DOCSLIB.ORG

Gender in Management Research (2016) DOI: 10.1111/1467-8551.12163

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Gender in Management Research (2016) DOI: 10.1111/1467-8551.12163 British Journal of Management, Virtual Issue: Gender in Management Research (2016) DOI: 10.1111/1467-8551.12163 Editorial: Gender in Management Research Guest Editors: Elisabeth K. Kelan & Anne Laure Humbert Cranfield School of Management, Cranfield University, Cranfield, Bedfordshire MK43 0AL, UK Corresponding author email: [email protected] Introduction The British Journal of Management has published many leading articles on gender in management, exploring topics such as the glass cliff (Ryan & Haslam, 2005), the process of promotion to partner (Kumra & Vinnicombe, 2008) or the gender subtext in organisations (Bendl, 2008). With this virtual special issue we do not wish to rehash those debates – an excellent review of current scholarship in the field can be found elsewhere (Broadbridge & Simpson, 2011). Instead we wish to focus on the more recent trends in the British Journal of Management. We have looked at articles published since 2013 to explore the themes and approaches that have emerged in the study of gender in management. This review is necessarily partial and incomplete because rather than presenting an exhaustive overview, we wanted to focus on specific examples that illustrate the themes that we have identified in the most recent publications. Gender in Academia, Intersectionality and Postfeminism The articles selected for this special issue fall into three main areas. First, there is a clear focus on gender equality in academia and academic publishing. Second, intersectional approaches have gained prominence. Third, new topic areas are emerging such as postfeminism and intra-gender relations. In the following we outline the three main areas in turn and then offer a conclusion to explore further directions the field can take. The first two articles explore gender in academia. Bendl, Danowitz and Schmidt (2014) map the different stages of change in higher education institutions, drawing on their own experience in an Austrian institution. Their research draws on a social movement approach, which recognises the role of the external environment in shaping and legitimising the concerns of organisational activists, notably in relation to the potential effects of new managerialism on gender equality in the organisation. In total, four phases were identified: Phase 1 – Democratic patriarchal university structures and the emergence of feminist collective activism (1990–1993); Phase 2 – Early organizational structural and process shifts and the formalization of feminist collective activism (1994–1997); Phase 3 – Ongoing structural and processual shifts towards managerialism and the introduction of gender mainstreaming (1998–2001); Phase 4 – Institutionalization of new managerialism and equal opportunity measures and the morphing of feminist activism (2002 ongoing). Bendl and her colleagues (2014) illustrate the move from collective to individual feminist activism within academia, as gender equality becomes further institutionalised and structures become more feminised. This is shown to take place within a context where universities are increasingly moving from bureaucracies to new managerialist organisations, and where national/EU policy imposes a top down approach to gender equality. A lesson drawn is the need to rely on both cognitive and political strategies to achieve greater gender equality in academia. British Journal of Management, Virtual Issue: Gender in Management Research (2016) DOI: 10.1111/1467-8551.12163 The theme of gender equality in academia is also developed by Metz, Harzing and Zyphur (2015), this time in the broader remit of publishing rather than within institutions themselves. They examine why, despite the so- called feminisation of business schools, progress on women’s representation on the editorial boards of management journals has been slow. Drawing on theories of social identity and homosociality, they assess the association between the composition of editorial boards and the characteristics of the editorial leader (journal editor or editor-in-chief). This mirrors recent studies conducted in the context of corporate boards that have drawn on upper echelons theory or a cognisant approach (for a brief review see Bao, Fainshmidt, Nair, & Vracheva, 2014). The results of their analysis, based on Bayesian multi-level modelling, suggests that women’s representation on editorial boards is higher where the editor is a woman, with a lower number of years of professional experience and/or with higher performance levels in terms of publications. Furthermore, the data suggest that a small improvement has been made in the last 20 years with around one woman for every four men on editorial boards in 2009. Overall, Metz et al.’s (2015) article argues that the characteristics considered act as proxies of actual life experiences, values and attitudes towards gender diversity, theorizing that these influence behaviours and in effect create not only more gender balanced editorial boards but also more inclusive scholarship. One of the key contributions of gender studies to research has been the concept of intersectionality (Davis, 2008) and publications in the British Journal of Management reflect that by embracing an intersectional lens. Two articles stand out by the contrast that they bring to intersectionality, both when it comes to approaches and methods. Woodhams and Lupton (2015), using a large UK company sample, demonstrate the multiplicative effects on the pay gap associated with multiple layers of identity - focusing on gender, ethnicity, disability and age. Given