ICGR Mini Tracks

The Mini Tracks for ICGR

      • Financial Strategies & Female Organisations in the Digital Age
      • Violence against Different Genders
      • Gender in Times of Crisis
      • Gender in Research Performing Organizations
      • Female Academics Empowerment, Equality and Sustainability in Higher Education
      • Women and innovation
      • Gender Balance in Decision-Making Bodies and Processes
      • Gender Gap in the Workplace
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Financial Strategies & Female Organisations in the Digital Age

Francesca Dal Mas
Giuseppe Modaffari
Paola Paoloni

Mini Track Chair: Paola Paoloni Sapienza University, Rome and Giuseppe Modaffari, Niccolò Cusano University, Rome, Italy and Francesca Dal Mas, University of Lincoln, UK 

ICGR 2021 Mini Track on Financial Strategies & Female Organisations in the Digital Age  

The Digital Age poses new challenges to every organisation, and one of the most complex of these challenges is their financial strategies and their connection with traditional bank-oriented channels. In recent years, digitalisation has expanded financing options available to start-ups and SMEs. Digital technologies are increasingly reshaping the financial services sector and the entrepreneurial finance ecosystem.  

The emerging market-oriented channels offer several advantages to both start-ups and established ventures, including the development of new equity funding opportunities. Crowdfunding, peer-to-peer lending, initial coin offering (ICO) among others have increased the complexity of the entrepreneurial finance scenario. In particular, they are continuously changing the relationship between the different actors of the financing ecosystem and start-ups’ financing goals. Business incubators, accelerators, venture capitalists and business angels appear as the main actors that can interact with start-ups and existing companies in the fundraising operation.  

In this evolving scenario, this mini-track aims to collect theoretical as well as practical contributions about how female-owned and female-run companies and organisations can take advantage of such opportunities, in terms of challenges, issues, tools, facilitators, and mechanisms that can support the use of new financial options.  

Potential topics include, but are not limited to:  

  • the role of women in the new financial sector;
  • the differences between male- and female-run organisations in the new financial system;
  • the role of digital technologies in the acquisition of funds by female-owned/run organisations;
  • the role of social media in enhancing the acquisition of funds by female-owned/run organisations;
  • the leadership issues in enhancing the acquisition of funds by female-owned/run organisations;
  • diversity and equality issues in the acquisition of funds by female-owned/run organisations;
  • the relational capital issues in the acquisition of funds by female-owned/run organisations


Violence against Different Genders

Mini Track Chair: Assist. Prof. Dr. Nuran Öze, Arkın University of Creative Art and Design, Cyprus  

ICGR 2021 Mini Track on Violence against Different Genders  

This mini track will focus on ‘Violence against Different Genders’. The term "gender violence" reflects the idea that violence often serves to maintain structural gender inequalities, and includes all types of violence against men, women, children, adolescents, gay, transgender people and gender non-conforming.  

Patriarchal structure generally views men as the centre and categorizes other genders as “others” or marginalised. However, this does not mean that men do not face violence from other genders at all. Neither is this issue directly related with biological sex (asigned from birth), it is in deeply aligned to gender which is socially constructed. We should regard this issue as not limited to only men and women, but to include the fullgnder spectrum and the LGBTI community as well. In addition to this violence cannot be limited to physical acts, violence can be psychological (emotional), economic or social.  

