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FIBS: Naiset Johtajina ja Johtajiksi What have men to do with

FIBS: Naiset Johtajina ja Johtajiksi What have men to do with women’s careers & gender equality ? professor Jeff Hearn , AcSS Hanken School of Economics 24.2.2014. a FIB= “ a small or trivial lie, minor falsehood” False friends: words with same sound, but different meanings

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FIBS: Naiset Johtajina ja Johtajiksi What have men to do with

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  1. FIBS:NaisetJohtajina ja Johtajiksi Whathave men to do with women’scareers & gender equality?professor Jeff Hearn, AcSS Hanken SchoolofEconomics 24.2.2014

  2. a FIB=“a small or trivial lie, minor falsehood” • False friends: words with same sound, but different meanings • Valheita hearn@hanken.fi

  3. Business case • McKinsey 2010: companies with top quarter presence of women in executive committees +47% average return on equity +55% average earnings before interest & tax • Self-development potential • Ethical, fair leadership • Talent development • Diversity, democracy • Management job to support all/women hearn@hanken.fi

  4. NaisUrat : Women’s careers • Shouldwe focus on women? gender difference? gender equality? careerstructures? careerpaths? society? men? • Men seldom studied or problematised as men • so … in 10 minutes … • 1. Gendering men • 2. Whatcan men do?

  5. hearn@hanken.fi careers, organisations, leadership & management not gender-neutral …this means … 1. gendering MEN

  6. MEN How to think about MEN in relation to women’s careers and GE? (men as ‘objects’) What can MEN do to support women’s careers? (men as ‘subjects’)

  7. seeing the people called ”men” as gendered …

  8. hearn@hanken.fi Gendering men … • … just as gendered as women • naming men as men (Jalna Hanmer) • not essentialised, not just individuals … • unities and differences • man/male = norm for manager/leader (Acker) • and what is done in organisations (Patricia Yancey Martin)

  9. Superordinates, leaders, the powerful • Hierarchies of men: privileged, middle, team leader, lower level, etc. • (Heterosexual) Homosociality: • men’s greater valuation of & preference for men & men’s company power and information between men • satisfying men’s needs • emotional charge between men • emulation and imitation between men • dispensability of individual men • homophobia? hearn@hanken.fi

  10. 2. Whatcan men do?egalitarian (active, passive, ambivalent) versus inegalitarian masculinities (Marion Pajumets)and their impact on women’s careers, e.g. doing nothing, non-event (LiisaHusu)

  11. resistance by men “We are all just individuals” “We are all just human beings, we are all equal” “Men and women are no different, so …” “Men and women are very different, so …” “I am a manager … it’s just a question of competence” “Here we are one big happy family …” “I am gay, so this is not key for me” “I am a father, I take care ofmy children, do my bit at home” “… gender equality, it’s old fashioned” “I don’t know anything about gender …” hearn@hanken.fi

  12. Stopping men’s privileges hearn@hanken.fi many reasons why men can become interested in Gender & Gender Equality … Prioritising the costs of masculinity Highlighting men’s differences (cf. Messner, Politics of Masculinities, 1997; Egeberg Holmgren & Hearn, 2009)

  13. HANDOUT • Study on the Role of Men in Gender Equality prepared for European Commission • possibilities for gender change • common pitfalls in mixed-gender groups • responsible action … for men & other dominants hearn@hanken.fi

  14. MARC: Men Advocating Real Change Catalyst) • online community for professional men committed to making real change in workplaces • members can share observations, best practices, and advice about gender & inclusion & become part of an influential movement for greater equity at work • http://onthemarc.org/home

  15. Thank you! hearn@hanken.fi

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