the sensitivity of these data to small sample sizes, there has been little empirical evidence for this and so the article represents an important contribution to gender in management. Although considering multiple categories of disadvantage is not new in itself, the ability to estimate its true scale proves invaluable in terms of stressing more than ever the need to take remedial action at the level of organisations and policy. Since this work relies on a large scale quantitative data analysis, it requires the adoption of an inter-categorical approach to the analysis of intersectionality (McCall, 2005). This contrasts well with the work of Pio and Essers (2014), who use a qualitative methodology based on an understanding of intersectionality as identities. This approach by its very conceptualisation rejects the possibility that categorisation is feasible or indeed desirable. Pio and Essers (2014) describe the complexities of multiple binary systems and challenge the logic of oppression in multiple 'Otherness'. Following on from the work of Calás and Smircich (2006), they rely on trans-national feminism, which they frame as closely aligned with a post-colonial perspective to create an alternative to hegemonic western theorisations of gender relations and outline various layers of oppression and discrimination. Three analytical themes emerge from their analysis of ethnic migrant businesswomen in Australia, which show the subtleties in how they opt in and out of their Otherness as active agents. Otherness is sometimes imposed, but also often in turn fractured, strengthened or displaced as required by individual circumstances. Regardless of how Otherness is lived or embodied, a constant feature is how their participants engage in continuous and systematic efforts to negotiate, source and acquire power around it. Following the theme of intersectionality, one of us, Elisabeth Kelan has also explored how young professionals make sense of gender and age (Kelan, 2014). One of the key contributions of this article was to discuss postfeminism in the context of the intersection of gender and age. Postfeminism is widely discussed in sociology as well as media and cultural studies, but remains a relatively unexplored concept for scholars in the area of gender and organisations with some exceptions (Kelan, 2009; Lewis, 2014). Postfeminism is not an British Journal of Management, Virtual Issue: Gender in Management Research (2016) DOI: 10.1111/1467-8551.12163 identification but can be best understood as a ‘sensibility’. The postfeminist sensibility includes an emphasis on individualism, discourses of choice and agency but also the denial of structural gender inequalities and the repudiation of sexism (Gill, 2014; McRobbie, 2008; Scharff, 2015). I show how young professionals use individual agency instead of structural inequalities to explain the different experiences of women and men in the workplace. If experiences are perceived as individualised, this makes it difficult to see and articulate how existing gender inequalities continue to exist and shape experiences. In other words gender inequalities have become unspeakable in the work context (Gill, 2014). Mavin, Grandy and Williams (2014) follow what they identify as a politically high risk strategy: documenting and analysing intra-gender micro-violence between elite women leaders in a climate where the aim is to increase the number of women leaders. Drawing on interviews with 81 elite women leaders, the authors uncover how intra-gender competition manifests in relationships between women. Following from other work that appeared in the British Journal of Management on female misogyny (Mavin, 2008) and women’s identifications with other women (Kelan & Mah, 2014), the article shows the negative relations women often have with one another. The research shows how women have embodied a patriarchal norm that expresses itself among other things in the denial of the reality of sexism, denial of individual
Load more

Recommended publications
  • An Ex Post Facto Study of the Glass Cliff Phenomenon in Higher
    AN EX POST FACTO STUDY OF THE GLASS CLIFF PHENOMENON IN HIGHER EDUCATION PRESIDENCIES by Michelle Louise Samuel Liberty University A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Liberty University 2021 2 AN EX POST FACTO STUDY OF THE GLASS CLIFF PHENOMENON IN HIGHER EDUCATION PRESIDENCIES by Michelle Louise Samuel A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Liberty University, Lynchburg, VA 2021 APPROVED BY: Jillian L. Wendt, Ed.D., Committee Chair Eric G. Lovik, Ph.D., Committee Member 3 ABSTRACT This study reviews if the glass cliff phenomenon is occurring in U.S. higher education presidential hires. This topic is essential to review as U.S. higher education institutions are primarily presided over by male presidents. Female presidents do exist, but more often at more risky institutions. One reason for the lack of equity may be the glass cliff phenomenon, which asserts that women are more likely to be hired into leadership roles at riskier institutions. This inequity in hiring practices places women in leadership positions at considerable career risk. This study is a nonexperimental study using an ex post facto, causal-comparative design using publicly available data. The methods review data on female presidents of private and for-profit U.S. institutions from the Integrated Postsecondary Education Data System. Purposive sampling matched female presidents with male presidents at similar institutions. Data from the financial responsibility composite score database from the U.S. Department of Education (2020) are used to look for patterns in financial responsibility composite scores (FRCS) before and after presidential hires.
