Treść głównego artykułu
Abstrakt
This paper aims to evaluate the content of Equality Plans (EPs) and assess whether institutions with EPs perform better on gender equality. A mixed-method approach was adopted by performing a content analysis of 45 EPs and conducting a survey using an online questionnaire on a sample of 48 public and private Research, Development, and Innovation (RDI) institutions in Hungary. According to our findings, EPs in their present form are not sufficiently good tools to contribute to the deployment of the Sustainable Development Goal linked to Gender Equality (SDG #5). EPs, to be more powerful in their impacts, need to be embedded in complex organisational processes and infrastructures, including the commitment of top management to frame gender equality as a strategic priority. The novelty of the present research project is that it investigates the outcomes of EPs for RDI sector employers in Hungary.
Szczegóły artykułu
Autor (Autorzy) artykułu oświadcza, że przesłane opracowanie nie narusza praw autorskich osób trzecich. Wyraża zgodę na poddanie artykułu procedurze recenzji oraz dokonanie zmian redakcyjnych. Przenosi nieodpłatnie na Oficynę Wydawniczą SGH autorskie prawa majątkowe do utworu na polach eksploatacji wymienionych w art. 50 Ustawy z dnia 4 lutego 1994 r. o prawie autorskim i prawach pokrewnych – pod warunkiem, że praca została zaakceptowana do publikacji i opublikowana.
Oficyna Wydawnicza SGH posiada autorskie prawa majątkowe do wszystkich treści czasopisma. Zamieszczenie tekstu artykuły w repozytorium, na stronie domowej autora lub na innej stronie jest dozwolone o ile nie wiąże się z pozyskiwaniem korzyści majątkowych, a tekst wyposażony będzie w informacje źródłowe (w tym również tytuł, rok, numer i adres internetowy czasopisma).
Osoby zainteresowane komercyjnym wykorzystaniem zawartości czasopisma proszone są o kontakt z Redakcją.
Referencje
- Ali, M., & Konrad, A. M. (2017). Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management. European Management Journal, 35 (4), 440–453. https://doi. org/10.1016/j.emj.2017.02.002
- Bencivenga, R., & Drew, E. (2021). Promoting gender equality and structural change in academia through gender equality plans: Harmonising EU and national initiatives. Gender: Zeitschrift Für Geschlecht, Kultur Und Gesellschaft, 13 (1), 27–42.
- Bilimoria, D., Joy, S., & Liang, X. (2008). Breaking barriers and creating inclusiveness: Lessons of organizational transformation to advance women faculty in academic science and engineering. Human Resource Management, 47 (3), 423–441. https://doi. org/10.1002/hrm.20225
- Brooks, R. A., Clyburn, T., Milton, L., Valentino, R., Walker, B., & Williams, D. A. (2018). Diversity Plans Can’t Breathe without AIIR: Building a High-Caliber Diversity Initiative. Insight into Diversity. Retrieved from: https://www.insightintodiversity.com/diversityplans-cant-breathe-without-aiir-building-a-high-caliber-diversity-initiative/
- Clavero, S., & Galligan, Y. (2021). Delivering gender justice in academia through gender equality plans? Normative and practical challenges. Gender, Work & Organization, 28 (3), 1115–1132.
- Cross, K. J., Lee, W. C., Gaskins, W. B., & Jones, B. P. (2018). The Structure of Change:
- A Content Analysis of Engineering Diversity Plans and Mission Statements. San
- Jose: 2018 IEEE Frontiers in Education Conference (FIE), 1–4. https://doi.org/10.1109/ FIE.2018.8659051
- Edwards, J. B. (2015). Diversity plans for academic libraries: An example from the University of Montana. Library Leadership & Management, 29 (2).
- Edwin, M. F. (2001). Diversity management: Successful strategies for implementing diversity plans for the 21 st century. University of Sarasota.
- European Commission (2012). A Reinforced European Research Area Partnership for Excellence and Growth. Digital Single Market. Retrieved from: https://ec.europa.eu/ digital-single-market/en/news/reinforced-european-research-area-partnershipexcellence-and-growth
- European Commission (2019). ERA progress report 2018: The European Research Area: advancing together the Europe of research and innovation. Retrieved from: http://op.europa. eu/en/web/eu-law-and-publications/publication-detail/-/publication/5641328c33f8-11e9-8d04-01aa75ed71a1
- Fővárosi Közhasznú Foglalkoztatási Szolgálat Kht. (2005). Országos felmérés az esélyegyenlőségi tervekről és a munkahelyi esélyegyenlőségről. Budapest: Fővárosi Közhasznú Foglalkoztatási Szolgálat Kht.
