Organisation: Die Debatte um ‚Gendered Organizations‘

Wilz, Sylvia Marlene

doi:10.1007/978-3-322-99461-5_55

Cited by 15 publications

(5 citation statements)

References 7 publications

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“…Es konnte gezeigt werden, dass Frauen die emotionale Unterstützung der Männer darstellen und Männer die Hauptakteure sind (Acker 1990: 147). Dies entspricht dem Konzept des doing gender, also der These, dass Geschlecht in jeder Aktivität der Organisationsmitglieder konstruiert und damit relevant gemacht wird (Wilz 2010). Viertens führen diese Prozesse in Summe dazu, dass Individuen so genannte "gendered components of individual identity" ausbilden, d.h., dass sich die strukturelle und symbolische Ordnung des Geschlechterverhältnisses in den subjektiven Selbstentwürfen niederschlägt 47 .…”

Section: Das Konzept Der "Gendered Organization"unclassified

Gleichstellungspolitik an Hochschulen

Klammer¹,

Altenstädter²,

Petrova-Stoyanov³

et al. 2020

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Section: Das Konzept Der "Gendered Organization"unclassified

Gleichstellungspolitik an Hochschulen

Klammer¹,

Altenstädter²,

Petrova-Stoyanov³

et al. 2020

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“…According to (Acker, 1999 ; Werkmann, 2021 ), gender differences are evident at the level of organization (e.g., less power and salary), at the symbolic level (e.g., male stereotypes as successful and strong leaders), at the level of interactions (e.g., reproductions of images of gender) and at the subject level (e.g., self-presentation as a gendered member of an organization). Even if gender differences are no longer systematized in all organizations or fields, they are still likely to be relevant depending on context and situation and in most cases yield disadvantages for women (Heintz et al, 1997 ; Wilz, 2010 ).…”

Section: Introductionmentioning

confidence: 99%

Women's Volunteering and Voluntary Leadership Positions in Sport—Secondary Analyses of the German Survey on Volunteering

Burrmann

Sielschott

2022

Front. Sports Act. Living

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For decades, the German sports policy mission statement “Sport for All” has been aimed at attracting women to voluntary work in the sports sector. Nevertheless, women are consistently underrepresented in volunteering within sports organizations and especially on boards. One-dimensional gender analyses that exclude other factors like class and ethnicity cannot, however, adequately describe different modes of disadvantage. In order to analyze the unequal access to volunteering and leadership positions in sport, we refer to inequality theory and intersectional approaches, which include different factors of disadvantage. Our study is based on a quantitative population survey on volunteering in Germany with more than 25,000 respondents conducted in 2014 and 2019. We examine factors and interactions that can predict women's volunteering and leadership in sport. The results show that the proportion of women who volunteer is lower than the proportion of men and that fewer women than men take on leadership positions. The gender differences were not as pronounced in 2019 as they were in 2014. Independent of gender, the likelihood of volunteering increases with higher income, A-levels, no immigration status, marriage and the presence of children in the household. Part-time and marginal employment is more often associated with volunteering among women than among men; however, the likelihood of volunteering decreases more for women than for men when they are not employed at all. Moreover, higher income for women is less likely to be associated with voluntary work than for men while volunteering in other areas has a more positive effect on volunteering in sports for women than for men. Independent of gender, the likelihood of holding a leadership position increases with higher income, with marriage, and decreases with immigration background and with the presence of children in the household. Part-time and marginal employment increase the likelihood of having a leadership position to a greater extent for men than for women. In terms of leadership positions men benefit more than women if there are no children in the household. The results suggest that practical and policy efforts should focus more on improving the conditions for women to gain voluntary leadership positions.

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“…Academic engineering is characterized by horizontal and vertical gender segregation. Several European Commission Reports (for example ETAN, WIR, ENWISE) reflect this situation (European Commission 2000;2004;2006). Gender inequality persists in SET throughout the European Union.…”

Section: Introductionmentioning

confidence: 99%

Culturas organizativas de género en la ingeniería académica alemana

Sagebiel

2016

Inv. fem.

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This paper will describe and analyse how female professors manage formal and informal norms and values of their departments and organizations. State of the art includes different gender theories and research. With a qualitative methodological design (especially interviews and focus discussion groups), case studies were conducted in companies, political institutions, governmental research organizations and universities. From a gender perspective, the following aspects were analysed: gender stereotypes and gendered leadership expectations, transparent and strategic communication, expectations of output, commitment and availability, gender awareness, and integration in gendered networking and networks. The results focus on academic engineering cultures in investigated research institutes and one technical university.

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Organisation: Die Debatte um ‚Gendered Organizations‘

Cited by 15 publications

References 7 publications

Gleichstellungspolitik an Hochschulen

Gleichstellungspolitik an Hochschulen

Women's Volunteering and Voluntary Leadership Positions in Sport—Secondary Analyses of the German Survey on Volunteering

Culturas organizativas de género en la ingeniería académica alemana

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