You may find useful some articles on the subject:

Kinoshita, Y and F Guo (2015), “What can boost female labour force participation?” IMF Working Paper No. 15/56.

Yamaguchi, K (2006), “On the true relationship between female labour force participation and fertility rate: An analysis of OECD countries and its policy implications”. MEITI Journal 2006(4): 58-61.

or have a look into the agenda of World Economic Forum 2015 "How to encourage women into the workforce" https://www.weforum.org/agenda/2015/03/how-to-encourage-women-into-the-workforce/

The number of female faculty can increase if we give due consideration to their work life balance.Hygine factors should be considered.

Estimada Camelia:

It is a part of a broader question: how to encourage women to work? In fact: 1. to take up and 2. continue working?

- think of irregular forms of employment that may allow women to take care of family and work at the same time;

- perhaps a different level of requirements should be presented as to the date of scientific achievements for women (it is more difficult due to family commitments);

- it is important to support women already working in your university to care for their needs, know expectations (anonymous and explicit surveys, interviews, the system of preventing discrimination based on sex, including immediate response to all cases of harassment, etc.);

- it may be worth paying attention to promoting those women who are already working, inviting them to participate in committees, scientific councils, highlighting their achievements;

- - perhaps a different level of requirements should be presented as to the date of scientific achievements for women (it is more difficult due to family commitments);

- it is important to support women already working in your university to care for their needs, know expectations (anonymous and explicit surveys, interviews, the system of preventing discrimination based on sex, including immediate response to all cases of harassment, etc.);

- it may be worth paying attention to promoting those women who are already working, inviting them to participate in committees, scientific councils, highlighting their achievements;

- publicizing and promoting good practices on your website, in the form of a newsletter;

- the best results will give a question to these women who already work for you: what bothers them, what would be an incentive for them, what they fear, what they expect? meeting their expectations, treating them very seriously will bring good results and will be widely commented in the scientific environment of your country.

I keep my fingers crossed for you!

Saludos cordiales desde Varsovia,

Joanna.

You may find useful some articles on the subject:

Kinoshita, Y and F Guo (2015), “What can boost female labour force participation?” IMF Working Paper No. 15/56.

Yamaguchi, K (2006), “On the true relationship between female labour force participation and fertility rate: An analysis of OECD countries and its policy implications”. MEITI Journal 2006(4): 58-61.

or have a look into the agenda of World Economic Forum 2015 "How to encourage women into the workforce" https://www.weforum.org/agenda/2015/03/how-to-encourage-women-into-the-workforce/

Competition is crucial, Work towards raising the capacity in all aspects to ultimate the requirements of any vacancy

In Pakistan, women universities and colleges as well as elementary schools are mostly managed by women, which is a better trend compared to other walks of life

Hi Camelia

Good question. No simple answer that I know of but I can say a few things that may provide food for thought.

Using 'women only' short lists is an effective strategy. This has been instrumental in bringing women into politics in the UK. I am not aware that it has ever been used in a business school.

It is also permitted, under the UK Equalities Act 2010, for organisations to take 'positive action' to correct workplace imbalances in relation to certain 'protected characteristics', including gender. This also ‘seems’ to have been effective. The ‘protected characteristics' at present are age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriageand civil partnership, and pregnancy and maternity. I have highlighted the main ones that particularly perhaps concern women.

Positive actions may seem intrinsically biased, but they are intended to overturn persistent, entrenched, historical bias through a kind of positive social engineering. Thus, when firms advertise for new employees they can state that 'women are welcome to apply'. This is allowed in workplaces where women are under-represented and often not traditionally accepted.

Radical feminists would use the term Patriarchy to explain how the imbalance was first generated and how it is maintained. Liberal feminists might prefer to refer to institutional bias (Kanter 1977). Try comparing and contrasting Kanter, R.M., Walby, S. Cockburn, C. and Hakim, C., for example. Radical, Liberal, Standpoint, and Marxist feminists would all take different lines to resolve your problem.

Just as an aside, I recently retired from teaching in a business school in the UK and I have sometimes thought about why women 'gravitated' to, or were led into, certain subjects. For example, the tourism management programme had a predominance of women lecturers and students. Events management had an even larger imbalance in favour of women students. These are two obvious cases. Are women making these choices or are they being channelled into these areas by ‘some kind of’ constraint? Or, is something else going on? The answer may give some clues as to why women are under-represented in business schools in general. Could it be a power imbalance?

There is a lot more I could say about this. Giving women and men equal opportunity has not been enough to address gender imbalances in some cases. Equal employment outcomes might be a better approach to achieving gender balance in some professions.

