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Article
Publication date: 26 February 2019

Sandra L. Laursen and Kristine De Welde

The purpose of this paper is to examine the evolving theories of change of the US National Science Foundation’s (NSF) ADVANCE program to increase the representation of women on…

Abstract

Purpose

The purpose of this paper is to examine the evolving theories of change of the US National Science Foundation’s (NSF) ADVANCE program to increase the representation of women on academic faculties in science, technology, engineering and mathematics (STEM). ADVANCE supports efforts to transform the cultures and structures of US institutions of higher education by removing gendered barriers to STEM faculty women’s employment, advancement and success, and by developing change strategies that others may adopt.

Design/methodology/approach

The empirical study is based on qualitative, longitudinal analysis of nine requests for proposals (RfPs) for the ADVANCE program (2001–2016), complemented by historical analysis of funded ADVANCE projects using public records.

Findings

The analysis identifies changes over time that suggest shifts in NSF’s rationale and theory of change for ADVANCE. Increased guidance directs how institutions should best undertake change, document outcomes and share best practices. The RfPs reveal growing attention to equity, rather than simply to representation, and to intersectionality – how gender, race, social class and other identities intersect to produce disparate experiences and outcomes for individuals differently positioned in social systems. Gendered organizations theory helps to place these experiences and outcomes in a structural context. Iterative processes of organizational learning are postulated to account for these changes over time.

Originality/value

While many studies have examined ADVANCE projects’ activities and outcomes, none have examined the premises and design of the ADVANCE program itself. This analysis offers insight into how the ADVANCE RfP has driven innovation and learning about transformative institutional change to advance gender equity in STEM.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 38 no. 2
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 23 August 2021

Maria Bastida, Luisa Helena Helena Ferreira Pinto and Anne-Wil Harzing

The expatriation literature has developed an insightful body of research on the reasons why women are not assigned abroad as frequently as men. However, the authors know very…

Abstract

Purpose

The expatriation literature has developed an insightful body of research on the reasons why women are not assigned abroad as frequently as men. However, the authors know very little about the systemic and recursive consequences of women's underrepresentation in international assignments (IAs), which are examined in this conceptual paper.

Design/methodology/approach

Drawing upon expatriation research and a system dynamics perspective, the authors propose a conceptual model to explain both women's underrepresentation in IAs and its recursive consequences.

Findings

The authors highlight how women's underrepresentation in IAs results from a complex system of recursive effects that jeopardizes women's professional development and undermines both their own career progression to top management and firms' competitive advantage and international growth. The authors argue that organizations make decisions that contravene their own interest in a competitive global context. First is that they are limiting their talent pool by not considering female candidates. Second is that they are missing the opportunity to use IAs to advance women's careers.

Research limitations/implications

The model provides a solid grounding for future research on selecting the most effective organizational actions and designing supportive measures to disrupt the persistent dynamics contributing to women's underrepresentation in IAs. Future research could also expand our study by incorporating individual differences and the proactive role that women may take.

Practical implications

The model points to specific managerial interventions (e.g. increased access to job training and specific training ahead of the assignment, dual-career support, women's mentoring and affirmative action) which have the potential to reduce women's underrepresentation in IAs and in top management.

Originality/value

The system dynamics approach enables a broader understanding of why women are underrepresented in IAs, how this underrepresentation further exacerbates gender segregation in international business, and how these recursive outcomes can be averted to the advantage of firms' sustainable growth.

Details

Journal of Global Mobility, vol. 9 no. 3
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 13 September 2024

Eunice Victoria Akoto, Isaac Boateng, Edward Osei Akoto, Richmell Baaba Amanamah and Ohenewaa Boateng Newman

From a skills theory perspective, we explore the disparity between women's perceived leadership effectiveness and their underrepresentation in a public higher education…

Abstract

Purpose

From a skills theory perspective, we explore the disparity between women's perceived leadership effectiveness and their underrepresentation in a public higher education institution (HEI) in Ghana. We identify the factors limiting women leaders' support and offer locally driven solutions.

Design/methodology/approach

A triangulated approach was used to analyse qualitative and quantitative data collected at a public HEI leadership workshop assessing perceptions of women leaders' education, communication, personality, emotional intelligence, skills and support dimensions. T-tests were used to test the perception variables, while thematic analysis elucidated factors contributing to women's underrepresentation in top positions.

Findings

The study found positive perceptions of female leadership, which differed among the genders, and the preference for female leaders stems from their perceived skills, abilities and education. However, religious and cultural beliefs perpetuate stereotypes that hinder women's advancement in leadership, which contradicts the skills-based approach to leadership.

Practical implications

Creating local awareness and support is necessary to reduce the fear of criticism and negative labelling from cultural beliefs hindering women from pursuing top leadership positions.

Originality/value

This study fills the literature gap on perceptions of women's leadership from a skills theory perspective. It contributes locally driven solutions to the challenges of underrepresentation of female leadership and women empowerment, providing local insights into female leadership effectiveness discourse.