    [Show full text]
  • Women Managers and the Gender-Based Gap in Access to Education
    WPS7269 Policy Research Working Paper 7269 Public Disclosure Authorized Women Managers and the Gender-Based Gap in Access to Education Public Disclosure Authorized Evidence from Firm-Level Data in Developing Countries Mohammad Amin Asif Islam Public Disclosure Authorized Public Disclosure Authorized Development Economics Global Indicators Group May 2015 Policy Research Working Paper 7269 Abstract Several studies explore the differences in men’s and women’s management, which has mostly focused on developed coun- labor market participation rates and wages. Some of these tries, with the development literature that has emphasized differences have been linked to gender disparities in educa- the importance of access to education. Using firm-level data tion attainment and access. The present paper contributes for 73 developing countries, the analysis finds strong evi- to this literature by analyzing the relationship between the dence that countries with a higher proportion of female top proclivity of a firm to have a female top manager and access managers also have higher enrollment rates for women rela- to education among women relative to men in the country. tive to men in primary, secondary, and tertiary education. The paper combines the literature on women’s careers in This paper is a product of the Global Indicators Group, Development Economics. It is part of a larger effort by the World Bank to provide open access to its research and make a contribution to development policy discussions around the world. Policy Research Working Papers are also posted on the Web at http://econ.worldbank.org. The authors may be contacted at [email protected].
    [Show full text]
  • Running Head: a META-ANALYSIS of the GLASS CLIFF PHENOMENON 1 the Who, When, and Why of the Glass Cliff Phenomenon: a Meta-Analy
    Running head: A META-ANALYSIS OF THE GLASS CLIFF PHENOMENON 1 The Who, When, and Why of the Glass Cliff Phenomenon: A Meta-Analysis of Appointments to Precarious Leadership Positions Thekla Morgenroth a1, Teri A. Kirby a1, Michelle K. Ryan a,b, Antonia Sudkämper a a. Psychology, University of Exeter, UK b. Faculty of Economics and Business, University of Groningen, The Netherlands © 2020, American Psychological Association. This paper is not the copy of record and may not exactly replicate the final, authoritative version of the article. Please do not copy or cite without authors' permission. The final article will be available, upon publication, via its DOI: 10.1037/bul0000234 Author note The authors would like to thank Alex Haslam for his helpful feedback on this manuscript, Leire Gartzia, Helix Grosse-Stolentenberg, Max Montgomery, and Paweena Orapin for their help with the coding of reports in languages other than English, and Clara Tucker for her help with the reference list. We would also like to thank all authors who shared their unpublished data with us or provided additional information about their studies. 1 The first two authors contributed equally to the paper and should be considered joint first authors A META-ANALYSIS OF THE GLASS CLIFF PHENOMENON 2 Thekla Morgenroth and Teri Kirby contributed equally to the paper and are joint first authors. Thekla Morgenroth uses they/them/their pronouns, and Teri Kirby, Michelle Ryan, and Antonia Sudkämper, use she/her/hers pronouns. This work was supported by a European Commission Grant (725128) awarded to Michelle Ryan and a New Investigator Grant awarded to Teri Kirby by the Economic and Social Research Council [grant number ES/S00274X/1].
    [Show full text]
  • Women in Leadership: a Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce
    St. John Fisher College Fisher Digital Publications Education Doctoral Ralph C. Wilson, Jr. School of Education 5-2020 Women in Leadership: A Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce Rhoda Overstreet-Wilson [email protected] Follow this and additional works at: https://fisherpub.sjfc.edu/education_etd Part of the Education Commons How has open access to Fisher Digital Publications benefited ou?y Recommended Citation Overstreet-Wilson, Rhoda, "Women in Leadership: A Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce" (2020). Education Doctoral. Paper 442. Please note that the Recommended Citation provides general citation information and may not be appropriate for your discipline. To receive help in creating a citation based on your discipline, please visit http://libguides.sjfc.edu/citations. This document is posted at https://fisherpub.sjfc.edu/education_etd/442 and is brought to you for free and open access by Fisher Digital Publications at St. John Fisher College. For more information, please contact [email protected]. Women in Leadership: A Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce Abstract Although the presence of women in the workforce has increased and despite the advances women have made in the workplace, women still account for a small percentage of senior-level executive positions (Bureau of Labor Statistics, 2017). Federal regulations exist to eliminate workplace discrimination, but there remains scholarly evidence that discriminatory behavior has not declined but evolved into a much more ambiguous form of discrimination defined as gender microaggressions.
