Julia Nentwich
Title
Prof. Dr.
Last Name
Nentwich
First name
Julia
Email
julia.nentwich@unisg.ch
ORCID
Phone
+41 71 224 2636
Twitter
https://twitter.com/julia_nentwich
272 results
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Item type:Publication, The gender gap in gender-inclusive leadership practices: what men say they do and what women just don't seePurpose-This study explores the engagement of male executives in gender-inclusive leadership practices within the normative constraints of the gendered organisation. Design/methodology/approach-We developed a questionnaire focused on gender-inclusive leadership practices. A total of 1,205 executives in Switzerland completed the anonymous online survey. Male managers self-rated the questionnaire, while female managers assessed their external perspectives on men's engagement in gender-inclusive leadership practices. The data is analysed using variable cluster analysis. Findings-Findings indicate that male executives are more likely to engage in practices that facilitate work-life integration and demand fairness, but less likely to support and promote women. Furthermore, they are notably critical of measures that challenge the status quo. Women are significantly more critical in their ratings, particularly concerning men's engagement with gender equality in public. Practical implications-Insights into male executives' engagement with gender-inclusive leadership practices offer vital information for tailored training and intervention. Moreover, a clear understanding of the discrepancy between women's and men's perspectives fosters dialogue and is crucial for developing an inclusive climate. Social implications-As women remain underrepresented in higher organisational echelons, the findings support both the debate and further interventions for organisational transformation towards inclusion. Originality/value-This study contributes to recent debates on inclusive leadership. By contextualising the actions and inactions of male managers in the gendered organisation, the findings reveal that male executives are engaged in stabilising the status quo.Type:journal articleJournal:Equality, Diversity and Inclusion: An International JournalVolume:45Issue:9 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Media Review: How to use a discursive approach to study organizations(2023-08)This article discusses Cynthia Hardy's book, which serves as a comprehensive guide to discourse analytical research in organization studies, offering insights into key concepts and contributions gained from research and empirical studies, while also highlighting the need for new methodological approaches in the field.Type:journal articleJournal:Organization StudiesVolume:45Issue:4 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Gender bias in recruiting: Developing a social science perspective(Universität Kopenhagen, Coordination for Gender Research, 2021); ; ; Unconscious bias training has become a popular intervention for eliminating discrimination in the workplace. Particularly recruitment processes are said to become fairer and more objective if gen-der biases are eliminated through training of personnel. However, the concept of gender bias, and particularly the idea that it can be trained away, has also been critiqued as too limited in its focus on individual mental processes, thereby neglecting effects of context, interaction and power. Taking this critique as our starting point, we argue that gender bias needs to be theorised in relation to a specifi c interaction and normative context. Building on cognitive social psychology, critical social psychology and on gender as a social practice we show that gender bias is not only an individual, but a funda-mentally social activity that is embedded within organisational norms and power relations and repro-duced in interaction. By theorising gender bias as a social practice, we expand the concept of gender bias beyond individual cognition. This perspective not only opens up the scope of explanation but is also a vital concept for exploring and combatting bias in recruiting.Type:journal articleJournal:Women, Gender and Research, Kvinder, Kon & ForskningIssue:3 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Male privilege revisited: How men in female-dominated occupations notice and actively reframe privilegeOur article aims at refocusing the debate in privilege studies from tackling the invisibility to challenging justifications of gender privilege. Focusing on instances in which men acknowledge that they receive preferential treatment, this study sheds light on how privilege is perceived and talked about in interviews with men in female-dominated occupations. In contrast to existing literature on the invisibility of privilege to the privileged, our analysis shows that the privileging of men is indeed known to them. However, our interviewees then employ specific discursive strategies to actively reframe and thereby silence privilege. They either justify privilege as an individual achievement or as a natural advantage of male bodies. In our discussion, we show how these discursive reframings build on existing discourses on gendered bodies and neoliberal subjectivity. Based on our key argument that gendered privilege is not invisible, but it is acknowledged and then actively reframed and thereby silenced, we argue for expanding the focus of privilege studies: Instead of primarily investing in making privilege visible to those who have it, we need to challenge the discourses that allow for reframing and silencing it.Type:journal articleJournal:Gender, Work and OrganizationVolume:28Issue:6Scopus© Citations 33 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, The dynamics of privilege: How employees of multinational corporation construct and contest the privileging effects of English proficiencyIn this article we analyze how privilege is dynamically constructed as well as contested.A positioning analysis of interviews with employees of a multinational organization reveals the construction of a hierarchy of privilege. As this hierarchy is based on English proficiency along with other diversity dimensions, privilege is multifaceted. Furthermore, privilege is also contested. Contesting English-proficiency–related Privilege is connected to the speaker's position in the hierarchy of privilege. The Analysis shows that both category membership and specific competences and skills cumulate to produce privileging effects, but also the possibilities for contesting privilege. At the same time, although the privilege gained by English proficiency is not invisible and is regularly contested, it is nevertheless silenced by those in advantage.Type:journal articleJournal:Canadian Journal of Administrative SciencesVolume:37Issue:4Scopus© Citations 21 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Quand l’excellence rencontre l’égalité des chances: quelques découvertes en analyse de discours(2019-10-27); ; Type:journal articleJournal:Revue SociologieS (AISLF) - Some of the metrics are blocked by yourconsent settings
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Item type:Publication, Neue Väter, alte Mütter? Elternschaft zwischen Egalität und UnterschiedlichkeitType:journal articleJournal:Journal für PsychologieVolume:24Issue:1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Change agency as performance and embeddedness : Exploring the possibilities and limits of Butler and BourdieuIn this paper we explore the dual role of human agency in maintaining the status quo and generating change. Judith Butler and Pierre Bourdieu offer differing conceptions of change agency in relation to organisation and transformation of gender relations. Focusing on how those approaches would work, we analyse an empirical case study on a particular change process: getting women the right to vote in the Swiss cantons of Appenzell. We contribute to the current use of Butler's and Bourdieu's theories in organisation studies in three main ways. First, we explore stability and change from the lenses of these two scholars. Second, we illustrate how change agency looks from these two distinct perspectives. Finally, we offer an empirical analysis that identifies the main elements of change agency in the two frameworks and discuss the possibilities and limitations of bringing these two approaches together to better understand change agency.Type:journal articleJournal:Culture and OrganizationVolume:21Issue:3Scopus© Citations 38 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Doing gender and professionalism : Exploring the intersectionalities of gender and professionalization in early childhood educationMen in early childhood education (ECE) are subjected to different discourses: while they are facing serious mistrust on the one hand, their otherness to the field is also interpreted as new and potentially innovative on the other hand. This article explores how male childcare workers create and take up different subject positions by drawing on these competing discourses in order to acquire a legitimate position as men in the female-dominated context of Swiss day-care centers. In constructing themselves as professionals they create a subject position that seems to move beyond the gender binary. Analysing the position of the professional in depth, the article first shows how this position is accomplished and then explores how gender unfolds between the lines by infusing professionalism with masculinity.Type:journal articleJournal:European Early Childhood Education Research JournalVolume:23Issue:3Scopus© Citations 32