How can organizations become gender responsive and transformative? The presence of more women does not automatically mean greater equality. This course analyses success stories and barriers, and goes deeper by looking at gender as part of an organizational change management strategy rather than as a stand-alone item on the agenda.
This workshop will be of particular interest for leaders and managers at all levels in the public sector, aid and UN organizations, private and non-profit sectors as well as gender and HR specialists. Participants will analyze how organizations manage change, particularly when introducing gender equality policies, strategies and actions.
The workshop is led by Sara Falcão Casaca, Professor of Sociology at the School of Economics and Management, University of Lisbon and researcher at the Research Centre in Economic and Organisational Sociology and by Nat Clegg, international coaching, psychologist and global enterprise development.
Hello, and thanks for sharing this interesting course.
As a person studying an organisation trying to introduce change through their parental leave policies, can I ask if you are approaching gender equality not only from the side of increasing women’s access to opportunity andexperience, but in supporting (nay, encouraging) men’s access to leave/part time work etc to allow them to take on care in the home?
Organisations can play a big role in changing expectations about what are men’s roles and women’s roles. By engendering a culture of care as a human norm rather than something women do, the path to equality can be made smoother.
(PhD student at the University of Queensland)