    [Show full text]
  • Symbolic Management and the Glass Cliff. Evidence from the Boardroom Careers of Female and Male Directors
    Symbolic management and the glass cliff. Evidence from the boardroom careers of female and male directors. May 2016 Abstract This paper uses archival board data to demonstrate that women who take positions as directors of UK companies have shorter tenures than their male counterparts. We show that female directors face a much higher risk of dismissal as they approach nine years of service on the board when their long service deprives them of the all-important classifi- cation as ‘independent’. At this point, their position on the board becomes precarious. Male directors do not suffer the same increase in boardroom exit. This gender-specific difference is shown to be clearly linked to the independence status. It is argued that these observations are consistent with the notion that female directors are being used in the symbolic management of corporate governance and that at nine years, when the cloak of independence disappears, women directors are then exposed to the biases that arise from role congruity issues. JEL codes: J31; J62; J63 1 Introduction The Sex Discrimination Act became law in the UK in 1975. It was intended to eliminate labour market discrimination on the grounds of sex or marital status. In the year 2000, some 25 years after it came into force, only around 6% of board positions on FTSE 100 companies were held by women. By 2015 this had risen to 25%, but only after considerable government pressure 1. The situation in the FTSE250 and elsewhere is less encouraging. The analysis in this paper will show that the challenge facing women on UK boards is not only their under- representation but also their subsequent experience once they are appointed to a board.
    [Show full text]
  • The Political Glass Cliff: How Seat Selection Contributes to The
    Olivet Nazarene University Digital Commons @ Olivet Honors Program Projects Honors Program 5-23-2017 The olitP ical Glass Cliff: Potential Causes of Female Underrepresentation in the U.S. House of Representatives Erica Browning Olivet Nazarene University, [email protected] Follow this and additional works at: https://digitalcommons.olivet.edu/honr_proj Part of the Political Science Commons Recommended Citation Browning, Erica, "The oP litical Glass Cliff: Potential Causes of Female Underrepresentation in the U.S. House of Representatives" (2017). Honors Program Projects. 62. https://digitalcommons.olivet.edu/honr_proj/62 This Article is brought to you for free and open access by the Honors Program at Digital Commons @ Olivet. It has been accepted for inclusion in Honors Program Projects by an authorized administrator of Digital Commons @ Olivet. For more information, please contact [email protected]. The Political Glass Cliff: How Seat Selection Contributes to the Underperformance of Female Congresswomen By Erica M. Browning Honors Scholarship Project Submitted to the Faculty of Olivet Nazarene University for partial fulfillment of the requirements for GRADUATION WITH UNIVERSITY HONORS March 2017 Bachelor of Arts in Political Science ______________________________ _________________________ _______________ Scholarship Project Advisor (printed) Signature Date ______________________________ _________________________ _______________ Honors Council Chair (printed) Signature Date ______________________________ _________________________ _______________ Honors Council Member (printed) Signature Date “We’re half the people; we should be half the Congress” -Jeannette Rankin, U.S. Representative This project is dedicated to Jeannette Pickering Rankin, who became the first woman to be sworn into Congress in 1917. A hundred years later there is still a long way to go for representative equality, but it is thanks to women like her that we have come this far.
