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It would be interesting to see how this develops as an idea, as a signifier of being the 'killjoy' - being in a space where she is very visible, but also the possibilities for what this person can be are narrowed down

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being trapped anyway because it is diffivult to resist the silent norms

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On intersectionality - comment from Jonna Arousell

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On intersectionality - comment from Jonna Arousell

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How to make young people who adhere to a strong heteronormative discourse — fueld by both religious and socially specific norms on sexuality — feeling included in this normcritical approach to the literature? Or is the struggle for social change according to Amalie's perspective only possible if we accept that some young people (although being in minority) will experience being excluded?

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- At what moment does professionalism and activism become opposites?

- What is professionalism?

- Can you not be an activist professional?

- Is there room for activism in professionalism?

- What is the difference between being an activist professional and a professional activist?

- There’s a norm surrounding professionalism that places activism in the private sphere.

- Can you queer what it means to be "a professional" ?

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(reporting on group discussion)

what the library thinks people want vs. what the library does in reinforcing induced preferences

So how to classify (you still have to)? By age? Or should there be more librarians to guide the young readers to different choices?

Who can make these choices locally / nationally?

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fascinating presentation, but two separate issues in the single basket? categorizing books (very important for any libraries, otherwise they will become a mess) and promoting books to potential users in certain ways (e.g. special exhibition corners such as boys/girls sections)

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fascinating presentation, but two separate issues in the single basket? categorizing books (very important for any libraries, otherwise they will become a mess) and promoting books to potential users in certain ways (e.g. special exhibition corners such as boys/girls sections)

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- Is “to be a killjoy” gendered?
- Are men even perceived as
killjoys, when they address
gender issues

- Can you be a killjoy in different ways? Also more subversive ways?
- Make others could be killjoys too (share the "workload")

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Purpose of the library and practice difference

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Purpose of the library and practice difference

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Open and access for all - but that's not how the books are laid out. Coding system - work on a more diverse coding system so children's books not laid out by gender?

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The library is an interesting example as it is very much built on a system of classification - categorising, cataloguing, etc.

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Make the practice of flexibility the norm.
Is a "norm" a problem in itself?
Regard norm-critical work as ongoing (we never "get done")
Is there a contradiction between professionalism and killjoy?
Does being a killjoy lose its edge once it becomes professional.
Once it becomes professional, who is gonna police the norms of being a professional killjoy (or rather bringing your killjoy to work).
Can you be an amateur killjoy?

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What do doors do? if many people want to get through, does the doorway become overcrowded - can all people get through? And does the wall still exist?

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What techniques and strategies can people learn to deal with anger or difficult feelings ... how to care for mental health and wellbeing of those that do diversity work.

how will this project continue? what will happen with groups or work where the different work groups are mixed together.

we mentioned that the story of the song which is here a positive example has a counter example of the opposite effect in the CBS song case ' Denmark is a blond girl' example. The role of the media and politization of this debate.
when can this suddenly explode ...

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interesting example, important to make people aware, open up som they can realize themselves

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interesting example, important to make people aware, open up som they can realize themselves

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Important that these kind of prosesses are  anchored with the leaders of the organization

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this topic does not need to be gender specific.... among boys, for example, some are bullied because of differences in values and norms 

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this topic does not need to be gender specific.... among boys, for example, some are bullied because of differences in values and norms 

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amazing material and empirical access; underscores the need for reflexivity and highlights that there is 'no single right' approach. I was wondering who the participants (leaders, assistants) etc are in terms of diversity categories (as who do they identify? Which diversity categories are relevant to them? Which ones are more likely to be affirmed / silenced et cetera). meaning: the material could speak even more to us.

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Interesting that inclusion seen as not helpful in reducing inequalities. Integration / assimilation?

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Diversity manager as privilege

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perfect example of materiaity of embodied power practices; is this an access point to the diversity experiences of those who 'embody the other' in the eyes of those who represent the embodied norm

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perfect example of materiaity of embodied power practices; is this an access point to the diversity experiences of those who 'embody the other' in the eyes of those who represent the embodied norm

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How can we/you see the blind spots? How to see the knowledge you don’t see? How do you know what is worth listening to?

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How can we/you see the blind spots? How to see the knowledge you don’t see? How do you know what is worth listening to?

