The Critical Mass Marker Approach: Female Quotas and Social Justice

Browne, Jude

doi:10.1111/1467-9248.12045

Cited by 20 publications

(12 citation statements)

References 21 publications

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“…Jude Browne proposed that ''situations where a disproportionate number of women exist at the level beneath (senior leaders) and the natural progression of these women toward higher levels in the institution does not materialize (sic)-there is, in other words, a 'thwarted critical mass'.'' 22 Therefore, the potential for a critical mass of women to act as a catalyst for a supportive work environment for women at all career stages remains unrealized. [23][24][25][26] Outside of AHC institutions, there is a consensus that attaining a critical mass of women is not sufficient for creating a successful working environment.…”

Section: Discussionmentioning

confidence: 99%

Changing the Culture of Academic Medicine: Critical Mass or Critical Actors?

Helitzer

Newbill

Cardinali

et al. 2017

Journal of Women's Health

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The predominant evidence from this research demonstrates that the institutional barriers and sociocultural environment continue to be formidable obstacles confronting women, stalling the transformational effects expected from achieving a critical mass of women faculty. We conclude that the promise of critical mass as a turning point for women should be abandoned in favor of "critical actor" leaders, both women and men, who individually and collectively have the commitment and power to create gender-equitable cultures in AHCs.

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Section: Discussionmentioning

confidence: 99%

Changing the Culture of Academic Medicine: Critical Mass or Critical Actors?

Helitzer

Newbill

Cardinali

et al. 2017

Journal of Women's Health

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“…In other words, employees should be provided with opportunities and resources based on their varying needs and aspirations as individuals, and not as members of specific groups, such as women. Moreover, this approach could potentially move from injustice against women to a second round of injustice against men, who would be called to pay the price for historical discrimination (Brown, 2014). In the same vein, critics argue that if quotas were introduced on the grounds of gender, it would be fair to also introduce quotas based on other diversity dimensions, such as race, age, religion, sexual orientation, disability, and so on (Brown, 2014).…”

Section: Selecting the Participants Of Ldpsmentioning

confidence: 99%

Leadership development programmes: part of the solution or part of the problem of women’s under-representation in leadership?

Loumpourdi

2023

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Purpose This paper aims to critically reflect on current leadership development programmes (LDPs) and their potential in addressing the issue of women’s under-representation in leadership positions. To this end, this paper queries the current processes through which employees are selected to participate in LDPs as well as how these programmes are designed. Design/methodology/approach Drawing on Martha Nussbaum’s capabilities approach, this conceptual paper draws attention to the pitfalls of current organisational practices aimed at women’s leadership development. Findings The introduction of gender quotas and the implementation of women-only LDPs are unlikely to address the persistent gender leadership gap. Instead, these practices are likely to intensify the negative effects of second-generation gender bias and perpetuate the issue of gender inequality and inequity in the workplace. Originality/value This paper critiques contemporary organisational practices aimed at women’s leadership development and suggests alternative practices which are more likely to respond to the issue of women’s under-representation in leadership positions.

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“…The introduction of quotas invokes a highly charged ethical dilemma, contesting the meanings of key concepts such as 'merit', 'discrimination' and 'fairness ' (Benschop and van den Brink, 2014;Browne, 2014). In Norway, the quota legislation met strong resistance from within companies.…”

Section: Essentialist Gender Beliefs and Quotasmentioning

confidence: 99%

The Perils of Gender Beliefs for Men Leaders as Change Agents for Gender Equality

Humbert

Kelan

Brink

2018

European Management Review

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This article examines the potentially damaging role that gender beliefs can play in hindering women's equal representation in leadership positions. Based on a secondary analysis of a large‐scale EU‐wide survey (Eurobarometer 76.1), the article shows that essentialist gender beliefs lower support for equality interventions such as quotas or targets, particularly among men as leaders. The results show that discriminatory gender beliefs partially mediate this relationship and produce a more negative effect among men leaders. The paper contributes to understanding the role essentialist gender beliefs often lay the groundwork for gender discriminatory beliefs. Those in turn hinder support for effective gender equality measures. Gender essentialist beliefs can be held by everyone but are more prevalent among men leaders. We conclude that greater gender balance in leadership cannot be achieved without tackling underlying gender beliefs, particularly among men leaders since they are called upon to enact change. We thereby argue that simply asking for men to become change agents for gender equality is not an effective strategy if underlying gender beliefs are left unchallenged.

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The Critical Mass Marker Approach: Female Quotas and Social Justice

Cited by 20 publications

References 21 publications

Changing the Culture of Academic Medicine: Critical Mass or Critical Actors?

Changing the Culture of Academic Medicine: Critical Mass or Critical Actors?

Leadership development programmes: part of the solution or part of the problem of women’s under-representation in leadership?

The Perils of Gender Beliefs for Men Leaders as Change Agents for Gender Equality

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