Gender Budgeting in Italian Universities

Abstract

This is the official book series of SIDREA -the Italian Society of Accounting and Business Administration. This book series is provided with a wide Scientific Committee composed of Academics by SIDREA. It publishes contributions (monographs, edited volumes and proceedings) as a result of the double blind review process by the SIDREA's thematic research groups, operating at the national and international levels. Particularly, the series aims to disseminate specialized findings on several topicsclassical and cutting-edge alikethat are currently being discussed by the accounting and business administration communities. The series authors are respected researchers and professors in the fields of business valuation; governance and internal control; financial accounting; public accounting; management control; gender; turnaround predictive models; non-financial disclosure; intellectual capital, smart technologies, and digitalization; and university governance and performance measurement.More information about this series at https://link.springer.com/bookseries/16571

Gender Budgeting as a Dynamic Monitoring Tool for Gender Diversity Management in Universities

“…Nevertheless, Italian universities take positive action to implement a gender equality strategy, planning actions oriented towards wellbeing in the workplace and work-life balance. However, previous studies have also shown that there are hardly any ex-ante economic-financial forecasts for positive actions and that universities only rarely provide a prior indication of the resources needed to implement positive actions (Ricci et al, 2022). Without economic planning, the gender strategy cannot be effective, and the gender budget remains only a reporting tool for recording gender differences between the various categories.…”

“…Previous studies recognise that a vertical segregation is still widespread in Italian public universities, both in the teaching staff component and in the technical-administrative staff component (Ricci et al, 2022). Indeed, it is more difficult for women to reach senior positions (full and associate professors) and managerial roles (highly qualified roles).…”