Gender Training as a Tool for Transformative Gender Mainstreaming: Evidence from Sweden

Callerstig, Anne-Charlott

doi:10.1057/978-1-137-48685-1_7

Cited by 7 publications

(17 citation statements)

References 15 publications

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“…Concerning sustainability, courses support the revision of individual and group beliefs and provide practical insights on SD (Tassone and Wals, 2014). The importance of such training is also emphasized with regard to GE training, as GE issues are often not prioritized in organizations, lacking adequate managerial support with few individuals strongly committed to the topic and driving the work (Callerstig, 2016). In this sense, gender training is important, especially for non-gender experts, supporting them to conduct gender impact analyses and suggesting measures for gender mainstreaming (Council of Europe, 1998).…”

Section: Learning Outcomesmentioning

confidence: 99%

“…Training courses directed at reducing those asymmetries therefore offer positive contribution and incentivise sustainability consciousness (Mintz and Tal, 2014). Gender training is also considered key in supporting the implementation of GE policies (Halford, 1991), particularly when experts act as educators and can properly transfer knowledge to participants (Callerstig, 2016). Gender training are most effective when GE experts are able to transfer insight and ownership of the topics that are being studied, shedding light on the link between training concepts and reporting activities, and on the actions that should be taken in the organization to reach the reporting aims (Callerstig, 2016).…”

Section: Expected Achievement Of Gr Objectivesmentioning

confidence: 99%

“…Concerning GE, training has also been considered as a method to achieve organizational change, even if associated with a top-down approach to optimize its potential. For instance, Callerstig (2016) presented the results of a study conducted at a Swedish municipality where gender training was adopted as a major instrument for change, focusing on the outcomes for individuals, policies, and organizations. The research explored the role of gender training in affecting individuals' behavior and consequently driving change in institutional policies and practices.…”

Section: Expected Organizational Change After Gr Implementationmentioning

confidence: 99%

“…Consistent to this, exploring stakeholders' perception of HEI sustainability in Portugal, Aleixo et al (2018) pointed out that HEI stakeholders still mainly associate SD with financial and environmental dimensions, rather than social aspects such as GE. The paper therefore enters a field that is underexplored in the interplay between GE issues and HEIs, as the role of gender training in organizational change has not been investigated in-depth in the literature (Callerstig, 2016). The study also contributes to the investigation of the perceived organizational barriers to GR at HEIs and the extent to which such barriers hinder the realization of organizational change, adding knowledge with specific reference to the HEI context.…”

Section: Introductionmentioning

confidence: 99%

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Exploring Learners' Expectations of Sustainability Objectives and Organizational Change: The Case of Gender Reporting Training

Oppi

2021

Front. Sustain. Cities

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Sustainability reporting (SR) practices at higher education institutions (HEIs) appear fragmented and underutilized. Research is needed to persuade HEIs to adopt SR standards, explaining the SR advantages of achieving sustainability objectives and realizing organizational change. Only a few research studies have investigated how HEIs employees can be trained on SR and how this can affect SR implementation. This research explores SR training for HEIs employees, focusing on gender reporting (GR) training as a means to achieve sustainability objectives and realize organizational change. Among the United Nations' Sustainable and Development Goals (SDGs), gender equality (GE) emerges as a relevant topic to investigate, also in the HEIs context, with current research being limited. Through a survey among Italian HEIs employees who attended a GR training course, this study investigates the effects of learning outcomes of respondents' expected achievement of GR objectives and organizational change after GR implementation. The research also studies whether the perceived organizational barriers to GR affect the expected realization of organizational change. The results support the impact of learning outcomes on the expected achievement of GR objectives and organizational change. Conversely, the perceived organizational barriers to GR do not affect the expected realization of organizational change. The study enters the debate about GR at HEIs and contributes to literature on sustainability training for HEIs employees, providing practical implications for organizations that intend to implement such training and showing their advantages.

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Section: Learning Outcomesmentioning

confidence: 99%

Section: Expected Achievement Of Gr Objectivesmentioning

confidence: 99%

Section: Expected Organizational Change After Gr Implementationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Exploring Learners' Expectations of Sustainability Objectives and Organizational Change: The Case of Gender Reporting Training

Oppi

2021

Front. Sustain. Cities

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“…Future research should provide an overview of the recommendations that have been implemented in practice and evaluate their impact, focusing on gender policies in IT organisations. According to Callerstig (2017), there is still little research, other than general discussions, on the impact of gender policies.…”

Section: Direction 32 Investigate Promising Interventions Based On mentioning

confidence: 99%

Directions for research on gender imbalance in the IT profession

Gorbachevа¹,

Beekhuyzen

Brocke

et al. 2018

European Journal of Information Systems

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There is a significant shortage of expert Information Technology (IT) personnel in Europe and elsewhere and a marked under-representation of women in the field. This paper identifies important gaps in research on gender imbalance in the IT profession and motivates future Information Systems research to address each of them. First among these gaps is the lack of research on the far-reaching consequences of gender imbalance in the IT profession. Second, despite a considerable body of research, there is the lack of coherent explanation for this imbalance. Third, although many intervention programmes have been implemented in this area, gender diversity in practice has not improved significantly. This research field also requires theorisation based on the cumulative research efforts in the field, comparative studies in various contexts, and longitudinal studies. We point to opportunities to investigate each of these issues and recommend directions for future research and actionable research questions.

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Department heads enacting gender balance policies: navigating voices of ambiguity and concern

Lagesen

Subotički

2021

Critical Policy Studies

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Local leaders in academia have been perceived as resisting the role as change agents for gender balance. Employing a concept of voices inspired by Bakhtin, we found that department heads has to negotiate ambiguous and blurred voices from the leadership as well as critical and concerned voices from employees which lead them to thread carefully when enacting gender balance policies. Thus, there is considerable space for leadership to facilitate department heads work with gender balance by allowing them more space for agency and provide support to give them more authority and legitimacy as change agents. This would also help department heads in their attempts of destabilizing a one-dimensional and simplistic view of meritocracy and their enactments of more radical interpretations of gender balance policies.

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Gender Training as a Tool for Transformative Gender Mainstreaming: Evidence from Sweden

Cited by 7 publications

References 15 publications

Exploring Learners' Expectations of Sustainability Objectives and Organizational Change: The Case of Gender Reporting Training

Exploring Learners' Expectations of Sustainability Objectives and Organizational Change: The Case of Gender Reporting Training

Directions for research on gender imbalance in the IT profession

Department heads enacting gender balance policies: navigating voices of ambiguity and concern

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