Relevant bibliographies by topics / Institutional promotion of Gender Equality

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Academic literature on the topic 'Institutional promotion of Gender Equality'

Author: Grafiati
Published: 4 June 2021
Last updated: 15 February 2022

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Journal articles on the topic "Institutional promotion of Gender Equality"

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Gesso, Carla Del. "Gender Budgeting Implementation in Italian Regional Governments: Institutional Behavior for Gender Equality and Women’s Empowerment." International Business Research 12, no. 12 (November 28, 2019): 110. http://dx.doi.org/10.5539/ibr.v12n12p110.

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Gender budgeting has great potential to promote the United Nations 2030 Agenda concerning gender equality and women’s empowerment. This article shares some reflections on the need to implement and institutionalize gender budgeting at the regional level, both by embedding gender issues into the overall regional government budgetary process and by promoting gender equality disclosures. An empirical insight into the institutional behavior of Italian regional governments is provided. The study seeks to understand how the gender perspective is integrated into the governmental strategy that informs the entire budgetary cycle of Italian regional governments, by performing a thematic analysis of the key regional planning documents. The local promotion of gender budgeting implementation through institutional norms and the practice of gender performance reporting in Italian regional governments are also addressed. The results highlight that although there are differing degrees of commitment to gender equality and women’s advancement within the regions, the gender perspective is quite homogeneously integrated into the governmental strategy. Four gendered transversal thematic priorities are identified: the encouragement of women’s employment, the promotion of equal gender opportunities, the enhancement of social inclusion, and the combatting of gender-based violence. Furthermore, although nine regional laws establish gender performance reporting, additional reporting tools integrating non-financial information on gender issues are included solely in a small part of the regional government performance reporting systems. A greater organizational and cultural commitment to the institutionalization of the gender budgeting idea is needed in order to allow stakeholders to appreciate the government’s value outcomes in all their dimensions, including the gender-related social dimension.
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Bazinet, Lucie, Tamara Sequeira, and Julie Delahanty. "Promoting Institutional Change: CIDA's framework for assessing gender equality results." Development 49, no. 1 (March 2006): 104–7. http://dx.doi.org/10.1057/palgrave.development.1100234.

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Diogo, Sara Margarida, Carina Jordão, Teresa Carvalho, Hana Himi, Maya Ashkenazi, Veronika Mešková, Anita Thaler, and Jennifer Dahmen-Adkins. "Change in research and in higher education institutions." Investigaciones Feministas 12, no. 2 (June 18, 2021): 283–95. http://dx.doi.org/10.5209/infe.72054.

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Introduction. Funded under the Horizon 2020 programme, the CHANGE project –Challenging Gender (In)Equality in Science and Research– aims to create and implement tailor-made gender equality plans (GEPs) in research performing organisations (RPOs). To make GEPs more sustainable, efforts are being made to stimulate institutional cultural change towards gender equal work environments and foster the gender dimension and inclusive research and innovation programmes in research funding organisations (RFOs) as well. The promotion of a gender equality culture is thus a key requirement for RPOs to maximise their potential. The CHANGE consortium is composed of seven institutions from six countries –Austria, Germany, Portugal, Slovenia, Slovakia, and Israel– of which five are GEP implementing partners and two are experienced partners (one coordinator and one internal evaluator). Objectives and Methodology. This paper approaches the methodology of the project and the structural and cultural challenges faced by the implementing partners so far, looking more specifically to the similarities and differences in the different national and institutional contexts. Results and Discussion. In all the five implementing partners organisations, successful steps have been taken in the implementation of GEPs. Regardless of these first successes, even with increasing women’s representation in management and decision-making positions in some specific cases, implementing partners and coordinators fear that this change may be merely circumstantial or only due and during the project duration. Contribution. The challenges and barriers faced so far to stimulate institutional and cultural change towards gender equal work environments in RPOs are diverse. While there are important social, cultural, and institutional differences among the partner institutions, there is a great similarity in the difficulties faced in implementing GEPs. Resistances and challenges that emerge during processes of change when gender equality policies are implemented in RPOs are more transversal to different national and organisational contexts than one could expect.
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Chouari, Monia, Moncef Ghiss, and Anastasia Zabaniotou. "Academic promotion and leadership: ‘moving the needle’ for the enhancement of gender equality in Tunisian higher education institutional members of the RMEI network following the TARGET framework." Open Research Europe 1 (March 24, 2021): 14. http://dx.doi.org/10.12688/openreseurope.13217.1.