- Kalev, A., Kelly, E., & Dobbin, F. (2006). Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies. American Sociological Review, 71 (4), 589–617.
- Kalpazidou Schmidt, E., & Ovseiko, P. V. (2020). Acknowledging complexity in evaluation of gender equality interventions. EClinicalMedicine, 28, 100623. https://doi.org/10.1016/j. eclinm.2020.100623
- Kandola, R. S., & Fullerton, J. (1998). Diversity in action: Managing the mosaic. London: CIPD Publishing.
- Konrad, A. M., & Linnehan, F. (1995). Formalized HRM structures: Coordinating equal employment opportunity or concealing organizational practices? Academy of Management Journal, 38 (3), 787–820.
- Mayring, P. (2000). Qualitative Content Analysis. Forum: Qualitative Social Research Sozialforschung, Volume 1, (No. 2, Art. 20).
- Milem, J. F., Chang, M. J., & Antonio, A. L. (2005). Making diversity work on campus: A research-based perspective. American Association of Colleges and Universities Washington, DC.
- Niederfiringer, V., & Soltész, A. (2013). Az esélyegyenlőségi terv hatásának vizsgálata. Budapest: Egyenlő Bánádmód Hatásóság.
- Otten, M. (2003). Intercultural learning and diversity in higher education. Journal of Studies in International Education, 7 (1), 12–26.
- Palmén, R., & Kalpazidou Schmidt, E. (2019). Analysing facilitating and hindering factors for implementing gender equality interventions in R&I: Structures and processes. Evaluation and Program Planning, 77, 101726. https://doi.org/10.1016/j. evalprogplan.2019.101726
- Tandé, A. (2017). Implementing a diversity policy through public incentives: Diversity
- Plans in companies of the Brussels-Capital Region. Journal of Ethnic and Migration
- Studies, 43 (10), 1731–1747. https://doi.org/10.1080/1369183X.2017.1293594
- Tardos, K. (2014). Esélyegyenlőség és családbarát vállalati gyakorlatok. Budapest: mtd Tanácsadói Közösség – MTA Társadalomtudományi Kutatóközpont Szociológiai Intézet.
- Tardos, K., & Paksi, V. (2018). Diversity Management and Gender Equality Outcomes in Research, Development & Innovation Organisations: Lessons for Practitioners. Szociológiai Szemle, 28 (4), 166–190.
- Thomson, A., Palmén, R., Reidl, S., Barnard, S., Beranek, S., Dainty, A. R. J., & Hassan, T. M. (2022). Fostering collaborative approaches to gender equality interventions in higher education and research: The case of transnational and multi-institutional communities of practice. Journal of Gender Studies, 31 (1), 36–54. https://doi.org/1 0.1080/09589236.2021.1935804
- Timmers, T. M., Willemsen, T. M., & Tijdens, K. G. (2010). Gender diversity policies in universities: A multi-perspective framework of policy measures. Higher Education, 59 (6), 719–735. https://doi.org/10.1007/s10734-009–9276-z
- Williams, D. A. (2013). Strategic diversity leadership: Activating change and transformation in higher education. Sterling: Stylus Publishing.
- Winchester, H. P., & Browning, L. (2015). Gender equality in academia: A critical reflection. Journal of Higher Education Policy and Management, 37 (3), 269–281. https://doi.org /10.1080/1360080X.2015.1034427
Referencje
Ali, M., & Konrad, A. M. (2017). Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management. European Management Journal, 35 (4), 440–453. https://doi. org/10.1016/j.emj.2017.02.002
Bencivenga, R., & Drew, E. (2021). Promoting gender equality and structural change in academia through gender equality plans: Harmonising EU and national initiatives. Gender: Zeitschrift Für Geschlecht, Kultur Und Gesellschaft, 13 (1), 27–42.
Bilimoria, D., Joy, S., & Liang, X. (2008). Breaking barriers and creating inclusiveness: Lessons of organizational transformation to advance women faculty in academic science and engineering. Human Resource Management, 47 (3), 423–441. https://doi. org/10.1002/hrm.20225
Brooks, R. A., Clyburn, T., Milton, L., Valentino, R., Walker, B., & Williams, D. A. (2018). Diversity Plans Can’t Breathe without AIIR: Building a High-Caliber Diversity Initiative. Insight into Diversity. Retrieved from: https://www.insightintodiversity.com/diversityplans-cant-breathe-without-aiir-building-a-high-caliber-diversity-initiative/
Clavero, S., & Galligan, Y. (2021). Delivering gender justice in academia through gender equality plans? Normative and practical challenges. Gender, Work & Organization, 28 (3), 1115–1132.