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there is a lot of potential on focussing on the senses as a way of opening new types of conversations.
we are critical of the idea of not-seeing inequality
maybe consider to see and then do something about it
the aspect of recognising what is there.

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is the use of a provocative slogan (tits out) a high stakes game? Could other women react against this rather than feeling included by it? Did the Countess receive a lot of social media abuse as a result of this?

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The dichotomy of social media being a space of solidarity and emancipation and also of trolling and abuse. Example of how to use it in the right way.
This is a very postmodern way of resisting - using irony and humour,
But it is also important to consider if not exposing the wrongdoer is always the strategy to follow, if it is the right thing to do? Also to consider if not to exposing and shaming is a gendered aspect of activism, a form of 'niceness'

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Why does the main actor in this case (the countess) chose a 'feminist' strategy of resistance? 

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Why does the main actor in this case (the countess) chose a 'feminist' strategy of resistance? 

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How do we go from the local, collective action to more institutional change to avoid similar cases from repeating? Relatedly, how is this activit reaction impacting possible repetition of the same 'agression' in a productive way?

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With the launch day of Tits Out Collective complete, I reflect back on the lead up to the launch and the day itself.

Tits Out Collective runs throughout July 2018 and you can find the gallery of participants HERE.

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VLOG : Episode 3 - The Dyer Who Launched A Thousand Tits

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With the launch day of Tits Out Collective complete, I reflect back on the lead up to the launch and the day itself. Tits Out Collective runs throughout July 2018 and you can find the gallery of participants HERE .

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To what extent the question is specific to mechanical engineering in Germany? Education in STEM  (science, technology, engineering and mathematics) areas is male dominated across the world, making the professional pipeline very thin.

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Barbara Bagihole Abigail Powell,  https://www.emeraldinsight.com/doi/full/10.1108/02610150610719146

Wendy Faulkner:  https://www.tandfonline.com/doi/abs/10.1080/19378620903225059

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Would be interesting to connect the idea(l) of the '(good German male) engineer)' with norms, normative assumptions and expectations and investigate how this ideal is created performatively. So what labour goes into upholding the very norms that feed into a particular ideal?

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Historial, local trajectory of engineering vs. a more general dimension.
At the same time, lack of women in STEM subjects is a more generalized observation.
Also, we discussed how aspects such as immigration seem to be at least as important here (i.e. the heirs are different than expected).

Also, we were wondering if this is about being a 'good' engineer, or more generally about identity work / change in professional identity? Engineers seem to 'blame' change on demographically diverse engineers but it seems the change is broader than that / the trees that hide the forest?

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In relation to your focus on the object - take a look at Bruno Latour and Actor network theory; also Patricia Yaager (Dirt and desire, 2000 ; on object-subject relationships).
Work on specifying what is the purpose of this study - what do you aim to achieve by analysing all this rich data
Check the theory of Banaji and others on social stereotypes and prejudice. It is very related to the side of the stereotype of the good engineer you presented.

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Maybe this could be perspectived inter-sectionaled? is it only about gender? I think the phenomenenon is recognizable in different settings. who is heard? who is aloud to talk? 

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Maybe this could be perspectived inter-sectionaled? is it only about gender? I think the phenomenenon is recognizable in different settings. who is heard? who is aloud to talk? 

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In the US, there was a big debate in the 70's about why a white male manager was considered "better" for US firms.  Edmund Phelps' so-called statistical discrimination might be of some relevance to your puzzle.....

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Interested in connections between sustainability and gender...
Also wondered if the 'traditional, mecahnical engineer' is quite a threatened species, likley to give way to computer/sustanaible developments - the threat might be quitet realstic!

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Interested in

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(a) We found the issue of gender playing into "physical" vs software engineering interesting. Are women conceived as more capable of working with ideas rather than tools?
(b) We also thought it was  interesting how discourse reinforces numerical representation, and vice versa, to the extent that your data is able to unpack that. Did your participants adopt different discourse depending on their sociodemographics? How dominant was the discourse and was there dissent? How does that unpack over time?

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DK context: are they trying to flaten / democratize something that already is (DK known for rather flat organizing, compared to other countries)

What it discussed / a bases of consent etc, if you make your own decisions  etc (very individualistic)

What are the interventions you did (or planned to do)?