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Although job opportunities, recruitment criteria, health insurance and social welfare are equally available regardless of sex, academic promotion at higher education institutions has so far been a challenging issue for women more than men. Even though there are not legislative policies or political strategies proscribing gender discrimination, the under-representation of women in high profile positions is thought-provoking as it was found by this study on collecting segregating data at the Faculty of Arts and Human Sciences of Sousse (FAHSS) and to a lesser degree at the National Engineering School of Sousse (ENISO). Given insufficient research in the area under investigation, and despite the shortage of data needed for examination, this study makes use of and analyses the available data collected from Sousse University. Built upon the findings, this paper sets forth to examine impediments as challenges to progress which are encountered by women. Despite the belief that gender parity has been acquired, it is still a challenge to progress to endorse the culture of gender equality at higher education institutions. The study entails the activities of the gender equality committee created at Sousse University in 2018 with the support of the Mediterranean Network of Engineering Schools (RMEI) and under the framework of the EU TARGET project entitled ‘Taking a reflexive approach to gender equality at Institutional transformation’.
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Chouari, Monia, Moncef Ghiss, and Anastasia Zabaniotou. "Academic promotion and leadership: ‘moving the needle’ for the enhancement of gender equality in Tunisian higher education institutional members of the RMEI network following the TARGET framework." Open Research Europe 1 (May 13, 2021): 14. http://dx.doi.org/10.12688/openreseurope.13217.2.

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Although job opportunities, recruitment criteria, health insurance and social welfare are equally available regardless of sex, academic promotion at higher education institutions (HEIs) has so far been a challenging issue for women more than men. Even though there are not legislative policies or political strategies proscribing gender discrimination, the under-representation of women in high profile positions is thought-provoking as it was found by this study on collecting segregating data at the Faculty of Arts and Human Sciences of Sousse (FAHSS) and to a lesser degree at the National Engineering School of Sousse (ENISO). Given insufficient research in the area under investigation, and despite the shortage of data needed for examination, this study makes use of and analyses the available data collected from Sousse University. Built upon the findings, this paper sets forth to examine impediments as challenges to progress which are encountered by women. Despite the belief that gender parity has been acquired, it is still a challenge to progress to endorse the culture of gender equality at higher education institutions. The study entails the activities of the gender equality committee created at Sousse University in 2018 with the support of the Mediterranean Network of Engineering Schools (RMEI) and under the framework of the EU TARGET project entitled ‘Taking a reflexive approach to gender equality at Institutional transformation’.
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Vilhena, Fernanda Campanini, and Jon Pizarro Pérez. "Promoting gendered structural change in leadership in higher education." Investigaciones Feministas 12, no. 2 (June 18, 2021): 319–30. http://dx.doi.org/10.5209/infe.72334.

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Introduction and objectives. In the higher education and research sector, efforts have been employed in diverse countries to bring about gendered structural change, and most strategies pursue such a goal through the implementation of formal changes in its structures and policies. Leaning on the feminist institutionalism theory, the aim of this article is to discuss the importance of understanding how the formal and the informal institutional norms interact between each other in initiatives seeking gender equality in leadership and decision-making in the specific context of higher education institutions. Methodology. A qualitative approach has been followed. Interviews with members of the Board of Directors of a higher education and research institution in northern Spain have been conducted and analysed, aiming at identifying the barriers to the access of women to leadership positions and possible measures to overcome them. Results. The analysis confirmed the impact caused by the gendered dynamics present at both individual and institutional levels to GE initiatives. While the importance of formal institutional commitments to gender equality has been recognised, the analysis recalls the attention to the fact that informal settings shape the applicability of formal policies, with continuous references to the traditionally unequal distribution of power and attribution of value to women and men. Discussion and added value. Although much theoretical knowledge has been produced in the field of gender and institutions, especially concerning the gendered bases of institutions, the field still lacks within-process studies on the aspects influencing the obtained outcomes of developed initiatives pursuing gender equality in institutional leadership. The study developed in this paper allows for replication in different contexts, hence contributing to the refinement of the existing knowledge on the dynamics of change in gender-oriented initiatives
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Linkova, Marcela, and Lut Mergaert. "Negotiating change for gender equality: identifying leverages, overcoming barriers." Investigaciones Feministas 12, no. 2 (June 18, 2021): 297–308. http://dx.doi.org/10.5209/infe.72319.

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Introduction. Institutional change through gender equality plans is today the dominant approach to promoting gender equality in higher education and research. Building on our experiences as “technical support partners” in several EU-funded projects, we reflect on how change is negotiated in a variety of contexts. Objectives. Theoretically, using Feminist Institutionalism and the Science and Technology Studies concept of the trading zone, our objective is to analyse institutional negotiations among various, differently positioned actors with diverse backgrounds, value systems and negotiating power. From a practice-oriented perspective, our aim is to demonstrate typical challenges, suggest pathways towards solutions, and identify specific negotiation skills which underscore the capacity-building needs of change agents. Methodology. For our analysis, we have selected eight information-rich case studies through purposive theory-based sampling, illustrating the different transactions in the trading zones, based on our prior knowledge of the circumstances. The methods we draw on are primarily participant observation and textual analysis of project documents. Results. The selected theoretical combination allows us to identify leverages, ways to overcome barriers and the required skills and competences. Specifically, we underscore the use of participatory and co-creation techniques, strategic framing, spotting and using windows of opportunity, and wide mobilisation of stakeholders. We highlight key features of the change process, including its processual and incremental nature, the need for constant negotiation and the capacity-building needs of change agents. Contribution. With this analysis, we contribute, firstly, to the understanding of organisational change by identifying concrete barriers and opportunities as well as considering the ways in which a shared representation of gender equality is developed. The second, theoretical contribution lies in combining Feminist Institutionalism and the concept of the trading zone, which allows us to bring to productive dialogue issues of power, processuality and the need to address both material and discursive enactments of change processes.
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Blanco-González, Alicia, Giorgia Miotto, Francisco Díez-Martín, and Camilo Prado-Román. "Relationship Between Equality Policies and Moral Legitimacy According to Experts’ Perceptions." Tripodos, no. 48 (December 2, 2020): 103–16. http://dx.doi.org/10.51698/tripodos.2020.48p103-116.

