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Engaging men and boys in preventing violence against women: Opportunities within the business sector

让男性和男孩参与预防暴力侵害妇女行为：商业部门的机会

基本信息

批准号：
ES/T006161/1
负责人：
Stephen Burrell
金额：
$ 13.02万
依托单位：
Durham University
依托单位国家：
英国
项目类别：
Fellowship
财政年份：
2019
资助国家：
英国
起止时间：
2019 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FT006161%2F1
关键词：
Engaging men boys preventing violence

项目摘要

This Postdoctoral Fellowship will build upon ESRC-funded PhD research which examined efforts to engage men and boys in the primary prevention of violence against women. This involved fourteen expert-informant interviews with practitioners, activists, and academics playing a key role in the development of the field, and eight focus groups with young men's university sports teams to discuss their views on violence prevention campaigns. The study found that engagement with men and boys to build critical consciousness (Freire 1972) around issues of gender norms and inequalities is urgently needed if we are serious about ending violence against women. However, such efforts remain significantly underdeveloped in England, despite increasing recognition of its importance (Flood 2019). This fellowship will therefore examine the possibilities for the expansion of work of this kind by applying the research to the business sector, and exploring the potential role that businesses can play in encouraging men and boys to speak out about violence against women. The need for such efforts could not be more urgent, given the continued pervasiveness of sexual harassment and other forms of abuse in the workplace that the #MeToo movement has highlighted, perpetrated predominantly by men. Furthermore, the attention that Gillette's recent 'The Best Men Can Be' campaign has garnered demonstrates how relevant debates around masculinity are in contemporary English society, and provides an example of how businesses can contribute to attempts to change attitudes and behaviours.There are growing calls for businesses and employers to do more to recognise and address issues such as domestic abuse, which are likely to be experienced - and perpetrated - by their own employees (Westmarland 2017). For instance, Vodafone recently became the first company to introduce a policy of offering 10 days of paid leave to employees who experience domestic abuse. Considerable potential also exists for businesses to help to address the roots of the problem and prevent violence against women from being perpetrated in the first place, such as by instigating their own campaigns, programmes and training. This could contribute to broader efforts to build gender equality within their organisations and tackle sexism, misogyny, and sexually harassment in the workplace, as well as promoting an anti-violence message to the wider public. The fellowship will therefore encourage partners in the business sector to reflect on how they may be able to do this, and my research will help them to develop methods of effectively engaging men and boys in the process.As well as disseminating my PhD research within the business sector, the fellowship will also generate new knowledge through four case studies with business partners. Within these organisations interviews will be conducted with relevant influential figures and focus groups carried out with some of their male employees, in order to explore what the business is currently doing to prevent violence against women, and participants' views about what more they could do to engage men and boys in this. This is with the aim of helping to instigate and embed such efforts into the case study organisations, and into the business sector more broadly, through a pro-feminist action research approach. The research will help to build our theoretical and empirical understanding of possibilities and barriers to developing transformative violence prevention work within businesses, how men reproduce patriarchal relations within these organisational contexts, and how this can be resisted.The fellowship will provide invaluable career development opportunities, including enabling me to establish a track record in the publication of high quality articles for academic journals based on the research; the deepening and broadening of my networks within academia, practice, and policy; and the advancement of my experience and skills in research and teaching.

该博士后奖学金将建立在ESRC资助的博士研究的基础上，该研究考察了让男性和男孩参与暴力侵害妇女行为初级预防的努力。这涉及14个专家知情人采访从业人员，活动家，和学者在该领域的发展发挥了关键作用，和八个重点小组与青年男子大学运动队讨论他们对暴力预防运动的看法。该研究发现，如果我们认真对待终止暴力侵害妇女行为，就迫切需要与男子和男孩接触，围绕性别规范和不平等问题建立批判意识（Freire 1972）。然而，这种努力在英格兰仍然显着欠发达，尽管越来越多的认识到其重要性（洪水2019）。因此，该研究金方案将探讨扩大这类工作的可能性，将研究成果应用于商业部门，并探索商业部门在鼓励男子和男孩公开谈论暴力侵害妇女行为方面可发挥的潜在作用。鉴于#MeToo运动所强调的工作场所性骚扰和其他形式的虐待继续普遍存在，这种努力的必要性非常紧迫，主要是男性。此外，吉列最近发起的“最好的男人”运动所获得的关注表明，在当代英国社会中，围绕男子气概的辩论是多么相关，并提供了一个例子，说明企业如何能够为改变态度和行为做出贡献。越来越多的人呼吁企业和雇主采取更多措施，认识和解决家庭暴力、这可能是他们自己的员工经历和犯下的（Westmarland 2017）。例如，沃达丰最近成为第一家实行向遭受家庭虐待的员工提供10天带薪休假政策的公司。企业也有很大的潜力帮助解决问题的根源，并首先防止暴力侵害妇女行为的发生，例如发起自己的运动、方案和培训。这可能有助于更广泛地努力在其组织内建立性别平等，解决工作场所的性别歧视，厌女症和性骚扰，以及向更广泛的公众宣传反暴力信息。因此，奖学金将鼓励商业部门的合作伙伴反思他们如何能够做到这一点，我的研究将帮助他们制定有效地吸引男人和男孩参与这一过程的方法。除了在商业部门传播我的博士研究外，奖学金还将通过与商业伙伴的四个案例研究产生新的知识。在这些组织内，将与相关有影响力的人物进行访谈，并与一些男性雇员进行焦点小组访谈，以探讨企业目前正在采取哪些措施防止暴力侵害妇女行为，以及参与者对他们还可以采取哪些措施让男子和男孩参与这一工作的看法。这是为了通过支持女权主义的行动研究方法，帮助煽动和嵌入这种努力到案例研究组织中，并更广泛地进入商业部门。该研究将有助于建立我们的理论和经验的理解的可能性和障碍，在企业内发展变革性的暴力预防工作，男性如何复制父权制关系在这些组织的背景下，以及如何可以抵制。奖学金将提供宝贵的职业发展机会，包括使我能够在基于研究的学术期刊上发表高质量文章方面建立良好的记录;深化和扩大我在学术界，实践和政策方面的网络;以及我在研究和教学方面的经验和技能的进步。