I wish you well with your efforts ... Alan

Good discussion.

I think women's business strategy varies according to the social and economic environment in which they live, so that strategy will inevitably be different in developing countries than in developed countries. The strategy of employing women remotely is the best in developing countries to take into account all their circumstances in addition to the population distribution of women in the city and villages.

http://www.scielo.mec.pt/scielo.php?script=sci_arttext&pid=S1647-61582017000300009

Puede que te resulte útil este articulo

I agree with Alan White. I would like to know more about the feminist's views.

Concerning one of the participants in this question, I noticed that there are lots of copy and past used for the same answer distracting the reader.

Thank you

I think Joanna's 1st and 2nd answers are helpful.

To answer El-Sayed El-Aswad's wish to know more concerning feminist views, at least as I understand them, I would answer briefly as follows:

1. Liberal feminist have been regarded as less extreme. They do not philosophise about patriarchy, as a power that shapes society. They tend to discuss institutional and systemic bias as the causes of women's exclusion from senior positions (See Kanter, R.M. 1977, as an example). They also report evidence of women making intelligent career choices, independent of patriarchy (Hakim 1992). Patriarchy is not theorised as a force that shapes women's career choices.

2. Radical feminists argue that women should not have to behave like men to succeed in work (Wajcman 1998) and tend to focus on male domination that operates as a force in every facet of society. They refer to this force as patriarchy and Walby (1990) has theorised the concept. The theory is is challenged in terms of its imbalance. For instance, matriarchy, as a power that opposes patriarchy, is virtually ignored (White 2016) by radical feminist academics.

3. Marxist feminists emphasise the opposing forces of capital and labour, and some see patriarchy as a interwoven with this (See Cockburn 1983). Cockburn (1983) proposes a ‘gender system’ as well as a capital/labour system. This gender system maintains a ‘strictly sexually-polarised division of labour’.

4. Standpoint feminists allow and support bias in methodology in gender research. They argue that women's rights and women's voices have been ignored and opposed for so long that the injustice is so deeply rooted that it needs to be redressed at all costs, even if means conducting research from the standpoint of women only.

5. Black feminists writers have not come within the scope of my research and I am unclear how they relate to 1, 2, 3 or 4 above. I guess that they might take liberal, radical, Marxist or standpoint, positions, while using Race as an additional conceptual lens through which they observe their research data.

Others may wish to criticise or add depth to my simple summary. May I attempt to enrich the topic by saying the following?

The interesting WEF (2015) article, cited by Joanna above, discusses the influence of fertility rates on women's employment rates. Women's employment rates have indeed increased, but the picture is more complex (e.g. Hakim 1993) than the article suggests. Please allow me to elaborate.

There is no doubt that women have been badly treated throughout history and many academics support correcting the present workplace imbalance, in women's favour. Nevertheless, I am strongly opposed to what might regarded as the violent and unethical extremes of some feminists. For instance, I oppose the sacrifice of millions of unborn children on the matriarchal altar of women's liberation. I am well aware that this is a controversial view, but I believe the commandment says, ‘thou shalt not kill’. The fetus is human life, that outweighs all arguments about freedom of mothers to opt for abortion. In Great Britain, we have abortion on demand, without positive alternatives being discussed with pregnant women, as far as I am aware. When people try to offer alternatives to women, the offers are often ridiculed, and those who offer them are regarded with contempt. I favour alternative approaches, as do many others (Elgot 2017), but anti-abortion voices are marginalised in Britain. How callous the political liberals and feminist extremists are in dealing with human life! Abortion on demand is a clear consequence of dominant matriarchy that causes this miserable situation to persist, virtually unchallenged, in Britain. This is the same matriarchy that radical feminists ignore in their theorising.

I hope my brief summary helps you, El-Sayed El-Aswad … and adds breadth, however modest, to the discussion. My good wishes to all...

Alan

References:

Cockburn, C. (1983) Brothers: Male Dominance and Technological Change.London: Pluto Press.

Cockburn, C. (1989) ‘Equality: the long and short agenda’, Industrial Relation Journal, 20(3): 213-225.

Cockburn, C. (1991) In the Way of Women: men's resistance to sex equality in organizations.Basingstoke: Macmillan.

Elgot (2017) Jeremy Corbyn backs call for abortion clinic buffer zones. The Guardian, 26 Oct. URL accessed 04/05/18: https://www.theguardian.com/world/2017/oct/26/jeremy-corbyn-backs-call-for-abortion-clinic-buffer-zones

Hakim, C. (1993) ‘The myth of rising female employment’, Work,Employment and Society, 7(1): 97-120.

