Women in agriculture - implementing equality commitments: research report
Main findings from an evidence review and case-study research carried out to explore effective ways of bringing about greater gender equality within Scottish agricultural businesses. The research was designed to gather evidence on gender equality initiatives and their effectiveness within business of different sizes in male-dominated industries.
References
Abendroth, A.K., Melzer, S., Kalev, A., Tomaskovic-Devey, D., 2017. Women at Work: Women’s Access to Power and the Gender Earnings Gap. The Industrial and Labor Relations Review. 70, 190–222.
Ackrill, R., Caven, V. and Alaktif, K., 2017. ‘Black Boxes’ and ‘fracture points’: the regulation of gender equality in the UK and French construction industries, The International Journal of Human Resource Management 28 (21): 3027-3046.
Ali, M., 2016 Impact of gender-focused human resource management on performance: the mediating effects of gender diversity, Journal of Management 41: 376-397.
Baker, M., French, E. and Ali, M., 2019. Selection, implementation and influence of gender-based HR initiatives on women’s representation in Australian project-based organisations. In proceedings of the 33rd Annual Australian and New Zealand Academy of Management Conference (ANZAM), Australia. 796-814.
Bezrukova, K., Perry, J.L., Spell, C.S. and Jehn, K.A., 2016. A meta-analytical integration of over 40 years of research on diversity training evaluation, Psychological Bulletin 142 (11): 1227-1274.
Bielby, W. T., Krysan, M., & Herring, C., 2013, August. How Americans view workplace antidiscrimination interventions: Why we need a new conversation about race, gender, who wins, who loses, and what works. Paper presented at Ford Foundation Research Workshop, New York, NY.
Bornstein, S., 2013. The legal and policy implications of the “flexibility stigma”, Journal of Social Issues 69 (2): 389-405.
Brescoll, V.L., Glass, J., Sedlovskaya, A., 2013. Ask and Ye Shall Receive? The Dynamics of Employer-Provided Flexible Work Options and the Need for Public Policy. Journal of Social Issues 69, 367.
Bridges, D., Wulff, E. and Bamberry, L., 2021. Resilience for gender inclusion: developing a model for women in male-dominated occupations, Gender Work and Organization, 1-17.
Burdett, H.L., Kelling, L., Carrigan, M., 2022. #TimesUp: tackling gender inequities in marine and fisheries science. Journal of fish biology,100(1), 4–9.
Castilla, E.J., 2015 Accounting for the Gap: A Firm Study Manipulating Organizational Accountability and Transparency in Pay Decisions. Organization Science 26, 311–333.
Chung, H., Birkett, H., Forbes, S. and Seo, H., 2021. Covid-19, flexible working, and implications for gender equality in the United Kingdom, Gender & Society 35 (2): 218-232.
Clarke, L., and Gribling, M., 2008. Obstacles to diversity in construction: the example of Heathrow Terminal 5, Construction Management and Economics 26: 1055-1065.
Clarke, L., Pedersen, E., Michielsens, E., and Susman, B., 2005. The European construction social partners: Gender equality in theory and practice. European Journal of Industrial Relations, 11: 151-177.
Clempner, J. and Moynihan, T., 2020. Women in financial services 2020; a panoramic approach. Oliver Wynman.
Cundiff, J.L., Ryuk, S., Cech, K., 2018. Identity-safe or threatening? Perceptions of women-targeted diversity initiatives. Group Processes and Intergroup Relations 21(5), 745–766.
Department for International Trade 2020. Small and medium-sized enterprises action plan 2020-2022. London: Crown Office.
Dobbin, F., Kalev, A., and Kelly, E. 2007. Diversity Management in Corporate America. Contexts 6(4):21–28.
Dobbin, F., Schrage, D. and Kalev, A., 2015. Rage against the iron cage: the varied effects of bureaucratic personnel reforms on diversity, American Sociological Review 80 (5): 1014-1044.
Dobbin, F. and Kalev, A., 2016. Why Diversity Programs Fail. Harvard Business Review. July-August 52-60.
Galea, N., Powell, A., Loosemore, M. and Chappell, L., 2015. Designing robust and revisable policies for gender equality: lessons from the Australian construction industry, Construction Management and Economics 33 (5-6): 375-389.
Germain, M.L., Herzog, M.J.R. and Hamilton, P.R., 2012. Women employed in male-dominated industries: Lessons learned from female aircraft pilots, pilots-in-training and mixed-gender flight instructors, Human Resource Development International 15 (4): 435-453.
Glass, J., 2004. Blessing or curse? Work-family policies and mother’s wage growth over time, Work and Occupations 31 (3): 367-394.
Gopal. N., Hapke, H.M., Kusakabe, K., Rajaratnam, S. and Williams, M.J., 2020. Expanding the horizons for women in fisheries and aquaculture, Gender, Technology and Development 24 (1): 1-9.
Hampton-Alexander Review, 2021. FTSE Women Leaders, Improving gender balance – five year summary report. KPMG.
Johansson, M. and Ringblom, L., 2017. The Business Case of Gender Equality in Swedish Forestry and Mining – Restricting or Enabling Organizational Change, Gender, Work and Organization 24 (6): 628-642.
