Police Reform Needs Women: Gender Equity as Cultural Change

Commentators have suggested that action sports have provided space for more progressive gendered power relations than many more traditional, institutionalized sex-segregated sports. However, as action sports become institutionalized via Olympic inclusion, what are the potential opportunities and challenges for girls and women as both athletes and industry leaders? Drawing on interviews with male and female leaders in surfing and skateboarding industries, media and cultures, and an analysis of niche media, we assess the opportunities for women as the sports prepare for the Tokyo 2020 Olympic Games. The two case studies reveal the different struggles and strategies of women in these two sporting cultures, as well as the roles played by men in supporting cultural change. This article contributes to the critical literature assessing the International Olympic Committee’s (IOC) claims to provide opportunities for diverse groups of women and, more widely, the challenges in establishing effective policies to “empower” girls and women in and through sport.

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Shifting the blame: towards a self-reforming police service in England and Wales

International Journal of Emergency Services ◽

10.1108/ijes-06-2017-0035 ◽

2017 ◽

Vol 6 (3) ◽

pp. 153-165 ◽

Cited By ~ 3

Author(s):

Tim Metcalfe

Keyword(s):

Cultural Change ◽

Police Chiefs ◽

Police Leadership ◽

Structured Interviews ◽

Police Reform ◽

Content Type ◽

Police Service ◽

Blame Culture ◽

National Police ◽

Practical Implications

Purpose The police service has been encouraged to become a “self-reforming sector”, yet there is an acknowledgement of a “blame culture” within the policing. The purpose of this paper is to explore the barriers to “self-reform”, as identified by chief officers, and propose a series of strategies to help inform the future of police leadership. Design/methodology/approach The research is primarily underpinned by a series of semi-structured interviews with chief constables and a series of four workshops. Findings The paper argues that contemporary police cultures, and approaches to failure, are not conducive to the realisation of a “self-reforming” sector. It is proposed that strategic future leaders should consider establishing a common process for organisational learning whilst simultaneously encouraging cultural change that de-stigmatises failure and supports the development of adaptive and networked learning organisations. Research limitations/implications The research is limited by exclusively drawing on the perspective of chief officers and does not engage a representative cross section of the police service. The absence of detailed analysis of Her Majesty’s Inspectorate of Constabulary findings to complement the review of IPCC recommendations is a limitation that weakens subsequent conclusions. Finally, this research would benefit considerations of potential structural and organisational changes that would support the realisation of a “self-reforming sector”. Practical implications This research supports work by the National Police Chiefs’ Council to deliver police reform. Originality/value The paper is informed by new and original qualitative research explicitly focused on the perspective of senior police leaders.

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Departmental-level approaches to gender equity in biology

10.7287/peerj.preprints.27325v1 ◽

2018 ◽

Author(s):

Christiana J McDonald-Spicer ◽

Benjamin Schwessinger ◽

Susan Howitt

Keyword(s):

Gender Equity ◽

Cultural Change ◽

Systematic Bias ◽

Institutional Policies ◽

Bottom Up ◽

Departmental Level ◽

The Us

Gender equity remains a large issue in academia, with women comprising only about one fifth of professors in the US. There are many changes that can be made to increase equity, including institutional policies, cultural change and bottom-up strategies, but these can be difficult or slow to implement at a departmental level. Hiring is one area that can be easily tackled at a departmental level and is strongly influenced by implicit and systematic bias. Here we focus on two methods of tackling bias in recruitment – redefining merit and identified positions.

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Departmental-level approaches to gender equity in biology

10.7287/peerj.preprints.27325 ◽

2018 ◽

Author(s):

Christiana J McDonald-Spicer ◽

Benjamin Schwessinger ◽

Susan Howitt

Keyword(s):

Gender Equity ◽

Cultural Change ◽

Systematic Bias ◽

Institutional Policies ◽

Bottom Up ◽

Departmental Level ◽

The Us

Gender equity remains a large issue in academia, with women comprising only about one fifth of professors in the US. There are many changes that can be made to increase equity, including institutional policies, cultural change and bottom-up strategies, but these can be difficult or slow to implement at a departmental level. Hiring is one area that can be easily tackled at a departmental level and is strongly influenced by implicit and systematic bias. Here we focus on two methods of tackling bias in recruitment – redefining merit and identified positions.

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The gap between attitudes and processes related to ‘family-friendly’ practices in anaesthesia training in New Zealand: A survey of anaesthesia supervisors of training and departmental directors

Anaesthesia and Intensive Care ◽

10.1177/0310057x20958716 ◽

2020 ◽

Vol 48 (6) ◽

pp. 454-464

Author(s):

Jane C Carter ◽

Alexander L Garden

Keyword(s):

New Zealand ◽

Gender Equity ◽

Cultural Change ◽

Parental Leave ◽

Action Plan ◽

Working Hours ◽

Gender Inequity ◽

Electronic Survey ◽

Family Friendly ◽

Zealand College

Gender inequity persists within the anaesthetic workforce, despite approaching numerical parity in Australia and New Zealand. There is evidence, from anaesthesia and the wider health workforce, that domestic gender norms regarding parental responsibilities contribute to this. The creation of ‘family-friendly’ workplaces may be useful in driving change, a concept reflected in the gender equity action plan developed by the Australian and New Zealand College of Anaesthetists. This study aimed to explore the extent to which a family-friendly culture exists within anaesthesia training in New Zealand, from the perspective of leaders in anaesthesia departments. An electronic survey composed of quantitative and qualitative questions was emailed to all supervisors of training, rotational supervisors and departmental directors at Australian and New Zealand College of Anaesthetists accredited training hospitals in New Zealand. Twenty-eight of the 71 eligible participants responded (response rate 39%). The majority (61%) agreed with the statement ‘our department has a “family friendly” approach to anaesthesia trainees’; however, there was a discrepancy between views about how departments should be and how they actually are. Several barriers contributing to this discrepancy were identified, including workforce logistics, governance, departmental structures and attitudes. Uncertainty in responses regarding aspects of working hours, parental leave and the use of domestic sick leave reflect gaps in understanding, with scope for further enquiry and education. To redress gender bias seriously through the development of family-friendly policies and practices requires supportive governance and logistics, along with some cultural change.

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Information and Communication Technology and Cultural Change

Social Psychology ◽

10.1027/1864-9335/a000123 ◽

2012 ◽

Vol 43 (4) ◽

pp. 222-231 ◽

Cited By ~ 14

Author(s):

Nina Hansen ◽

Tom Postmes ◽

Nikita van der Vinne ◽

Wendy van Thiel

Keyword(s):

Cultural Values ◽

Information And Communication Technology ◽

Communication Technology ◽

Cultural Change ◽

Control Group ◽

Self Construal ◽

Information And Communication ◽

The Impact ◽

Ict For Development ◽

Practical Implications

This paper studies whether and how information and communication technology (ICT) changes self-construal and cultural values in a developing country. Ethiopian children were given laptops in the context of an ICT for development scheme. We compared children who used laptops (n = 69) with a control group without laptops (n = 76) and a second control group of children whose laptop had broken down (n = 24). Results confirmed that after 1 year of laptop usage, the children’s self-concept had become more independent and children endorsed individualist values more strongly. Interestingly, the impact of laptop usage on cultural values was mediated by self-construal (moderated mediation). Importantly, modernization did not “crowd out” traditional culture: ICT usage was not associated with a reduction in traditional expressions (interdependent self-construal, collectivist values). Theoretical and practical implications are discussed.

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