Potential topics include, but are not limited to:  

  • Violence against different genders: physical, psychological (emotional), economic and social
  • Violence against different genders in the workplace
  • Covid-19 and gender differences in treatment (physical, psychological (emotional), economic and social) during this crisis period
  • Gender inequalities in managerial positions as a form of violence
  • Bullying between different genders on social media platforms
  • Gender inequalities and its’ relations with violence
  • Issues relating to domestic violence (physical, psychological (emotional), economic and social)

Gender in Times of Crisis

Regina Leite
Emília Fernandes

Mini track Chair: Emília Fernandes and Regina Leite, University of Minho, Portugal  

ICGR 2021 Mini Track on Gender in Times of Crisis  

Recent and today’s crisis have increased gender inequality and women discrimination throughout the world. As such, all crises are gendered. Women and minorities have been mostly affected by unemployment, labour market barriers, precarious work conditions, heavy work-family loads and caregiving responsibilities, cuts on social benefits, work and domestic violence and poverty. In Europe, South countries were the ones that suffered the most with women and minorities still experiencing the effects of the last financial crisis on their professional and personal lives. Extant research has focused on these issues and highlighted the negative effects of economic, financial, social and political crises. Nevertheless, the gender and minorities’ reality of Anglo-Saxon and North countries in times of crisis has been extensively explored when compared to the South European countries.  

The current pandemic crisis is raising new concerns and challenges regarding power and inequality dynamics around gender issues. This mini-track aims to promote the production and dissemination of knowledge among researchers interested in gender issues in times of crisis, especially within the Southern Europe countries. Real case studies, policies, institutional and management strategies, as well as initiatives and tools to respond and prevent gender inequality and violence during these unprecedented times are also welcome.  

Potential topics include, but are not limited to:  

  • The gender of (un)employment, precariousness and violence at work in times of crises, namely in the mostly affected sectors
  • Gender experiences and inequalities in the health and social care sectors during pandemic times
  • Gender violence at work and in the private and family contexts during times of crises
  • Gender experiences and inequalities in the family and non-work spheres enhanced by economic and financial crises, namely the effect of remote work following the pandemic crises
  • Tools and instruments to prevent and respond to gender inequalities in crises context

Gender in Research Performing Organizations

Dr Cludia Canali
Prof. Tindara Addabbo

Mini track Chair:  Dr Cludia Canali and Prof. Tindara Addabbo, University of Modena and Reggio Emilia, Italy  

ICGR 2021 Mini Track on Gender in Research Performing Organizations  

In the European Research Area (ERA), the objectives to increase women’s representation and retentions at all levels of their career and to promote the integration of gender dimension in research and innovation content should lead research organisations and higher education institutions to implement institutional change in human resources management, funding, decision-making and also in research programmes.  

Gender Equality Plans (GEPs) are functional to undertake this institutional change and the number of RPOs adopting gender equality policies at different levels has been increasing in the last years. However, few women still reach top positions in academia and research organizations with persistent limits to their career progression. Moreover, the gender gap in several academic disciplines is still severe among the enrolled students. Thus, there is a need for more research to examine these topics adopting a gender perspective and the purpose of this mini track is to inspire researchers and practitioners in this scope.  Potential topics include, but are not limited to:  

  • Gender Equality Plans in Research Performing Organizations
  • Gender Budgeting: tools and applications
  • Gender equality in recruitment, careers and retention
  • Policies for work-life balance
  • Gender equality monitoring: measures and indicators
  • Tackling the gender gap within the student population
  • Integration of gender dimension in research contents

 

Female Academics Empowerment, Equality and Sustainability in Higher Education

Mini track Chair:  Dr. Serene Dalati Arab International University, Syria  

ICGR 2021 Mini Track Female Academics Empowerment, Equality and Sustainability in Higher Education  

The new reality of management emphasizes a shift from stability to change, from competition to collaboration, from uniformity to diversity and from conventional and bureaucratic management to contemporary and team-based management. Higher education institutions are no exception to this approach, and they need strong leadership in an academic environment that can transcend time, place, geography, race, and above all gender. The imperative to empower female academics, is accelerating, and as international global businesses rely more and more on the significant roles played by female academics and researchers.  

The aim of this mini track is to examine qualitative and quantitative approaches to research work related to female academics’ empowerment, equality and sustainability. Case studies on female role models in Academia, is valued and would bring relevant significance to the academic debate of this mini track.  

