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date: 07 April 2020

Abstract and Keywords

Gender equality strategies involve changing processes of power and therefore invoke resistance. In this chapter, we review existing research on change towards gender equality in organizations. We summarize the different strategies and zoom in on the post-equity or small wins experiments and quota regulations. We analyse these contrasting intervention strategies in terms of the power processes they invoke and discuss their advantages and disadvantages. This comparison between post-equity and quota strategies suggests that they can be complementary. Quotas force an increase in the numbers of women in managerial positions, but if gendered processes in the organization do not change, these women might leave again. Post-equity experiments help to change these processes, and involve many organization members in the change of daily practices and underlying values. We argue that the combination of inclusive and transformational interventions leads to a synergy that is the most promising strategy for change.

Keywords: gender equality strategies, quotas, post-equity, small wins, power, resistance, organizational change

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