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Improving gender balance in the leadership of major projects through 'whole systems' change

通过“整个系统”变革改善重大项目领导力中的性别平衡

基本信息

批准号：
1993125
负责人：
金额：
--
依托单位：
University College London
依托单位国家：
英国
项目类别：
Studentship
财政年份：
2018
资助国家：
英国
起止时间：
2018 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=studentship-1993125
关键词：
Improving gender balance leadership major

项目摘要

In spite of decades of effort to improve the representation (and experiences) of women in management and leadership, and so allow them to play their skilled part in transforming practices, there is continuing, persistent, structural gender inequality in organisations. Progress, it is now internationally recognised, has stalled, identified as a critical risk to economic and social futures by groups as diverse as the World Economic Forum and the International Labour Organisation. Why does the relationship between the growth of project management and stalled progress on gender equality deserve scrutiny? Women are even more under-represented in the leadership teams of major projects. In spite of the growth of new inquiries into project management, and the growth of critical perspectives, there has not been a concerted effort to apply this epistemological perspective to the question of women and gender in project leadership. There have been many attempts at explaining the absence of women in the management and leadership of major projects, so called educational, pipeline, cultural, work-life, readiness, experience and women are just different explanations have been used. The history and development of the profession gives us some insight into why there are so few women in project management. Typically, project managers are drawn from the STEM (science, technology, engineering, maths) professions, on the basis that projects in the past were largely located in construction, infrastructure, technology, defence, engineering; the expectation is that people (therefore largely men) are promoted from within that field. How helpful - or indeed how accurate - are these 'explanations' for the absence of women in senior leadership? There is a critical need to improve gender balance in the leadership of major projects through 'whole systems' change. The ambition is to have significant and widespread influences and to help in the transformation of business practices and to explore the skills needed by employers.The objectives for this research are: 1. To analyse and evaluate the current theoretical frameworks which are intended to explain the gender imbalance in major projects leadership2. To evaluate the effectiveness of current organisational strategies and practices employed to improve gender balance 3. To consolidate a 'learning community' through a longitudinal, participative action research consortium with major project enterprise partners.4. To track and monitor progress of organisational strategies, contributing research insights in order to adapt strategies over time5. To identify & share the most effective strategies and practices for improving gender balance in organisations, projects enterprises and the 'whole system'.This PhD studentship will specifically make a fresh contribution to theories and strategies to improve gender balance in projects leadership. There will be collaboration with international groups of researchers in women and leadership and the continuing growth of a community of research-and-practice on gender in project management. For industrialists, a community of practice for major project organisations will be created to allow them to make deliberative and systematic progress on this currently intractable issue. Recommendations will be made to government for policy development, where appropriate on improving gender balance in major infrastructure planning and project management. There will also be support for existing and new networks to think afresh about strategies for change that work.

尽管几十年来一直在努力改善女性在管理和领导中的代表性(和经验)，从而让她们在转变实践中发挥自己的熟练作用，但组织中持续存在的结构性性别不平等现象依然存在。如今，国际社会已经认识到，这方面的进展已经陷入停滞，世界经济论坛和国际劳工组织等各种组织都认为，这是对经济和社会未来构成的一个关键风险。为什么项目管理的增长和在性别平等方面停滞不前的进展之间的关系值得仔细审查？在重大项目的领导团队中，女性的比例甚至更低。尽管对项目管理的新调查越来越多，批判性观点也越来越多，但还没有一致努力将这一认识论观点应用于项目领导中的妇女和性别问题。人们曾多次尝试解释为什么在重大项目的管理和领导中没有妇女，所谓的教育、管道、文化、工作-生活、准备情况、经验和妇女只是使用了不同的解释。这个职业的历史和发展让我们有了一些洞察，为什么项目管理中的女性如此之少。通常情况下，项目经理来自STEM(科学、技术、工程、数学)专业，因为过去的项目主要集中在建筑、基础设施、技术、国防和工程领域；期望从该领域提拔人员(因此主要是男性)。对于高级领导层中女性的缺席，这些“解释”有多大帮助--或者说有多准确？迫切需要通过“整个系统”的改变来改善重大项目领导中的性别平衡。这项研究的目标是：1.分析和评估旨在解释重大项目领导中性别不平衡的现有理论框架。评估目前用于改善性别平衡的组织战略和做法的有效性3.通过与主要项目企业合作伙伴建立一个纵向的、参与性的行动研究联盟，巩固“学习社区”。跟踪和监控组织战略的进展，提供研究见解，以便随着时间的推移调整战略5。确定和分享在组织、项目企业和整个系统中改善性别平衡的最有效的战略和实践。这个博士研究生将特别为改善项目领导中的性别平衡的理论和战略做出新的贡献。将与妇女和领导力方面的国际研究人员团体合作，并继续发展项目管理中的性别问题研究和实践社区。对于实业家来说，将建立一个主要项目组织的实践社区，使他们能够在这个目前难以解决的问题上取得深思熟虑和系统的进展。将酌情就改善重大基础设施规划和项目管理中的性别均衡问题向政府提出政策制定建议。还将支持现有的和新的网络重新思考改变这一工作的战略。