Gender Equality Interventions Research Articles

Gender Equality Interventions From the Perspective of German Executives - What Companies (Can) Do and What Works

Gender Equality Interventions From the Perspective of German Executives - What Companies (Can) Do and What Works

Interventions for gender equality in STEM education: A meta‐analysis

AbstractBackgroundAlthough gender inequality in education is gaining increasing attention, female underrepresentation remains pervasive in STEM fields. Many studies have applied various interventions to narrow the gender gap in STEM education.ObjectivesIn this study, we conducted a systematic meta‐analysis to examine the effectiveness of various interventions for gender equality in STEM education and tested the influence of moderator variables.MethodsTen databases—ERIC, IEEE, JSTOR, ProQuest‐Education, SAGE Journals, Scopus, Springer Link, Taylor & Francis, Web of Science, and Wiley Online Library—and seven high‐quality journals in related fields were selected as literature resources. The Preferred Reporting Items for Systematic Reviews and Meta‐analyses (PRISMA) process was used to identify eligible articles for the random‐effects meta‐analysis.Results and ConclusionsThe overall effect size (Hedges' g) was 0.434, indicating that the interventions promoting gender equality in STEM education had a near‐medium positive effect. There were significant differences by the type of intervention, but not by the type of intervention outcome. The results of the moderator analysis showed a significant difference in moderator variables, including country, educational level, form of experiment, intervention level, and different measurement methods, whereas there was no significant difference in the moderator variables, including economic development level and sample size.ImplicationsThis study examined the effectiveness of gender equality interventions and the impact on it of different types of intervention, intervention outcomes, and moderator variables. These results have implications for the design of gender equality interventions in STEM education.

Changing childcare demands due to COVID-19 lockdown regulations and household food security in South Africa

This study examined the effect of increased childcare demands during the COVID-19 pandemic on maternal work and household food security in South Africa. Descriptive and multivariate analyses were conducted with 1890 mothers using the National Income Dynamics Study – Coronavirus Rapid Mobile Survey (NIDS-CRAM) Wave 2. About seven out of ten mothers did not work (74.8%), and one-third (29%) had increased childcare demands, limiting their work opportunities. About half of the households experienced food insecurity (44%). Unemployed mothers who reported that childcare affected their ability to work had increased odds of food insecurity (OR = 2.20, p = 0.000). Household food insecurity was significantly related to maternal age, province and childcare effect on employment. This study established that mothers whose work was affected by increased childcare demands had higher levels of food insecurity. Therefore, we recommend implementing food security and gender equality interventions that promote change in childcare cultural norms.

Moving from problems to solutions: A review of gender equality interventions at work using an ecological systems approach

SummaryDespite the mounting research on gender inequality in the workplace, progress toward gender parity in organizational practice has stalled. We suggest that one reason for the lack of progress is that empirical research has predominately focused on the antecedents and manifestations of gender inequality in the workplace, paying inadequate attention to the solutions that could potentially improve gender equality and women's experiences at work. Indeed, we report here that less than 5% of the relevant studies published in preeminent management, psychology, and diversity journals since the turn of the century identify practical interventions for solving gender inequality in organizations. To advance gender equality at work, we argue that a paradigm shift from problems to solutions is critical and urgent. Using ecological systems theory as our guiding framework, we present an integrative review of gender equality interventions spanning across the management, psychology, and feminist literature over the past two decades at the ontogenic system, interpersonal microsystem, and organizational microsystem levels of analysis. We subsequently provide an overview of domains not currently addressed in extant research (mesosystems, macrosystems, and chronosystems) and identify future research directions to spur progress toward workplace gender equality.

Barriers of West African women scientists in their research and academic careers: A qualitative research.

