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  • 1.
    Bertilsdotter Rosqvist, Hanna
    et al.
    Umeå University, Faculty of Social Sciences, Department of Sociology. Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS).
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Adaption or recognition of the autistic subject? - reimagining an autistic work life: deconstructing the notion of ‘real jobs’ within the Swedish neurodiverse movement2012In: Journal of Vocational Rehabilitation, ISSN 1052-2263, E-ISSN 1878-6316, Vol. 37, no 3, p. 203-212Article in journal (Refereed)
    Abstract [en]

    Several researchers stress the importance of listening to autistic adults’ own experiences of work and related issues.This paper critically explores an ambivalent discourse of empowerment using notions of employment and work life in the Swedishautistic self-advocacy movement. The discourse analysis is based on articles from the Swedish autistic self-advocacy magazineEmpowerment. In the data, three key themes linked to the notion of work are identified: alternative meanings of a “real job”,formulations of work-related problems, and solutions to these problems. We identify two storylines. The first, more dominantone, we call the recreated norm storyline. This storyline, in line with an individual/medical perspective on autism as deficit,represents autism as causing people with autism to have difficulties finding and keeping jobs in the open labour market and asentailing employment support. The second, counter narrative we call the challenged norm storyline. In line with the social modelof disability, it focuses on structural barriers and discrimination against people with autism on the labour market.

  • 2.
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Att peka med hela handen: Om arbetsvillkor och kön bland första linjens chefer2009Doctoral thesis, monograph (Other academic)
    Abstract [en]

    Historically, leadership research has focused on managers’ characteristics and behavior, their leadership style and its implications for a business’s success. In contrast, this dissertation examines how working conditions in the workplace affect first-level managers’ everyday work, their possibilities to practice leadership, and consequently their leadership style. The theoretical framework guiding the dissertation is a gender analysis with a doing gender perspective and the methodology is a case study. Two workplace organizations in a Swedish municipality are studied: a male-dominated manufacturing industry and a female-dominated elderly care service. The empirical materials consist of twenty-six semi-structured interviews, primarily with male and female first-level managers, but also with their immediate supervisors. In addition, the materials include a questionnaire and organizational documents. The results show that organizational structure and culture have implications for managers’ working conditions and consequently the leadership style they are willing and able to implement. The sex ratio among employees did not have any implications for which type of leadership informants described in their everyday practices. The ideal leadership and the everyday leadership practices portrayed by informants entail being explicit, controlling and rational managers who are able to make decisions and carry forth extensive structural changes. Their narratives reveal an authoritarian and task-oriented leadership style that has its roots in early industrialism. Leadership is strongly marked by masculinity, and even though women and men describe practicing the same type of leadership in their everyday work, their ideas about gender depict two complete opposites in which women and femininity is subordinated to men and masculinity. This indicates a divergence between the gender we think and the gender we do. Nonetheless, sex ratio among employees has implications for the level of sexism. While informants in both workplace organizations described gender discrimination, only those in the manufacturing industry described experiencing sexual harassment.

  • 3.
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Dignity: A Prerequisite for Attractive Work in Elderly Care2017In: Society, health and vulnerability, E-ISSN 2002-1518, Vol. 8, no 1, article id UNSP 1322455Article in journal (Refereed)
    Abstract [en]

    This article explores discourses of new public management (NPM) and dignity at work by considering how attractive work is represented by managers and professionals in Swedish elderly care. The analysis, guided by critical discursive psychology, uses qualitative interviews with 31 managers, nurses, physiotherapists and occupational therapists at nine workplaces. Three storylines of how attractive work is represented were identified: salary and status, high-quality care, and working conditions and competence. These storylines revealed two strategies by which dignity is attained and defended: strategies of resistance and strategies of organizational citizenship. A conclusion is that identity, power and position are key aspects for interpreting how managers and professionals navigate between discourses of dignity. Work in elderly care is under pressure from the major shift towards neoliberalism and the techniques of NPM. Discourses upholding NPM are present to only a limited extent, whilst discourses rejecting NPM principles and safeguarding dignity at work and dignity as care providers constitute the basis of the representations. Hence, another conclusion is that the consequences of NPM undermine prior conceptions of the importance of care work. Although dignity at work appears to be a prerequisite for attractive work, it may be an unattainable goal for organizations.