Hakim, C. (1992) ‘Explaining trends in occupational segregation: the measurement, causes and consequences of sexual division of labour’, European Sociological Review, 8(2): 127-152.

Kanter, R. M. (1993) Men and Women of the corporation. New York: Basic Books.

Wajcman, J. (1998) Managing Like a Man: Women and Men in Corporate Management. Cambridge: Polity Press.

Walby, S. (1990) Theorising Patriarchy.Oxford: Blackwell.

White, A. (2016) ‘Modelling Power; Based on Women’s Low Participation at Senior Levels in Elite Kitchens in the United Kingdom’. Journal of Tourism Research and Hospitality5(2), 1-6. URL accessed 04/05/18: https://www.scitechnol.com/peer-review/challenges-in-emerging-research-on-luxury-destinations-QTAy.pdf

Many thanks dear Alan White for this invaluable and fresh information. Due to traveling overseas I need just 3 days to come back with my feedback.

Once again, thank you dear Alan White. I’m really shocked to hear about violent extremes of some feminists. Now, away from the abortion issue, is it true that women (or some of them) have to ask feminists to provide them with advice about acceptable or not acceptable jobs?

Thank you for your question El-Sayed El-Aswad. I will try to answer you by posting one last word.

I guess there are many people who offer women advice about what an acceptable job for a woman is (Guerrier 1986). However, I do not think that women are in any way forced to seek out feminists to advise them about academic jobs in a Business School. I am sure that women are well aware of feminist views about what is acceptable and unacceptable to feminists, without having to seek advice from them. General information is already available, the laws are well known and women are educationally socialised to expect workplace inclusion in academia.

Employers have a duty in UK law not to discriminate against people, because of a protected characteristic, such as gender. No woman should be treated less favourably than an employer would treat others (Equality Act 2010).

UK law does not stop women being advised privately to avoid certain jobs. For example, there are very few female Head Chefs in elite restaurants in the UK. Why? There is no law preventing women from taking on such roles.

a. Are women told or advised to avoid the Head Chef’s job for good reason?

b. Do women prefer intricate pastry work in elite kitchens?

c. Are women socialised in their thinking so that they should not aspire to be Head Chefs?

Some feminists argue that women should be treated equally, but that women should not be treated as men. They should not be expected to behave like men in the workplace. They are not brothers (Cockburn 1983 and 1985).

Maybe some of these notions apply to faculty jobs. Do matriarchal and patriarchal powers operate in the academic labour market to socialise women into acting against their best interests (Lukes 2005), or are women making reasonable choices in avoiding Business Schools? How does this operate where you are in Michigan, I wonder?

References:

Cockburn, C. (1983) Brothers: Male Dominance and Technological Change.London: Pluto Press.

Cockburn, C. (1985) The Machinery of Dominance: Women, Men and Technical Know-how.London: Pluto Press.

Equality Act with latest (2010) Revisions.URL (consulted 9 May 2018): https://www.legislation.gov.uk/ukpga/2010/15/contents

Equality Act (2010) Original. URL (consulted 9 May 2018): http://www.legislation.gov.uk/ukpga/2010/15/pdfs/ukpga_20100015_en.pdf

Guerrier, Y. (1986) ‘Hotel Manager – An Unsuitable Job for a Woman?’, Service Industries Journal,6(2): 227-240.

Lukes, S. (2005) Power: A radical view, 2nded.Basingstoke: Palgrave.

Thank you dear Alan White for this informative and scholarly feedback that inspires me to do a research dealing with this interesting topic. And many thanks go to Camelia Ilie for asking this important question. Gratefully.

Dear El-Sayed El-Aswad

Thank you for your kind words. I wish you well with your research. I also agree with you that Camelia Ilie should be commended. It is a worthy question that deserves attention.

All good wishes... Alan

https://www.eller.arizona.edu/faculty-directory

Thank you all for your kind words and support. We all have to keep working on this important matter.

The AACSB is working on helping the academic institutions find ways to design different academic tracks that can open more opportunities for different faculty members. I will post any interesting advance in this sense.

This article presents a broader perspective on the subject

Interrupting the Usual: Successful Strategies for Hiring Diverse Faculty

Daryl G. Smith, Caroline S. Turner, Nana Osei-Kofi & Sandra Richards

Pages 133-160 | Published online: 01 Nov 2016

https://doi.org/10.1080/00221546.2004.11778900

https://www.tandfonline.com/doi/abs/10.1080/00221546.2004.11778900?journalCode=uhej20