This study aims to identify barriers to the professional advancement of women researchers in West Africa. This was a descriptive, observational, cross-sectional qualitative study conducted between June and September 2020 in five West African countries (Ghana, Senegal, Burkina Faso, Niger and Mali). Interviews were conducted with 21 female and 9 male health researchers by video call. After transcription, the data was thematically analysed using an inductive process. Four themes associated with barriers to women's careers development were identified. First. was family- and environmental-related barriers. Gender norms that assign domestic tasks and responsibilities to women reduced the time they were able to dedicate to research. Second was gender insensitive organisational culture and institutional policies that deepened gender disparities and made it more difficult for women to attain leadership positions. Third was the need for women in research to undergo emancipation programs to strengthen their resilience and ability to make critical decisions as strategic approaches to address the challenges faced by women in the academia were a lot more focused on addressing their relationship with their spouse. Forth, was the individual intermediate perception of professional and personal success which for many women, they perceive themselves as competent as their male counterparts and should not be subject to the gender discrimination they experience. The web created between work-life and home-life for West African women researchers mainly as a result of the gender inequalities in the social structure will require more medium- and long-term strategic planning by institutional authorities to reduce gender disparities in research and academia. This work has highlighted the influence of family and social life on the professional lives of West African women researchers. The study could help contribute to the development of gender equality interventions for the career development of women researchers in West Africa.

Understanding Gender Equality Policy and Practice Gaps Through the Lens of Organisational Justice: Development of an Employee Alignment Model.

Policies and actions to address gender inequalities are widespread across a range of institutional and organisational contexts. Concerns have been raised about the efficacy and impacts of such measures in the absence of sustained evaluation of these activities. It has been proposed that important contextual factors may propel or inhibit measures to promote gender equality, including a critical mass of women, role models, diverse leaders and inclusive organisational cultures. This paper explores relationships between organisational justice and equality interventions to better understand gaps between equality policies and practices using a comparative case study approach in a male-dominated sector. A combination of questionnaire and interview data analysis with employees in three case organisations in the construction sector are used to outline links between perceptions of gender equality initiatives and organisational justice, and the mechanisms used to reinforce in-group dominance. The findings culminate in the development of an Employee Alignment Model and a discussion of how this relates to the organisational climate for gender equality work. The findings suggest that the development of interactional organisational justice is an important precursor for successful gender equality interventions in organisations. These findings have implications for those looking to minimize unintentional harm of policies or interventions to improve gender equality.

How to Implement Context-Sensitive Evaluation Approaches in Countries with still Emerging Evaluation Cultures

Evaluation cultures and evaluation capacity building vary greatly across the European Union. Western European countries, such as Austria, Germany, Denmark and Sweden, have been termed as leading countries in the evaluation as they have built up well-established evaluation cultures and carry out systematic evaluations of programmes and institutions. In contrast, in Central and Eastern European (CEE) countries, efforts continue to establish evaluation practices and further develop the current evaluation culture. In Hungary, for example, an established research and innovation evaluation practice does not exist, not one specifically considering gender equality in research and innovation evaluations with the exception of research and innovation programmes financed by the EU Structural Funds. Based on the results of a Horizon 2020 project, we apply a context-sensitive evaluation concept in Hungary that enables program owners and evaluators to develop a tailor-made design and impact model for their planned or ongoing gender equality interventions. The development of this evaluation was based on a thorough analysis of the literature and 19 case studies, building on documentary analysis and semi-structured interviews. The article shows that this evaluation approach is applicable also in countries with a certain catch-up demand of the existing overall evaluation culture. The special feature of the presented evaluation approach is, on the one hand, that the evaluation is context-sensitive. On the other hand, this approach makes it possible not only to depict effects on gender equality itself, but also to anticipate effects on research and innovation. Such effects can, for example, be a stronger orientation of research towards societal needs, which makes it particularly interesting for private companies.

Evaluation of a masculinity and gender equality intervention for primary school boys

Interventions to promote gender equality with children should focus on constructive perceptions of masculinity. This study aimed to evaluate a brief intervention to promote constructive gender perspectives among South African primary school boys. Participants were Grade five boys attending 10 primary schools (n = 549, black = 100%; age range: 10–12). They completed the 12-session Hero Empathy Programme in two phases over a two-year period at their schools. They completed measures on gender perceptions, self-esteem, and family relationships pre- and post-intervention. In addition, a sub-sample of the boys (n = 100) participated in focus group discussions. The results following t-test analyses of the quantitative data indicated the boys to have significantly more egalitarian gender perceptions after the first phase of the intervention, but not after the second phase. Thematic analysis of the qualitative data indicated the boys to question gender stereotypes, respect girls more, and to not endorse abuse of girls. The findings suggest that a brief masculinity and gender equality intervention would be effective for young schoolboys exploring their gender identities.

