Publications

A Realistic Agenda? Women only programs as strategic interventions for building gender equitable workplaces

This thesis examines an organisational change intervention designed to build more gender equitable workplaces. The intervention relies on what could be considered a tried and true gender equity strategy: a women only (WO) development program. It asks, are such programs capable of contributing to the transformation of workplaces that is called for by feminist scholars such as Cockburn (1991) Meyerson and Fletcher (2000) and Sinclair (1994)?

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Can’t we just fix the women? Designing a women’s leadership development program that challenges the organization.

Recent research increasingly points to organisational culture (Chesterman et al.2004; Palermo 2004) as the main stumbling block for women. This paper moves beyond taking a 'fix the women' approach to leadership development and explores ways in which it is possible to achieve a ‘dual agenda’, where a women’s leadership development program can benefit individual women while challenging the organisation. A ‘dual agenda’ program engages the organisation and the women in an organisational change process.

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More than the sum of its parts: 10 years of the Leadership Development for Women Programme at UWA

This publication was compiled for the Tenth Anniversary of the Leadership Development for Women Programme at UWA. It celebrates, documents and evaluates the program, using historical documents, interview, focus groups and survey data. Grounded within the research literature of the time, it grapples with the question of cultural change. Can the program claim, as the Vice-Chancellor suggests, that LDW is a transformational programme? 

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Creating Opportunities: An Evaluation of the Leadership Development for Women Programme 1994–1997

This publication was a landmark document in providing qualitative and quantitative data on the first three years of LDW. Tracking the women who had participated in the program and comparing their retention and promotion data with women who did not participate and with men, highlighted some outstanding results for academic and professional staff participants.

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