Potential topics include, but are not limited to:  

  • Factors affecting Female Academic Researcher in higher Education
  • Empowering Female Academics in Business, Science and Technology
  • Cases on Academic Female Role Models
  • Equality and Sustainability policies and practices at Higher Education
  • Measuring the Gender Gap in Higher Education Institutions
  • Female Academics: Motivators, Barriers and Challenges
  • Gender Equality in Patriarchal Societies

Women and innovation

Mini track Chair: Dr Manuel Au-Yong-Oliveira, DEGEIT – University of Aveiro, Portugal  

ICGR 2021 Mini Track on Women and innovation  

Women in leadership roles may be effecting change linked to innovation at an astonishing rate. Dr Lisa Su, at AMD, has put into practice a fantastic turnaround, and such stories are very inspiring, considering that traditionally top jobs are given to men. On the other hand, Carly Fiorina is not reported as having done well, as CEO at Hewlett-Packard, a number of years ago. What went wrong? How could things have been done differently? Another central question is – are men and women different in their approaches to the management of innovation – technological or otherwise?  

Topics of interest include, but are not limited to:  

  • Women and the management of innovation
  • Leadership styles by women
  • Industries more welcoming of women (e.g. fashion or design)
  • Industries where women are traditionally not welcomed and why? (e.g. Banking, Prime minister roles)
  • Successful case studies involving women
  • Cases where women have not done so well
  • Angela Merkel and her success

Gender Balance in Decision-Making Bodies and Processes

Teresa Carvalho
Sara Diogo

Mini track Chair: Teresa Carvalho and Sara Diogo, University of Aveiro, Portugal

ICGR 2021 Mini Track on Gender Balance in Decision-Making Bodies and Processes  

Higher education institutions (HEIs) and research performing organizations (RPOs) are excellent case-studies of women’s representation in academia. The proportion of female academics and administrators has rapidly been increasing in the HEI sector. However, despite efforts to minimize gender gaps, women are still under-represented in top management and leading positions, contributing to the ongoing phenomenon of vertical segregation. The gender balance often shifts further towards a male majority with the increasing importance of the decision-making body. The purpose of this mini track is to inspire researchers and practitioners to reflect on mechanisms and strategies to improve gender equality in institutional decision-making processes and bodies.

As such, potential topics include, but are not limited to: 

  • Governance and management of decision-making bodies’ recruitment
  • Gender (in)balances in decision-making processes
  • Measures/actions to boost women’s careers and to create gender equal decision-making bodies and processes
  • Resistances to (more) inclusive recruitment and career progression
  • Actions promoting gender benchmarking and awareness raising
  • Case Studies of Decision-Making Bodies with a positive gender balance. How and why it works?
  • Reasons and implications of why we should strive for gender balance in decision making

Gender Gap in the Workplace

Mini track Chair: Elisabeth T. Pereira, University of Aveiro, Portugal ICGR 2021 Mini Track on Gender Gap in the Workplace Much of the research into workplace issues has traditionally come from a male perspective, but the extant literature identifies differences between men and women as workers, managers and entrepreneurs. These differences are particularly clear in terms of their propensity to innovation, approach to creativity, decision making, resilience, creativity and co-creation. The aim of this mini track is to consider the evolution over the last decade and the current state of the gender gap concerning women in the workplace. We will examine the socio-economic inequalities in the workplace and how these are affected by education, individual skills, wages, work performance, productivity, promotion and mobility. Papers can adopt diverse research methodologies and can draw from different theoretical streams and disciplines. We welcome proposals from both academics and practitioners. We also welcome comparative analyses of different countries or approaches to the gender gap in the workplace.  Suggested topics include but are not limited to:
  • evolution of gender inequalities in the workplace over time
  • the effect of gender inequalities on wages, work performance and productivity, promotion, and mobility
  • women entrepreneurs
  • how to further close the gender gap in the workplace
  • how to explore the positive attributes women bring to the workplace