Making Inclusion Work

Making Inclusion Work

Experiences from Academia Around the World

Edited by Saija Katila, Susan Meriläinen and Janne Tienari

This innovative book explores how inclusion can be enhanced in academia by considering the strategic work of expert academics from around the world. It offers a new look at academic work through the accounts of passionate practitioners who have each, in their own ways, made inclusion work.

Chapter 11: Carving a Niche for a Feminist Scholar: Shifting Academic Identities in UK Universities

Beverly Dawn Metcalfe

Subjects: business and management, diversity and management, management and universities, education, management and universities


Beverly Dawn Metcalfe INTRODUCTION The growth of business and management studies programmes at both the undergraduate and postgraduate level throughout the 1990s in the UK saw the development of traditional business areas in organization behaviour, marketing, strategy, finance and operations. In the mid 1990s a number of university departments began to include human resource management (HRM) and international management as part of their curriculum structure. Organizational behaviour (OB) was a core business and management subject, and yet the vast majority of organizational behaviour texts did not include gender or diversity as topics of study. The publication of Fiona Wilson’s Organization Behaviour and Gender in 1995 filled a complete void in the literature and provided valuable source material for studies of gender and diversity in organizations. However, where gender, diversity and organization studies have been a component of programmes they have been so as an option, not as a core subject. Today, gender and diversity subject is slowly being written out of new business curriculums (Metcalfe, 2008). Globalization and competitive education markets have further reinforced gendered organizational cultures, and in respect of business curriculums have resulted in equality and diversity being withdrawn from option module lists. Equality and inclusion issues are now likely to be included only as a one week session in an HRM/OB module (Metcalfe, 2008). This development is reflected in the downturn of women’s studies programmes in the UK and in the integration of specialist gender centres into broad interdisciplinary sociology departments (Riley et al., 2006; Oxford, 2008)...

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