Cross, K. J., Lee, W. C., Gaskins, W. B., & Jones, B. P. (2018). The Structure of Change:
A Content Analysis of Engineering Diversity Plans and Mission Statements. San
Jose: 2018 IEEE Frontiers in Education Conference (FIE), 1–4. https://doi.org/10.1109/ FIE.2018.8659051
Edwards, J. B. (2015). Diversity plans for academic libraries: An example from the University of Montana. Library Leadership & Management, 29 (2).
Edwin, M. F. (2001). Diversity management: Successful strategies for implementing diversity plans for the 21 st century. University of Sarasota.
European Commission (2012). A Reinforced European Research Area Partnership for Excellence and Growth. Digital Single Market. Retrieved from: https://ec.europa.eu/ digital-single-market/en/news/reinforced-european-research-area-partnershipexcellence-and-growth
European Commission (2019). ERA progress report 2018: The European Research Area: advancing together the Europe of research and innovation. Retrieved from: http://op.europa. eu/en/web/eu-law-and-publications/publication-detail/-/publication/5641328c33f8-11e9-8d04-01aa75ed71a1
Fővárosi Közhasznú Foglalkoztatási Szolgálat Kht. (2005). Országos felmérés az esélyegyenlőségi tervekről és a munkahelyi esélyegyenlőségről. Budapest: Fővárosi Közhasznú Foglalkoztatási Szolgálat Kht.
Kalev, A., Kelly, E., & Dobbin, F. (2006). Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies. American Sociological Review, 71 (4), 589–617.
Kalpazidou Schmidt, E., & Ovseiko, P. V. (2020). Acknowledging complexity in evaluation of gender equality interventions. EClinicalMedicine, 28, 100623. https://doi.org/10.1016/j. eclinm.2020.100623
Kandola, R. S., & Fullerton, J. (1998). Diversity in action: Managing the mosaic. London: CIPD Publishing.
Konrad, A. M., & Linnehan, F. (1995). Formalized HRM structures: Coordinating equal employment opportunity or concealing organizational practices? Academy of Management Journal, 38 (3), 787–820.
Mayring, P. (2000). Qualitative Content Analysis. Forum: Qualitative Social Research Sozialforschung, Volume 1, (No. 2, Art. 20).
Milem, J. F., Chang, M. J., & Antonio, A. L. (2005). Making diversity work on campus: A research-based perspective. American Association of Colleges and Universities Washington, DC.
Niederfiringer, V., & Soltész, A. (2013). Az esélyegyenlőségi terv hatásának vizsgálata. Budapest: Egyenlő Bánádmód Hatásóság.
Otten, M. (2003). Intercultural learning and diversity in higher education. Journal of Studies in International Education, 7 (1), 12–26.
Palmén, R., & Kalpazidou Schmidt, E. (2019). Analysing facilitating and hindering factors for implementing gender equality interventions in R&I: Structures and processes. Evaluation and Program Planning, 77, 101726. https://doi.org/10.1016/j. evalprogplan.2019.101726
Tandé, A. (2017). Implementing a diversity policy through public incentives: Diversity
Plans in companies of the Brussels-Capital Region. Journal of Ethnic and Migration
Studies, 43 (10), 1731–1747. https://doi.org/10.1080/1369183X.2017.1293594
Tardos, K. (2014). Esélyegyenlőség és családbarát vállalati gyakorlatok. Budapest: mtd Tanácsadói Közösség – MTA Társadalomtudományi Kutatóközpont Szociológiai Intézet.
Tardos, K., & Paksi, V. (2018). Diversity Management and Gender Equality Outcomes in Research, Development & Innovation Organisations: Lessons for Practitioners. Szociológiai Szemle, 28 (4), 166–190.
Thomson, A., Palmén, R., Reidl, S., Barnard, S., Beranek, S., Dainty, A. R. J., & Hassan, T. M. (2022). Fostering collaborative approaches to gender equality interventions in higher education and research: The case of transnational and multi-institutional communities of practice. Journal of Gender Studies, 31 (1), 36–54. https://doi.org/1 0.1080/09589236.2021.1935804
Timmers, T. M., Willemsen, T. M., & Tijdens, K. G. (2010). Gender diversity policies in universities: A multi-perspective framework of policy measures. Higher Education, 59 (6), 719–735. https://doi.org/10.1007/s10734-009–9276-z
Williams, D. A. (2013). Strategic diversity leadership: Activating change and transformation in higher education. Sterling: Stylus Publishing.
Winchester, H. P., & Browning, L. (2015). Gender equality in academia: A critical reflection. Journal of Higher Education Policy and Management, 37 (3), 269–281. https://doi.org /10.1080/1360080X.2015.1034427