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Kim Ball – Griffith University,   Nathan Campus, Brisbane
Overview Background information Methodology Findings Conclusion                           2
Background information Importance of policies for balancing family and work Diversity management policies and practices ...
Women engineers in Australia Lower levels of responsibility in organisations Lower pay than male counterparts Leave the...
Research question How do engineering consultancies’ HR policies and practices effect women engineers’ careers?           ...
Methodology Qualitative study Critical Research Qualitative Data Analysis framework                               • Coll...
Findings   Organisations do not use websites to promote policy   Masculinist culture alive and well!   Policy formulate...
Career barriers Lack of childcare facilities and options Employment gaps = perception of low organisational  and profess...
Conclusion Organisations need to provide childcare in some form More research is needed to investigate part-time  engine...
ReferencesAlvesson, M, & Deetz, S 2000, Doing critical management research, Sage, Thousand Oaks, CA.Association of Profess...
Questions anyone?                    11
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ICWES15 - Family-Friendly Policies and Women Engineers Career. Presented by Kim Ball, Griffith University, Australia

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Presentation from ICWES 15 Conference - July 2011, Australia

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ICWES15 - Family-Friendly Policies and Women Engineers Career. Presented by Kim Ball, Griffith University, Australia

  1. 1. Kim Ball – Griffith University, Nathan Campus, Brisbane
  2. 2. Overview Background information Methodology Findings Conclusion 2
  3. 3. Background information Importance of policies for balancing family and work Diversity management policies and practices = more people in employment + good reputations + greater worker performance Transparent and flexible policies = increased employee commitment, motivation, productivity + lower turnover for women Policies to balance work and family reduce women’s conflict Balancing work and family = difficulty for women engineers = career barrier Source: Strachan et al. 2010; Wilkinson 2008; Strachan & French 2007; Ballout 2008; Lewis & Humbert 2010; Ranson 2005; Teicher & Spearitt 1996 3
  4. 4. Women engineers in Australia Lower levels of responsibility in organisations Lower pay than male counterparts Leave the profession in 7 to 10 years = Critical issue for women engineers’ retention and career developmentSource: Bell 2009, Mills et al. 2008, APESMA 2007; 4
  5. 5. Research question How do engineering consultancies’ HR policies and practices effect women engineers’ careers? 5
  6. 6. Methodology Qualitative study Critical Research Qualitative Data Analysis framework • Collecting qualitative data • Examining data Insight • Coding text noting organisational characteristics • Categorising codes as organisational, substantive or theoretical • Connecting data to understand text and identify textural elements relationships Critique • Writing memos and creating displays looking at the data as a whole • Developing critical relevant knowledge and practical understanding to enable change Transformative • Provide new skills and new ways of operating Redfinition Document analysis – websites and EOWA reports Semi-structured in-depth interviews: (1HR manager + 3 women engineers )× 3 engineering consultanciesSource: Alvesson & Deetz 2000, Ball 2011; Bickman & Rog 2009 Dumay & Lu 2010; 6
  7. 7. Findings Organisations do not use websites to promote policy Masculinist culture alive and well! Policy formulated differently in each organisation Women engineers only know what they need to know Maternity leave different for each company Flexible work practices (used by men and women) =  working part-time;  flexible hours;  work at home ;  work remotely;  purchase additional leave 7
  8. 8. Career barriers Lack of childcare facilities and options Employment gaps = perception of low organisational and professional commitment Working part-time = a juggle + difficult + needs a position that is suitable = possibility of losing former position Part-time engineering managers  Lack of understanding – how will it work?  Lack of supporting processes 8
  9. 9. Conclusion Organisations need to provide childcare in some form More research is needed to investigate part-time engineering managers Strategic organisational culture change needs to occur 9
  10. 10. ReferencesAlvesson, M, & Deetz, S 2000, Doing critical management research, Sage, Thousand Oaks, CA.Association of Professional Engineers, Scientists & Managers [APESMA] 2007, ‘Women in the Professions Survey Report 2007’, Melbourne: APESMA, accessed 2 April, 2009 from <http://www.apesma.asn.ay/women/survey/women_in_the_professions_2007.pdf>.Ballout, HI 2008, Work-family conflict and career success: the effects of domain-specific determinants, Journal of Management Development, vol. 27, no. 5, pp. 437-466.Bell, S 2009, ‘Women in Science: maximising productivity, diversity and innovation’, Federation of Australian Scientific and Technological Societies.Bickman, L, & Rog, D.J 2009, The Sage Handbook of Applied Social Research Methods, Sage: Thousand Oaks, CA.Dumay, JC, & Lu, J 2010, ‘Disclosing improvements in human capital: comparing results to rhetoric’, Journal of Human Resource Costing & Accounting, vol. 14, no. 1, pp. 70-97Lewis, S, & Humbert, AL 2010, ‘Discourse or reality? “Work-life balance”, flexible working policies and the gendered organization’, Equality, Diversity and Inclusion, vol. 29, no. 3, pp. 239-254.Mills, J, Mehrtens, V, Smith, E, & Adams, V 2008, ‘CREW revisited in 2007 the Year of Women in Engineering’, Engineers Australia, viewed 1 April, 2010, <http://www.engineersaustralia.org.au>.Ranson, G 2005, ‘No longer “One of the boys”: Negations with motherhood as prospect or reality, among women in engineering’, The Canadian Review of Sociology and Anthropology, vol. 42, no. 2, pp. 145-166.Strachan, G, & French, E 2007, ‘Equal Employment Opportunity – Disentangling promise from achievement’, in Proceedings Gender, Work and Organisation: 5th Biennial International Interdisciplinary Conference, pp. 1-22, Keele University United Kingdom.Strachan, G, French, E, & Burgess, J 2010, Managing diversity in Australia, McGraw-Hill Australia, North Ryde, pp. xv-xxiTeicher, J, & Spearitt, K 1996, ‘From equal employment opportunity to diversity management – the Australian experience’, International Journal of Manpower, vol. 17, no. 4/5, pp. 109-133. 10
  11. 11. Questions anyone? 11

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