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The gender equality topic is gaining momentum both in the organizational and in the institutional management field. In order to close the gender gap that is common in the business environment, governments are promoting full and effective inclusion of women in all business areas and levels, developing useful policies to reach equal career progress opportunities and access to the highest level of the decision-making stages in the political, economic and public context. Companies also apply and implement these kinds of policies. The design and application of gender equality policies generates multiple benefits for companies’ intangible assets, such as positive reputation and legitimacy. Companies who apply effective equality policies can expect an improvement in their internal and external social acceptance, and, therefore, an increase in their moral legitimacy perception. The objective of this study is to verify how gender equality policies influence the corporate moral legitimacy. To measure this relationship, a sample of 75 experts in social responsibility has been used and a model of a regression has been applied to measure the impact of gender equality policies on moral legitimacy. Keywords: legitimacy, gender equality, corporate social responsibility, sustainability, ethics.
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Ellmer, Anna. "Caring for Equality? Administering Ambivalence in Kindergarten." Sociologus 70, no. 1 (January 1, 2020): 39–55. http://dx.doi.org/10.3790/soc.70.1.39.

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Abstract In recent years, kindergartens in Austria have increasingly become the target of an ambivalent politics of belonging and difference. Looking at institutional childcare practices as processes of doing and undoing differences, this article explores how kindergarten staff translate societal missions of promoting both ‘integration’ and ‘diversity’ into practice by reflecting particularly on the role of bureaucratic practices within this dynamic. Ethnographic studies on the organisational dimensions of institutional childcare have mostly focused on their normalising effects. Based on ethnographic material from two Viennese kindergartens, I show that universalist claims to childcare as a vehicle for belonging are important. Yet, care and administration in kindergarten hardly proceed in clear-cut ways. Pedagogical/bureaucratic practices unfold at the nexus of ‘formal’ and ‘informal’, as well as ‘private’ and ‘public’ spheres, mediated by an ambivalent normative universe and within limited institutional resources. Using a case of staff negotiating kinship practices in one family, the article traces their interplay and shows how bureaucratic practices become entangled with gendered constructions of cultural difference. Keywords: Bureaucracy, childcare, kinship, doing difference, gender
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McCarthy, Lauren, and Jeremy Moon. "Disrupting the Gender Institution: Consciousness-Raising in the Cocoa Value Chain." Organization Studies 39, no. 9 (July 11, 2018): 1153–77. http://dx.doi.org/10.1177/0170840618787358.

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Gender is one of the most taken-for-granted institutions. Inequality is a common by-product of this institution and questions arise as to how such inequalities can be addressed. We uncover the cognitive and emotional processes individuals experience that enable them to begin disrupting the gender institution, within our case context of a gender equality programme in the Ghanaian cocoa value chain. We identify four elements of institutional apprehension: theorizing, auditing, relating to others and exploring difference. These processes help individuals ‘see’ the dimensions of the gender institution: its order’s laws and rules, its organizational gender regimes, and its gendered practices in daily interactions. Furthermore, some individuals are able to appreciate the dynamic interplay between these dimensions, and the power relations that are inherent within them. We argue that this fifth element of institutional apprehension, consciousness-raising, is particularly important for achieving equality. Consciousness-raising involves connecting everyday practices with organizational and structural rules, thus making ‘the personal political’. It enables individuals to reconsider the way that power plays out in relational ways within value chains, promoting variously fatalism, resistance and the possibility of more multidimensional solutions to gender inequality.
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Dissertations / Theses on the topic "Institutional promotion of Gender Equality"

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McCarthy, Lauren. "Organising CSR for gender equality : institutional work in the cocoa value chain." Thesis, University of Nottingham, 2015. http://eprints.nottingham.ac.uk/28428/.

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This thesis addresses the burgeoning practice of Corporate Social Responsibility (CSR) programmes and policies that aim to promote gender equality in global value chains. It first presents a conceptual framework for studying gender change within CSR, conceptualising gender as an institution alongside the theory of institutional work. An embedded case study provides rich empirical data from 3 partnered organisations: a UK chocolate company, a UK NGO, and a Ghanaian cocoa supplier as well as 48 cocoa farmers. Drawing on data spanning 20 years, the study interrogates how gender is translated into ‘engendered’ CSR, and how understandings and experiences of gender may be altered by such practices. Actors across the three organisations engage in institutional work in an attempt to disrupt the institution of gender. Work includes ‘valorising’ the role of women in the value chain, and ‘legitimising’ this value through a business case. The case illustrates that whilst engendered CSR programmes are successful in securing some women positions of power, they do little to challenge pervasive inequality. Concurrently, actors engage in resistance to institutional work, effectively hindering change. Yet resistance is also productive through ‘questioning work’, leading into another cycle of change. These findings contribute to our knowledge on how organisational actors may disrupt or maintain institutions by describing the processes of institutional work, its unintended consequences and by highlighting the subjective nature of institutional success and failure. Furthermore, by drawing on Feminist Foucauldian notions of productive power, it is posited that the institutional work required for such ‘big-tent’ institutional change, such as gender, necessitates a closer look at the level of individuals’ sense of self, power and knowledge. Thus we are reminded that CSR, and the actors performing it, are bound up in much larger systems of power relations that are observable right down to individual thought.
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Mbengo, Ivy. "The role of information, communication and technology in promoting gender equality in the workplace: a study of a University in the Western Cape." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3016.

