Introduction: Gender and diversity at work: Changing theories. Changing organizations

Miller, Gloria E.; Mills, Albert J.

doi:10.1002/cjas.109

Cited by 5 publications

(3 citation statements)

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“…This special issue arose out of our shared interest in understanding two key aspects of gender and organizational change: how do we translate gender inequities insights into processes of organizational change to deal with those inequities and what can we learn from insights into processes of organizational change and their impact on gender regimes? (Miller et al ., 2009; Mills et al ., 2010). These ideas were explored through two special issues of the Canadian Journal of Administrative Sciences (issues 26/3, 2009 and 27/3, 2010) that broadly examined gender and diversity at work: changing theories, changing organizations.…”

mentioning

confidence: 99%

Editorial: Gendering Change: The Next Step

Mills¹,

Mills²,

Tienari³

2011

Gender Work & Organization

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confidence: 99%

Editorial: Gendering Change: The Next Step

Mills¹,

Mills²,

Tienari³

2011

Gender Work & Organization

Self Cite

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“…It is mainly the creative, innovative, expansive, exploratory and developmental sides of learning that have been emphasised to improve change processes (Ellström 2001, Elkjaer 2001, Engeström 1996, March 1991, Dewey 1989) even though adaptive learning also needs to be balanced (Ellström, Ekholm and Ellström 2007). One problem is that questions about the role that gender plays in organisations are rarely found in research on learning (Kelleher 2002) or in organisational change theories (Miller, Mills and Helms Mills 2009). …”

Section: Reflections On the Implementation Processmentioning

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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“…Diversity research remains important to address social justice, lack of representation, and discrimination within society and organizations alike. As such, we join researchers who have called for the revitalization of research on diversity and its management (Calás et al, 2009; Metcalfe and Woodhams, 2008, 2012; Miller et al, 2009; Zanoni et al, 2010). These analyses suggest that the motivation for social justice has been lost in mainstream writings on diversity, as well as in some critical work.…”

Section: Introductionmentioning

confidence: 99%

Hidden contexts and invisible power relations: A Foucauldian reading of diversity research

et al. 2013

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This article joins recent critical diversity studies that point to an urgent need to revitalize the field, but goes further by showing the inherent contextual issues and power relations that frame existing contributions. Based on a theoretical reading inspired by Michel Foucault, diversity is presented as discourse that is not independent of the particular research exercise of which it is part but, rather, remains contingent on the prevailing forms of knowledge and choices made by researchers. By attending to more refined understandings of power and context within diversity discourse, this article makes visible and calls into question the categorization and normalization of diversity and its management. It contributes to existing research by suggesting that the knowledge produced by mainstream and critical diversity scholars alike is biopolitical and governmental. To do diversity research differently or ‘otherwise’ requires finding ways to develop theorizations and practices that turn this modality of power against itself.

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Introduction: Gender and diversity at work: Changing theories. Changing organizations

Cited by 5 publications

References 4 publications

Editorial: Gendering Change: The Next Step

Editorial: Gendering Change: The Next Step

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

Hidden contexts and invisible power relations: A Foucauldian reading of diversity research

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