Looking Good and Being Good: Women Leaders in Australian Universities

Fitzgerald, Tanya

doi:10.3390/educsci8020054

Cited by 27 publications

(34 citation statements)

References 38 publications

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“…The grounds for selecting this track are “outstanding leadership” as evidenced by “projects, including strategic initiatives, which he/she has initiated and successfully implemented, the outcomes of those projects, and how those outcomes have impacted on the University’s performance” (Internal Promotional Documents, 2019). Given the under-representation of women in leadership positions in the Case Study University and the tendency for constructions of leadership to be gendered ( Schein, 1998 ; Fitzgerald, 2018 ; Gandi and Sen, 2021 ), this also seems unlikely to be helpful to women (it is little used by either: Athena SWAN application, 2017: 44).…”

Section: Resultsmentioning

confidence: 99%

Progress, but at the Expense of Male Power? Institutional Resistance to Gender Equality in an Irish University

Hodgins

O’Connor

2021

Front. Sociol.

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Gender equality is a whole-organization endeavor. Building on Agócs (Journal of Business Ethics, 1997, 16 (9), 917–931) concept of institutionalized resistance this article undertakes a feminist critique of policy and practice around internal promotions to the equivalent of Associate Professor level in one Irish university (called the Case Study University). This university was selected because of its low proportion of women in senior academic positions. The methodology is a single case study design, employing documentary analysis, including secondary data. Since 2013 the proportion of women at Associate Professor in the Case Study University increased significantly (bringing them close to the national average): this being associated with increased transparency, with the cascade model in the background. However, men’s “chances” have varied little over time and at 1:4 are the highest in Irish universities. This article uses Agócs (Journal of Business Ethics, 1997, 16 (9), 917–931) stages of institutional resistance to show that while some changes have been made, ongoing institutionalized resistance is reflected in its failure to accept responsibility for change as reflected in its refusal to challenge the “core mission” and restricting the focus to “fixing the women”; and its failure to implement change by focusing on “busy-ness” which does not challenge power and colluding with foot-dragging and slippage in key areas. It is suggested that such institutional resistance reflects the enactment of hidden or stealth power. The article implicitly raises questions about the intractability and the covertness of men’s power and privilege and the conditions under which women’s “chances” are allowed to improve, thus providing insights into the extent and nature of institutional resistance.

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Section: Resultsmentioning

confidence: 99%

Progress, but at the Expense of Male Power? Institutional Resistance to Gender Equality in an Irish University

Hodgins

O’Connor

2021

Front. Sociol.

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“…The methodology in these studies is broadly qualitative. Thus, for example, both Fitzgerald [9] and Carvalho and Diogo [10] use a narrative methodology; Harford [11] uses edited life stories within the life history research tradition; while Burkinshaw et al [12] use in-depth interviews and seminars. Acker and Millerson [7] use a highly innovative approach involving a collaborative autoethnography by a mother and daughter; while Peterson [13] uses a content and contextual analysis of job advertisements for Vice Chancellors.…”

Section: Current Volumementioning

confidence: 99%

“…Fitzgerald [9] focuses on the experiences of 30 senior leaders i.e., women in senior management positions including Deputy Vice Chancellors, Pro Vice Chancellors and Deans in Australia and New Zealand. She found that these women face a number of tensions and ambiguities in their everyday working lives revolving around 'looking good' and 'being good'.…”

Section: Current Volumementioning

confidence: 99%

Introduction to Special Issue on Gender and Leadership and a Future Research Agenda

O’Connor

2018

Education Sciences

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“…The situation is similar also in the academic research sector. Researchers (Savigny, 2014;Fitzgerald, 2018;O'Connor, 2015;Burkinshaw and White, 2017), dealing with gender inequalities across countries, draw attention to significant differences in the proportion of women and men employed in research institutes, the disproportions among those achieving the highest academic degrees and their remuneration levels. Additionally, they underline that, even if the have higher positions, it is in a way perceived as "unnatural" or threatening to the stable order in the hierarchy.…”

Section: Introductionmentioning

confidence: 99%

Sustainable Development and Motivation Opportunities from the Perspective of Women in the Polish Science Sector in the Light of Statistical Data and Surveys

Jonek-Kowalska¹,

Podgórska²,

Musioł-Urbańczyk³

et al. 2020

ERSJ

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Purpose: The main aim of the article is to evaluate and analyze the role, participation and work motivation of women and men in the science sector in Poland. Design/Approach/Methodology: Two research themes are presented during the research. The first one concerns determination of the share and role of women in the academic sector in Poland in 2008-2018 and it is a macro perspective. The second research theme includes motivation factors in research institutes in the light of the surveys' results. Findings: According to the research results the place and role of women in obtaining higher degrees in academic career in Poland (post-doctoral degree and professor's title) was still significantly lower than the place and role of men. Additionally, there were still some inequalities in using motivating factors between men and women. Practical Implications: Sustainable development will not be possible without gender equality and the recognition of women's work. It will also not be possible to achieve the full benefits of this development that serve present and future generations. Therefore, the elimination of diagnosed symptoms of discrimination may contribute to increasing the innovation of scientific research and, as a result, to improving the quality of life in modern world. Originality/Value: Research in this area has not yet been more widely conducted and described in the literature on the subject, therefore its results are a valuable source of information on gender equality in the Polish academic sector.

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Looking Good and Being Good: Women Leaders in Australian Universities

Cited by 27 publications

References 38 publications

Progress, but at the Expense of Male Power? Institutional Resistance to Gender Equality in an Irish University

Progress, but at the Expense of Male Power? Institutional Resistance to Gender Equality in an Irish University

Introduction to Special Issue on Gender and Leadership and a Future Research Agenda

Sustainable Development and Motivation Opportunities from the Perspective of Women in the Polish Science Sector in the Light of Statistical Data and Surveys

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