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- Andersson, Susanne, et al.
(författare)
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Moving with(in) normative firewalls : a dynamic approach to study gendered careers and innovation processes in the truck industry
- 2018
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Konferensbidrag (refereegranskat)abstract
- In this paper we explore how existing work place culture and gendered norms impact on the possibilities to work with so called ”norm-critical” innovation processes in an organisation. Norm-critical reflexivity in the context of innovation processes implies to pay attention to invisible and implicit norms that may result in that certain privileged perspectives is being prevailed (over others) (Balkmar & Lykke 2015). The empirical findings emanates from a two year interactive research project, in which gender researchers in collaboration with participants at Volvo Group, Sweden, have explored the ways that the company can increase its capacity to work with norm-critical perspectives in the innovation process. Volvo is a highly gender segregated organisation. At the same time the trucking industry in itself is highly masculinized in terms of different professions; ranging from truck drivers to sales personnel to technical engineers involved in the design and manufacturing of trucks. In later years the shortage of truck drivers, in combination with more women drivers entering trucking academies and haulage contractors, has led to a questioning of male norms in the transport business. This includes reports of difficult working conditions for female truckers, including how the design of the truck itself takes the male body as the implicit norm, to the assumption that it is a man that is the presumed driver of trucks.This paper focus on the part of the project that seeks to better understand how existing work-place culture and norms structure who is considered the ideal employee (Acker 1992) and its implications for innovation. This includes studying its impacts on both the possibility for different categories of employees to take part in the innovation work on equal terms, and the ability to reflect upon the impact of implicit norms in the innovation process itself. In total, 17 semi-structured interviews were conducted with co-workers and managers (13 women and 5 men). The main questions concerned whether there existed ideals that formed implicit ”codes” (Bendl and Schmidt 2010) in the organization and its impact on ideas of preferred professional qualifications, behaviors, personal qualities and its links to career possibilities and innovation. The underlying theoretical assumption is that gender is a fundamental element of organisational structure and work life; “present in [its] processes, practices, images and ideologies, and distribution of power” (Acker 1992, p. 567). The way that gender plays out in the daily life in a workplace is understood as not being a static barrier prohibiting women in general, rather, it is considered fluid, relational and may vary depending on the context (Meyerson & Fletcher 2001, Bendl and Schmidt 2010). It is argued that the concept ”fire wall” (Bendl and Schmidt 2010 ), offers a fruitful way to highlight the elasticity and permeability that we believe characterize the forms of discrimination, inclusion and exclusion that takes place in these processes.ReferencesAcker, J. 1992. Gendering Organisational Theory. In Mills, A. and Tancered, P. (eds.). Gendering Organisational Analysis. London: SAGE.Acker, J. 2006. Inequality Regimes: Gender, Class, and Race in Organisations. Gender and Society 20(4):441-464.Balkmar, D. & Lykke, N. 2015. Developing disruptive norm-critical innovation at Volvo: FINAL REPORT. Linköping: Tema Genus Report Series No. 23: 2015.Bendl, R. & Schmidt. 2012. From 'Glass Ceilings' to 'Firewalls' - Different Metaphors for Describing Discrimination. Gender, Work and Organization. Vol. 17. No 5:612-635.Meyerson, D. & Fletcher J.K. 2001. A Modest Manifesto for Shattering the Glass Ceiling. Boston: Harvard Business Review.
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- Callerstig, Anne-Charlott, 1971-, et al.
