Abstract An important condition for gender equality change is that managers become problem owners of gender inequality, being responsible for change and committed to action. Managers regularly resist such problem ownership. This research explored how managers in a participatory gender equality intervention in science negotiated their problem ownership. The findings contribute to gender equality change literature by showing that resistance can be productive of gender equality change when the intervention provides a compelling space for negotiations on problem ownership. In addition, our research unpacked the notion of problem ownership into a complex layering concerning personal and group responsibilities and personal and group actions, providing a more detailed understanding of resistance of managers against change agency.

中文翻译：

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只是说说？中层管理人员在性别平等干预中协商问题所有权

摘要 性别平等变革的一个重要条件是管理者成为性别不平等的问题所有者，对变革负责并致力于行动。管理人员经常抵制这种问题的所有权。这项研究探讨了参与式性别平等科学干预的管理者如何协商他们的问题所有权。研究结果表明，当干预为问题所有权的谈判提供令人信服的空间时，阻力可以产生性别平等变革，从而有助于性别平等变革文献。此外，我们的研究将问题所有权的概念分解为涉及个人和团体责任以及个人和团体行动的复杂层次，从而更详细地了解管理者对变革机构的抵制。