Quotas and Gender Competence: Independent or Complementary Approaches to Gender Equality?

Abstract

Austrian gender equality policy in higher education is characterized by the successful implementation of a comprehensive set of gender equality policies and persistent gender imbalances. After the introduction of a legal quota for university bodies, for instance, female representation in decision-making bodies increased significantly within a short period of time. However, this did not lead to a cultural change or the abolishment of barriers to women’s careers. Research has attributed this paradoxical situation to a lack of reflexivity because the current gender equality policies do not force institutions or individuals to challenge traditional practices, which are perceived to be merit-based and therefore gender neutral. To overcome this paradox, the Austrian Federal Ministry of Education, Science, and Research launched a policy process aimed at strengthening gender competence in all higher education processes—management, administration, teaching, and research. This paper provides a critical discussion of the Austrian quota regulation and its implementation. It also introduces the concept of gender competence and outlines the underlying assumptions as to why the new policy is expected to contribute to change. Following a critical reflection on these assumptions, the paper also discusses how existing steering instruments have to be adapted to support individual and institutional reflexivity.

Relevance of a CoP for a Reflexive Gender Equality Policy: A Structural Change Approach

“…Instead, it is conceived as 'an integral part of generative social practice in the lived-in world' (ibid.). This is congruent with the literature on gender equality in R&I, which highlights the importance of developing gender competences for the successful implementation of gender equality interventions (Palmén & Kalpazidou Schmidt, 2019;Wroblewski, 2021b). So while we can see that taking a CoP approach to structural change seems to make sense, what does this approach really add that is not covered by the usual structural change processes?…”

“…CoP literature stresses that practice is essentially what the members of the CoP do, and that knowledge is acquired through engaging with practice, in essence learning through doing. This approach is congruent with the literature that examines structural change processes for greater gender equality in R&I, which stresses the need for gender competences throughout each stage of the GEP process to ensure successful implementation (Palmén & Kalpazidou Schmidt, 2019;Wroblewski, 2021b). Gender competence is defined by EIGE (2016) as those 'skills, attributes and behaviours that people need in order to mainstream gender concerns effectively into policies and plans and help build gender equality'.…”

Overcoming the Challenge of Structural Change in Research Organisations – A Reflexive Approach to Gender Equality

“…Instead, it is conceived as 'an integral part of generative social practice in the lived-in world' (ibid.). This is congruent with the literature on gender equality in R&I, which highlights the importance of developing gender competences for the successful implementation of gender equality interventions Wroblewski, 2021b). So while we can see that taking a CoP approach to structural change seems to make sense, what does this approach really add that is not covered by the usual structural change processes?…”

“…CoP literature stresses that practice is essentially what the members of the CoP do, and that knowledge is acquired through engaging with practice, in essence learning through doing. This approach is congruent with the literature that examines structural change processes for greater gender equality in R&I, which stresses the need for gender competences throughout each stage of the GEP process to ensure successful implementation Wroblewski, 2021b). Gender competence is defined by EIGE (2016) as those 'skills, attributes and behaviours that people need in order to mainstream gender concerns effectively into policies and plans and help build gender equality'.…”

Perceived barriers to career progression in the headache field: A global web-based cross-sectional survey

“…The concept of quotas often elicits a strong and adverse response, with claims that quality of work will be affected. While there is limited research on the usefulness of quotas, there are indications that they can have positive effects (29). While they are not the only answer, they are a tool that should be considered.…”