Jones, L., 2019. Women’s progression in the workplace, Global Institute for Women’s Leadership, Kings College London.
Joshi, A., Jooyeon Son, Hyuntak Roh, 2015. When Can Women Close the Gap? A Meta-Analytic Test of Sex Differences in Performance and Rewards. Academy of Management Journal. 58, 1516–1545.
Kalev, A., Dobbin, F., Kelly, E. 2006. Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies. American Sociology Review 71: 589–617.
Kalysh, K., Kulik, C.T. and Perera, S., 2015. Help or Hindrance? Work-life practices and women in management, Leadership Quarterly 27: 504-518.
Kay, F.M. and Wallace, J.E., 2009. Mentors as social capital: gender, mentors, and career rewards in law practice, Sociological Inquiry 79 (4): 418-452.
Kelliher, C. and Anderson, D., 2008. For better or for worse? An analysis of how flexible working practices influence employees’ perceptions of job quality, The International Journal of Human Resource Management 19 (3): 419-431.
Laver, K.E., Prichard, I.J., Cations, M., Osenk, I., Govin, K., Coveney, J.D., 2018. A systematic review of interventions to support the careers of women in academic medicine and other disciplines. British Medical Journal Open March 22; 8(3).
Leibbrandt, A., List, J.A., 2014. Do Women Avoid Salary Negotiations? Evidence from a Large-Scale Natural Field Experiment. Management Science 61, 2016–2024.
Leslie, L.M., Park, T-Y. and Mehng, S,A., 2012. Flexible working practices: a source of career premiums or penalties? Academy of Management Journal 55 (6): 1407-1428.
Lott, Y., Chung, H., 2016. Gender Discrepancies in the Outcomes of Schedule Control on Overtime Hours and Income in Germany. European Sociological Review 32 (6): 752-765.
Lowndes, V. and Wilson, D. (2003) Balancing revisability and robustness? A new institutionalist perspective on local government modernization. Public Administration, 81, 275–98.
Maxwell, G., Rankine, L., Bell, S. and MacVicar, A., 2007. “The incidence and impact of flexible working arrangements in smaller businesses”, Employee Relations 29 (2): 138-161.
Moen, P., Kelly, E.L., Fan, W., Lee, S.-R., Almeida, D., Kossek, E.E., Buxton, O.M., 2016. Does a Flexibility/Support Organizational Initiative Improve High-Tech Employees’ Well-Being? Evidence from the Work, Family, and Health Network. American Sociological Review 81, 134–164.
Neal-Smith, J., 2014. Flying through barriers: Identifying issues for women airline pilots. In Mills, A. Neal-Smith, J. and Bridges, D. (Eds.), Absent aviators: Gender issues in aviation. Ashgate.
Olsen, J.E., Parsons, C.K., Martins, L.L. and Ivanaj, V., 2016. Gender diversity programs, perceived potential for advancement and organizational attractiveness: an empirical examination of women in the United States and France, Group & Organization Management 41 (3): 271-309.
Papafilippou, V. and Bentley, L., 2017. Gendered transitions, career identities and possible selves: the case of engineering graduates, Journal of Education and Work 30 (8): 827-839.
Perlow, L.A., and Kelly, E.L., 2014. Toward a Model of Work Redesign for Better Work and Better Life. Work and Occupations 41, 111–134.
Ramaswami, A., Dreher, G. F., Bretz, R., and Wiethoff, C., 2010. The interactive effects of gender and mentoring on career attainment: Making the case for female lawyers, Journal of Career Development 37 (4): 692–716.
Scottish Government (2019) Final Report of the Women in Agriculture Taskforce. Edinburgh: Scottish Government.
Sharp, R., Franzway, S., Mills, J., & Gill, J., 2012. Flawed policy, failed politics? Challenging the sexual politics of managing diversity in engineering organizations. Gender, Work, and Organization, 19(6), 555–572.
Shortall,S., Sutherland, L-A., McKee, A. and Hopkins, J. (2017) Women in Farming and the Agriculture Sector. Edinburgh: Scottish Government.
Soejima, K. and Frangoudes, K., 2019. Fisheries women groups in japan: A shift from well-being to entrepreneurship, Maritime Studies 18: 297-304.
Villablanca, A., Beckett, L., Nettiksimmons, J., and Howell, L., 2011. Career flexibility and family-friendly policies: An NIH-funded study to enhance women's careers in biomedical sciences, Journal of Women's Health 20: 1485–1496.
Williams, C.L., Kilanski, K. and Muller, C., 2014. Corporate diversity programs and gender inequality in the oil and gas industry, Work and Occupations 41 (4): 440-476.
Woodhams, C. and Lupton, B., 2009. Analysing gender-based diversity in Small to medium-sized enterprises, Scandinavian Journal of Management, 25 (2): 203-213.
Woodhams, C., and Lupton, B., 2006. Equal opportunities policy and practice in small firms: The impact of HR professionals. Human Resource Management Journal, 16(1): 74-97.
Wright, T., 2016. Women's experience of workplace interactions in male‐dominated work: The intersections of gender, sexuality and occupational group, Gender, Work and Organization23 (3):348–362.
Contact
Email: socialresearch@gov.scot
There is a problem
Thanks for your feedback