Institutions, organisations and gender equality in an era of globalisation

Rao, Aruna; Kelleher, David

doi:10.1080/741954264

Cited by 45 publications

(36 citation statements)

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“…Business organizations, which historically, have been male-dominated, perpetuate the work-family divide in many ways where men hold the "public" role and women hold the "private" role (Harding, 1986;Massey & Jess, 1995;Rao & Kellner, 2003). In this scenario, the public, masculine role is associated with competition while the private, domestic, feminine sphere is primarily responsible for relationship maintenance (Jacques, 1996).…”

Section: Gendering Of Gso-related Workmentioning

confidence: 99%

Gendered selves and identities of information technology professionals in global software organizations in India

D’Mello

2006

Information Technology for Development

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Global software organization (GSOs) are a recent form of work settings where Information Technology (IT) professionals engage in information and communication technology (ICT) mediated software development work for businesses across the globe. Issues of self, identity, and gender are linked to particularities of GSOs as a work setting. Using an interpretative, ethnographic approach, empirical data from a case study in India was analyzed to understand how gender was expressed in GSOs and linked to the concepts of self and identity of IT workers. Data suggests that GSOs are a global work setting where local issues of gender reflect social arrangements in Indian society. These arrangements have implications for GSOs as a work setting, for software development work, as well as for the selves and identities of IT workers. C 2005 Wiley Periodicals, Inc.

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Section: Gendering Of Gso-related Workmentioning

confidence: 99%

Gendered selves and identities of information technology professionals in global software organizations in India

D’Mello

2006

Information Technology for Development

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“…First, factors identified as external to the donor agency -for example, conflict, economic instability, resource shortage, and entrenched attitudes, beliefs, and stereotypes -that are often seen as obstacles to implementing the Beijing Declaration and Platform for Action and, therefore, gender mainstreaming, could also constrain effective implementation of an RBA, especially with respect to gender equality and women's rights. Second, there are a number of internal challenges to donor gender mainstreaming efforts that will likely prove to be relevant for an RBA, including constraints associated with the institutional and organizational change approach used for gender mainstreaming, and related constraints associated with the practical implementation of a gender mainstreaming strategy: for example, insufficient analytical skills, inadequate political will and accountability mechanisms, weak participatory processes, and a lack of human and financial resources dedicated to promoting gender equality (Asia-Pacific Regional Symposium [APR] 1999;Kerr 2001;Rao and Kelleher 2003).…”

Section: Challenges Op Using An Rba To Achieve Gender Equality and Womentioning

confidence: 99%

A Rights-Based Approach to Gender Equality and Women's Rights

Powell¹

2005

Canadian Journal of Development Studies/Revue canadienne d'étud

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“…the implementation of equality policies, and there are many studies that address "gender equality work" in organisations, as we will see below. There are also those that particularly address the implementation of gender mainstreaming, for example, within the field of GAD (Gender and Development) (see Rao and Kelleher 2003and Moser and Moser 2005, Wong 2013). But let me first discuss some general departure points of implementation studies and my own use of some central concepts and definitions.…”

Section: A Gender Perspective In Implementation Research or Feminist mentioning

confidence: 99%

“…During the practical application, a variety of tools have been used in the implementation of equality policies such as gender mainstreaming (Moser and Moser 2005, Rao and Kelleher 2003, showing problems of a lack of coherence and a "patchwork" approach in the implementation process where neither a top-down nor a bottom-up model have been applied satisfactorily. There have also been examples of studies that have sought to evaluate the outcomes of different policy instruments used in equality strategies (Kalev, Dobbin and Kelly 2006, Dobbin, Kim and Kalev 2011.…”

Section: Policy Measuresmentioning

confidence: 99%

Making equality work : Ambiguities, conflicts and change agents in the implementation of equality policies in public sector organisations

Callerstig¹

2014

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The overall aim of this study is to contribute to knowledge about the implementation of equality policies in public sector organisations. This is achieved through the development of a theoretical framework of feminist implementation studies. It involves the study of influential factors that impact upon the implementation process, with the aim of contributing to an understanding of the outcome of implementation processes within the equality policy field. The methodology used is based on qualitative case study research combined with a meta-analysis that allows for comparisons across cases. Four initiatives in the implementation of gender mainstreaming strategy were studied in different contexts, namely, two local municipalities and one government agency in Sweden. The main questions asked are: How was gender mainstreaming implemented? What were the main factors influencing the implementation process and why? What was the impact of change actors working to implement gender mainstreaming? The case studies were conducted using an interactive research approach where the different dilemmas encountered by the gender mainstreaming practitioners are used as a starting point for developing a joint learning process. The thesis comprises an introduction and five published papers. The main findings of the study include how the implementation process developed over time and the impact of the micropractices of the “gender mainstreamers” involved. The study provides insights into the factors influencing the implementation process, and how these factors change over time. Different types and levels of conflict, together and interlinked with different ambiguities, affect the practical work where dilemmas inherent in the concepts of “gender”, “equality” and “change” become central. Overall, the study shows how the specific preconditions for implementation of gender mainstreaming make the local arenas of implementation crucial for understanding the outcomes.Syftet med avhandlingen är att bidra till kunskapen om implementeringen av jämlikhetsstrategier i offentliga organisationer. Detta görs genom utvecklingen av ett teoretiskt ramverk för implementeringsstudier med ett feministiskt perspektiv. För att bidra till en ökad förståelse av de resultat som nås inom jämlikhetspolitiken studeras faktorer som påverkar implementeringsprocessen. Studien är baserad på kvalitativa fallstudier och en meta-analys som möjliggör jämförelser mellan fallstudierna. Fyra olika fall av implementering av jämställdhetsintegreringsstrategin har studerats utifrån olika kontexter; i två svenska kommuner och en statlig myndighet. Avhandlingens huvudsakliga frågeställningar är: Hur implementerades jämställdhetsintegreringsstrategin? Vilka var de huvudsakliga faktorer som påverkade implementeringsprocessen och varför? Hur påverkades processen av de förändringsaktörer som arbetade med att implementera strategin? Fallstudierna har genomförts med en interaktiv forskningsansats i vilken olika dilemman i det praktiska arbetet har använts som utgångspunkt för en gemensam...

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Institutions, organisations and gender equality in an era of globalisation

Cited by 45 publications

References 0 publications

Gendered selves and identities of information technology professionals in global software organizations in India

Gendered selves and identities of information technology professionals in global software organizations in India

A Rights-Based Approach to Gender Equality and Women's Rights

Making equality work : Ambiguities, conflicts and change agents in the implementation of equality policies in public sector organisations

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