Details

International Journal of Public Leadership, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2056-4929

Keywords

Article
Publication date: 4 February 2014

Alison Sheridan, Anne Ross-Smith and Linley Lord

– The purpose of this paper is to interrogate changes to women's representation on boards from an institutional perspective in a particular national context (Australia).

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Abstract

Purpose

The purpose of this paper is to interrogate changes to women's representation on boards from an institutional perspective in a particular national context (Australia).

Design/methodology/approach

Drawing on institutional theory at the legal, political and social levels the paper identifies the factors through which women's underrepresentation on corporate boards in Australia gained traction over the period 2009-2012.

Findings

Through the analysis of the Australian context over the period 2009-2012, the paper proposes a framework to represent the multiple, differentiated and often conflicting spheres affecting women's representation on boards and how this may have wider application internationally.

Research limitations/implications

In focusing on the institutional factors, the paper does not mean to underplay organisational factors relevant to women's access to board positions; rather the authors seek to draw attention to how the organisational factors may be shaped by changing institutional “rules”. From the interrogation of the conditions under which women's underrepresentation on corporate boards in Australia gained traction, the paper provides a conceptual foundation for the emerging study of institutions and women's representation on corporate boards internationally.

Practical implications

The purpose of documenting these institutional changes in Australia is to be instructive to others addressing the practical problem of how to increase women's representation on boards and what institutional factors may need to be considered to prompt change.

Originality/value

The conceptual framework adds to the as yet relatively under-theorised field of women on corporate boards.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 33 no. 2
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 1 December 1997

Brenda Hall‐Taylor

Examines the response of the discipline of management to the problem of the underrepresentation of women in senior management. Analyses 14 leading scholarly management journals…

790

Abstract

Examines the response of the discipline of management to the problem of the underrepresentation of women in senior management. Analyses 14 leading scholarly management journals and demonstrates that the journals ignore the problem of women’s underrepresentation and that this has important consequences for women. Women are largely underrepresented as authors in management journals and, when they do publish, they do not publish on the problems of women in senior management. Moreover, the exclusion of women in management as a topic in the journals does not appear to be positively influenced by the presence of female editors or the representation of women on editorial boards. Explores the manner in which the knowledge produced by women about women in senior management in journals such as Women in Management Review works in ways that are simultaneously liberating and self‐disciplining. Concludes by posing a profound dilemma for women who, as a consistent first choice, choose to publish in “gender journals” such as Women in Management Review.

Details

Women in Management Review, vol. 12 no. 8
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 20 November 2018

Marzena Baker and Erica French

The purpose of this paper is to investigate the structural career barriers in project-based construction and property development organizations in Australia, and explore how these…

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Abstract

Purpose

The purpose of this paper is to investigate the structural career barriers in project-based construction and property development organizations in Australia, and explore how these affect women and their project careers. It applies the insights of the institutional theory to explain how the process of normative isomorphism continues to reproduce female underrepresentation in those organizations.

Design/methodology/approach

Based on an exploratory interpretive approach, this study consisted of 16 in-depth interviews with female project managers from the Australian construction and property industry.

Findings

The research shows that organizational practices may contribute to the ongoing female underrepresentation in the Australian construction and property development industries. The structural career barriers unique to project organizations include work practice, presenteeism, reliance on career self-management and the “filtering of personnel” in recruitment and promotion practices.

Research limitations/implications

The results support the institutional theory as an explanation for the factors that influence women’s’ perceptions of their project management careers. Addressing inequity between men and women is perceived as an organizational choice.

Practical implications

To achieve a substantive change in the numbers of women in project management, organizational leaders in male dominated industries such as construction and property development are encouraged to think strategically about how to overcome the access and opportunity that affect women’s career progress.

Originality/value

Drawing on the institutional theory, this study explores how the process of normative isomorphism may reproduce female underrepresentation and gender segregation in traditional project-based organizations.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 37 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 20 November 2018

Silvia de Simone, Daniela Putzu, Diego Lasio and Francesco Serri

Despite the ongoing increase of women in the top positions, they are still underrepresented in politics. The studies that primarily focus on women’s underrepresentation in…

Abstract

Purpose

Despite the ongoing increase of women in the top positions, they are still underrepresented in politics. The studies that primarily focus on women’s underrepresentation in politics neglect the role of gender as a category that structures and makes sense of social practices. The purpose of this paper is to investigate the mechanisms that regulate the contemporary gender order in politics through discourse analysis and the contribution of the critical feminist perspective.

Design/methodology/approach

The study is based on 30 biographical interviews with Italian politicians and focuses on the account of their political experiences and on the meanings attributed to these.

Findings

The results of this paper underline the tendency to either absolve or blame women for gender inequality in politics through different interpretative repertoires: “Women’s disinterest toward politics,” “Politics as masculine context” and “Politics–family unbalance.” The analysis allowed to unravel the way in which the discursive practices create and reproduce the hegemonic gender order in politics.

