Warning: Creating default object from empty value in /srv/psa05/hrmexpertise.nl/subdomains/blog/httpdocs/wp-content/plugins/download-monitor/classes/download_taxonomies.class.php on line 156 Warning: Creating default object from empty value in /srv/psa05/hrmexpertise.nl/subdomains/blog/httpdocs/wp-content/plugins/download-monitor/classes/download_taxonomies.class.php on line 156 Warning: Creating default object from empty value in /srv/psa05/hrmexpertise.nl/subdomains/blog/httpdocs/wp-content/plugins/download-monitor/classes/download_taxonomies.class.php on line 156 Warning: Creating default object from empty value in /srv/psa05/hrmexpertise.nl/subdomains/blog/httpdocs/wp-content/plugins/download-monitor/classes/download_taxonomies.class.php on line 156 Transparency in academic recruitment: a problematic tool for gender equality? | Expertisecentrum Human Resource Management & Organizational Behavior

Transparency in academic recruitment: a problematic tool for gender equality?

door Niels van der Kam

Evenement

UPDATE: het colloquium komt te vervallen. Er wordt een nieuwe datum gekozen in het eerste kwartaal van 2011.

Op 18 november aanstaande presenteert Marieke van den Brink in de colloquiareeks 2010 – 2011 van het Expertisecentrum. Dr. Marieke van den Brink is verbonden aan het Institute for Gender Studies van de Radboud Universiteit Nijmegen. U bent van harte welkom om het colloquium bij te wonen. Het colloquium start om 13:30 (lokatie nog niet bepaald, neem contact op met het secretariaat). Voor meer informatie neemt u contact op met het secretariaat van de vakgroep Human Resource Management.

Hieronder vindt u een samenvatting van de presentatie van Marieke van den Brink, getiteld: “Transparency in academic recruitment: a problematic tool for gender equality?”.


The new ‘managerialism’ in academia has put more pressure on university organizations to professionalize their recruitment and selection. Despite debates about the evaluation of academic excellence, it remains an opaque process and access to these secretive practices is often difficult or denied. In my dissertation research I had the opportunity to examine the recruitment and selection of full professors in the Netherlands. It shows how appointments are organized, candidates are sought and identified, how a notion of academic excellence is constructed. The methods employed consist of a qualitative content analysis of seven recruitment and selection protocols, interviews with 64 committee members, and an analysis of 971 appointment reports of full professors.


In this presentation I will challenge the view of an academic world where the allocation of rewards and resources is governed by the normative principles of transparency and meritocracy, and highlights the distance between these principles and the actuality of social interaction in daily working situations. This paper provides insight into the multiple ways in which the notions of transparency and accountability are put into practice in academic recruitment and selection, and how this has enhanced – or hindered – gender equality. This presentation focuses on the concepts of transparency and accountability as tools for gender equality, and examines the application of these policies in recruitment and selection.

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