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Thesis (MTech (Business and Information Administration))--Cape Peninsula University of Technology, 2019
Various efforts have been made to address the issue of gender equality at the workplace. It can be noted that even though equal opportunities between men and women may exist, the discrimination of women is still immanent in the workplace for example gender bias, unequal opportunities and underrepresentation. Previous research has failed to give a clear picture on the impact of information, communication, and technologies on gender gaps. It is mostly generalised. This study evaluates the role of Information Communication Technologies (ICTs) in promoting gender equality in the workplace. The research explores different theoretical perspectives namely Gender Glass Ceiling, Equity Theory, Technology Acceptance Model, Gender Inequality and Discrimination, Critical Information Systems Theory and the Feminist Theory. The study used a qualitative research method and a case study design in order to fulfil the study’s objectives and aim. It was carried out at a selected higher education institution in South Africa. Purposive sampling was used and 19 research participants were interviewed both men and women. The data that was collected was transcribed, coded using open coding, analysed and interpreted using thematic analysis to make sense of the findings. Ethical codes of conduct such as truthfulness, confidentiality, anonymity, beneficence and data protection were employed due to the sensitive nature of the study. Results show that ICTs play a vital role in promoting gender equality. ICTs enable employees to become educated, skilled and knowledgeable becoming aware of their rights and fair practices in the workplace. ICTs also enhance both men and women empowerment in independency, decision making and self-actualisation. Fundamental recommendations are given by the researcher regarding ICTs and the promotion of gender equality in the workplace to enhance organisational performance. Organisations need to view ICTs as an integral part of business and enhance its use to promote gender equality.
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Champ, Hannah. "Critical Feminist Institutional Analysis of Haiti’s «Politique d’egalité femmes hommes»." Thesis, Université d'Ottawa / University of Ottawa, 2018. http://hdl.handle.net/10393/38011.

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Haiti has long been characterized as a fragile state. Particularly since 2004, responses from the international community have focused on Haiti’s stabilization and reconstruction. Post-colonial critiques highlight the constraints imposed by these approaches, but fail to sufficiently explore forms of agency which, by resisting and redirecting external impositions, could promote political, social and economic transformation. The adoption of the National Policy for Equality between Women and Men in Haiti in 2014/15 seems to represent such potentially transformative agency. The primary aim of this research is to understand how national agency and international actors (sometimes neo-colonial) interacted, through particular institutions, to shape the adoption and initial implementation of the National Policy. The second aim is to draw on selected feminist theories (institutional and more critical) to explain these processes and assess the extent to which they represent the emergence of transformative alternatives in the Haitian context.
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Okumu, Jecinta. "Gender Mainstreaming and promotion of gender equality : A case study of the Swedish Cooperative Centre,Vi-Agroforestry project, Kisumu." Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-196169.

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Gender mainstreaming is accepted by many national and international agencies and Non-governmental organization, as an effective strategy for promoting gender equality. Many researchers widely agree that essential but can also lead to poverty eradication, human development and general economic growth everywhere but more specifically in Africa.   This just shows the importance at a global level of gender equality and any strategy towards achieving it.     The main aim of this thesis is to assess how gender mainstreaming as a strategy and approach has led to gender equality within the Swedish Cooperative Centre-Viagroforestry  project-Kisumu (SCC-VI). It is based on exploring how gender mainstreaming works on a day-to-day basis in the project area. To collect relevant information, a detailed background review of Swedish Cooperative Centre-Viagroforestry  project was done; field staff were interviewed with the help of a predesigned semi -structured question guides and focused group discussions were conducted with different farmer groups involved in the project.     The interviews and the focused group discussions were later transcribed as part of analysis. The focus group discussions, which were conducted in Luo, were translated to English. The main finding was that as a project, SCC-Vi is committed to mainstreaming gender in its activities, however the staff had limited skills for mainstreaming. Similarly, it was clear that focus was mostly put on numbers/quantitative  aspects as opposed to the qualitative aspects of equality. The conclusion drawn here is that mainstreaming may lead to gender equality, but its success highly depends on how the process is implemented and whether there is adequate knowledge about the structural causes of inequality and skills the staff have to do it. From this research however, it was not possible to show that gender mainstreaming has led to equality.
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Sedall, Courtney. "Gender Diversity in Academe: Communication Skills, Promotion and Leadership Opportunities Examined." Youngstown State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1579622075448592.