    [Show full text]
  • Experiences in the Leadership Advancement of African American Women
    EXPERIENCES IN THE LEADERSHIP ADVANCEMENT OF AFRICAN AMERICAN WOMEN Lisa E. Dubose A Dissertation Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements for the degree of DOCTOR OF EDUCATION December 2017 Committee: Patrick Pauken, Advisor Dalton A. Jones, Graduate Faculty Representative Paul A. Johnson Angela R. Logan Paul Christian Willis © 2017 Lisa E. Dubose All Rights Reserved iii ABSTRACT Patrick Pauken, Advisor The purpose of this dissertation was to examine the experiences in leadership advancement of African American women. Over 10 million African American women are in the civilian labor force (United States Department of Labor statistics, 2015)). The population of African American women with degrees having significantly increased over thirty years, with 264% more Bachelor’s degrees and 353% more Master’s degrees being earned, however barriers to opportunities continue to exist (Nooks-Wallner, 2008). Although anti-discrimination laws have existed since 1964, covert discriminatory patterns continue and are often entrenched in workplace systems, which prevent advancement opportunities (Cook & Glass, 2013) Phenomenology was the qualitative research method utilized for this study. Phenomenology is a scholarly study method that provides meaning-making, to more effectively comprehend the perspective of an individual or group of individuals. Meaning is gained through attaining data about situations or events surrounding a specific phenomenon. The intention is to determine how and why it influences others as it goes beyond the surface to gain depth. This study gathered data through various methods, such as an advance questionnaire, semi-structured interview protocol, review of participant leadership samples, and resumes/curriculum vitaes.
    [Show full text]
  • Mobilising Femininities in the Workplace: Offering Intra-Gender Support As a Way to Make Work ‘Work’
    View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Bournemouth University Research Online Mobilising femininities in the workplace: offering intra-gender support as a way to make work ‘work’ Melissa Carr Senior Lecturer in Leadership Development Department of Leadership, Strategy and Organisation Faculty of Management Bournemouth University 501 Executive Business Centre Holdenhurst Road, Bournemouth, BH8 8EB [email protected] Professor Elisabeth Kelan Professor of Leadership, Cranfield School of Management, Cranfield University [email protected] Cranfield, Bedfordshire, MK43 0AL, United Kingdom Stream: Exploring the Rise of Moderate Feminisms in Contemporary Organizations Key words: Mobilising femininities, affiliation, women’s peer relationships, support, collaboration, moderate feminisms. Mobilising femininities in the workplace: offering intra-gender support as a way to make work ‘work’ Abstract Recent research has highlighted the negative intra-gender relations that occur between women in organisations, focusing on aspects such as micro-violence (Mavin & Williams, 2013), the queen bee syndrome (Derks, van Laar, Ellemars, & de Groot, 2011; Camussi & Leccardi 2005), negative intra- gender relations (Mavin et. al, 2014), and competition and distance between women (Mavin et. al, 2013; Cooper, 1997; Duguid, 2011). These studies have suggested that women’s intra-gender relationships are based on competition rather than co-operation, and argue that gendered organisational cultures exacerbate these negative intra gender relationships (Mavin, Williams & Grandy, 2014). However van den Brink & Benschop (2014) expand this conceptualisation by framing both the positive and negative aspects of women’s relationships within the context of ‘mobilising femininities’. They suggest that women mobilise femininities in both a contested and affiliated way.
    [Show full text]
  • Global Economy, Flexible Work and the Shaping of Gender and ICT
    Global economy, flexible work and the shaping of gender and ICT Marja Vehviläinen Department of Social Research 33014 University of Tampere Finland [email protected] ABSTRACT market economy, will also be taken into account in the The paper starts from newspaper texts (2005— 2008) and research approach. ICT development and production is novels (published in the 2000s) on information andshaped by the orders of the global economy, including the communication technology (ICT) work and business in stock market and investments. Companies producing ICT Finland. By relating these materials to the statistics and have, similarly to other industries, outsourced and off• working life research on ICT, it aims to describe how the sourced parts of the work processes in the global labor global market economy with its interest for top profits has market [3, 21]. Many Western European production and shaped the local phenomenon of gender and ICT. ICT design units have been closed down and new ones have enterprises are started up and closed down more often than been built, especially in the new EU countries or Asia. As enterprises in other fields and ICT work is relocatedDonna Haraway [6] noted already in the 1980s, the global abroad. These flexible circumstances are inhabited by a development and production chains of ICT are extremely new generation of ICT experts who are interested in profits gendered, and gender is intertwined with race as “women and flexible with their competences and careers. Thein the integrated circuits” are located in countries with low flexible arrangements of ICT work, as well as the male wage levels, for example, in South East Asia where the jobs bonding between the new generation figures, excludeare populated by young women while the design work women from ICT work in new ways.
