Beyond burned bras and purple dungarees: Feminist orientations within working women’s networks

Avdelidou-Fischer, Nicole; Kirton, Gill

doi:10.1177/1350506815578193

Cited by 6 publications

(12 citation statements)

References 33 publications

(50 reference statements)

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“…Proposition 7: The potential for IWONs to endure and foster advocacy is moderated by the gender awareness of their members and the level of organisational support that they receive. By contrast, a study of EWONs in Germany and the UK shows that a significant proportion of their members joined with the intention of taking an 'activist's' stance (Avdelidou-Fischer and Kirton, 2015;Avdelidou-Fischer, 2012). As business networks, EWONs are targeted at an elite relative to the wider population.…”

Section: Proposition 6: At the Organisational Level Iwons Increase Tmentioning

confidence: 98%

“…EWONs are thus seen to resist being categorised as feminist while nevertheless pursuing the rather feminist goals of women's advancement and equality (Avdelidou-Fischer and Kirton, 2015). Moreover, EWONs are independent networks whose members can decide network goals and activities, including the extent and scope of advocacy-oriented work (Avdelidou-Fischer, 2012;McCarthy, 2004).…”

Section: Proposition 6: At the Organisational Level Iwons Increase Tmentioning

confidence: 99%

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Formal women-only networks: literature review and propositions

Villeséche

Josserand

2017

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Purpose The purpose of this paper is to review the emerging literature on formal women-only business networks and outline propositions to develop this under-theorised area of knowledge and stimulate future research. Design/methodology/approach The authors review the existing literature on formal internal and external women-only networks and use the broader social capital and network literature to frame their arguments and develop propositions. Findings Propositions are developed regarding how both internal and external formal women-only business networks can be of value for members, firms/organisations and the wider social group of women in business. Research limitations/implications The authors focus on the distinction between external and internal formal women-only networks while also acknowledging the broader diversity that can characterise such networks. Their review provides the reader with an insight into the state of the art and a set of propositions that present opportunities for future research. Practical implications The paper provides insights into how women in business, organisations and wider society can leverage value from both internal and external formal women-only business networks. Social implications The paper contributes to research showing that the social structure of interactions and context can impact women’s standing in the workplace. Originality/value The paper sheds light on the under-studied and under-theorised phenomenon of formal women-only business networks. Beyond the individual member level, the authors suggest that such networks can be of value for organisations and the wider social group of women in management and leadership positions.

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Section: Proposition 6: At the Organisational Level Iwons Increase Tmentioning

confidence: 98%

Section: Proposition 6: At the Organisational Level Iwons Increase Tmentioning

confidence: 99%

Formal women-only networks: literature review and propositions

Villeséche

Josserand

2017

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“…The literature increasingly discusses the role of networking in understanding and addressing gender equality in organizations (Avdelidou-Fischer and Kirton, 2016; Bleijenbergh and Van Engen, 2015; Cacace and Declich, 2016). Some scholars explain how gender inequalities in organizations affect the social networks of individual women (Berger et al, 2015; Bird, 2011; Gray et al, 2007; Timmers et al, 2010).…”

Section: Theorymentioning

confidence: 99%

“…This literature considers networking between women a way for women to seek refuge from exclusion processes (Durbin, 2011: 97–99). Yet other scholars understand networking as a way to mobilize women and foster transformative change (Avdelidou-Fischer and Kirton, 2016; Nash, 2002). Via mobilizing groups of women, women’s networks potentially counter the lack of widespread and bottom-up support for gender equality action (Timmers et al, 2010) and the connected risk that gender equality is reduced to a simple managerial issue (Castaño et al, 2010).…”

Section: Theorymentioning

confidence: 99%

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How Dutch and Italian women’s networks mobilize affect to foster transformative change towards gender equality

Bleijenbergh¹,

Cacace

Falcinelli³

et al. 2020

European Journal of Women's Studies

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This article contributes to the debate about the role of affect in transformative change towards gender equality, by comparing the building of affect in two recently founded women’s networks in Italian and Dutch universities. By conceptualizing networking as a social and cultural practice that organizes a collective body through the building of affect between specific groups of organizational stakeholders, we reveal the emotional, dynamic and context-dependent character of transformative change. We found that similar women’s networks build affect with organizational stakeholders in different ways, shaping boundaries of different collective bodies through emotions and adapting to the cultural meaning attributed to earlier actions. By bridging bottom-up and top-down approaches to gender equality and tailoring the building of affect to the local context they potentially contribute to transformational change towards gender equality.

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Changing agents of change in neoliberally framed organizations

Asirvatham

Humphries

2019

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Purpose This paper aims to invite reflection and action among scholars of gender in management to the shaping and meeting of commitments to universal justice. Design/methodology/approach In total, 12 women employed as senior scholars in public universities in Aotearoa New Zealand were invited to discuss their career experiences. An observed disjuncture between radical feminist analyses of their career experiences and their liberal feminist responses to issues arising for them prompted reflection on a wider disjuncture in the shaping of justice wherever neoliberal directives prevail, generating this paper’s activist call to integrity between analyses and practice among scholars as agents of change. Findings Implications drawn from the conversations with participants vindicated earlier critiques of diversity management under the conditions of neoliberalism when accommodating damaging social outcomes and systemic compliance is morally compromising. Originality/value Exploring accommodation of system preserving career strategies of scholars claiming commitment to justice is an evocative and original call to scholarly activism.

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Beyond burned bras and purple dungarees: Feminist orientations within working women’s networks

Cited by 6 publications

References 33 publications

Formal women-only networks: literature review and propositions

Formal women-only networks: literature review and propositions

How Dutch and Italian women’s networks mobilize affect to foster transformative change towards gender equality

Changing agents of change in neoliberally framed organizations

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