Alasdair Blair, Darrell Evans, Christina Hughes and Malcolm Tight
Set against a background of numerous institutionally funded programmes with a focus on gender mainstreaming, the purpose of this paper is to draw on institutional theory as an…
Abstract
Purpose
Set against a background of numerous institutionally funded programmes with a focus on gender mainstreaming, the purpose of this paper is to draw on institutional theory as an alternative lens to explain why such programmes often fail to achieve the desired outcomes.
Design/methodology/approach
The paper is based on a case of a European Social Fund EQUAL Programme aimed at enhancing employment opportunities for women in Information Technology, Electronics and Communication and related sectors. The paper focuses on the partnership working aspect, which is a fundamental mobilizing structure of European Commission programmes. Insights into the experiences of partnership working were gathered from interviews with 18, out of the 24 participating partners, on this specific programme.
Findings
Tensions with partnership working are exposed and discussed: frustration with intra-organizational collaborative working and structures and outputs that promote a mimetic approach to change, legitimized through the symbolic use of “best practice”; findings more consistent with “institutional isomorphism”, as opposed to “institutional innovation”.
Social implications
Given that partnership working remains a key mobilizing structure of gender mainstreaming programmes, both within Europe and in other contexts, the paper concludes with recommendations aimed at those responsible for commissioning and overseeing such programmes.
Originality/value
This paper draws on institutional theory as an alternative lens to examine and explain why gender mainstreaming programmes do not always achieve the intended outcomes. To date, as others acknowledge, there has been limited work that has applied organizational theory to this problem.
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Claire McCartney and Christina Evans
Examines the origins and workings of work‐life balance policies at Eli Lilly.
Abstract
Purpose
Examines the origins and workings of work‐life balance policies at Eli Lilly.
Design/methodology/approach
Forms part of a research report on Making Flexible Working Work, by Roffey Park Institute, which reviews the literature on flexible working, puts the business case, and includes case studies of Ford Motor Company (UK), the Defence Science and Technology Laboratory, Vertex, the Legal Services Commission, East Sussex County Council and Lilly UK.
Findings
Presents the business drivers for allowing individuals to work flexibly at Lilly, describes the flexible working options available, shows how flexible working has been aligned with the organization's core business strategies and emphasizes the importance of top‐management support.
Practical implications
Highlights the background against which flexible working operates best, and the instances where it is less appropriate.
Originality/value
Presents a number of useful lessons from the Eli Lilly experience of introducing flexible working.
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The purpose of this paper is to further critique diversity management initiatives, underpinned by a “business case/best practice” rationale, drawing on a wider investigation into…
Abstract
Purpose
The purpose of this paper is to further critique diversity management initiatives, underpinned by a “business case/best practice” rationale, drawing on a wider investigation into changing recruitment practices aimed at increasing the gender diversity within information technology, electronics and computing (ITEC) organizations.
Design/methodology/approach
Based on the premise that human resource management practices are an essential lever in a diversity management approach this paper revisits organizational accounts of recruitment initiatives adopted, but presented through a more critical lens than in the initial investigation. These accounts were gathered from interviews with human resources (HR) and hiring managers in 18 organizations (12 private, and six public, sector).
Findings
These refer to two specific recruitment initiatives introduced with the assumption that these would enable organizations to build a more gender diverse workforce: revisiting job requirements to make them more appealing/accessible to women and the adoption of competency frameworks, assumed to be “gender neutral”.
Practical implications
In providing further insights into the limitations of diversity “business case/best practice” change, supported by accounts of organizational practices drawn from a specific industry sector, it is hoped that this will provide a reflective lens for those in positions to influence policies aimed at addressing issues of gender inequality.
Originality/value
Drawing on the concept of “ideological cover” this paper offers an alternative theoretical lens from which to critique the underpinning rationale and assumptions held about recruitment practices, thus questioning organizational claims that these are “gender neutral”.
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Christina Evans and David Lines
This paper aims to provide an insight into the complexities of the identity work performed by independent coaches, based on an investigation into their “lived experiences”. The…
Abstract
Purpose
This paper aims to provide an insight into the complexities of the identity work performed by independent coaches, based on an investigation into their “lived experiences”. The emerging coaching industry has created opportunities for individuals wishing to pursue a career as independent executive/career coaches.
Design/methodology/approach
This exploratory investigation was conducted using the principles of grounded theory, drawing on insights from “knowledgeable informants” (18 in total) gained through interviews and focus group discussion.
Findings
Despite the attractiveness of pursuing an independent career, the findings surfaced a number of tensions in the way that independent coaches transform and perform their identity. One tension involves balancing notions of self-identity and “ideal work” with presenting a credible self to different client groups, the purchasers of their services.
Research limitations/implications
As the research focused on a specific category of independent practitioners, more research is required to assess the generalizability of the findings to other categories of practitioners.
Practical implications
A framework illuminating the processual nature of identity work among independent coaches is presented. This could be used to inform developmental conversations with aspiring independent coaches, or to support the content on formal coaching programmes.
Originality/value
In drawing attention to the complexities of identity work performed by independent coaches, given the contingencies affecting their work, this research offers a different contribution to the coaching literature.