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Carson, Marcus. "From common market to social Europe? : paradigm shift and institutional change in European Union policy on food, asbestos and chemicals, and gender equality /." Doctoral thesis, Stockholm : Almqvist & Wiksell, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-174.

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Carnestedt, Ljungberg Molly. "Vem får ställa ut på den samtida konstscenen? : Betydelsen av kön." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-24328.

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This examination studies the gender balance of contemporary art exhibitions in Sweden. To what extent genders are equally represented assumes to be based on how the curating process considers equality work. Three categories of art organisations are studied with the intention to determine differences in equality approach between the categories. Official documents of each organisation are examined to understand how they formally relate to equality work. Statistics of the actual gender balance of each organisation are produced based on the last two years exhibition archives. The study includes interviews with a curator or director from two private exhibition halls, two private art galleries and two public art institutions. The aim is to create an understanding of how the decisions are made and on what basis the artists are chosen. The theoretic base is institutional theory, the study uses a part of the theory called the logic of appropriateness, which explains individual behaviour as a result of how the three aspects identity, rules and situation interact and combine. The conclusions of this study are that all respondents show awareness of the gender balance issue yet other variables are more important for the decision. There is generally a loose coupling between the formal and the informal structure. Equality work can be implemented as a policy without making any difference in the practice.
Studien undersöker hur könsfördelningen ser ut på den samtida konstscenen i Sverige. I vilken utsträckning kön representeras på ett jämställt sätt inom utställningsproduktion antas kopplat till hur de delaktiga i beslutsprocessen förhåller sig till externt jämställdhetsarbete. Tre kategorier av organisationer studeras för att kunna avgöra om det finns skillnader i tillvägagångssätt. Officiella dokument från varje organisation undersöks för att förstå hur de formellt förhåller sig till jämställdhetsarbete. Statistik av den faktiska könsfördelningen för varje organisation tas fram från de två senaste årens utställningsarkiv. Studien innefattar även intervjuer med en beslutsfattande person från respektive organisation; två statliga konstinstitutioner, två privata konsthallar och två privata gallerier. Undersökningen syftar till att skapa förståelse för vad som ligger till grund för valet av konstnärer. Studien har sin teoretiska utgångspunkt i institutionell teori och använder en del av teorin som kallas lämplighetslogiken. Teorin förklarar individuellt beteende som beroende av sin kontext, utifrån de tre aspekterna identitet, regler och situation. Slutsatserna för undersökningen är att samtliga respondenter visar en stor medvetenhet kring könsfördelningen men att andra variabler tenderar att vara viktigare i valet av konstnärer. Hur organisationerna formellt förhåller sig till jämställdhetsarbete har en begränsad påverkan på det praktiska utfallet. Desto mer betydelsefullt är huruvida dessa värderingar finns implementerade i företagskulturen och hos de som är delaktiga i beslutsprocessen.
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Evertsson, Marie. "Facets of Gender : Analyses of the Family and the Labour Market." Doctoral thesis, Stockholm : [Institutet för social forskning], Univ, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-28.

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Nezamaldin, Rand, and Rebecka Åhlander. "Jämställdhet som norm och lönsamhet : En uppsats om Folksams jämställdhetsarbete." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-26736.

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Uppsatsens syfte är att undersöka hur de ansvariga för jämställdhetsarbetet på Folksam arbetar med jämställdhet. Syftet är även att undersöka vilka normer och kulturer som kan påverka deras jämställdhetsarbete. Detta undersöks genom fyra stycken semistrukturerade intervjuer med två stycken som arbetar internt, med att få just Folksam mer jämställt, och två stycken på Folksam som arbetar externt, med att få andra företag både i Sverige och utomlands att bli mer jämställda. Slutsatsen är att respondenterna på Folksam blir påverkade av normer från till exempel politiken, för att politiken kräver att de ska vara jämställda, men också för att deras kunder vill det. Det är även en lönsamhetsfråga samt en mänsklig rättighet och därför vill de ändra den rådande normen. Detta försöker de göra internt bland annat genom en kompetensbaserad rekrytering, en mångfaldsplan och genom att lita på att alla försöker arbeta med det inom sitt eget företag. Samt genom att försöka påverka andra företag med extern bolagsstyrning. Detta kan också vara svårt att göra enligt genus- och den institutionella teorin, då det finns rådande institutionella normer i samhället som verkar emot. Normerna kan även visa sig i den svenska kulturen som kan förklaras genom Hofstedes kulturdimensionsteori.
The purpose of this study is to examine how those responsible for gender equality at Folksam work with gender equality. It also aims to examine the norms and cultures that can affect their work on gender equality. This is examined by four semi structured interviews with two people who are working internally to get Folksam more equal and with two people that are working externally at Folksam to get other companies, both in Sweden and abroad, to become more equal. The conclusion is that norms from for example politics affect the respondents at Folksam, since the politics requires them to be equal, but also because their customers want it. It is also a profitability question as well as a human right and therefore they want to change the current norm. They are trying to do that internally through, for instance, a competency-based recruitment, a diversity plan and by trusting that everyone is trying to work with it within Folksam. And by trying to influence other corporations through external corporate governance. This may also be difficult to do according to gender- and the new institutionalism theory, because of the existing institutional norms in society that is working against it. Norms can also be shown in the Swedish culture, which can be explained with the Hofstede's Cultural Dimensions Theory.
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Löwdin, Maria. "The Puzzling Resonance Of Political Homophobia : A case study exploring the relationship between framing and institutions involved in the elite driven anti-LGBTQ campaign in today’s Poland." Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-444372.

