Gender equality in the workplace: How effective are voluntary measures? A longitudinal analysis of the equality measures taken by a model organization (notice n° 494084)
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| fixed length control field | 01910cam a2200229 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250121075827.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Vuilmet, Angélique |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Gender equality in the workplace: How effective are voluntary measures? A longitudinal analysis of the equality measures taken by a model organization |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2021.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 94 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Given the persistence of inequalities that handicap women in their professional development, this article examines the effectiveness of the equality measures taken by an organization that is considered an exemplary case (David 2004) because of its commitment in this area. We chose as our field of investigation the French subsidiary of an international engineering group, recognized for its action in promoting gender equality. Using a qualitative and comprehensive approach, we propose a longitudinal cross-analysis of the equality agreements over the period 2006–2018 with the comparative situation reports for the site we are analyzing in the PACA region over the period 2008–2016. The discussion of our longitudinal documentary analysis, together with the thematic analysis of our fifty-two semi-structured interviews and our on-site non-participant observation sessions, allows us to conclude that voluntary measures are effective when they are equipped with mechanisms for controlling managerial decisions, with middle managers playing a key role in the success of equality policies in our field of investigation. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | gender inequalities in the workplace |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | careers |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | management tools |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | gender inequalities in the workplace |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | careers |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | management tools |
| 786 0# - DATA SOURCE ENTRY | |
| Note | @GRH | 40 | 3 | 2021-08-24 | p. 89-114 | 2034-9130 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-agrh1-2021-3-page-89?lang=en&redirect-ssocas=7080">https://shs.cairn.info/journal-agrh1-2021-3-page-89?lang=en&redirect-ssocas=7080</a> |
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