The potential of women's programs to generate institutional change

Devos, AM; McLean, J; O'Hara, P

The potential of women's programs to generate institutional change

Devos, AM McLean, J O'Hara, P

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Publisher:: HERDSA
Publication Type:: Conference
Citation:: Devos, A., McLean, J., and O'Hara, P. 2003 'The potential of women's programs to generate institutional change', 2003 Annual International Conference of the Higher Educational Research and Development Society of Australasia (HERDSA 2003), HERDSA, Christchurch, New Zealand, pp. 143-151.
Issue Date:: 2003

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Field	Value	Language
dc.contributor.author	Devos, AM	en_US
dc.contributor.author	McLean, J	en_US
dc.contributor.author	O'Hara, P	en_US
dc.contributor.editor	Carol Bond & Philippa Bright	en_US
dc.date.accessioned	2009-11-09T02:48:20Z
dc.date.available	2009-11-09T02:48:20Z
dc.date.issued	2003	en_US
dc.identifier	2003001945	en_US
dc.identifier.citation	Devos, A., McLean, J., and O'Hara, P. 2003 'The potential of women's programs to generate institutional change', 2003 Annual International Conference of the Higher Educational Research and Development Society of Australasia (HERDSA 2003), HERDSA, Christchurch, New Zealand, pp. 143-151.	en_US
dc.identifier.other	E1	en_US
dc.identifier.uri	http://hdl.handle.net/10453/2295
dc.description.abstract	In this paper we consider the role of women-only professional development programmes, in the context of the evaluation of the first two years of a women’s research development program at the University of New South Wales, Sydney. WomenResearch 21 (WR21) is a professional development programme designed to enable and encourage women academics at the start of their research careers. Each cycle of the programme runs for twelve months and includes seminars, informal support and networking, a research project, and the opportunity to work with a research adviser. Over forty women from across all faculties of the university participated in the programme in the first two years. The programme also aimed to foster an increased understanding within the university of the issues confronting women researchers. To what extent have we been successful in achieving the programme’s aims? Participant evaluations of the first two years indicate the programme has been very successful in supporting the development of most participants. Our success in regard to the second aim of contributing to institutional change is less clear. The paper concludes with a discussion of the issues involved in shifting the focus of the programme from individual professional development to using it as a vehicle for cultural change.	en_US
dc.publisher	HERDSA	en_US
dc.relation.ispartof	2003 Annual International Conference of the Higher Educational Research and Development Society of Australasia (HERDSA 2003)	en_US
dc.relation.ispartof	Learning for an Unknown Future	en_US
dc.relation.isbasedon	http://www.herdsa.org.au/wp-content/uploads/conference/2003/PDF/HERDSA58.pdf	en_US
dc.subject	Gender equity.	en
dc.subject	Women academics.	en
dc.subject	Professional development.	en
dc.title	The potential of women's programs to generate institutional change	en_US
dc.type	Conference
utslib.location	Canberra, Australia	en_US
utslib.citation.startpage	143	en_US
utslib.citation.endpage	151	en_US
utslib.identifier.org	Changing Practices	en_US
utslib.location.activity	Christchurch, New Zealand	en_US
utslib.copyright.status	closed_access
pubs.declined	1970-01-01T00:00:00.0+1000

Abstract:

In this paper we consider the role of women-only professional development programmes, in the context of the evaluation of the first two years of a women’s research development program at the University of New South Wales, Sydney. WomenResearch 21 (WR21) is a professional development programme designed to enable and encourage women academics at the start of their research careers. Each cycle of the programme runs for twelve months and includes seminars, informal support and networking, a research project, and the opportunity to work with a research adviser. Over forty women from across all faculties of the university participated in the programme in the first two years. The programme also aimed to foster an increased understanding within the university of the issues confronting women researchers. To what extent have we been successful in achieving the programme’s aims? Participant evaluations of the first two years indicate the programme has been very successful in supporting the development of most participants. Our success in regard to the second aim of contributing to institutional change is less clear. The paper concludes with a discussion of the issues involved in shifting the focus of the programme from individual professional development to using it as a vehicle for cultural change.

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http://hdl.handle.net/10453/2295