Disrupting gendered dichotomies: Gender equality in a high-tech Belgian company

Roos, Hannelore; Zanoni, Patrizia

doi:10.9774/gleaf.9781783532667_3

Cited by 3 publications

(7 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…This paper focused on the domain of diversity praxis, evolving in real‐life settings characterized by social divisions and intergroup tensions (Arieli, 2019; Desivilya Syna, 2015; Friedman et al, 2018; Hargie et al, 2003; Janssens & Zanoni, 2014; Maoz, 2011; Raz‐Rotem et al, 2019; Roos & Zanoni, 2016; Syna‐Desivilya, 1998). We examined how organizational members conceptualize, experience, and actually engage diversity in their educational practice.…”

Section: Discussionmentioning

confidence: 99%

Engaging complex diversity in academic institution: The case of “triple periphery” in a context of a divided society

Rotem

Arieli

Desivilya

2021

Conflict Resolution Qtrly

View full text Add to dashboard Cite

This research examines how faculty members working in complex sociopolitical context cope with campus diversity. Through 20 focus groups comprised of faculty members representing all of the departments at one academic institution, we investigated the participants' experiences with student diversity. The findings show that the protracted Israeli–Palestinian conflict seeps into classroom interactions. This infiltration of the protracted conflict is particularly salient during escalations of the conflict. The participants feel they are unable to address these difficulties, experience isolation, fear, and a lack of support. The study expands understanding of how employees cope with political tensions in a real‐life setting.

show abstract

Section: Discussionmentioning

confidence: 99%

Engaging complex diversity in academic institution: The case of “triple periphery” in a context of a divided society

Rotem

Arieli

Desivilya

2021

Conflict Resolution Qtrly

View full text Add to dashboard Cite

show abstract

“…Specifically, it is argued that the attributes stereotypically ascribed to men, such as strength, decisiveness, competitiveness, or technological expertise, become more readily constructed as competencies than the attributes commonsensically associated with women, such as dexterity, empathy, caring or collaborating. Moreover, even if these latter are recognized as competencies, they are not valued as highly as 'male' competencies (Ely & Meyerson, 2010;Peterson, 2007;Roos & Zanoni, 2016).…”

Section: Social Identities and Structural Career Boundaries Involvingmentioning

confidence: 99%

“…Furthermore, this literature shows that while adopting 'feminine' competencies to complement their 'ideal' competencies is associated with more career Van Laer, Verbruggen & Janssens success for men, women who acquire 'ideal' 'male' competencies are often not afforded the same career rewards as men. For example, studies on 'female' leadership show that this form of leadership continues to be valued less than 'ideal' (masculine) leadership, and that men more than women can advance their careers by 'learning' the leadership skills associated with the opposite gender (Peterson, 2007;Roos & Zanoni, 2016).…”

Section: Social Identities and Structural Career Boundaries Involvingmentioning

confidence: 99%

“…Another example is the combination of individual evaluations (e.g. on employees' willingness to learn and exchange knowledge) with team-based evaluations that stimulate team members to optimally use the available qualifications to achieve team goals (Ely & Meyerson, 2010;Janssens & Zanoni, 2014;Roos & Zanoni, 2016). However, this inclusive approach is only possible if it is embedded in a bundle with OCM practices accommodating alternative qualifications, for example through adapting jobs to individuals and shifting tasks between jobs within a team.…”

Section: Inclusive Common Sense Views Of Qualificationsmentioning

confidence: 99%

“…However, this inclusive approach is only possible if it is embedded in a bundle with OCM practices accommodating alternative qualifications, for example through adapting jobs to individuals and shifting tasks between jobs within a team. To ensure that these accommodations are not seen as deviations from a norm, and are not solely negotiable by employees with significant (bargaining) power, which is often the case for i-deals or job crafting (Berg, Wrzesniewski, & Dutton, 2010;Rousseau, 2005), they would need to be made a normal aspect of organizational functioning and truly be made available to all organizational members (Janssens & Zanoni, 2014;Kulkarni, 2016;Kunze et al, 2013;Roos & Zanoni, 2016). Together, this leads us to the following proposition:…”

Section: Inclusive Common Sense Views Of Qualificationsmentioning

confidence: 99%

See 2 more Smart Citations

Understanding and addressing unequal career opportunities in the ‘new career’ era: an analysis of the role of structural career boundaries and organizational career management

Laer

Verbruggen

Janssens

2019

The International Journal of Human Resource Management

View full text Add to dashboard Cite

By bringing together the literature on 'new careers', career boundaries and organizational career management (OCM), on different social identity groups, and on diversity management, this article aims to contribute to debates on unequal career opportunities and career boundaries in the 'new career' era. First, it develops propositions on the way structural career boundaries involving qualifications and labour market scripts contribute to unequal opportunities to share in the promises of the 'new career' discourse. We specifically argue that these boundaries affect the careers of different social identity groups to different degrees because common sense views of 'ideal' qualifications and 'ideal' labour market scripts are infused with social identities. Second, this article develops propositions on the way different types of OCM practices address career boundaries and whether they can contribute to equal opportunities. We argue that traditional OCM practices will only result in equal opportunities if common sense views of 'ideal' qualifications and 'ideal' labour market scripts are changed. Finally, we propose that incorporating inclusive common sense views of qualifications and labour market scripts in bundles of OCM practices enables these to effectively contribute to equal career opportunities.

show abstract

De COVID-19-crisis en ongelijkheid op de arbeidsmarkt: naar een ‘nieuw normaal’ met meer of minder ongelijkheden?

Laer

Coster

Gielens

et al. 2021

Tijdschrift Voor Arbeidsvraagstukken

View full text Add to dashboard Cite

Samenvatting De coronacrisis confronteert ons op een extreme manier met een aantal vormen van ongelijkheid die onze arbeidsmarkt kenmerken. In het eerste deel van dit essay identificeren we ongelijkheden die zeer zichtbaar geworden zijn door de coronacrisis, met name de ongelijke waardering van beroepen, ongelijke onzekerheid, de ongelijke fysieke en mentale risico’s verbonden aan werk, en de ongelijke verdeling van zorgtaken. Hierbij wijzen we op manieren waarop deze ongelijkheden verbonden zijn aan sociale identiteiten, zoals gender, etniciteit en handicap. In het tweede deel bespreken we lessen die we uit de crisis kunnen trekken. Als we gewoon trachten terug te keren naar het ‘oude normaal’, zal de arbeidsmarkt gekenmerkt blijven door dezelfde ongelijkheden en zullen de groepen in de meest achtergestelde posities de voornaamste slachtoffers van de crisis worden. We doen daarom een oproep om via organisatie- en overheidsbeleid in te zetten op meer gelijkheid en zo te evolueren naar een ‘nieuw normaal’ dat gekenmerkt wordt door eerlijker gewaardeerd en zekerder werk, en door meer aandacht voor welzijn en zorg.

show abstract

Disrupting gendered dichotomies: Gender equality in a high-tech Belgian company

Cited by 3 publications

References 0 publications

Engaging complex diversity in academic institution: The case of “triple periphery” in a context of a divided society

Engaging complex diversity in academic institution: The case of “triple periphery” in a context of a divided society

Understanding and addressing unequal career opportunities in the ‘new career’ era: an analysis of the role of structural career boundaries and organizational career management

De COVID-19-crisis en ongelijkheid op de arbeidsmarkt: naar een ‘nieuw normaal’ met meer of minder ongelijkheden?

Contact Info

Product

Resources

About