Women’s leadership programmes are still important

Unconscious Gender Bias: Implications for Women's Leadership Development

“…Additionally, women tend to have a participative, rather than a directive, leadership style (Vinnicombe et al, ). As such, women's leadership programs may conceptualize the leader's role as relational whereas mixed‐gender programs emphasize the leader as one who manages business performance (Sugiyama et al, ).…”

“…As such, women's leadership programs may conceptualize the leader's role as relational whereas mixed‐gender programs emphasize the leader as one who manages business performance (Sugiyama et al, ). Teaching women to lead in a masculine way is not effective (Ngunjiri & Gardiner, ) despite pressures for women to behave like men in business organizations (Ely et al, ; Vinnicombe et al, ) and to believe that this is how women need to behave to be successful (Ngunjiri & Gardiner, ). The unconscious bias within women themselves and within organizational structures, practices, and policies must also be explored.…”

Organizational Experiences, Satisfactions and Psychological Wellbeing among Managerial and Professional Women in Turkey4

“…These included: self-perceptions and career aspirations -addressed by having role models of successful women and career counseling; workplace culture -sexism, perceptions of bias -addressed by having successful women; workplace obstacles such as was gaps, work family conflicts, and the glass ceiling -addressed by increasing support for work-family integration, successful women ; advancement concerns, gendered leadership, and promotional barriers -addressed by decreasing the masculine culture, women use their leadership advantage strengths to succeed. Vinnicombe, Moore and Anderson [2013] identify value in offering training and development sessions for women only. Metz and Kulik [2014] review old barriers to women's advancement (e.g., women lack the right stuff, lack line experience), persistent barriers (,e.g., gender discrimination, gender roles), and new versions of old barriers (eg.…”

Kvinnelige forskeres forventninger til professorrollen

“…Argumentene for å få flere kvinner i professorstillinger, knyttes også til en mangfoldstankegang der forestillingen er at kvinner skal tilføre noe 'annet' til et ellers mannsdominert felt. Det argumenteres blant annet med at forskningen vil bli annerledes når kvinner i større grad legger premissene for forskningsprosjekter og faglige fokus (Vinnicombe et al, 2013;Ulvestad, 2016). Det er i denne artikkelen hensikten å undersøke hvilke forventninger, muligheter og utfordringer kvinnelige forskere ser for seg, og drøfte betydningen av disse forventningene for en fremtidig professorrolle.…”

“…Det er et nasjonalt mål å utjevne kjønnsbalansen i akademia. Det argumenteres med at forskningen vil bli annerledes når kvinner i større grad legger premissene for forskningsprosjekter og faglige fokus (Vinnicombe et al, 2013). Som nevnt er det en langt tydeligere vei frem mot professorrollen i form av kvalifikasjonskrav, enn det er omkring selve rollen når man er blitt kvalifisert og besitter denne 'gjeve' tittelen.…”