  • 4.
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Kraftfulla bett eller tandlösa råd?: Om två svenska lärosätens arbete med jämställdhet samt etnisk och social mångfald.2012In: Tidskrift för Genusvetenskap, ISSN 1654-5443, E-ISSN 2001-1377, ISSN 1654-5443, no 1-2, p. 95-114Article in journal (Refereed)
    Abstract [en]

    Academia is demanded to design and undertake equality work within the organization. A common way of organizing this work is through committees with consultative assignment in relation to university principal and management board. The purpose of this article is to scrutinize meeting protocols from gender equality committees as well as from social and ethnic equality committees. Further more to analyze how these committeemembers, from a gender and organizational theory perspective, perceive the changing interventions. The main research questions are: are there differences between gender equality and social and ethnic committees or among the committee members´ experiences of the committee work? On what feministic assumptions do the intervention of change rely and do they create prerequisites for change of power relations and what the limitations are?

    The data consists of interviews with 22 members within these committees and 80 meeting protocols during a period of four years, at two Swedish universities. The result show that the gender equality committees are more established compared to the committees of social and ethnic equality. Another result is that the activity within the committees to high degree consists of internal activities, such as information and discussions concerning their way of organizing their work. The external interventions of change are foremost of strategical or educational character. The committee members express uncertainty about the achievement of their work with changing interventions. These interventions are presumably of great importance but not designed in a comprehensive way. Hence these interventions probably do not challenge the power relations in an essential way, since they do not change the conditions and determining factors that are constructing and maintaining them in the first place.

  • 5.
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Lika ledarstil men olika arbetsvillkor2011In: Perspektiv på kvinnors hälsa i arbetslivet / [ed] Hélène Sandmark, Lund: Studentlitteratur, 2011, 1:1, p. 151-181Chapter in book (Other academic)
  • 6.
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Om två råd blir ett2014In: Att bryta innanförskapet: Kritiska perspektiv på jämställdhet och mångfald i akademin / [ed] Kerstin Sandell, Göteborg Stockholm: Makadam Förlag, 2014, p. 144-169Chapter in book (Other academic)
    Abstract [sv]

    Väsentliga delar av arbetet mot diskriminering och främjandet av lika rättigheter vid de svenska lärosätena sker i råd, vars uppdrag är att vara närmast rådgivande och beredande organ till rektor och ledningsstab. Datamaterial för denna artikel består av 28 intervjuer med ledamöter i jämställdhetsråd och råd för social och etnisk mångfald vid tre svenska lärosäten. En trend förefaller vara att dessa råd slås samman eller att diskussioner kring en eventuell sammanslagning förs. Med bakgrund av dessa förändringar återfinns tre ståndpunkter bland rådens ledamöter. I de två första, Risk för jämställdhetsråden och Risk för båda råden, synliggörs ett grundläggande antagande om att frågan om kön och jämställdhet är särskild i relation till de övriga diskrimineringsgrunderna och på så sätt blir överordnad de övriga, vilket skapar en exkluderande mekanism. I den tredje ståndpunkten, Bättre för båda råden, framställs frågan om kön och jämställdhet som likställd övriga diskrimineringsgrunder vilket utmanar normen och följaktligen skapar en inkluderande mekanism. Ståndpunkterna bygger på marknadsekonomiska logiker om vad som är mest effektivt och de olika ståndpunkterna ställs mot varandra. Härigenom belyses intressekonflikterna mellan råden och ett politiskt problem synliggörs, vilket skapar utrymme för förändring.

  • 7.
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology. Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS).
    Sammanvävda praktiker?: En studie av likabehandlingsarbete och vetenskapligt förhållningssätt i grundskolan2018In: Att leda skolor med stöd i forskning: exempel, analyser och utmaningar / [ed] Niclas Rönnström & Olof Johansson, Stockholm: Natur och kultur, 2018, 1, p. 417-447Chapter in book (Other academic)
  • 8.
    Keisu, Britt-Inger
    et al.
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Abrahamsson, Lena
    Division of Human Work Science, Luleå University of Technology.
    Rönnblom, Malin
    Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS).
    Entrepreneurship and Gender Equality in Academia: a Complex Combination in Practice2015In: Nordic Journal of Working Life Studies, ISSN 2245-0157, E-ISSN 2245-0157, Vol. 5, no 1, p. 69-92Article in journal (Refereed)
    Abstract [en]

