Here’s a link to my recent guest post Conference with Confidence which tackles the time-honoured habits and rituals of academic conferences and was recently hosted on another WordPress blog: Conference Inference. Is it about gender? You decide!
I started this blog in March 2017 to reflect on gender from professional and personal perspectives. The blog is a companion to my academic work in the field of gender, my work with the Athena SWAN (gender equality) charter and my own daily gendered experiences, hilarious, horrendous, hopeful… a way of recording and reflecting on my experiences as a female academic and Athena SWAN project manager in a large UK post-1992 university. Increasingly, the blog will be reflecting on emerging findings of my current research project: Gender(s) At Work.
I meant to post weekly but in practice, posting became something I only managed to do whenever inspiration, dedication and free time coincided beyond the boundaries of my full time life! So six months on and at the start of a new academic year, here’s a whistle stop tour of what you may have missed – and a preview of some of the topics and debates I’ll be featuring in 2017-18.
why ‘the g word’?
I clearly remember starting in this role and encountering some colleagues’ genuine surprise that gender equality was still an issue – in the university, in the sector, in society in general. ‘Hasn’t all that been dealt with by legislation?’ they asked. …Other colleagues squirmed a bit at the mention of the ‘g’ word or rolled their eyes or even felt the need to tell a dodgy joke. see more
COMING UP: Gender and TEF! Gender and REF!
Time is ticking slowly away as we wait for the outcome of the university’s application for an Athena SWAN award. Since November 2016 I’ve progressed … through five post-application stages: Stage One: Utter Relief; Stage Two: Total Nonchalance; Stage Three: Niggling Thoughts; Stage Four: Studied Indifference! Now I’ve reached Stage Five: Counting the Days….Stage Six: Email Hypervigilance awaits! see more
Collecting all the data we needed (for Athena SWAN) was an arduous process. Discovering what data we don’t collect in the first place was revealing. Presenting data which inconvertibly demonstrates the outcomes of structural embedded, tacit, unconscious gender inequality throughout the organisation has proved shocking – and constructive. This too is our starting point. see more
COMING UP! Does Athena SWAN rely on the goodwill and free labour of female staff?
Gender(s) at Work
As my current research gender(s) at work is revealing, little has changed in the underlying structure of the work environment of higher education. Universities and the academy in general still reflect the deeply internalised dualisms of Western thought … of academic work predicated on the absence of responsibility for others and social roles constructed masculine and feminine. see more
the glassed and gendered workplace
In an unexpected development I’ve begun using cartooning to explore the embodiment of those familiar metaphors – glass ceiling, glass cliff, glass escalator and twitter hashtags #glassedandgendered and #painsofglass to engage in discussion with a wider audience see more
COMING UP! More on performative modes of reporting and presenting research data.
I’ve been re-reading Doreen Massey‘s work on Cambridge high-tech science parks (1998), ‘the workplace constructed as a highly specialised envelope of space-time’, reflecting deep rooted dualisms of gender and science. Massey argues that these overwhelmingly male-dominated spaces reflect and provide a material basis for a particular form of masculinity; for the production of knowledge abstracted from the real world. These spaces are part of a long lineage of what Noble calls ‘a world without women’ (1992); enclosed masculine societies such as ancient monasteries and early universities, engaged in ‘capturing … the kind of knowledge production which was to receive the highest social valuation’ (Massey 1998).
Our contemporary academy shares this lineage and despite two decades of rapid change, continues to reflect key characteristics of the late 20th century Cambridge science park. Like high-tech industry, academia is a highly competitive knowledge-based market in which employees must ‘continue to reproduce and enhance the value of their own labour power by keeping up with the literature, going to conferences, maintaining the performance of networking’ (ibid). Marketisation, communications technology and the REF have only intensified such pressures on individual academics in the last two decades. A long hours culture is the norm, sustained in part of course, by academics’ intrinsic interest in and commitment to their subject.
The most significant difference between the contemporary academy and its forebears is that today’s universities most definitely constitute a world with women, albeit under-represented in particular disciplinary spaces and in the higher echelons of management. However, as my current research Gender(s) At Work is revealing, little has changed in the underlying structure of the work environment. Universities and the academy in general still reflect the deeply internalised dualisms of Western thought, of reason and science as abstracted from daily life; of academic work predicated on the absence of responsibility for others and of social roles constructed masculine and feminine.
In the daily experience of working in the academy this plays out on the hostile border between work and home. Massey’s (male) research participants rely on (female) partners to maintain the domestic sphere; some attempt to protect their home life by not taking work home or insisting on regular start and finish times each day. For the majority of women in this world, it is a matter of negotiating the work/home boundary from a different position. Academic women frequently combine their paid workload with overall responsibility for domestic management and care and do so in the context of instant and continuous electronic communications. My research is revealing multiple ways which individuals occupy this highly complex territory.
My re-reading of Massey coincided with an article in THE by Joanna Read on the art of hiring female leaders. Moving from the arts sector to the academy, Read has been shocked by the lack of progress in promoting women to senior management roles and in the lack of opportunities to perform senior management roles on a job-share and part-time basis. She identifies a need for culture change from University Board level in order to encourage greater diversity in decision-making bodies. Throughout the organisation she argues, women should be actively encouraged to go for promotion and to take up leadership roles, not least those who may feel constrained by the ‘glass ceiling’ and those returning from maternity leave.
It’s fascinating to consider Read’s article through Massey’s ‘scipark’ lens. Is her pragmatic solution a sign of shifting boundaries between the spheres of work and home, of recognising the incompatibility of the traditional academic identity with the reality of gendered social relations? Or does part-time and job share leadership simply reinforce the dualism of work and home without essentially disrupting the polarised structures of those spaces themselves?
Massey, D. (1998) ‘Blurring the binaries? High tech in Cambridge’ in R. Ainley (ed) New Frontiers of Space, Bodies and Gender, London: Routledge.
Noble, D. (1992) A World without Women: The Christian Clerical Culture of Western Science, New York: Alfred A. Knopf.
Setting the scene for a new, interactive cartoon series: the glassed and gendered (HE) workplace…
The view from my post-1992 desk has changed utterly in 18 months, the sky now confined to a small corner, elbowed out by multi-story contemporary student learning and living spaces. ‘Universities, ever more on edge about their performance in the National Student Survey and league tables, have responded by investing heavily in “student friendly” facilities (Scott 2015). Glass features prominently. Glass walls, windows and roofs, letting the light in, transparent, reflective …
Glass features too, if metaphorically, in the literature on gender and the workplace. There’s the glass ceiling constraining women’s career progression (compounded by the sticky floor); the phenomenon of the glass cliff – describing the greater likelihood of women being put in leadership roles when the chance of failure is highest; the glass escalator on which male staff ascend organisational hierarchies more speedily and smoothly than their female counterparts and the glass closet – in which John (Lord) Browne spent the majority of his otherwise successful corporate career.
So not just HE. But the existence of this ‘hidden’ structural furniture contradicts those glass walled commons and spaces. Starting this weekend, I’ll be introducing you to four inhabitants of our glassed and gendered HE workplaces – and asking you to send me your experiences to inform a new series of cartoons.