Critical Approaches to Women and Gender in Higher Education: Reaching the Tipping Point for Change

Khwaja, Tehmina; Eddy, Pamela L.; Ward, Kelly

doi:10.1057/978-1-137-59285-9_15

Cited by 6 publications

(5 citation statements)

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“…Despite increasing social and political efforts aiming at gender equality, women still experience inequality in professional development. Our research shows that women in Polish HEIs more rarely than men occupy top leadership and managerial positionsdeputy posts are more accessible to them, which proves the existence of the glass ceiling (Ballenger, 2010;Rosser, 2004;Legato & Glezerman, 2017), and the sticky floor (Johnson, Long & Fought, 2014;Carli & Eagly, 2016;Khwaja, Eddy & Ward, 2017). These phenomena are especially pronounced in rector positions, and in certain types of HEIs even predominant, particularly in public schools (only 10% of women rectors).…”

Section: Discussionmentioning

confidence: 60%

Unsustainable power distribution? Women Leaders in Polish Academia

Sułkowski¹,

Bogacz-Wojtanowska²,

Wrona³

et al. 2019

Economics &Amp; Sociology

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Section: Discussionmentioning

confidence: 60%

Unsustainable power distribution? Women Leaders in Polish Academia

Sułkowski¹,

Bogacz-Wojtanowska²,

Wrona³

et al. 2019

Economics &Amp; Sociology

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“…Thus, based on the conducted research, it can be concluded that despite the clear visible numerical advantage of women employed in public cultural organizations, there is a large disproportion in terms of their number in top management positions in these organizations. This phenomenon may indicate the existence of the so-called "glass ceiling" (Ballenger, 2010;Legato, Glezerman, 2017) and "sticky floor" (Khwaja, Eddy, Ward, 2017). Using these metaphors, researchers define invisible barriers that make it difficult for marginalized groups, including women, to reach managerial positions -this phenomenon increases the higher the position in the organization is concerned.…”

Section: Discussionmentioning

confidence: 99%

The professional paths development in Polish cultural organizations from female perspective

Góral¹

2023

icgr

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The last decades have been characterized by numerous changes in the functioning of the organizations. One of them concerns the understanding of the organizational roles of women who, initially identified with lower administrative staff, began to use specialist and managerial positions more and more often and more effectively. Despite what numerous studies have highlighted the increase in the participation of women in leadership positions in organizations is still slow, even in sectors with high feminization rates. This paper focuses on one of the most feminized organizations in the economy – public cultural organizations. On the one hand, they are perceived as traditional, stiff, boring, and by some, even unnecessary organizations. On the other hand, people perceive them as progressive, inspiring, and extremely important from the viewpoint of broadly understood social development and thus consider them as ‘friendly’ for marginalized groups, including women. This paper presents the findings of a research conducted between January 2021 and April 2022 among cultural workers in Poland. The research was based on a survey among 512 public cultural organizations and 20 biographic interviews with female managers working in various cultural organizations in Poland. The purpose of this research was to map the organizational environment of Polish cultural and arts managers. The study provided rich empirical material documenting the impact of the far-reaching gendered nature of work in public cultural organizations, which influences the professional development of women in these workplaces. Additionally, and what makes Polish case interesting to study, is the context of the research. As proven by this study, although, previously functioning in Poland socialist system, supported the professional activization of women, the transformation period 1989 significantly slowed down those processes and consequently in some sectors of economy even deepened existing inequalities. Public cultural organizations, according to participants of those studies, are its example. The findings presented in this paper broaden the knowledge about both gender inequality in cultural industries and theory of gendered organizations. The main contribution of the study revealed career development challenges for women working in public cultural organizations.

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“…We see a lot of hopeful trends toward improved representation of women in membership, leadership, and representation. Research points to 30% as a critical mass threshold for any minority group and is often considered a tipping point for resulting change [4]. Using 30% as a threshold, PELS is doing exceptionally well regarding undergraduate women membership (39.6% in 2022) and women RDLs (30.4% in 2023).…”

Section: Discussionmentioning

confidence: 99%