Use this URL to cite or link to this record in EThOS:
Title: The role of women in regeneration organisations
Author: Grimshaw, Lucy
ISNI:       0000 0004 2694 3891
Awarding Body: University of the West of England, Bristol
Current Institution: University of the West of England, Bristol
Date of Award: 2009
Availability of Full Text:
Access from EThOS:
Barriers to inclusion in regeneration organisations as a result of gender are now widely documented (Brownill and Darke, 1998; Geddes, 2000; Healey, 1998; Alsop et aI., 2001; Beebeejaun and Grimshaw, 2007). This thesis builds on previous research to analyse the experiences and perceptions of women working in regeneration organisations. It sets regeneration organisations within the context of governance and presents a gendered analysis of regeneration policy and guidance. The thesis highlights contradictory messages within the literature about the role of women and their opportunities to participate in organisations. My research explores the opportunities and barriers that exist and result in the inclusion or exclusion of women in regeneration organisations. The thesis addresses two key questions: • How do women participate in urban regeneration organisations? • How are women able to influence organisations' working practices? The research is based on three case studies of regeneration organisations chosen to represent different types of regeneration approaches - an Urban Regeneration Company; a Sure Start; and a New Deal for Communities Partnership. The research uses Acker's (1990; 1992) gendered organisational theory to examine the role of women in regeneration organisations. The thesis provides evidence to suggest that gendered processes exist and thus regeneration organisations are gendered organisations. This impacts on the role of women within regeneration organisations, how women participate and whether or not they can influence working practices. The key findings are: • Familiar patterns of gender relations remain but co-exist with more complex and contradictory patterns. • There are opportunities for women in both paid and unpaid work at all levels in regeneration organisations. • Gendered processes exist and serve to disadvantage some women (and some men). Women can experience discrimination based on their sex, race, and age. Women with caring responsibilities sometimes find it difficult to combine these responsibilities with other work. • Women and men tend to hold particular jobs and this impacts on the power women have. Women carrying out community work have less power to influence decisions about the overall direction of the organisation and have a lower status. • Regeneration organisations are complex organisations. There are gendered processes at work but other factors such as hierarchy and culture also influence power within organisations. This complexity means that women can be both agents and subjects of power. • Regeneration policy and guidance continues to sideline and/or ignore gender inequalities. This does not mean that gender is ignored completely within organisations but that there is no systematic analysis or approach to gender issues.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available