Organizational change within universities has been documented as slow and labor intensive. Departmental climate, particularly interactions with colleagues, remains an area wherein women continue to feel excluded. The departmental intervention resulted in measurable improvements in key aspects of climate critical to women’s success (e.g., reductions in conflict and dependence; increases in collective efficacy) as well as more realistic view of the effort needed to attain gender equity (decrease in Optimism).
Partial support for this work was provided by the National Science Foundation’s ADVANCE IT Program under Award HRD-1007978. Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.
Latimer, M., Jackson, K., Dilks, L., Nolan, J. and Tower, L. (2014), "Organizational Change and Gender Equity in Academia: Using Dialogical Change to Promote Positive Departmental Climates", Gender Transformation in the Academy (Advances in Gender Research, Vol. 19), Emerald Group Publishing Limited, pp. 333-353. https://doi.org/10.1108/S1529-212620140000019015Download as .RIS
Emerald Group Publishing Limited
Copyright © 2014 Emerald Group Publishing Limited