    This article takes as its starting point two current trends in academia – the promotion of academic entrepreneurship and innovation and the promotion of gender equality – and discusses how different gender equality perspectives are interwoven, or not, into academia’s transformation processes towards entrepreneurial universities. On the basis of an analysis of 26 interviews conducted with personnel at two Swedish universities, the article investigates how concepts of academic entrepreneurship and innovation on the one hand and gender equality on the other hand are constructed and filled with meaning as well as how they are entangled and what effects are produced by this way of thinking and acting. Our analysis reveals tensions between the two policy goals, together with tensions within each goal. An overall conclusion is that articulations and ways of speaking about the policy goal of academic entrepreneurship and innovation were to some extent interwoven with the policy goal of gender equality, especially in the broader perspectives on academic entrepreneurship. However, the articulations of strategies and practice of the two policy goals essentially ran parallel, and were not entangled with one another. This is because strategies or substantial initiatives for merging gender equality into the agenda of academic entrepreneurship and innovation were lacking.

  • 9.
    Keisu, Britt-Inger
    et al.
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Carbin, Maria
    Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS).
    Administrators or Critical Cynics?: A Study of Gender Equality Workers in Swedish Higher Education2014In: NORA: Nordic Journal of Feminist and Gender Research, ISSN 0803-8740, E-ISSN 1502-394X, Vol. 22, no 3, p. 204-218Article in journal (Refereed)
    Abstract [en]

    Gender equality workers have to perform a balancing act between feminist ideals for change and neo-liberal management trends. So-called audit discourses have gradually been introduced into Swedish universities, in line with an enterprise model. In this new context, the aim of our article is to investigate how gender equality workers at universities articulate gender equality and possibilities for change. What are their visions and strategies for achieving gender equality? This article is based on interviews with gender equality workers at three Swedish universities and explores how the legitimate gender equality worker is constructed. We found that there is a lack of visionary thinking among gender equality workers, which manifests itself in a sense that the distinction between visions and strategies has collapsed and technologies like auditing have become the vision. It seems that, whilst navigating between liberal feminist discourses and an increasingly neo-liberal setting, two positions are available for gender equality workers. The first is the "administrator", who asks for more tools and monitoring of gender equality, in order for the work to become more efficient and legitimate. The second position, the "critical cynic", makes scepticism and resistance to the increasing bureaucratization of gender equality work possible, but lacks alternative visions and strategies. Gender equality initiatives have thus become increasingly embedded in auditing technologies, and the possibilities for articulating alternatives or visionary ideals, beyond liberal values of anti-discrimination, seem limited.

  • 10.
    Keisu, Britt-Inger
    et al.
    Umeå University, Faculty of Social Sciences, Department of Sociology. Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS).
    Öhman, Ann
    Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS). Umeå University, Faculty of Medicine, Department of Public Health and Clinical Medicine, Epidemiology and Global Health.
    Enberg, Birgit
    Umeå University, Faculty of Medicine, Department of Community Medicine and Rehabilitation, Physiotherapy.
    Employee effort: reward balance and first-level manager transformational leadership within elderly care2018In: Scandinavian Journal of Caring Sciences, ISSN 0283-9318, E-ISSN 1471-6712, Vol. 32, no 1, p. 407-416Article in journal (Refereed)
    Abstract [en]

    Background: Negative aspects, staff dissatisfaction and problems related to internal organisational factors of working in elderly care are well-known and documented. Much less is known about positive aspects of working in elderly care, and therefore, this study focuses on such positive factors in Swedish elderly care. We combined two theoretical models, the effort–reward imbalance model and the Transformational Leadership Style model. The aim was to estimate the potential associations between employee-perceived transformational leadership style of their managers, and employees' ratings of effort and reward within elderly care work.

    Methods: The article is based on questionnaires distributed at on-site visits to registered nurses, occupational therapists, physiotherapists (high-level education) and assistant nurses (low-level education) in nine Swedish elderly care facilities. In order to grasp the positive factors of work in elderly care, we focused on balance at work, rather than imbalance.

    Results: We found a significant association between employees' effort–reward balance at work and a transformational leadership style among managers. An association was also found between employees' level of education and their assessments of the first-level managers.

    Conclusions: We conclude that the first-level manager is an important actor for achieving a good workplace within elderly care, since she/he influences employees' psychosocial working environment. We also conclude that there are differences and inequalities, in terms of well-being, effort and reward at the work place, between those with academic training and those without, in that the former group to a higher degree evaluated their first-level manager to perform a transformational leadership style, which in turn is beneficial for their psychosocial work environment. Consequently, this (re)-produce inequalities in terms of well-being, effort and reward among the employees at the work place.