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Although the world has experienced great progress in the area of Sexual and Reproductive Health and Rights (SRHR), the contemporary transnational turn towards nationalist, right-wing and populist politics has generated a backlash, primarily affecting women and members of the LGBTQ-community (lesbian, gay, bisexual, transgender and queer/questioning). Yet, opposition to gender and sexual equality, particularly in the European context, is undertheorized. Hence, this thesis sets out to explore and understand the dynamics of political homophobia as a conscious political strategy in Poland and how the homophobic rhetoric pursued by the governing party PiS and their allies has achieved resonance. That is, how anti-LGBTQ ideas have gained support as they echo the ideas, beliefs and values central to potential adherents. The advancements of political homophobia in today’s Poland is rather puzzling since there has not been an upswing in homophobic values among the population. Although the Polish society is not intrinsically homophobic, the dominating values, norms, rules and practices are generally patriarchal and heteronormative. Due to the heteropatriarchal bias of the institutional context, this thesis suggests that both informal and formal institutions may enhance the resonance of the ideas embedded in the anti-LGBTQ ideas framing. Drawing on framing theory and new institutionalism, this thesis develops a framework to analyze this dynamic and reciprocal relationship between framing strategies and the institutional context. The first section of the two-stepped analysis describes how LGBTQ has been framed by identifying the core framing tasks and various framing strategies while the second part outlines various formal rules and informal norms that have facilitated the campaign and identifies how these institutions are heteronormative. The main findings suggest that conservative elites have managed to enhance resonance for their anti-LGBTQ ideas by framing the issue in congruence with heteronormative informal norms, which are perceived to be fundamental for Polish national identity and by exploiting pre-existing formal regulations, which are seemingly neutral but produce heteronormative effects.
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Books on the topic "Institutional promotion of Gender Equality"

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Lucarelli, Sonia, ed. Gender and the European Union. Florence: Firenze University Press, 2015. http://dx.doi.org/10.36253/978-88-6655-638-1.

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Gender discrimination continues to be a reality in several parts of the world, also in Europe. The aim of this book is to provide an overview of both European Union’s (EU) gender policies and gender balance in EU institutions. It does so by looking at gender equality policies and the EU legal system concerning gender equality, women’s representation within diff erent institutions (and more particularly in the European External Action Service), gender rights as a type of human rights and the EU’s role in the external promotion of womens’ rights in third countries. The analysis shows that women’s representation in the EU institutions has increased in the last decades and that the EU has strengthened its att ention to gender rights in its external relations as well, however the results of both att empts are far from being fully satisfactory.
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Sangiuliano, Maria, and Agostino Cortesi. Institutional Change for Gender Equality in Research Lesson Learned from the Field. Venice: Fondazione Università Ca’ Foscari, 2019. http://dx.doi.org/10.30687/978-88-6969-334-2.

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Gender balance in research organizations is considered as a key step for ensuring research excellence and quality and inclusive-sustainable innovation. Still, in spite of an increasing number of HE and research institutions committed to make science more equal and some positive trends in figures on Gender equality in STEM research, it still appears to be difficult to prioritize gender equality. This is particularly true for disciplines such as ICT/IST where female representation at all levels is among the lowest ones among STEM topics and where a gender sensitive approach to ICT design and programming is far from being understood in its implications among computer and information systems scientist. H2020 (PGERI and SWAFS programmes in particular), promoted the concept of institutional change for gender equality, insisting on the need for merging change management and gender policies. The volume is focusing on a presentation and reflexive review of results and tools from the H2020 EQUAL-IST project to discuss opportunities to innovate and transform HR management and Institutional communication, research design, teaching & students services, via gender equality, and how such innovations could be multiplied and sustained with a focus on ICT and IST research organizations. The volume is complemented by contributions from other projects on institutional change in research.
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Pandey, Shashi Ranjan. Gender at the grassroots Vietnam: Swedish-Danish Fund for the Promotion of Gender Equality in Vietnam. Bangkok: Women's Action and Research Initiative, 2001.

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Nations, United, ed. Mainstreaming gender, democratizing the State?: Institutional mechanisms for the advancement of women. Manchester: Manchester University Press, 2003.

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tarkistustyöryhmä, Finland Hallituksen tasa-arvo-ohjelman seuranta ja. Mainstreaming equality: The state of gender equality on the eve of the 21st century : final report on the Plan of action for the promotion of gender equality of the Government of Finland 5.2.1997-28.2 1999. [Helsinki]: Ministry of Social Affairs and Health, Office of the Ombudsman for Equality, 1999.

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Li, Hui. Policies and practices of gender equality in promotion within academia: A case study in the University of Ulster. [s.l: The Author], 2002.