Fostering collaborative approaches to gender equality interventions in higher education and research: the case of transnational and multi-institutional communities of practice

ABSTRACT Higher education and research and innovation in Europe continue to suffer from an indefensible waste of female talent and gender inequality. The European Commission recommends that these organizations adopt gender equality plans (GEPs) and other initiatives for institutional change. However, the levels of readiness, expertise, and experience with such interventions are wide-ranging across institutions and member states, thus collaborative approaches might be particularly valuable. Drawing on the experiences of transnational and multi-institutional communities of practice (CoPs) for gender equality (GE), we illuminate how the CoP approach supported change agents, who leveraged CoP membership to respond to challenges in promoting GE initiatives. Being part of collaborative, co-designed CoPs for learning, knowledge sharing, and institutional change provided external support to the change agents’ activism and allowed them to build legitimacy around GE work. CoP members leveraged this support through learning opportunities, knowledge transfer, sharing practice, political support, and solidarity from the CoP stakeholders. Findings also show that when CoPs were transnational, multi-institutional, and interdisciplinary, their heterogeneity did raise some challenges in relation to the divergence of members’ contexts and geopolitical idiosyncrasies and that this should be considered when designing CoPs which transcend national and institutional boundaries.

Context matters: Problematizing the policy‐practice interface in the enactment of gender equality action plans in universities

AbstractThis study argues for recognition of the constitutive role of context in shaping the dynamics of the policy‐practice interface in the field of gender equality in universities. Using a comparative and reflective case‐study approach, we draw on our experiences, as action‐researchers, of developing and implementing Gender Equality Action Plans (GEAPs) in four universities in four different European countries and we explore the role of national and local context in the mediation and translation of the GEAP model. Drawing on the concepts of gendered organizations, dialogic organizational change, and policy mobilities, we argue for the need to be critical of approaches to gender equality in higher education (HE) that presume policy measures and good practice models transfer unproblematically to different HE organizations in different international contexts; instead, we draw attention to the contingent ways in which uneven gender relations articulate and manifest in different contexts, shaping possibilities for, and obstacles to, gender equality intervention. Thus, we argue that context plays a crucial constitutive role in the interpretation, enactment, and impact of gender equality policy in HE.

Acknowledging complexity in evaluation of gender equality interventions.

Acknowledging complexity in evaluation of gender equality interventions.

‘I Wanted More Women in, but . . .’: Oblique Resistance to Gender Equality Initiatives

Despite many interventions designed to change the gender demographics of positional leadership roles in organizations and professions, women continue to be under-represented in most arenas. Here we explore gender equality (GE) interventions through the example of positive discrimination quotas in politics to develop an understanding of resistance to them. Our case is the British Labour Party, analysing interviews with the people who designed, implemented and resisted the system of all-women shortlists. We develop the notion of ‘oblique resistance’ to describe an indirect form of resistance to the erosion of patriarchal power, which never directly confronts the issue of GE, yet actively undermines it. Oblique resistance is practised in three key ways: through appeals to ethics, by marking territory and in appeals to convention. We conclude by considering the conceptual and practical implications of oblique resistance, when direct and more overt resistance to GE is increasingly socially unacceptable.

Gender equality regimes and evaluation regimes in Europe and their implications for policy design and evaluation

PurposeThis article starts from the assumption that it is important for the evaluation of gender equality interventions in RTDI (Research, Technology Development and Innovation) to consider its context regarding gender equality regime and evaluation culture because this context does influence effects and long term impacts of such activities. It aims to provide key characteristics for the differentiation of gender equality regimes and evaluation regimes to be considered when designing policy interventions or evaluating specific gender equality interventions in RTDI. Design/methodology/approachAfter a literature review of relevant typologies for welfare state and gender equality regimes, it was analysed to which extent the seven EFFORTI countries correspond to certain typologies based on the data basis of the context research performed in the EFFORTI project. For this context research, international/national and qualitative/quantitative data regarding the relevant framework conditions were firstly collected for each of the EFFORTI countries and secondly compared in a cross-country analysis. FindingsThe research showed that when it comes to gender equality policies, most EFFORTI countries can either be assigned to the Social-Democratic category or Conservative Equal Employment Regime category in the typology of von Wahl (2005), with the latter type tending to provide less favourable conditions for women in the general labour market as well as women in RTDI (e.g. overtime culture). In how far these different types of context can have an impact on the evaluation of interventions can be exemplarily illustrated using case studies carried out as part of EFFORTI.Connecting the typologies for gender equality policy with evaluation regimes has not proved fruitful, as the two discourses have only begun to converge in recent years. The evaluation regimes and cultures of the respective countries have therefore been described independently. However, it was shown that countries with more expertise in certain areas (e.g. gender, evaluations) developed more routinized and institutionalised procedures in the respective field. Originality/valueConsidering the different framework conditions is relevant when it comes to evaluation as different national contexts might require different policy and designs of activities, but might also shape the interventions’ effects. This article therefore aims to provide support in this regard for future evaluations of gender policies.

