Gender equality work is shaped by culture - not by need
How to work with gender equality and diversity in technology-intensive, male-dominated environments is shaped by culture rather than by what needs to be done. This is shown in a new doctoral thesis from KTH
Erika Blomstrand is a doctoral student at the Department of Industrial economics and management (INDEK) and has mapped gender equality and diversity work in technology-intensive and male-dominated organizations. Her doctoral thesis Shaped by Culture - Gender Equality Practices in Male-Dominated, Technology-Intensive Contexts examines a Swedish technical university that educates engineers, as well as organizations in the Swedish fintech industry—companies that develop financial technology.
She has sought to understand how organizational culture influences gender equality work and what happens when men try to change these structures from within. In her thesis, she refers to both gender equality and diversity work under the term “equality practices.”
What characterises equality practices in male-dominated technical environments, and what challenges exist?
"In the environments I have studied, equality practices are largely shaped by culture rather than by an analysis of what actually needs to change. The initiatives that gain traction and resources are often those that align with the organization’s existing values and priorities. As a result, equality practices tend to become something that must 'fit in' rather than something that challenges the organization’s fundamental power structures and ways of operating."
How is gender equality practiced in the contexts you have examined?
"In technical higher education, the work focuses on transforming knowledge itself—what engineering students learn and how. This includes introducing gender perspectives into education and thereby challenging what counts as relevant engineering knowledge. In the fintech industry, the focus is primarily on underrepresented groups, with the idea that increased diversity within the organization—especially in technical development—contributes to innovation and growth. What both environments have in common is that initiatives tend to be shaped by what is perceived as culturally acceptable."
What contributes to continued inequality?
"Organizational logics, norms, and knowledge ideals play a decisive role in all organizations where inequality is maintained over time. In the environments I have studied, there are strong norms around what constitutes “real” knowledge and who is considered a legitimate agent of change. These norms are closely linked to men and masculinity. This affects what resistance initiatives face, who is listened to, and who is considered suitable to lead change efforts. These norms are rarely explicit, which makes them difficult to challenge. Research on—and practical work for—increased gender equality in organizations has long been carried out by women, who often encounter resistance. When men act as change agents, they instead receive praise, legitimacy, and room to act—as long as they do not challenge the culture too much."
How can equality be promoted?
"Organizations need to analyze what the actual problem of inequality is. Collaboration is also important. When people with different competencies and levels of power work together to promote gender equality, better conditions for change initiatives can be created than when the responsibility rests on a single individual. Organizations must also be aware that culture shapes change efforts and actively challenge the norms and hierarchies that determine what is considered possible and legitimate. Without critical reflection, well-intentioned initiatives risk reproducing the inequality they aim to counteract."
How has your time as a doctoral student been?
"At times it has been challenging, but also among the most rewarding things I have done in my life. It is a privilege to be able to immerse oneself in a subject one finds interesting during working hours and to go on that journey together with such ambitious and driven colleagues."
"I started just as KTH shut down due to COVID-19, so the beginning was perhaps not ideal. Getting to know new colleagues through scheduled coffee chats on Zoom is not the most enjoyable way to build relationships. It also created uncertainty about how I would gain access to empirical material when it was difficult to physically enter organizations."
Anything particular you take along?
"Above all, the incredibly insightful and inspiring people I have met during my years as a doctoral student. It is amazing how much expertise is gathered here and how much you can learn simply by being curious and listening. I continue to teach in various Master of Science in Engineering programs at KTH and to work with KTH’s research center InspireLab, which enables research on inclusive technology for increased gender equality."