Can Changes to Gender Equality Be Sustained?

Abstract

The aim of this paper is to discuss how changes to gender equality in organizing can be made sustainable. Numerous studies have reported on projects which have not succeeded in their efforts to implement gender equality. In this paper, we analyse the results from two programmes which aimed to increase equal opportunities among private and public sector organizations. Theoretically, the study is based on the framework of doing gender, which is combined with insights from studies using the translation model of organizational change. The translation model of organizational change enables investigation of formal and informal processes within an institutionalized setting. By studying those aspects that were stabilized into an institution within these two programmes, as well as those which were not, the approaches that had become sustainable for the programmes in the long term could be discerned. When comparing the two programmes, it became apparent that complications arose at the point at which the theoretical aims of gender equality were translated into actions. The analysis of the outcomes of these programmes indicates, however, that, even though the formal goals were not reached, equal opportunities within the participating organizations did benefit from these programmes.

Myriad potential for mentoring: Understanding the process of transformational change through a gender equality intervention

“…Despite a growing body of scholarly work on organizational change towards gender equality (e.g., Coleman & Rippin, ; De Vries & Van den Brink, ; Ely & Meyerson, ; Eriksson‐Zetterquist & Renemark, ; Van den Brink & Benschop, ), little is still known about the process of transformational change and what type of gender equality interventions are actually effective (Benschop, Holgersson, Van den Brink, & Wahl, ; Benschop, Mills, Mills, & Tienari, ; Dobbin & Kalev, ; Kalev, Dobbin, & Kelly, ; Vinkenburg, ). Ely and Meyerson () and Meyerson and Kolb () criticize traditional gender equality interventions for being slow, partial and/or superficial (e.g., Benschop & Verloo, ; Eriksson‐Zetterquist & Styhre, ) and argue that transformational change requires interventions that involve a continuous discussion and revision on the (gendered) norms that underlie work practices in organizations.…”

“…Our findings indicate five specific conditions that questioning what is taken for granted, repeating participation and individual stories, facilitating peer support networks and addressing and equipping all participants as change agents. We suggest that these conditions should be taken into account when (re)designing effective organizational gender equality interventions.Despite a growing body of scholarly work on organizational change towards gender equality (e.g.,Coleman & Rippin, 2000;De Vries & Van den Brink, 2016;Ely & Meyerson, 2000a;Eriksson-Zetterquist & Renemark, 2016;Van den Brink & Benschop, 2012), little is still known about the process of transformational change and what type of gender equality interventions are actually effective…”

The Perils of Gender Beliefs for Men Leaders as Change Agents for Gender Equality

“…This literature advocates for better insights of the role of men in gender change initiatives. Yet men are often seen as roadblocks for gender equality (Cockburn, 1991;McKinsey and company, 2012) and their lack of engagement means that change initiatives around gender often fail (Eriksson-Zetterquist and Renemark, 2016). With most leadership positions dominated by men, men are in a central position to drive gender equality.…”

“…With most leadership positions dominated by men, men are in a central position to drive gender equality. Yet men are often seen as roadblocks for gender equality (Cockburn, 1991;McKinsey and company, 2012) and their lack of engagement means that change initiatives around gender often fail (Eriksson-Zetterquist and Renemark, 2016). It is in fact often men who are seen as effective change agents on gender equality because women advocating on behalf of women are often seen as self-interested (de Vries, 2015;Hekman et al, 2017).…”

Hållbart utvecklingsarbete i vård och omsorg : Ett institutionellt perspektiv på projekt i en professionell och byråkratisk kontext

“…I jämställdhetsforskningen finns ett intresse för hållbarhetsfrågor (Eriksson-Zetterquist & Renemark, 2016;Sundin & Göransson, 2006). Det beror bland annat på denna forsknings kritiska perspektiv och mål att förändra samhället mot ökad jämställdhet mellan kvinnor och män.…”