ABSTRACT

During the last eight years, over 8000 academic faculty and professional services women working in the United Kingdom and the Republic of Ireland have participated in a women-only leadership in higher education programme called Aurora. The organization that designed and delivers the programme (Advance HE) sees it as an important force for change in the sector. However, the potential for meaningful change in traditionally male domains through greater representation of women may be undermined by organizations that remain gendered. To address these issues this article outlines findings from a longitudinal, mixed-methods study on women working in higher education (HE), drawing on data from 1094 research participants. Women completed online surveys at different time points before and after participation in Aurora, with a smaller sample of participants taking part in in-depth interviews and diaries. Analysis of these data shows that the leadership programme is perceived to have a significant impact on some behaviours and attitudes of women and this impact does not on the whole diminish over time. This research is important as it is the first longitudinal study of its kind that includes both professional services and academic women. The findings will be of interest to higher education institutions (HEIs) globally that wish to develop organizational contexts in which women go on to lead.

摘要

在过去八年中，在英国和爱尔兰共和国工作的 8000 多名学术教师和专业服务女性参与了名为 Aurora 的高等教育项目中的女性领导层。设计和交付该计划的组织 (Advance HE) 将其视为该行业变革的重要力量。然而，通过更多地代表女性来改变传统男性领域的潜力可能会被仍然性别化的组织所破坏。为了解决这些问题，本文概述了一项关于高等教育 (HE) 女性工作的纵向、混合方法研究的结果，该研究利用了 1094 名研究参与者的数据。女性在参与Aurora前后的不同时间点完成了在线调查，参与深度访谈和日记的参与者样本较少。对这些数据的分析表明，领导力计划被认为对女性的某些行为和态度产生了重大影响，而且这种影响总体上不会随着时间的推移而减弱。这项研究很重要，因为它是同类纵向研究中的第一个，包括专业服务和学术女性。这些发现将引起全球高等教育机构 (HEIs) 的兴趣，这些机构希望发展女性继续领导的组织环境。这项研究很重要，因为它是同类纵向研究中的第一个，包括专业服务和学术女性。这些发现将引起全球高等教育机构 (HEIs) 的兴趣，这些机构希望发展女性继续领导的组织环境。这项研究很重要，因为它是同类纵向研究中的第一个，包括专业服务和学术女性。这些发现将引起全球高等教育机构 (HEIs) 的兴趣，这些机构希望发展女性继续领导的组织环境。