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Carson, Marcus. From common market to social Europe?: Paradigm shift and institutional change in European Union policy on food, asbestos and chemicals, and gender equality. Sweden: Stockholm University, Department of Sociology, 2004.

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Carson, Marcus. From common market to social Europe?: Paradigm shifts and institutional change in European Union policy on food, asbestos and chemicals, and gender equality. Stockholm: Almqvist & Wiksell International, 2003.

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Ringing the equality bell: The role of women lawyers in promoting gender equality in Nepal : a report on the promotion of women in the legal profession and in the constitution making process. [Kathmandu]: Nepal Bar Association, in cooperation with the Canadian Bar Association, 2009.

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Palmieri, Sonia. Gender-Sensitive Parliaments. Oxford University Press, 2018. http://dx.doi.org/10.1093/acrefore/9780190228637.013.215.

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While women have succeeded in promoting a feminist agenda in some parliaments, the international research shows that this is not always possible, and accordingly, not a realistic expectation for women. Parliaments, like any institution, have specific cultural norms and practices, some of which actively work against the advancement of gender equality. Understanding the conditions under which female—and male—parliamentarians might succeed in promoting gender equality outcomes has become an important avenue for research and development practice. The focus on gender-sensitive parliaments allows for a framework to identify, and encourage the development of, those conditions.There are four key elements of a gender-sensitive parliament. First, it accepts that the responsibility to achieve gender equality, both as a policy outcome and as a process, rests with the parliament as a whole (its male and female members and staff) and with the organizations that drive substantial policy, procedural, and normative development (political parties). Second, a gender-sensitive parliament is guided by institutional policies and legal frameworks, which allow the parliament to monitor its achievements toward gender equality and allow follow-up and review. Third, a gender-sensitive parliament institutionalizes a gender mainstreaming approach through its representational, legislative, and oversight work to ensure that all the parliament’s outputs consider, and counteract, any potential discrimination against women or men, girls or boys. This element requires a reconsideration of the process and structures of the parliament, including the respective roles and capacities of members and parliamentary staff. Fourth, a gender-sensitive parliament constantly strives to eliminate institutional cultures that sanction and perpetuate discriminatory, prejudicial norms and attitudes in the workplace against women members and staff.
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Book chapters on the topic "Institutional promotion of Gender Equality"

1

Thomas, Gwynn. "Promoting Gender Equality: Michelle Bachelet and Formal and Informal Institutional Change within the Chilean Presidency." In Gender, Institutions, and Change in Bachelet’s Chile, 95–120. New York: Palgrave Macmillan US, 2016. http://dx.doi.org/10.1057/9781137501981_5.

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Ahrens, Petra, Katja Chmilewski, Sabine Lang, and Birgit Sauer. "Institutional Quota Roadblocks on the Federal Level." In Gender Equality in Politics, 53–75. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-34895-3_5.

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Ahrens, Petra, Katja Chmilewski, Sabine Lang, and Birgit Sauer. "Institutional Quota Roadblocks on the Land Level." In Gender Equality in Politics, 77–102. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-34895-3_6.

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Saxonberg, Steven. "Freedom of Choice through the Promotion of Gender Equality." In Challenges and Perspectives for the European Welfare States, 125–38. Oxford, UK: Wiley-Blackwell, 2010. http://dx.doi.org/10.1002/9781444324341.ch9.

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Husu, Liisa, and Terhi Saarikoski. "Promotion of Gender Equality in the University of Helsinki." In Women, Universities, and Change, 113–31. New York: Palgrave Macmillan US, 2007. http://dx.doi.org/10.1057/9780230603509_8.

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Kahlert, Heike. "Gender (In)Equality in Academic Career Promotion of Doctoral Students." In Paths to Career and Success for Women in Science, 37–62. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-04061-1_3.

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Lannert, Judit, and Beáta Nagy. "Changing Institutional Policies and Gender Equality Challenges: The Hungarian Case." In Gendered Academic Citizenship, 165–97. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-52600-9_6.

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Zartaloudis, Sotirios. "Gender Equality Promotion in Portuguese Employment Policy: Europeanization through Domestic Empowerment." In The Impact of European Employment Strategy in Greece and Portugal, 108–31. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137361974_7.

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Chauhan, Khalid. "Echoes of Patriarchal Benevolence, Fierce Resistance to Equality, and Institutional Inertia." In Gender Inequality in the Public Sector in Pakistan, 89–131. New York: Palgrave Macmillan US, 2014. http://dx.doi.org/10.1057/9781137426475_5.

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Ahrens, Petra. "Roadmap to Nowhere: Institutional Erosion and a Collapsing Network." In Actors, Institutions, and the Making of EU Gender Equality Programs, 201–36. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-57060-4_5.

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Conference papers on the topic "Institutional promotion of Gender Equality"

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Agui, Akane. "Activities for the Promotion of Gender Equality in Japan—Physical Society of Japan." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128373.

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Kodate, Kashiko. "Activities for the Promotion of Gender Equality in Japan—Japan Society of Applied Physics." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128374.