Research limitations/implications

The research is limited to 30 qualitative interviews, and so results cannot be generalized.

Practical implications

The findings of this paper highlight the importance of exploring issues relating to the gender gap in politics and stress the need to implement actions to promote gender equality in politics.

Originality/value

The paper contributes to an understanding of women’s underrepresentation in politics and offers causes for reflection on a phenomenon that has profound implications for our society.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 37 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 15 June 2021

Rosalien Alexandra van ’t Foort-Diepeveen, Aikaterini Argyrou and Tineke Lambooy

This paper aims to analyze the barriers discussed in the extant literature as to why women are underrepresented in the corporate top and explains how these barriers interrelate…

Abstract

Purpose

This paper aims to analyze the barriers discussed in the extant literature as to why women are underrepresented in the corporate top and explains how these barriers interrelate. An understanding of the interrelatedness of the barriers can help develop suitable and effective measures to improve women’s representation.

Design/methodology/approach

The systematic review method was applied. The search resulted in 51 relevant academic articles from multiple disciplines which were used for the analysis.

Findings

Barriers identified include gender stereotypes, bias in recruitment and promotion, devaluation of women, masculine and long-hours organizational culture, work-family issues and the lack of professional support. The interrelatedness of these barriers is analyzed by means of a conceptual framework.

Research limitations/implications

The adopted method requires the use of search engines and search terms and consequently relevant articles may have been overlooked. The study is geographically demarcated to Europe and, hence is only applicable to developing suitable and effective measures in a European context. More research is needed into which measures are appropriate and effective to overcome the barriers identified.

Practical implications

The insights can be used by companies to foster gender equality and by companies and governments to develop appropriate and effective measures to overcome these barriers.

Originality/value

This review contributes to the literature by uncovering the interrelatedness of the barriers. Understanding the interrelatedness is crucial for developing appropriate measures to overcome the barriers and ultimately to achieve gender equality at the corporate top.

Details

Gender in Management: An International Journal , vol. 36 no. 4
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 28 May 2024

Beatrice Avolio and Jessica Marleny Chávez Cajo

This phenomenological study, conducted within the discourse on the underrepresentation of women in academia, examined the factors influencing the advancement of women academics in…

Abstract

Purpose

This phenomenological study, conducted within the discourse on the underrepresentation of women in academia, examined the factors influencing the advancement of women academics in science, technology, engineering, and mathematics (STEM).

Design/methodology/approach

The sample comprised twenty-one women academics from both public and private universities in Peru. Data were collected through in-depth interviews based on the women's experiences and subsequently processed using Moustakas’ (1994) stages for encoding, categorization, and analysis.

Findings

The study introduces a conceptual framework of nine factors – personal tastes and preferences, attitudes towards science as a vocation, care work, work–life balance, congruent gender roles, occupational segregation, lack of opportunities, low salaries, and lack of gender equality policies – that impact the career progression of women in STEM fields.

Originality/value

The results offer valuable insights for policymakers and academic authorities to address the barriers affecting women academics in STEM. The uniqueness of this paper lies in its investigation in Peru, a country with the highest female labor force participation in Latin America, where women constitute the majority of undergraduate program graduates.

Details

International Journal of Educational Management, vol. 38 no. 5
Type: Research Article
ISSN: 0951-354X

Keywords

Open Access
Article
Publication date: 19 October 2023

Prabha Ramseook-Munhurrun, Perunjodi Naidoo and Sandhya Armoogum

This paper addresses the issue of the underrepresentation of women in leadership positions within the information and communication technology (ICT) and engineering fields. The…

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Abstract

Purpose

This paper addresses the issue of the underrepresentation of women in leadership positions within the information and communication technology (ICT) and engineering fields. The study examines the complex issue of vertical segregation and gender equality by exploring the barriers that women encounter and the potential coping strategies they adopt to advance in their careers.

Design/methodology/approach

The study employs a qualitative approach, conducting semi-structured interviews with 17 women at middle and upper management levels in the ICT and engineering sectors. This approach aims to better understand women's workplace experiences and gain deeper insights into the nature of the barriers they face.

Findings

The study identifies four main factors hindering women's progression toward senior management positions, namely working hours, work-family conflict, social role stereotypes and second-generation bias. The results also offer useful insights into the coping strategies adopted by women to overcome these barriers.

Practical implications

The study highlights the persisting underrepresentation of women in senior positions, indicating a societal and organizational lag in terms of inclusion and equity. It underscores the importance of developing effective policies to address the challenges faced by employees striving to balance their work and family commitments. Training is recognized as an important tool for raising awareness about gender stereotypes among employees and reducing second-generation bias.

Originality/value

This study provides valuable lessons derived from its findings, including potential strategies that organizations can implement to help women navigate and overcome workplace barriers in the ICT and engineering fields.

Details

Journal of Business and Socio-economic Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2635-1374

Keywords

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