gender human rights and ethics pdf 6 .pdf

subclass within a grammatical class (such as noun, pronoun, adjective, or verb) of a language that is partly arbitrary but also partly based on distinguishable characteristics (such as shape, social rank, manner of existence, or sex) and that determines agreement with and selection of other words or grammatical forms

1. Work
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Changing Work Organisation
in the Knowledge Economy
for improved Gender Equality
Elisabeth
Sundin
Professor
National Institute for Working Life
Sweden

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Information Society ICTs
and information are fundamental to social
and economic life

3. Knowledge Economy
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Product of several inter-related developments
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the expansion of the knowledge industries and knowledge occupations
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the growth of investment in education
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the acceleration of learning and change
•
Although global, always local

4. Work
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Sex and gender
•
’Sex’ –
b
iology
•
’Gender’ –
s
ocial concept
•
Gender system

5. Gender in organisations
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•
Segregation
•
Hierarchisation

6. Work
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Organisational Change •
Organisational culture
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Organisational identity
•
Gender system
•
Technology

7. Work
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What is new, is a rule, introduced in a society that is old and in organisations that are established
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Gender is constructed in organisations and also constructing organisations
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More than one type of change takes place at the same time

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The political and economic system is the context
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The strategies of the organisations are also of relevance
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Individuals are agents
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A process of polarisation
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From an equality point of view it is hard to draw clear conclusions

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New organisations
There is nothing new with new organisations. Consequently nothing will happen just like that.

10. Work
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Strategies for equality in organization according to
Cynthia Cockburn (1991)
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The equality initiative placed in a high and secure position
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Commit energy and resources to
building a women’s movement
within the organization
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The legitimacy of separate activity
and a disc
ourse of difference on
terms
•
To develop practical alliances wit
h
supportive men
•
To ensure the equality project has a class dimension
•
The transformati
ve
ai
ms for the equa
lity project should be consc
ious
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The need for a strategic approach to the role of equality officer or women’s officer
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To address the questions of
forming alliances between the
disadvantaged groups that are th
e subjects of equality politic
s

11. •
The Servemploi-study supported
her findings and added that:
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the design of junior jobs should be
organised around varied tasks of
differing degrees of c
o
mplexity.
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Regular training and lifelong lear
ning opportunities should be
routinely made available to junior employees.
•
Training needs should be regu
larl
y review
ed and linked to
development plans for employees
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Clear progression paths need to be established
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Two-way flexibility of working time is vital
•
Family-friendly policies should be
available to all grades of
employees
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Information technology systems should be designed and implemented to support task integration and to facilitate the exercise of discretion by employees
•
Work intensific
ation through the use of systematised processes
should be
avoided
•
In general the above recommendations require that IT managers work closely with HR managers, trade unions and employee representatives in designing and de
veloping IT systems which meet
these objectives.
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12. Work
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To reach gender equality in working life we all have to work for it and beware of the resistance that works against it