gendered language as genderwashing

, 125–127

Sensuous theorizing

, 3

Settlements

, 104

Sexism

, 20, 68, 119

Sexual abuse

, 161

Sexual harassment global perspectives in HEI

, 119–120

Sexual Harassment Policy (SHP)

, 119

Sexual orientation

, 135–136

Sexual violence

, 101–102

Silence

, 22, 145–146

Social identity ascription (SIA)

, 85, 91–92

Societal gender norms

, 118–119

Sociology

, 2

of ignorance

, 137–138, 144–145

Stakeholders

, 50–51

theory

, 51

Stakes

, 51

Standards

, 49–50

Stonewall movement

, 141

Strategic public commitments

, 17

Strategies of ignorance

, 5

Structural inequities

, 36

Structural power

, 117–118

Structure

, 26, 39, 184

Superbowl

, 153–154

Superficial communications

, 39–40

Symbolic instrumentalization

, 142–143

Systemic genderism

, 68

Talent

, 4–5, 84–85

Talent management

, 4–5

Testimonial injustice

, 158–159

Training

, 108–109

Transformative diversity management (TDM)

, 84–85

Transnational Corporations (TNCs)

, 167–168

Transnational CSR

, 168–169

Transnational genderwashing

, 169–172

Trauma

, 11, 21, 71, 129, 155

Unfulfilled encounters

, 40, 43

United Nations (UN)

, 135–136, 160–161

United States

, 66–67

Universities

, 15–16

Vice-Chancellor (VC)

, 128

Victimization

, 127

Violence (see also Gender-based violence (GBV))

, 19, 125, 154

Voice

, 27–28, 170–171

War

, 153–154

War on Terror

, 161–162

Westernization

, 138–139

Wokewashing

, 169

Women

, 15–16, 66–67

academics

, 17

Women Academic Handmaidens

, 22–24

Women in Development (WID)

, 168

Workplace Act 2010

, 118

Workplace interaction

, 36–38

Workplace social interactions

, 35–36