Confronting gender inequality in a business school

Reilly, Amanda; Jones, Deborah; Vasquez, Carla Rey; Krisjanous, Jayne

doi:10.1080/07294360.2016.1138453

Cited by 23 publications

(32 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…All individuals, regardless of gender, class, race, sexuality or ability, are positioned as having equal opportunity to succeed (Blackmore, 2006). Within this framework, gendered (and other) inequalities are invisible and legitimated (Acker, 2006), or 'unspeakable' (Gill, 2014;Reilly, Jones, Vasquez, & Krisjanous, 2016), rendering inequality more difficult to articulate and address (Kelan, 2009;Sullivan & Delaney, 2016).…”

Section: Neoliberalism and Academiamentioning

confidence: 99%

Caring during COVID‐19: A gendered analysis of Australian university responses to managing remote working and caring responsibilities

Nash

Churchill

2020

Gender Work & Organization

160

146

View full text Add to dashboard Cite

COVID‐19 is dramatically reconfiguring paid work and care. Emerging evidence in the global media suggests that academic women with caring responsibilities are being disproportionately impacted. This article fills a key knowledge gap by examining how Australian universities are supporting academics to manage remote work and caring during the COVID‐19 pandemic. We conducted a desktop analysis of public information about remote working and care from 41 Australian universities and compared them to the world’s top ten ranked universities. Findings suggest that during the pandemic, the Australian higher education sector positions decisions about caring leave and participation in the paid labour force as ‘private’ matters in which employees (mainly women) design their own ‘solutions’ when compared with international institutional counterparts. We argue that COVID‐19 provides another context in which universities have evaded their responsibility to ensure women’s full participation in the labour force.

show abstract

Section: Neoliberalism and Academiamentioning

confidence: 99%

Caring during COVID‐19: A gendered analysis of Australian university responses to managing remote working and caring responsibilities

Nash

Churchill

2020

Gender Work & Organization

160

146

View full text Add to dashboard Cite

show abstract

“…Despite formal commitments to gender equality in many organisations and institutions, women continue to be under-represented in leadership worldwide, including in Science, Technology, Engineering, Mathematics and Medicine (STEMM) fields (Reilly et al, 2016). Women's leadership under-representation is often attributed to a shortage of women in the STEMM pipeline -a visual metaphor used to describe individuals' advancement as professional scientists.…”

Section: Leadership For Women In Stemmmentioning

confidence: 99%

“…. and related lower confidence' (Reilly et al, 2016(Reilly et al, : 1026. A safe woman-only environment 'buffers participants from gender pressure', affording women an enhanced understanding of their capabilities and boosting their self-identity as leaders (Debebe et al, 2016: 237).…”

Section: Safe Women-only Environmentsmentioning

confidence: 99%

‘When I look in the bathroom mirror, I see all the women standing behind me’: An evaluation of a leadership development program for women in STEMM

Nash

Moore

2020

Journal of Sociology

View full text Add to dashboard Cite

Leadership development programs (LDPs) are one response to the under-representation of women in leadership positions. This article evaluates Homeward Bound, a 12-month LDP for women in Science, Technology, Engineering, Mathematics and Medicine (STEMM) fields that culminates in a three-week voyage to Antarctica. We evaluate the extent that the program supports key features of LDPs for women – including creating a safe, women-only environment, providing professional networking opportunities and using intersectional approaches. We argue that remote locations generate challenges that must be considered in LDP design and implementation. Findings are widely applicable and can inform LDPs in multiple contexts.

show abstract

“…However, other studies have found that gender inequality is also an issue in humanities, business and social sciences disciplines, and have called for more work to be done in these areas (Pritchard and Morgan, 2017, Robinson and Monks, 1999, Lanier et al, 2009, Ginther and Kahn, 2004, Reilly et al, 2016, Klemm Verbos and Dykstra, 2014. Indeed, Reilly et al (2016) note that far less work on gender has been carried out in the business disciplines, thus suggesting by omission that gender-related issues do not exist -or at least are not prevalent enough to warrant attention.…”

Section: Introductionmentioning

confidence: 99%

Who is seen to be doing business research, and does it really matter? Gender representation at academic conferences

Walters

Hassanli

Finkler

2020

EDI

View full text Add to dashboard Cite

PurposeGender inequality is evident in many academic practices, but research has often focused on the male-dominated science, technology, engineering and mathematics (STEM) fields. This study responds to calls for more work in the business disciplines which have been overlooked by comparison and focuses on academic conferences as a higher education practice. Conferences are manifestations of the research being conducted within the discipline, representing the type of knowledge that is considered valuable, and who the thought leaders are considered to be. This study investigates whether equal representation of women at such conferences really matters, to whom and why.Design/methodology/approachThe research was designed using a critical feminist theory approach. An online survey was disseminated to academic staff and postgraduate students in the 25 top ranked business schools in Australia and New Zealand. A total of 452 responses were received, and thematic analysis was applied to open-ended responses.FindingsEqual representation does matter, for two sets of reasons. The first align with feminist theory perspectives of “equal opportunity” (gender is neutral), “difference” (gender is celebrated) or “post-equity” (the social construction of gender itself is problematic). The second are pragmatic consequences, namely the importance of role modelling, career building and the respect and recognition that come with conference attendance and visible leadership roles.Social implicationsThe findings have implications in regards to job satisfaction, productivity and the future recruitment and retention of women in academia. Furthermore, in areas where women are not researching, the questions and issues that are important to them are not receiving the attention they deserve, and this gender data gap has consequences for society at large.Originality/valueThis study moves beyond simply identifying the under-representation of women at academic conferences in yet another field, to investigate why equal representation is important and to whom. It provides valuable evidence of the consequences of under-representation, as perceived by academics themselves.

show abstract

Confronting gender inequality in a business school

Cited by 23 publications

References 30 publications

Caring during COVID‐19: A gendered analysis of Australian university responses to managing remote working and caring responsibilities

Caring during COVID‐19: A gendered analysis of Australian university responses to managing remote working and caring responsibilities

‘When I look in the bathroom mirror, I see all the women standing behind me’: An evaluation of a leadership development program for women in STEMM

Who is seen to be doing business research, and does it really matter? Gender representation at academic conferences

Contact Info

Product

Resources

About