Sexualities and/in ‘Critical’ Management Studies : The Routledge Companion to Critical Management Studies

Peer reviewe

Identification of primary care patients at risk of nonadherence to antidepressant treatment

Ann-Charlotte Åkerblad1, Finn Bengtsson2, Margareta Holgersson3, Lars von Knorring1, Lisa Ekselius11Department of Neuroscience, Psychiatry, Uppsala University Hospital, Uppsala University, Uppsala, Sweden; 2Division of Clinical Pharmacology, Medicine and Care, Faculty of Health Sciences, Linköping University, Linköping, Sweden; 3Quintiles AB, Uppsala, SwedenIntroduction: Poor adherence to antidepressant treatment is common, and results in increased disability and costs. Several factors are thought to influence patients’ ability and willingness to adhere. So far, however, consensus is lacking regarding patient characteristics that predict nonadherence. The purpose of this study was to identify predictors of nonadherence to antidepressant treatment that can be ascertained at treatment start.Method: The present study used data from a randomized controlled trial with the main objective of studying the effect of two different compliance-enhancing programs on treatment adherence and treatment response in 1031 primary care patients with major depression. In this study, logistic regression analyses were performed to examine patient- and illness-related characteristics potentially associated with nonadherence.Results: Nonadherence to antidepressant treatment was predicted by age under 35 or over 64 years, presence of personality disorder, sensation-seeking personality traits, substance abuse, and absence of concomitant medications.Conclusion: Certain patient- and illness-related characteristics may imply an increased risk of nonadherence to antidepressant treatment. Giving special attention to subjects with such characteristics may improve adherence.Keywords: unipolar depression, antidepressant, adherence, compliance, SSRI, predictor

«We need more women in managerial jobs» – Gender equality and management in the Nordic context : Deconstruction and critical perspectives

Focusing on the Nordic context, this article highlights complexities between gender equality discourse established at the societal level and discursive practice in organizations, particularly in relation to management, managing and managers. This research task is carried out by deconstructing a management text, and grounding the deconstruction in critical feminist literature. This analysis illustrates how managerial discourse is challenged and questioned by pro-egaliterian arguments in the Nordic context. However, it also demonstrates the pervasiveness of the gendered elements in managerial discourse, which relies on specific conceptions of parenthood where motherhood is constructed as problematic whereas fatherhood remains absent – and thus unproblematic. It is suggested that the ‘Nordic case’ provides a fruitful basis for similar studies in other societal contexts in Europe.Focalizado no contexto Nórdico, este artigo realça as complexidades existentes entre um discurso assente na igualdade de géneros sexuais, existente ao nível societal, e as práticas discursivas nas organizações, particularmente no que diz respeito à gestão e aos gestores. Este objectivo é alcançado através de uma deconstrução de um texto de gestão, a qual é baseada na literatura crítica feminista. Esta análise ilustra os desafios e questões que se colocam ao discurso de gestão pelos argumentos pro-igualitários no contexto Nórdico. Contudo, também demonstra a infiltração de elementos pertencentes ao género sexual no discurso de gestão, os quais assentam em concepções especifícas de maternidade ou paternidade, em que a primeira é tida como problemática, enquanto a segundo está ausente, logo não é problemática. Sugere-se que o «caso Nórdico» fornece uma base rica para estudos semelhantes em outros contextos societais na Europa

When Agnes has your back : On separatist methods in gender equality work

The purpose of this paper is to develop our theoretical understanding of the transformative potential of separatist methods in gender equality work by studying a women-only programme at a male-dominated higher education institution in Sweden. The analysis explores in what way a separatist method, which has an interactive design and content with a power perspective, can support change leadership. Extant research has criticized women-only programmes for excluding men from gender equality work, and for placing the responsibility for gender inequalities and change efforts on women. This critique is based on analyses of women-only programmes that are intended to support women in their careers on an individual level. Findings show that the studied method supports the participants in their change leadership. They highlight that the common understanding, sense of belonging and agency that emerged within the programme were all a source of both emotional and intellectual empowerment, here labelled “collective empowerment”. Frustration emanating from increased awareness is also handled through “collective empowerment”. The study concludes that the critique against women-only programmes is not relevant for initiatives that conceive gender equality work as organisational change. QC 20220210</p

When Agnes has your back : On separatist methods in gender equality work

The purpose of this paper is to develop our theoretical understanding of the transformative potential of separatist methods in gender equality work by studying a women-only programme at a male-dominated higher education institution in Sweden. The analysis explores in what way a separatist method, which has an interactive design and content with a power perspective, can support change leadership. Extant research has criticized women-only programmes for excluding men from gender equality work, and for placing the responsibility for gender inequalities and change efforts on women. This critique is based on analyses of women-only programmes that are intended to support women in their careers on an individual level. Findings show that the studied method supports the participants in their change leadership. They highlight that the common understanding, sense of belonging and agency that emerged within the programme were all a source of both emotional and intellectual empowerment, here labelled “collective empowerment”. Frustration emanating from increased awareness is also handled through “collective empowerment”. The study concludes that the critique against women-only programmes is not relevant for initiatives that conceive gender equality work as organisational change. QC 20220210</p

And then there are none: on the exclusion of women in processes of executive search

Purpose ‐ The purpose of this paper is to explore the ways in which gender is "done" in executive search. The authors uncover how the ideal candidate for top management is defined in and through search practices, and discuss how and why women are excluded in the process. Design/methodology/approach ‐ The study is based on in-depth interviews with male and female Austrian, Finnish and Swedish executive search consultants. The authors study the ways in which consultants talk about their work, assignments, clients, and candidates, and discern from their talk descriptions of practices where male dominance in top management is reinforced. Findings ‐ The ways in which gender is "done" and women are excluded from top management are similar across socio-cultural contexts. In different societal conditions and culturally laden forms, search consultants, candidates and clients engage in similar practices that produce a similar outcome. Core practices of executive search constrain consultants in their efforts to introduce female candidates to the process and to increase the number of women in top management. Research limitations/implications ‐ The study is exploratory in that it paves the way for more refined understandings of the ways in which gender plays a role in professional services in general and in practices of executive search in particular. Practical implications ‐ Unmasking how gender is woven into the executive search process may provide openings for "doing" gender differently, both for consultants and their clients. It may serve as a catalyst for change in widening the talent pool for top management. Originality/value ‐ Research on gendered practices in executive search is extremely rare. The study provides new insights into this influential professional practice and its outcomes