Fundamental reforms in childcare services appear to have eroded traditional support to the male breadwinner model across European states. There has been a strong debate about the direction of these changes, and the ways in which childcare services can alter the division of labour and promote gender equality. This paper deals with these issues by using fuzzy set ideal type analysis to assess the conformity of childcare service provisions in European economies to Fraser's four ideal typical models: male breadwinner, caregiver parity, universal breadwinner and universal caregiver. We find that there is resilience of traditional gender roles in the majority of European countries, while there are different variants of the universal breadwinner shaping different forms of childcare policies. The more equalitarian universal caregiver model maintains its utopian character.

PurposeIn the context of research on the career advancement of women and men in academia, this paper aims to reflect on how deans at six schools of a Dutch arts and a Dutch sciences‐based university construct the image of the ideal academic, and on how these images are gendered.Design/methodology/approachUsing an inductive approach, the study analyzed the transcripts of semi‐structured in‐depth interviews with six deans (all men) from two different Dutch universities on the career advancement of men and women at their school.FindingsIt was expected that the images of the ideal academic would be more gendered in the sciences than in the arts university, considering the stronger male domination in the sciences university. The images of the ideal academic, while fundamentally different, regarding the expertise, the applicability of knowledge, and the visibility needed to be considered successful, were equally gendered in assuming that practicing science leaves little room for caring obligations outside work; in both places science was considered an omnipresent and greedy calling. Moreover, deans at both universities to a similar extent expected women academics not to fit to this standard. Paradoxically, in the arts university deans construct an image of women academics that in some aspects reflects a mirror image of women academics in the sciences university and vice versa.Research limitations/implicationsThe paper suggests that in this construction the process of “othering” women academics is more constant than the content of the ideal academic. They contribute to theories on the ideal worker in the field of science by arguing the construction of the ideal academic is fluid rather than fixed. Further research could investigate how the image of the ideal academic changes within the same discipline across different countries with a higher representation of women among full professors, as the findings are limited to The Netherlands.Practical implicationsThe paper argues that the fluidity of the ideal academic norm offers space for renegotiating such norms by making it more inclusive for women, which will have positive consequences for women's career advancement in academia.Originality/valueThe contribution of this paper is that constructions of the ideal academic are fluid rather than fixed, while dominant actors in organizations seem to attribute universal value to these images. The “otherness” of women relative to the image of the ideal academic is more constant than the characteristics of these images themselves.

Purpose -This paper aims to introduce the theme of the special issue -diversity management beyond the business case. It addresses two main questions: first, how increased diversification within workgroups or labour is dealt with via diversity management, and second what the effects are of this increased diversity for group performance. Design/methodology/approach -The different contributions are embedded into two important discussions in the literature: problems with the concept of diversity and problems with outcomes of diversity management. Findings -Reflecting on the contributions to this special issue, it is argued that solely emphasizing business case arguments for supporting the implementation of diversity management may be rather risky. They conclude with a plea for emphasis on arguments of justice and sustainability of the employment relationship and discuss future avenues for research. Originality/value -The paper shows the difficulty of universally applying the concept of diversity and diversity management. In addition, it shows that the claimed positive impact of diversity management is contingent on several factors.

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