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A roadmap to active gender work

A roadmap to active gender work. Halmstad April 2008 Marita Svensson Fiber Optic Valley. Fiber Optic Valley VINNOVA - Vinnv ä xtvinnare 2004. In 2004 Fiber Optic Valley was chosen as one of eight Innovation systems in Sweden by VINNOVA, Swedish Governmental Agency for Innovation Systems

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A roadmap to active gender work

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  1. A roadmap to active gender work Halmstad April 2008 Marita SvenssonFiber Optic Valley

  2. Fiber Optic ValleyVINNOVA - Vinnväxtvinnare 2004 • In 2004 Fiber Optic Valley was chosen as one of eight Innovation systems in Sweden by VINNOVA, Swedish Governmental Agency for Innovation Systems • Financial support of more than 6 million Euros over a ten year period. • Europe´s Fiber Optic Center 2015

  3. The Fiber Optic Valley Region • Situated in the middle of Sweden, 2,5 h drive north of Stockholm.Stretching from Sundsvall in the North to Gävle in the South with Hudiksvall in the center. • Two academic institutions and base of operation for research institute Acreo FiberLab, Ericsson Network Technologies, and other multinational companies.

  4. To create a new knowledge industry around Fiber Optics Fiber Optic Valley is an arena for the development and test of broadband techniques and e-services. These efforts are focused on three thematic areas: Fiber to the User (FTTX) E-services Fiber Optics Industrial Applications (FIA)

  5. Fiber Optic Valley -The Gender Network • Analysis of gender equality in the region • Gender perspective plays an important strategic rolein Fiber Optic Valleys action plan • The goal is to achieve genderconscious organisations • 2005 VINNOVA - call

  6. The Gender Network • Actionoriented gender research. • Gender Researcher together with middle managers from 11 different organisations • Change leaders in their organisations • “Doing gender”

  7. The Gender Network • Lack of knowledge about gender within the organisations • Broad support and commitment from the upper management is necessary • What´s in it for me?At both individual and organisational level

  8. Effects at the organisational level • Attractive employer- strengthes brand and image on the employment market • Personnel strategic factor- recruiting an attractive workforce • Sustainable growth-long-term profitability

  9. Effects at the individual level • Grow as a manager/leader/person • Obtain valuable knowledge and tools for working with change • Get all the benefits of a network-support-coaching-insight into other organisations

  10. The Gender Network - managementThree chairs - three people • Project manager-facilitator, co-ordinatorMarita Svensson • Gender researcher-scientific research leader,interactive researchSusanne Andersson • Process leader-guides and promotes the change and development processEva Amundsdotter

  11. The Gender Network -methodAction Learning and Gender Coaching • Regular meetings • Action LearningLearn by trial and discover what we do through actions • How gender is “done” - in daily life • Observations and Gender Coaching in the workplaces

  12. Gender theory model - four organisational processes Joan Acker 1. Segregation patterns 2. Interaction 3. Symbols and preconceptions 4. Attitudes

  13. Gender Network - three phases

  14. Innovative Leadership – management program as a support structure • Need for knowledge at the upper management levelas insight increase • Tailor-made management program as a support structure • 80 managers at athree-day course • Link equality to business development

  15. A roadmap to active gender work • Interim rapport • An application to VINNOVA to deepen and develop our theories and methods • You have to have stamina!!

  16. The Innovation SystemLinking R&D resources with business/technology clusters in a Triple Helix context. Involving more than 50 stakeholders. Bild 16 2014-11-06

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