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Mori, H., M. Sasao, K. Nemoto, E. Tamechika, and M. O. Watanabe. "Recent activities for the promotion of gender equality in the societies of physics in Japan." In INTERNATIONAL CONFERENCE OF COMPUTATIONAL METHODS IN SCIENCES AND ENGINEERING 2015 (ICCMSE 2015). AIP Publishing LLC, 2015. http://dx.doi.org/10.1063/1.4937673.

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Maeda, Atsutaka, Ichiro Yonenaga, Setsuko Tajima, Emiko Hiyama, Eiko Torikai, Beverly Karplus Hartline, Renee K. Horton, and Catherine M. Kaicher. "Recent Activities of the Physical Society of Japan for the Promotion of Gender Equality (abstract)." In WOMEN IN PHYSICS: Third IUPAP International Conference on Women in Physics. AIP, 2009. http://dx.doi.org/10.1063/1.3137845.

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Kaki, K., F. Okiharu, S. Tajima, H. Takayama, and M. O. Watanabe. "Recent activities of the physical society of Japan and the Japan society of applied physics gender equality promotion committees." In WOMEN IN PHYSICS: 4th IUPAP International Conference on Women in Physics. AIP, 2013. http://dx.doi.org/10.1063/1.4794247.

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Pailman, Whitney, and Jiska De Groot. "Curriculum transformation to address the Sustainable Development Goals: A holistic approach for embedding gender in higher education." In Seventh International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.12977.

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To better prepare a new generation of practitioners and thought leaders to meet the complex challenges highlighted in the sustainable development goals (SDGs), innovation is needed in the design and delivery of degree programmes. Gender inclusion and diversity are increasingly recognised as key tenets of Education for Sustainable Development. Energy access education in Africa provides an excellent context in which to explore ways of delivering gender inclusive Masters programmes and the curriculum transformations needed to address the dual challenges of SDG7 (energy access) and SDG 5 (gender equality). This paper explores the evolving context of gender mainstreaming in energy access education at Institutions of Higher Learning (IHLs) in Africa, drawing on a desktop study and interviews with 8 African Universities in the Transforming Energy Access Learning Partnership (TEA-LP). The paper calls for the adoption of a more holistic approach to mainstreaming gender in energy access education at IHLs, encompassing curriculum content, teaching methods, learning environments and the broader institutional enabling environment.
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Benlloch-Dualde, Jose V., and Sara Blanc. "eSGarden: a European initiative to incorporate ICT in schools." In CARPE Conference 2019: Horizon Europe and beyond. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/carpe2019.2019.10209.

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Knowledge transfer to the society is undoubtedly one of the main objectives of Universities. However, it is important that these advances reach the youngest, many of them, future university students. Having this in mind, a European project around how incorporating ICT in school gardens was proposed (SCHOOL GARDENS FOR FUTURE CITIZENS, 2018-1-ES01-KA201-050599). In this project, both universities and schools, belonging to five European countries, are collaborating with public and private organizations with social concerns, environmental responsibility and sustainability. School gardens is a broad topic that combine technological needs for managing and control with education in values of environmental sustainability, social inclusion and citizenship, transmission of tradition, and the promotion of digital culture in both girls and boys from the early school stages. These last aspects are aligned with some sustainable development targets (SDGs), such as ensuring healthy lives and promote well-being for all at all ages, inclusive and equitable quality education, gender equality or responsible consumption. A further challenge of the consortium is to extend the proposed approach to other schools throughout Europe with the same interests and impact, considering cultural diversity and climate differences.
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Reports on the topic "Institutional promotion of Gender Equality"

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Study of the Impacts of Climate Change on the Women and Men in the Caribbean: Pilot Programme for Climate Resilience Countries. Inter-American Development Bank, December 2020. http://dx.doi.org/10.18235/0002937.

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This report aims to provide an overview of the gender and climate resilience nexus in the Caribbean and provide gender-inclusive recommendations for climate resilience programmes in the region. This report has been developed within the context of the Caribbean Pilot Programme for Climate Resilience (PPCR) to support gender mainstreaming into the regional and national programme activities. Specifically, the report seeks to: Understand how men and women participate in climate resilience programmes and how gender inequalities are exacerbated by climate change impacts in the sectors covered by the PPCR. Identify institutional arrangements and good practices for integrating gender equality concerns in Caribbean climate resilience programmes. The audience for this report is PPCR stakeholders (e.g. executing agencies, implementing partners, Inter-American Development Bank (IDB) country office teams) and project teams in the Caribbean seeking to mainstream gender into climate resilience projects in the future.
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Pacific Transport Sector Assessment, Strategy, and Road Map 2021–2025. Asian Development Bank, July 2021. http://dx.doi.org/10.22617/sgp210255-2.

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This publication highlights key transport issues in the Pacific developing member countries of the Asian Development Bank (ADB) and sets out ADB’s planned 2021–2025 transport sector operations in the region. These operations, based on domestic and regional sector priorities and ADB’s Strategy 2030, aim to help countries prepare for and respond to shocks, deliver sustainable services, and promote inclusive growth. The publication covers maritime, land, and urban transport; aviation; and intermodal connectivity. It discusses climate change adaptation and disaster risk management, regional cooperation and integration, institutional capacity, gender equality, land ownership, and procurement. It is linked to ADB’s Pacific Approach strategy document.
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