(författare)
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Collaboration as a tool for implementing equality politics
- 2016
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Ingår i: Masculinities, Gender Equality and Crisis Management. - London : Routledge. - 9781472477095 - 9781315594149 ; , s. 105-119
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Bokkapitel (refereegranskat)abstract
- In this chapter, we are interested in collaboration in the field of gender equality and diversity policies for the purpose of enhancing equity in the workplace and beyond. Based on a study of collaboration aiming to promote equality, we see a possible expansion of the more narrow understanding of the concept of equal opportunities in a workplace to a wider understanding of equality on a national level. The experiences of different organisations and professions make it possible to analyse and discuss equality problems on a more generic level in a collaborative setting. This idea is inspired by Rao and Kelleher (2003), who have suggested that in order to change inequality in organisations, equality and diversity should be seen as integrated parts of how the organisation relates to the whole community. Different forms of collaboration and cooperation between various sub-state-level actors in governmental policies have widely been seen as examples of new modes of governance ( Jacquot, 2010; Meehan, 2003). There seems to be an almost universal belief that collaboration between different actors and across sectors is necessary today to address complex and multi-causal societal problems and will increasingly be so in the future (Huxham, 1996). Gender equality and diversity politics are policy areas characterised by inherent complexity, multi-causality and, as a consequence, dependency on cross-sector analysis of policy frameworks (Yuval-Davis, 2006). In various political programs, collaboration has been put forward as a key concept and a way to make policy implementation more effective. Collaboration has, however, in practical application proved to be complicated and not always successful. In this chapter, we explore collaboration efforts with the specific aim to strengthen gender equality and diversity in the context of a local development project. The discussion is based on a case study of a collaborative initiative in Sweden between a local rescue service, a private security business, the Swedish Armed Forces and the County Police and a NGO that promotes the rights of LGBT people (lesbian, gay, bisexual and transgender persons). The following questions are addressed: Can collaboration initiatives be a fruitful strategy to enhance gender equality and diversity in the workplace? What experiences do the collaborating parties of firefighters, surveillance staff and trainers from the LGBT-NGO bring forth?First, we present key concepts. The methodology and research context are then described, and a third section presents the findings in relation to the experiences of earlier research on collaboration and conclusions about governing gender and diversity through collaborative governance. The last section offers some overriding concluding reflections.
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- Callerstig, Anne-Charlott, 1971-
(författare)
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Gender Training as a Tool for Transformative Gender Mainstreaming : Evidence from Sweden
- 2016
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Ingår i: The Politics of Feminist Knowledge Transfer. - Basingstoke : Palgrave Macmillan. - 9781137486844 - 9781137486851 ; , s. 118-138
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Bokkapitel (refereegranskat)abstract
- Gender training is widely seen as necessary for non-gender experts to be able to conduct gender impact analysis and to suggest adequate measures for gender mainstreaming (Council of Europe, 1998). Gender training is also considered key to minimizing the risk of resistance in terms of the implementation of gender equality policies (Halford, 1992). Major training efforts have subsequently been common in connection with gender mainstreaming initiatives. The heavy reliance on gender training as a driver for change in gender mainstreaming strategies, together with reports of difficulties in achieving envisioned policy and organizational changes, raises questions about the potential of gender training as a policy instrument for implementing gender equality policies.
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- Husu, Liisa, 1953-, et al.
(författare)
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Gender challenges in research funding : Nordic and European perspectives
- 2019
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Konferensbidrag (refereegranskat)abstract
- Academic careers continue to be gendered, in the Nordic region, Europe and globally. Access to research funding is one of the keys to success in academic careers, providing essential support for research development and publishing. Success in the competition for external research funding is currently used as one measure of scientific excellence at both individual and institutional levels. International research on the allocation of research funding and gender has not demonstrated a systematic gender bias in men’s favour, but has produced rather contradictory results on different funding systems and instruments. However, excellence-marked funding has been shown to be especially gender biased. In external competitive funding the national research funding agencies play an important role. In Europe, the research funding organisations in the Nordic countries, especially Sweden and Norway, have been among the most pro-active in engaging with gender (in)equalities in the funding systems throughout the 2000s (see, e.g., EC 2009). On the basis of ongoing and recent Nordic and European research projects the authors are engaged with (including a gender equality review of the Swedish Foundation for Humanities and Social Science [Riksbankens Jubileumsfond] grant allocation processes, and a new four-year H2020 project GRANTeD), and recent policy initiatives, the presentation discusses gender challenges in research funding dynamics. These have been identified across the funding process and cycle, in: patterns of application behaviour, peer review, evaluation criteria and procedures, excellence initiatives, policies and practices of funding bodies, access to data by gender, decision-making, and the very allocation of funding. Until recently, how gender and other key power axes may intersect in the funding cycle is relatively rarely addressed in policy and monitoring in this arena, with the intersection of age and gender perhaps as an exception in this respect.
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