Just talking? Middle managers negotiating problem ownership in gender equality interventions

An important condition for gender equality change is that managers become problem owners of gender inequality, being responsible for change and committed to action. Managers regularly resist such problem ownership. This research explored how managers in a participatory gender equality intervention in science negotiated their problem ownership. The findings contribute to gender equality change literature by showing that resistance can be productive of gender equality change when the intervention provides a compelling space for negotiations on problem ownership. In addition, our research unpacked the notion of problem ownership into a complex layering concerning personal and group responsibilities and personal and group actions, providing a more detailed understanding of resistance of managers against change agency.

Understanding the Athena SWAN award scheme for gender equality as a complex social intervention in a complex system: analysis of Silver award action plans in a comparative European perspective

BackgroundGiven the complex mix of structural, cultural and institutional factors that produce barriers for women in science, an equally complex intervention is required to understand and address them. The Athena SWAN Award Scheme for Gender Equality has become a widespread means to address barriers for women’s advancement and leadership in the United Kingdom, Ireland, Australia, the United States of America and Canada, while the European Commission is exploring the introduction of a similar award scheme across Europe.MethodsThis study analyses the design and implementation of 16 departmental Athena SWAN Silver Action Plans in Medical Sciences at one of the world’s leading universities in Oxford, United Kingdom. Data pertaining to the design and implementation of gender equality interventions were extracted from the action plans, analysed thematically, coded using categories from the 2015 Athena SWAN Charter Awards Handbook and synthesised against a typology of gender equality interventions in the European Research Area. The results were further analysed against the complexity research literature framework, where research organisations are perceived as dynamic systems that adapt, interact and co-evolve with other systems.ResultsAthena SWAN is a complex contextually embedded system of action planning within the context of universities. It depends on a multitude of contextual variables that relate in complex, non-linear ways and dynamically adapt to constantly moving targets and new emergent conditions. Athena SWAN Silver Action Plans conform to the key considerations of complexity – (1) multiple actions and areas of intervention with a focus on the complex system being embedded in local dynamics, (2) the non-linearity of interventions and the constantly emerging conditions, and (3) impact in terms of contribution to change, improved conditions to foster change and the increased probability that change can occur.ConclusionsTo enact effective sustainable structural and cultural change for gender equality, it is necessary to acknowledge and operationalise complexity as a frame of reference. Athena SWAN is the single most comprehensive and systemic gender equality scheme in Europe. It can be further strengthened by promoting the integration of sex and gender analysis in research and education. Gender equality policies in the wider European Research Area can benefit from exploring Athena SWAN’s contextually embedded systemic approach to dynamic action planning and inclusive focus on all genders and categories of staff and students.

Developing a conceptual evaluation framework for gender equality interventions in research and innovation

In this article, we discuss the development of a conceptual evaluation framework to design and assess gender equality interventions and their effects in research and innovation. The conceptual framework presented herewith embraces the complexity, gender-sensitive and theory-based evaluation approaches ensuring that design and evaluation of gender equality interventions consider the complex systems that constitute the context in which the interventions operate. The evaluation framework offers a non-linear concept, where the notion of contribution - not attribution - to achieve impact is central to the integration of team, organizational and system factors in policy design and evaluation. The paper opens the “black box” to address the question of how and why a policy intervention works and in which context and discusses a systematic process on how to approach the interwoven linkages between input, implementation and effects in gender equality interventions in research and innovation, accounting for context sensitivity and methodological pluralism. The evaluation framework may serve as reference for researchers, evaluators, policymakers and other stakeholders in designing and assessing gender equality interventions, and in further developing their evidence, and theoretical and methodological base.

