“…One of these roads concerns the knowledge that organization members have about processes and practices (re)creating gender inequality. Though knowledge never is a sole or sufficient condition for change, scholars do argue that it is important that organization members know how gender inequality results from gender inequality processes and practices (Benschop, Holgersson, Van den Brink, & Wahl, 2015;Benschop & Van den Brink, 2014;Bird, 2011;Bleijenbergh & Van Engen, 2015;Bustelo, Ferguson, & Forest, 2016;Ely & Meyerson, 2000b). The argument is that, once organization members are knowledgeable about how organizational practices produce gender inequality, 'these practices become potential targets for experimentation and change' (Meyerson & Kolb, 2000, p. 564).…”