Can Changes to Gender Equality Be Sustained?

Ulla Eriksson‐Zetterquist · David Renemark

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Gender Diversity and Inequality Employment, Labor, and Gender Studies Gender Politics and Representation

Abstract

The aim of this paper is to discuss how changes to gender equality in organizing can be made sustainable. Numerous studies have reported on projects which have not succeeded in their efforts to implement gender equality. In this paper, we analyse the results from two programmes which aimed to increase equal opportunities among private and public sector organizations. Theoretically, the study is based on the framework of doing gender, which is combined with insights from studies using the translation model of organizational change. The translation model of organizational change enables investigation of formal and informal processes within an institutionalized setting. By studying those aspects that were stabilized into an institution within these two programmes, as well as those which were not, the approaches that had become sustainable for the programmes in the long term could be discerned. When comparing the two programmes, it became apparent that complications arose at the point at which the theoretical aims of gender equality were translated into actions. The analysis of the outcomes of these programmes indicates, however, that, even though the formal goals were not reached, equal opportunities within the participating organizations did benefit from these programmes.

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References

1977Institutionalized Organizations: Formal Structure as Myth and Ceremony 1987Doing Gender 1992The new institutionalism in organizational analysis 1990Longitudinal Field Research on Change: Theory and Practice 1986Power, Action and Belief. A New Sociology of Knowledge?1996Understanding Radical Organizational Change: Bringing Together the Old and the New Institutionalism 1990Loosely Coupled Systems: A Reconceptualization 1999INSTITUTIONAL EVOLUTION AND CHANGE: ENVIRONMENTALISM AND THE U.S. CHEMICAL INDUSTRY.

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