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Did Kristof give up his pay packet after devolving most of his responsibilities to the workforce?

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Did Kristof give up his pay packet after devolving most of his responsibilities to the workforce?

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Implementation of democracy top-down is not easy

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Implementation of democracy top-down is not easy

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can you develop other people? Leaders need development as well
How about the Hawthorne effect? what does the knowledge about "an experiment" mean?

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How is democracy defined here? Is having a management undemocratic?

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very intriguing approach; how can NVC be achieved and practiced when it comes to tacit, prereflexive elements, non-verbal communication and elements such as habitus, embodiment, sensory experiences et cetera? Could these 'alternative ways of knowing' not also be relevant sources of discrimination in practice?

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very intriguing approach; how can NVC be achieved and practiced when it comes to tacit, prereflexive elements, non-verbal communication and elements such as habitus, embodiment, sensory experiences et cetera? Could these 'alternative ways of knowing' not also be relevant sources of discrimination in practice?

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It reminds us of the hippie collectives of the 70s and of some of the feminist movement in that age. This type of social experiments can also become a tool of division.
Check biopower - it is not only a question of titles.
Does the secretary get a secretary?
It has resembles to reality tv programs where there is a game master and participants are forced to play the game - and take decisions that become borderline

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Danish organizations have been well-known for a horizontal, decentralized, democratic and less-hierarchical decision making structure. In that regard, are you examining sociocracy in degree rather than in kind? How does the delegation play? If your organization optimally delegates jobs among staffs, there may be less room for a sociocratic process? Finally, do you control "power distance" (i.e., importance of vertical power distribution) of cultures (and Denmark is well know for a small power distance)?

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Compare a company trying to implement democracy from a top down managerial perspective vs. a Start-up newly founded company that sets out with a democratic systems rather than trying to implement it later.

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Lots of relevant stuff in the group relations literature on leaderless groups.... often very bloo

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Lots of relevant stuff in the group relations literature on leaderless groups.... often very bloo

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You ask how leaders and researchers are affected and moved... Is it implied that they also hold the capacity to affect, i.e. they're not merely something passively being affected? Also, the formulation affected and moved seems to imply a distinction between the two, so what's meant by each?

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Just curious if we are discussing about leadership in vacuum? Leadership may need to be legitimized by those who are led.

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It might be beneficial or even necessary for you to consider “who meets who” in terms of  norms and social identity categories (like race, ethnicity, gender, ability, sexuality etc.) as well as power in the meetings (professional hierarchy) in order to be more inclusive. Context is also important in relation to this.

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Do we really need barad or does situational leadership capture similar ground

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Do we really need barad or does situational leadership capture similar ground

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lost internet connection! not bloo but bloody.

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lost internet connection! not bloo but bloody.

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When talking about the responsilabalized self, from the state, biopoltics, I miss governmentality.. How everybody are run by the state/authorities as well as they rule themselves to do the right things...

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When talking about the responsilabalized self, from the state, biopoltics, I miss governmentality.. How everybody are run by the state/authorities as well as they rule themselves to do the right things...

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I'm making an association with the workplace democracy paper - is that to some extent based on the idea that everyone can be a manager? Different discourses, of course, but still,,,,

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We were talking about how the discourses around well being and resilience act to bolster the self actualising message here. So be a leader and don’t be stressed because otherwise there really is something wrong with you! (There’s stuff going on this week at CBS promoting the latter and there is a company in the UK making a lot of money out of training academics to be “resilient”

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We were talking about how the discourses around well being and resilience act to bolster the self actualising message here. So be a leader and don’t be stressed because otherwise there really is something wrong with you! (There’s stuff going on this week at CBS promoting the latter and there is a company in the UK making a lot of money out of training academics to be “resilient”

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not only in the leadership program but also in other programs, we give students a false impression that if you work harder, they all may end up performing well, getting A+ and start a successful career....

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And our group is talking about the notion that if everyone can be a leader doesn’t that render (this particular version of) leadership null and void?

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Is leadership culture and context dependent? Would it be an idea to investigate different ways of doing leadership?

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Interesting to relate this to Dorthe's keynote and where 'data' is and isn't collected - class is not codified so much in data, a bit for students but not at all re staff....

