Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/239797 
Year of Publication: 
2017
Citation: 
[Journal:] Administrative Sciences [ISSN:] 2076-3387 [Volume:] 7 [Issue:] 2 [Publisher:] MDPI [Place:] Basel [Year:] 2017 [Pages:] 1-14
Publisher: 
MDPI, Basel
Abstract: 
This article argues that Higher Education Institutions should adopt positive action in recruitment and promotion to tackle women's under-representation in senior leadership roles. In a tie-break situation where two candidates are "as qualified as each other", section 159 of the UK Equality Act 2010 allows employers to give preference to a candidate from an under-represented group. The use of this measure, however, is often contested on the grounds that it is a form of reverse discrimination, it is tokenistic and that it can undermine meritocracy. This article seeks to challenge these objections and suggests that, far from undermining meritocracy, the use of positive action in recruitment and promotion could prove a useful tool to tackle gender bias, unpack stereotypes and re-appraise how merit is defined and assessed.
Subjects: 
gender diversity
leadership
higher education
positive
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by Logo
Document Type: 
Article
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