Overcoming Gender Bias in Higher Education Institutions: The Importance of Gender Equality Plans: TARGETED-MPI: GEPs Development in Europe and Lebanon: sharing progress and lessons learned

Fida Afiouni, Eleni Apospori, Hussein Darwish, Yasmeen Makarem, Jill Gould, Carol T. Kulik, Ashley Platt, Gaby Dijkstra, Hanneke Takkenberg, Tjaša Cankar, Deirdre Meursing, Tamara Van Steeden, Fernanda Campanini Vilhena, María Pilar Rodríguez, María Silvestre Cabrera, Sophie Alkhaled, Jelena Angelis, Jan De Schampheleire, Marie-Anne Guerry, Sarah JackStathis Katopodis, Irene Nikandrou, Ella Oelbrandt, Nancy Pouloudi, Natalya Radko, Bert Schreurs, Malin Skanelid, Valerie Stead, Mariangela Trompeta, Christos Tsanos, Christophe Vanroelen, Karol Vieker, Konstantinos G. Zografos

Onderzoeksoutput: Articlepeer review


Gender inequality remains a persistent issue in business and management schools (Fotaki, 2013). For instance, women are less represented in academic leadership and experience slower career progression (Catalyst, 2020; Deryugina et al., 2021). Indeed, progress made for achieving systematic culture change in academia is still insufficient (Allen et al., 2021) and “Academia has historically been identified as a particularly gendered setting” (Sharafizad, Brown, Jogulu, & Omari, 2017, p. 11) with these gendered patterns show little signs of diminishing (Fotaki, 2013). Against this backdrop, equality interventions in academia become highly needed to disrupt gendered power structures and dynamics to bring about sustainable change. While there are many gender equality interventions such as mentoring (Dougherty et al., 2013; Ramaswami et al., 2010; Dwivedi et al., 2018), male allyship (Lau et al., 2021; Washington & Evans, 1991; Warren, Bordoloi, & Warren, 2021), as well as diversity and gender bias training (Parker et al., 2018; Lau et al., 2021), we seek to focus on the gender mainstreaming approach as it’s a structural transformation strategy that aims to transform organizational processes and practices by eliminating gender biases from existing routines (Benschop & Verloo, 2011). More specifically, we engage in gender mainstreaming by developing, implementing and monitoring gender equality plans (GEPs) within business schools part of the Transparent And Resilient Gender Equality Through Integrated Monitoring Planning and Implementation (TARGETED-MPI) consortium.
TARGETED-MPI responds directly to the Horizon H2020-SwafS-09-2018-2019 call under the topic: Support to research organizations to implement Gender Equality Plans (GEPs). The project primarily focuses on the development and implementation of GEPs in business and management schools to bring institutional changes aimed at fostering inclusive, sustainable and transparent academic cultures. TARGETED-MPI consortium is lead by Athens University of Economics and Business (AUEB), Greece and includes the following partners: Lancaster University (ULANC), United Kingdom; Stockholm School of Economics (SSE), Sweden; Vrije Universiteit Brussel (VUB), Belgium; and, American University of Beirut (AUB), Lebanon, in addition to Brunel University, UK as an external evaluator. This 4-years project is currently in its third year and is currently focused on implementing and monitoring the gender equality objectives developed in the first phase of the project.
Originele taal-2English
Pagina's (van-tot)1-1
Aantal pagina's1
TijdschriftAcademy of Management Proceedings
Nummer van het tijdschrift1
StatusPublished - aug 2023


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