ABSTRACT Using a Feminist Institutional perspective, and drawing on a wide range of evidence in different institutions and countries, this article identifies the specific aspects of the structure and culture of male-dominated higher educational organizations that perpetuate gender inequality. Gender inequality refers to the differential evaluation of women and men, and of areas of predominantly female and predominantly male employment. It is reflected at a structural level in the under-representation of women in senior positions and at a cultural level in the legitimacy of a wide range of practices to value men and to facilitate their access to such positions and to undervalue women and to inhibit their access. It shows that even potentially transformative institutional interventions such as Athena SWAN have had little success in reducing gender inequality. It highlights the need to recognize the part played by the ‘normal’ structures and culture in perpetuating gender inequality.

中文翻译：

---

为什么在男性主导的高等教育机构中减少性别不平等如此困难？女性主义的制度视角

摘要 本文采用女性主义制度视角，并利用不同机构和国家的广泛证据，确定了男性主导的高等教育组织结构和文化的具体方面，这些方面使性别不平等长期存在。性别不平等是指对女性和男性以及对女性占主导地位和男性占主导地位的就业领域的不同评价。这反映在结构层面上，女性担任高级职位的人数不足，而在文化层面上，重视男性并促进他们获得这些职位的各种做法的合法性，以及低估女性的价值并抑制他们使用权。它表明，即使是像 Athena SWAN 这样具有潜在变革性的机构干预措施，在减少性别不平等方面也收效甚微。它强调需要认识到“正常”结构和文化在延续性别不平等方面所起的作用。