Women Underrepresentation in R&I: A Sector Program Assessment of the Contribution of Gender Equality Policies in Research and Innovation

Despite decades of efforts to achieve gender equality in research and innovation (R&I), all EU member states still face remarkable difficulties in driving forward the development of their innovation system while at the same time improving gender equality by using all the available research potential. In this paper we focus on the development of the share of women researchers in four national innovation systems, i.e. in Austria, Denmark, Hungary and Spain in the time period 2005-2015. The four selected cases represent countries with significant differences in their innovation capacity, gender regimes and progress of gender equality in R&I. A qualitative comparative analysis (QCA) is carried out to conduct a sector program evaluation based on statistical data and qualitative studies to understand the dynamic development of the proportion of women researchers. The study aims to provide insights into the aggregated gender equality interventions and policies implemented in the four countries studied and their contributions to the development of the proportion of women scientists at the structural level. The analysis reveals that the development of the share of women researchers during the studied period has been particularly influenced by contextual factors, namely the relative size of the business enterprise sector and the share of women among holders of tertiary education. While this is the case, it is found that gender equality interventions need to be more widespread and more effectively designed to be a strong contributing factor to an increasing representation of women in R&I.

Analysing facilitating and hindering factors for implementing gender equality interventions in R&I: Structures and processes

This article analyses the facilitating and hindering factors that have affected the implementation of gender equality interventions in research and innovation in Europe. It applies the evaluation framework developed in the EFFORTI project that recognizes the complexity of evaluating gender equality interventions in R&I, the importance of factoring in context to any sound evaluation as well as the need to distinguish between the design and implementation of interventions in evaluations. It is based on the analysis of 19 empirical case studies carried out throughout Europe and focuses on those structural and procedural factors that have either facilitated or hindered the implementation process of these interventions. Findings include how the governance framework; top-management commitment; bottom-up participation; framing synergies with other initiatives, strategies for tackling resistance; resources; sustainability of actions; gender competence, experience and knowledge and transparency, targets, standards and monitoring; and accessible data and information all contributed to the successful implementation of the interventions.

Myriad potential for mentoring: Understanding the process of transformational change through a gender equality intervention

This article contributes to understanding transformational change towards gender equality by examining the transformational change potential of a mentoring programme for women, a type of gender equality intervention both criticized and praised for its ability to bring about change. Drawing upon an empirical case study of a mentoring programme for women academics in a Dutch university, we explore three dimensions of transformational change: organizational members (i) discussing and reflecting upon gendered organizational norms and work practices; (ii) creating new narratives; and (iii) experimenting with new work practices. Our findings indicate five specific conditions that enable transformational change: cross‐mentoring, questioning what is taken for granted, repeating participation and individual stories, facilitating peer support networks and addressing and equipping all participants as change agents. We suggest that these conditions should be taken into account when (re)designing effective organizational gender equality interventions.

Seeing the system: Systemic gender knowledge to support transformational change towards gender equality in science

Scholars agree that gender inequality is systemic and that participants in gender equality interventions need knowledge on gender inequality processes. However, a detailed view on the specific characteristics of this knowledge is as yet missing. This article aims to contribute to gender equality interventions by conceptualizing and visualizing systemic gender knowledge as an important condition for transformational change. Combining gender and participatory system dynamics literature, this article first introduces the concept of systemic gender knowledge. This concept captures two main characteristics that make gender knowledge systemic: knowledge on the interaction of gender inequality processes and endogenous thinking, here implying a focus on the organization as the relevant level of analysis. In addition to this conceptual contribution, the research contributes methodologically to the gender inequality intervention literature by designing a visualization process, translating written texts into system dynamics models which enable exploration of systemic gender knowledge. Finally, the research contributes empirically by exploring the systemic gender knowledge of participants in two science research institutes of a Dutch university, finding shifts in both characteristics of systemic gender knowledge. This enables researchers to discern whether gender equality interventions lead to increases in systemic gender knowledge, thus supporting transformational change.