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I find it intriguing to reflect upon the fact that class, in some socio-cultural contexts , a silenced versus an explicit category (see also Lentin on race as an explicit category in the US and as a silenced category in Europe) and that this changes also how individuals experience class and the resources (capital?) which they have to cope / resist. Therefore, there is a very nice cross-cultural component to it. 

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I find it intriguing to reflect upon the fact that class, in some socio-cultural contexts , a silenced versus an explicit category (see also Lentin on race as an explicit category in the US and as a silenced category in Europe) and that this changes also how individuals experience class and the resources (capital?) which they have to cope / resist. Therefore, there is a very nice cross-cultural component to it. 

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meritocracy within a class, meritocracy across classes

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meritocracy within a class, meritocracy across classes

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I am intrigued with your question. It is fascinating. Have you referenced the literature on social stratification and meritocracy, such as   Kalmijn, M., & Kraaykamp, G. (2007)?

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very brave approach because auto-ethnography bears the risk that others make unforeseen sense of the 'text'. How can one manage this risk, if the auto-ethnogrpahic vignette is about a precarious diversity marker? Is it recommended to everyone? Or can you only do it if you are already in a position of power?

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Marketeers label class by location now.... http://guides.business-strategies.co.uk/mosaicpublicsector2009/html/visualisation.htm

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do LGBT-friendly policies equate to employees experiencing LGBT-friendliness?

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do LGBT-friendly policies equate to employees experiencing LGBT-friendliness?

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Professional sports have different "business models" with different sets of customers (fans) and their expectations so is it not necessary to examine individual business models when analyzing their attitude toward the issue?

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reminding me of the horrible way Caster Semanya's been treated - 'integrating' into the mainstream is pretty difficult

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reminding me of the horrible way Caster Semanya's been treated - 'integrating' into the mainstream is pretty difficult

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Does rugby, as part of its attempt to expand promote 'inclusion' to attract participation by differentiating from football.

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Do women pose a perceived threat to 'virtue' of life-time employment because they're assumed to 'leave' the firm to establish family instead? Even if that's not the case the seniority system probably has negative effects for women.

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What is considered activism, but under the umbrella of professionalism - do you have examples?

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Were there any other allies? Why footballers and dancing clubs?

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Very interesting! How do you plan to measure the progress/performance in corporation if they become more diverse (include hire promote more women)? 

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Very interesting! How do you plan to measure the progress/performance in corporation if they become more diverse (include hire promote more women)? 

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How did the Japanese managers in the survey define or understand the meaning of diversity?

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How is diversity understood?

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I would assume that a company gets most effective in case employees reach consensus on some core company values — whatever they might be. How to deal with a diversity of values, including such ideas that oppose or challenges the management board's?

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Work-life balance in diverse corporate teams. A Danish-Japanese comparison

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Can you write up the materiality of diversity and work-life balance? I find your examples of premium Fridays and dimming the lights very interesting! It seems 'management' becomes a question of nudging and re-arranging or re-organising material (physical) as well as immaterial conditions to sneak in particular notions of work-life. One thing I wonder about is if such initiatives (also closing on Sundays and compulsory time off on holidays) are experiences as balancing one's work-life if the corporate value, the norm (virtue?) is work hard, stay with the firm for long hours and exhaust yourself? Could the practice potentially become stressful, i.e. the 'opposite' of work-life balance?

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The

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Diversity, discrimination, law and practice

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Gender Equality and Diversity in Swedish Reproductive Healthcare: Unbridgeable Tensions?

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Reflections from the front-line: Lived experience of inclusion and exclusion in the UK National Health Service

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Women, Mentoring, and the (Re)production of (Fe)male Leadership

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Gender Bias and Word Distributions

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I am Man

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It Takes Two to Integrate: Social Exchange and Reciprocal Integration between Migrants and Hosts at Work

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I heard that some Danish MNEs

are doing "cultural audit" of overseas subsidiaries. To what extent, they export practices by their managerial norms rather than by their compliance of Danish laws?

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What is the relation or clash between diversity and work-life balance?

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Using Lego Serious Play to promote innovative curriculum development in equality, diversity and inclusion: Developing a conceptual framework

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Diversity Bingo and Privilege Walks: Diversity Measures in the United States

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History & Diversity Management