02971nas a2200229 4500008004100000020002200041245012900063210006900192260005100261520209800312653001702410653003902427653001102466653002102477653001302498653001702511100002002528700002102548700001302569700001802582856014102600 2020 eng d a978-1-912764-56-300aGender In/Equality in men wor(l)d’s: Perceptions on the construction of a gender equal and inclusive Portuguese University0 aGender InEquality in men world s Perceptions on the construction aOnline ConferencebACPI Ltd. c16-17 July 20203 a

Based in a H2020 funded project and on theoretical contributions of the feminist institutional perspective, this paper provides a comparative view between men and women on the identified values, practices and behaviours needed to the institutionalisation and promotion of gender equal and inclusive higher education institutions (HEI). This theoretical perspective grounds our comparative analysis, supported by 22 interviews with institutional key-actors: 15 men and 7 women. Being our sample constituted by both male and female interviewees of a Portuguese university can be seen as an innovative approach due to two complementary reasons. First, Portuguese HEI clearly exemplify women representation in academia, considering their significant presence and rapid growth in HEI: as the system expanded and democratised, it also became more feminised, although women are still underrepresented in top-management and leading positions, contributing to perpetuate the vertical segregation phenomenon. Second, gender issues on (Portuguese) HEI are usually approached by women, with men having a peripheral role. Towards this background, we are interested in understanding how both sexes envisage gender equality in their working place (the academia) and even to depict how men perceive their role in the construction of gender-balanced and inclusive HEI. Data analysis reveals not only differences but also similarities between men and women perceptions of the values, practices and behaviours needed to the institutionalisation and promotion of a gender equal and inclusive institution. There is a common trend to consider universities as gender neutral and to attribute the responsibility for changes to the political, social and/or cultural systems, which results from a common symbolic realm of meaning-making common to women and men. However, it is more common to find women manifesting a more positive perspective to affirmative actions at the university. Thus, one can say that women situation can justify their greater assumption of an agency perspective on institutional change.

10a(in)equality10afeminist institutional perspective10aGender10ahigher education10aPortugal10auniversities1 aJordão, Carina1 aCarvalho, Teresa1 aDiogo, S1 aBreda, Zélia uhttps://www.cipes.pt/gender-inequality-men-world%E2%80%99s-perceptions-construction-gender-equal-and-inclusive-portuguese?language=pt-pt01346nas a2200181 4500008004100000245007700041210006900118300001200187490000600199520076100205653001100966653002100977653002700998100001801025700002901043700002101072856007101093 2017 eng d00aThe impact of international mobility as experienced by Spanish academics0 aimpact of international mobility as experienced by Spanish acade a83–980 v83 a

The objective of this research is to explore the experiences of the first generations of Spanish academics that carried out research stays in foreign institutions. The analysis of 30 semi-structured interviews shows the interviewees’ evaluation of their stay abroad, the impact that this had on their academic career and how the return to the home institution was a complex process of adaptation. It is an exploratory research which attempts to contribute to current debates about international mobility of academic staff. While it confirms that generally speaking mobility is perceived as positive there are negative aspects related to academics’ (re)integration related to cultural specificities and of the maturity of the scientific system.

10aGender10ahigher education10ainternational mobility1 aGroves, Tamar1 aLópez, Estrella, Montes1 aCarvalho, Teresa uhttps://www.tandfonline.com/doi/full/10.1080/21568235.2017.138818701514nas a2200205 4500008004100000245011000041210006900151260001600220300001400236490000700250520087000257653001101127653002101138653001201159653001501171653001301186100001801199700002101217856007001238 2014 eng d00aDifferent or similar: constructions of leadership by senior managers in Irish and Portuguese universities0 aDifferent or similar constructions of leadership by senior manag c04 Jun 2014 a1679-16930 v403 a

Despite over 60 years of research on leadership, few attempts have been made to ensure that the models of leadership are inclusive of women or other ‘outsiders’. This paper explores variation in the constructions of leadership at a time of institutional change in higher education. Drawing on a purposive sample, including those at presidential/rector, vice presidential/vice rector level in Irish and Portuguese universities, it compares and contrasts such senior managers' conceptions of leadership, as reflected in their descriptions of a typical president/rector and those characteristics that they see as valued in senior management in their own university. Attention is particularly focussed on the identification and gendering of collegial/managerial characteristics, and the extent to which it reflects variation in these university contexts.

10aGender10ahigher education10aIreland10aleadership10aPortugal1 aO'Connor, Pat1 aCarvalho, Teresa uhttps://www.tandfonline.com/doi/full/10.1080/03075079.2014.91490902206nas a2200217 4500008004100000245012400041210006900165260001600234300000900250490000700259520152800266653001501794653001101809653001201820653001401832653001701846100001801863700002101881700001601902856007001918 2014 eng d00aThe experiences of senior positional leaders in Australian, Irish and Portuguese universities: universal or contingent?0 aexperiences of senior positional leaders in Australian Irish and c31 Jan 2014 a5-180 v333 a

This article is concerned with the extent to which the leadership of higher education is a universally positive or contingent experience. It draws on comparative data from semi-structured interviews with those in senior leadership positions in public universities in Australia, Ireland and Portugal, countries which are differently located on the collegial/managerial continuum. It looks at their perceptions of the advantages/disadvantages of these positions. Universal trends emerge, arising from difficulties created by the shortage of resources consequent on neo-liberalist pressures; from the non-viability of a managerialist discourse as a source of meaning; from the positive character of the university as a knowledge-generating organisation; and from the gendered satisfactions derived by men and women from occupying these senior leadership positions. Contingent trends include the tension between academic and managerial roles, which is strongest in the Portuguese collegial structures; while the negative impact on personal well-being is most apparent among the Australian respondents in the most managerialist structure. The paper concludes that assumptions that senior leadership positions are universally positive is not supported. It suggests that the attractiveness of these positions – contested in a collegial structure – may be further reduced in increasingly managerialist contexts, with the challenge of diversity, so important to innovation and economic growth, being particularly acute.

10acontingent10aGender10aleaders10auniversal10auniversities1 aO'Connor, Pat1 aCarvalho, Teresa1 aWhite, Kate uhttps://www.tandfonline.com/doi/full/10.1080/07294360.2013.86460801642nas a2200193 4500008004100000245005200041210005100093260001600144300001200160490000700172520109900179653001101278653001501289653001801304100001601322700002101338700001901359856007001378 2011 eng d00aGender, power and managerialism in universities0 aGender power and managerialism in universities c03 Mar 2011 a179-1880 v333 a

This article explores the role of senior managers in consolidating and interpreting new managerialism in higher education in Australia, South Africa and Portugal, and perceptions of potential effects on gender. The impact of managerialism on decision-making in Australia was increased centralisation with the Vice Chancellor operating as a Chief Executive Officer; in South Africa tension existed between collegial and managerial models evident in power struggles between Vice Chancellors and faculties, plus overt risk and strong political considerations; while in Portugal decision making remained collegial with Rectors seeing themselves as primus inter pares (first among equals). The major finding was that while women as senior managers had an increased capacity to impact on decision-making in managerial universities, mainly related to ‘soft’ management skills, these were not valued in a competitive management culture strongly focused on research output. Thus managerialism presents a great challenge for women in senior management in higher education.

10aGender10aManagement10aManagerialism1 aWhite, Kate1 aCarvalho, Teresa1 aRiordan, Sarah uhttps://www.tandfonline.com/doi/full/10.1080/1360080X.2011.559631