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<p>Women working in Humanities, Arts, and Social Sciences (HASS) workplaces continue to face prevalent inequalities. Workplace leaders are widely recognised as key change agents to redressing these problems and creating respectful workplaces for all. However, there is scant research examining HASS workplace leaders’ role as potential change agents or their capability to lead change efforts. To address this issue, this paper uses a tripartite gender competence framework to examine HASS workplace leaders’ readiness to lead change efforts in creating equitable and safe workplaces, with a focus on music, law and social services fields. Data are generated through in-depth interviews with 20 workplace leaders from academia, public services and industry sectors. Findings suggest that while HASS workplace leaders demonstrate commitment to advance gender equality and diversity in their workplaces, there are key gaps in their understanding of the nature and characteristics of the problem which is often understood in a simplistic and narrow fashion. Findings also suggest that some leaders may lack the necessary know-how to play their role in leading change efforts towards gender equality.</p>

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Gender Equality in HASS Workplaces: Do Leaders have the Gender Competence for Change?

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年5月13日

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  • Leul Tadesse Sidelil,
  • Hanna Moges Lemma,
  • Robyn Barnacle,
  • Denise Cuthbert,
  • Kay Latham

摘要

Women working in Humanities, Arts, and Social Sciences (HASS) workplaces continue to face prevalent inequalities. Workplace leaders are widely recognised as key change agents to redressing these problems and creating respectful workplaces for all. However, there is scant research examining HASS workplace leaders’ role as potential change agents or their capability to lead change efforts. To address this issue, this paper uses a tripartite gender competence framework to examine HASS workplace leaders’ readiness to lead change efforts in creating equitable and safe workplaces, with a focus on music, law and social services fields. Data are generated through in-depth interviews with 20 workplace leaders from academia, public services and industry sectors. Findings suggest that while HASS workplace leaders demonstrate commitment to advance gender equality and diversity in their workplaces, there are key gaps in their understanding of the nature and characteristics of the problem which is often understood in a simplistic and narrow fashion. Findings also suggest that some leaders may lack the necessary know-how to play their role in leading change efforts towards gender equality.