The Oxford Handbook of Gender in Organizations
Chapter 15: Power and resistance in gender equality strategies: comparing quotas and small wins.
Yvonne Benschop and Marieke van den Brink
Had een 8,5 op het presenteren van hoofdstuk 15.
Introductie gehele PowerPoint
1e slide:
Hi, we are groep 10 and we are going to talk about interventions and change in organizations.
2e slide:
The articles we are going to talk about are from
Benschop & Van den Brink, Meyerson & Fletcher, Romani et al and Tatli et al.
Because we are telling about four articles, we decided to save the interaction for the end. This will be
done by a Kahoot quiz. So stay focussed!
My Part
I will tell you about chapter 15 of the Oxford Handbook of Gender in Organizations. This chapter is called
Power and resistance in gender equality strategies: Comparing quotas and small wins (which I will call
post-equity). And is written by Benschop & Van den Brink. Next slide please.
Dia 1 Introduction
Inequality in organizations is something that is historical. There has been some success in beating
discrimination and gender inequalities.
But it is going slow. Gender inequality has gone underground at a lot of organizations. It is deeply rooted
and it has been proven that it is difficult to change this.
I will discuss a few strategies that are striving for equal opportunities for all individuals. Power and
resistance are playing an important role in the success or failure to change towards a greater gender
equality. Now I will tell a little bit about that. Next slide please.
Dia 2 Power and resistance
Power is linked to the control of resources, behaviors, structures, agendas, ideology, cultures and
subjectivities.
Resistance is also a form of power that implies agency and is likely to be expressed in a multitude of
mundance, actions and behaviors at the workplace.
Resistance to change is typically strong and plays an important role when an organization’s cultural
norms, beliefs, attitudes and values are the target of change efforts. Next slide please.
Dia 3 Reviewing the different strategies
Now I will tell about some different strategies. Therefore I will use the two-dimensional model of
Benschop and Verloo.
They came up with the individual-structural dimension. You can see the model in the PowerPoint. I will
tell a little bit about the individual strategies and more about the structural strategies.
, Individual inclusion and re-evaluation strategies do not change organizations towards more gender
equality as they typically target only on individuals and do not change the organization from within. Now I
will move on to the structural dimension.
1. Structural inclusion strategies
Structural inclusion strategies to equality is focusing on the structural barriers in organizations that hinder
change towards gender equality. In other words they focus on the structure of the organization.
An example of this is the quota strategy where I will be telling about in a minute.
This strategy does make some changes, but they do not solve the problem of gender inequality in
organizations.
Now I will move on to a strategy that maybe can change the organization from within.
2. Structural transformation strategies:
Structural transformation strategies is the most interesting and most difficult strategy to change gender
equalities. This strategy’s aim is to transform organizational processes and routines so that they no longer
reproduce gender inequality.
A good example of this is post-equity. Where I will tell you about in the next slide please.
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