  • 11.
    Keisu, Britt-Inger
    et al.
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Öhman, Ann
    Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS).
    Enberg, Birgit
    Umeå University, Faculty of Medicine, Department of Community Medicine and Rehabilitation, Physiotherapy.
    What is a good workplace?: Tracing the logics of NPM among managers and professionals in Swedish elderly care2016In: Nordic Journal of Working Life Studies, ISSN 2245-0157, E-ISSN 2245-0157, Vol. 6, p. 27-46Article in journal (Refereed)
    Abstract [en]

    Neoliberal policies such as new public management (NPM) have been pivotal to the Swedish elderly care system for two decades. This article explores the discourses of NPM and work by focusing on how a good workplace is represented by professionals and managers in Swedish elderly care. Using qualitative interviews with 31 managers, nurses, physiotherapists, and occupational therapists at nine workplaces, we identified four competing meanings (“storylines”) of how a good workplace is constructed among the interviewees within an ongoing struggle between two discourses. Three storylines, i.e., striving to achieve the mission, a desire to work in elderly care, and striving for good working relationships, are linked to the neoliberal discourse of organizational effectiveness. In contrast, the fourth storyline, support and better working conditions, is related to a welfare-state discourse of traditional labor relations with strong historical roots. Four subject positions available to the managers and professionals were identified: the bureaucrat, the passionate, the professional, and the critic. We conclude that NPM is translated on top of existing discourses, such as those of traditional labor relations, care ideals, and practices, that are already established in elderly care workplaces and that counteract the new policy.

  • 12.
    Rönnblom, Malin
    et al.
    Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS).
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Constructions of innovation and gender (equality) in Swedish Universities2013In: International Journal of Gender and Entrepreneurship, ISSN 1756-6266, E-ISSN 1756-6274, Vol. 5, no 3Article in journal (Refereed)
  • 13.
    Öhman, Ann
    et al.
    Umeå University, Faculty of Social Sciences, Umeå Centre for Gender Studies (UCGS). Umeå University, Faculty of Medicine, Department of Public Health and Clinical Medicine, Epidemiology and Global Health.
    Keisu, Britt-Inger
    Umeå University, Faculty of Social Sciences, Department of Sociology.
    Enberg, Birgit
    Umeå University, Faculty of Medicine, Department of Community Medicine and Rehabilitation, Physiotherapy.
    Team social cohesion, professionalism, and patient-centeredness: gendered care work, with special reference to elderly care – a mixed methods study2017In: BMC Health Services Research, ISSN 1472-6963, E-ISSN 1472-6963, Vol. 17, article id 381Article in journal (Refereed)
    Abstract [en]

    Background: Healthcare organisations are facing large demands in recruiting employees with adequate competency to care for the increasing numbers of elderly. High degrees of turnover and dissatisfaction with working conditions are common. The gendered notion of care work as 'women's work', in combination with low salaries and status, may contribute to negative work experiences. There is abundant information about the negative aspects of elderly care health services, but little is known about positive aspects of this work. The study aim was to investigate work satisfaction from a gender perspective among Swedish registered nurses, physiotherapists, and occupational therapists, focusing specifically on healthcare services for the elderly.

    Methods: A mixed methods approach was adopted in which we combined statistics and open-ended responses from a national survey with qualitative research interviews with healthcare professionals in elderly care organisations. The survey was administered to a random sample of 1578 registered nurses, physiotherapists, and occupational therapists. Qualitative interviews with 17 professionals were conducted in six elderly care facilities. Qualitative and quantitative content analyses, chi2 and constructivist grounded theory were used to analyse the data.

    Results: There was a statistically significant difference in overall work satisfaction between those who worked in elderly care and those who did not (64 and 74,4% respectively, p < 0.001). Nine themes were derived from open-ended responses in the questionnaire. The qualitative interviews revealed four prominent storylines: 'Team social cohesion', 'Career development and autonomy', 'Client-centeredness', and 'Invisible and ignored power structures'.

    Conclusions: The results show the complexity of elderly care work and describe several aspects that are important for work satisfaction among health professionals. The results reveal that work satisfaction is dependent on social interrelations and cohesion in the work team, in possibilities to use humour and to have fun together, and in the ability to work as professionals to provide client-centered elderly care. Power relations such as gendered hierarchies were less visible or even ignored aspects of work satisfaction. The storylines are clearly linked to the two central discourses of professionalism and gender equality.

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