    [Show full text]
  • Females and Precarious Leadership Positions
    BAM 2013 This paper is from the BAM 2013 Conference Proceedings About BAM The British Academy of Management (BAM) is a learned society dedicated to developing the community of management academics. To find out more about BAM, please visit our website at http://www.bam.ac.uk/ Females and Precarious Leadership Positions: Further Evidence of the Glass Cliff Abstract The “glass cliff” posits that when women do achieve high profile roles, these are at firms in a precarious position. Previous research tested for evidence of the glass cliff by monitoring appointments (male or female), estimating the precariousness of the firms to which the appointments were made and drawing inferences about the glass cliff from resulting correlations. This study is different insofar as it directly measures causation between the reporting of an initial loss (as evidence of unequivocal precariousness) and changes in board gender diversity. The sample is those companies listed on the UK stock exchange reporting an initial loss in the years 2004– 2006. Because gender diversity has been to the forefront of corporate governance research for the last decade, a closely matched control sample is also used in a difference-in-difference analysis to avoid inadvertently attributing any improvements arising from system wide changes in gender diversity to the initial loss event. Findings suggest that when the initial loss is ‘big’ (representing a relatively more precarious situation), there is a difference in the increase in gender diversity versus both the control and the ‘small’ initial loss subsamples across the test period, i.e. evidence of the glass cliff. 1 Introduction Women who aspire to positions of leadership are often confronted with barriers that block their progress to positions of upper management (Kanter, 1977).
    [Show full text]
  • 2015 Kulich Et Al JESP Accepted Version.Pdf
    ORE Open Research Exeter TITLE Signaling change during a crisis: Refining conditions for the glass cliff AUTHORS Kulich, C; Lorenzi-Cioldi, F; Iacoviello, V; et al. JOURNAL Journal of Experimental Social Psychology DEPOSITED IN ORE 29 February 2016 This version available at http://hdl.handle.net/10871/20242 COPYRIGHT AND REUSE Open Research Exeter makes this work available in accordance with publisher policies. A NOTE ON VERSIONS The version presented here may differ from the published version. If citing, you are advised to consult the published version for pagination, volume/issue and date of publication ÔØ ÅÒÙ×Ö ÔØ Signaling Change During a Crisis: Refining Conditions for the Glass Cliff Clara Kulich, Fabio Lorenzi-Cioldi, Vincenzo Iacoviello, Klea Faniko, Michelle K. Ryan PII: S0022-1031(15)00089-X DOI: doi: 10.1016/j.jesp.2015.07.002 Reference: YJESP 3336 To appear in: Journal of Experimental Social Psychology Received date: 1 December 2014 Revised date: 20 July 2015 Accepted date: 22 July 2015 Please cite this article as: Kulich, C., Lorenzi-Cioldi, F., Iacoviello, V., Faniko, K. & Ryan, M.K., Signaling Change During a Crisis: Refining Conditions for the Glass Cliff, Journal of Experimental Social Psychology (2015), doi: 10.1016/j.jesp.2015.07.002 This is a PDF file of an unedited manuscript that has been accepted for publication. As a service to our customers we are providing this early version of the manuscript. The manuscript will undergo copyediting, typesetting, and review of the resulting proof before it is published in its final form. Please note that during the production process errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain.
    [Show full text]
  • Feminist Resource List
    Feminist Resources INTRODUCTION This document provides a varied list of feminist resources, including academic readings in feminist theory as well as accessible blog articles, videos, zines/comics, and organizations. Be aware feminism is composed of a diverse group of individuals and a diverse range of discourse, and there have been and still are many debates within feminism. In an attempt to organize the expansive list, I have arranged sources by category. Because of my own scholarly location, this list does tend to be US-centric (especially in regards to historical work listed). However, I have made an effort to include intersectional, transnational, and global feminist work. I have included some work that is not explicitly feminist, but which speaks to women’s history or studies of sexuality/gender in important ways. This list also includes several foundational readings which have been critiqued since their publication; despite this, I felt it was important to provide resources that capture the way feminism has evolved over time [with a focus on the last fifty years specifically]. I often link to amazon.com so you can read reviews and use the “look inside” feature for books. With that said, I encourage ordering any books through your local bookstore. ​ ​ ​ ​ KEY Book or article resource Blog, magazine article, or other accessible resource Multimedia resource (zine, graphic novel, video, podcast, or music) ⬤ ⬤ ⬤ Last Updated: 02/25/2017 ​ Compiled by: Amara Miller (http://amaralmiller.wixsite.com/educator) ​ ​ ​ Feminist Resources Feminist
    [Show full text]