Analysis of Gender Equality Competence Present in Cultural Positions

Abstract

Articulating the gender dimension in organizations is not easy because their members have to be trained to adopt positions that facilitate the implementation of solutions that help to combat inequalities. The aim of this article was to identify the gender equality competence present in the three types of cultural positions Castells proposed in members of a City Council in Sevilla-Spain, who wanted to implement gender mainstreaming. The participants were 27 people (16 women and 11 men). The method used was discourse analysis. The obtained results show that, while all competences were present in the project position, in the resistance position, there was none. In the legitimizers, we observed inconsistency in the discourse presented. This arouses considerations on the importance of knowing the gender equality competences in order to implement gender mainstreaming in organizations.Keywords: competence, gender, organizations,equity Analise de Competências de Igualdade de Gênero Presentes em Posicionamentos CulturaisResumo: Articular a dimensão de gênero nas organizações é difícil, pois seus membros devem estar capacitados para adquirir posicionamentos que facilitem a possibilidade de soluções que combatam desigualdades. O objetivo deste artigo foi identificar as competências da igualdade de gênero presentes nos três tipos de posicionamentos culturais propostos por Castells em membros de uma prefeitura de Sevilha-Espanha, que pretendiam implementar o mainstreaming de gênero. Participaram um total de 27 pessoas (16 mulheres e 11 homens). Na metodologia foi utilizada a análise do discurso. Os resultados indicaram que, enquanto no posicionamento projeto todas as competências estavam presentes, no de resistência, não havia nenhuma delas. No caso dos legitimadores, observamos incompatibilidade nos discursos apresentados. Isso nos convida a pensarmos na importância de conhecermos as competências de igualdade de gênero, com a finalidade de implementar o mainstreaming nas organizações. Palavras-chave: competência, gênero,organizações,equidade Análisis de Competencias de Igualdad de Género Presentes en Posicionamientos CulturalesResumen: Articular la dimensión de género en las organizaciones es difícil, pues sus miembros deben estar capacitados para adoptar posicionamientos que faciliten la implementación de soluciones que combatan desigualdades. El objetivo del artículo fue identificar las competencias de igualdad de género presentes en los tres tipos de posicionamientos culturales propuestos por Castells en miembros de un Ayuntamiento de Sevilla-España, que pretendían implementar el mainstreaming de género. Participaron un total de 27 personas (16 mujeres y 11 hombres). En la metodología fue utilizado el análisis del discurso. Los resultados apuntaron que mientras en el posicionamiento proyecto estaban presentes todas las competencias, en el de resistencia no había ninguna de ellas. En los legitimadores observamos incongruencia en los discursos presentados. Esto nos invita a pensar en la importancia de conocer las...

Barriers to gender equality in STEMM: do leaders have the gender competence for change?

“…These attributes of gender competence are evident in various schema that have been developed to enact gender mainstreaming. Examples include the Gender Toolbox developed by Fit for Gender Mainstreaming (Blickh€ auser and Von Bargen, 2007) and relevant resources, such as the European Institute for Gender Equality (EIGE) (2016), Mallado et al (2017), BMBWF (2018. As Blickh€ auser and Von Bargen (2007) outline, gender competence includes:…”

“…(P20, female, HE) This is an important finding and suggests that recognition of the problem of gender inequality in STEMM has reached saturation. The ability to convert a stated commitment to effective action is, of course, another issue (Wroblewski, 2019;Mallado et al, 2017). To what extent do leaders possess the requisite knowledge and know-how to lead change?…”

“…Linking knowledge and method, gender competence requires that specialist knowledge is applied to the local situation, requiring: “knowledge of empirical facts about gender aspects with the organisation's policy areas and sphere of activities” (EIGEE, 2016, p. 34). This emphasis on the understanding and application of specialist knowledge in specific organisations is reinforced in the conceptualisation of methodological competence , which encompasses the translation of gender-political theoretical precepts into effective organizational actions (Mallado et al. , 2017, p. 92).…”