CORPORATE SOCIAL RESPONSIBILITY, GENDER EQUALITY AND ORGANIZATIONAL CHANGE - A FEMINIST PERSPECTIVE.pdf
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1、 CORPORATE SOCIAL RESPONSIBILITY, GENDER EQUALITY AND ORGANIZATIONAL CHANGE: A FEMINIST PERSPECTIVE Kate Grosser Thesis submitted to the University of Nottingham for the degree of Doctor of Philosophy March 2011 ! ii ABSTRACT There is a growing literature on corporate social responsibility (CSR) and
2、 gender issues, which draws upon a range of feminist theory and perspectives. However, research in this field appears to have been somewhat hampered by a lack of systematic engagement with gendered organizations studies (GOS), and with a broad range of CSR theory, in particular that related to gover
3、nance. This thesis sets out to address these gaps in the literature. It opens up new dialogue between the fields of GOS and CSR. Through a review of the GOS literature this study notes a number of organizational change strategies identified by feminist scholars. With reference to these it develops a
4、 set of research questions with which to investigate the possible contribution of CSR to organizational change with regard to gender equality. These are then employed in an exploration of CSR practice, focusing on CSR reporting and stakeholder relations. Through this analysis the thesis identifies s
5、everal ways in which CSR might contribute to advancing the feminist organizational change agenda. Particular attention is paid to recent developments in political theories of CSR, which regard CSR as a governance process involving business, government and civil society. Thus, the thesis addresses or
6、ganizational change and gender equality in the context of new governance, and particularly CSR, and by extending the literature both empirically and conceptually produces insights for feminist studies relating to CSR theory and practice. Noting that the private sector is playing an increasingly impo
7、rtant role in employment, and more broadly in societal governance in many parts of the world, and the growth of CSR, research in this thesis critically engages with CSR literature and practice from a feminist perspective. The research presented assesses the importance of CSR for organizational chang
8、e on gender equality through an investigation of two related questions, namely how gender equality issues are addressed within CSR practice, and how CSR might help advance organizational change on this agenda. These questions are explored through the use of nine secondary research questions in three
9、 studies involving document analysis of company reports, and semi-structured interviews with corporate managers, and with leaders of womens NGOs. The thesis thus updates our knowledge of CSR reporting on gender equality issues, and explores the views of corporate managers about CSR and gender equali
10、ty. It also investigates the views of leaders in womens NGOs on private sector accountability for gender equality, and the field of CSR more broadly, thus engaging with a group of stakeholders not normally included in the CSR literature. The research suggests that, despite its limitations, CSR can c
11、ontribute to the gender organizational change agenda in several ways, which revolve around the new governance systems which CSR presages. These include new organizational rhetoric and practices, new external drivers of change within business, and new kinds of regulation. The three studies are inform
12、ed by, and contextualised with reference to the CSR literature on governance, and are ultimately brought together in a discussion of CSR as a governance process from a feminist perspective. From this vantage point the potential of CSR to facilitate organizational change suggested in this thesis appe
13、ars to be underdeveloped at the present time. While recognizing many important critiques of the field, with reference to the research outcomes the thesis frames CSR as a political opportunity with regard to gender equality. The aim here is therefore to contribute not only to knowledge but also perha
14、ps to feminist action. iii PUBLICATIONS DECLARATION The following is a list of my publications both related to, and arising from the research carried out for this PhD. 1. Grosser, K. and Moon, J. 2005, Gender Mainstreaming and Corporate Social Responsibility: Reporting Workplace Issues, Journal of B
15、usiness Ethics, 62 (4), pp.327-340. 2. Grosser, K., and Moon, J. 2005a, The Role of Corporate Social Responsibility in Gender Mainstreaming, International Feminist Journal of Politics, 7 (4), pp.532-554. 3. Grosser, K. and Moon, J. 2006. Best Practice Reporting on Gender Equality in the UK: Data, Dr
16、ivers and Reporting Choices. ICCSR Research Paper Series. No. 35-2006 - ISSN 1479-5124. 4. Grosser, K. and Moon, J. 2008, Developments in Company reporting on Workplace Gender Equality: A Corporate Social Responsibility Perspective. Accounting Forum, Vol 32, pp.179-198. 5. Grosser, K., Adams, C., an
17、d Moon, J. 2008, Equal Opportunity for Women in the Workplace: a study of corporate disclosure. Association of Chartered and Certified Accountants (ACCA), London. 6. Grosser, K. 2009. CSR and Gender Equality: Women as stakeholders and the EU sustainability Strategy. Business Ethics: A European Revie
18、w Vol 18 No 3, pp.290-307. The two papers most closely referenced in the thesis are Grosser and Moon (2008) and Grosser et al. (2008). The empirical research in these papers is incorporated within the empirical chapters of the thesis (Chapters 5 and 6). In all publications with co-authors I was resp
19、onsible for the original research idea, and I was largely responsible for the design and conduct of the research, obviously in close consultation with colleagues. In each case I drafted the initial write up of the research. My co-authors then contributed to these papers, and after further discussion
20、 and revisions I finalized drafts for submission to reviewers. The paper for which I am the sole author (Grosser, 2009) arose out of the work I did for my PhD first year Annual Review. iv ACKNOWLEDGEMENTS This work has, of course, not been carried out in isolation, and would never have happened with
21、out inspiration, challenge, love and support from a wide network of friends and colleagues. I am enormously grateful to all involved. In particular my thanks go to my supervisors, Jeremy Moon and Dave Owen. Jeremy, my principle supervisor, had previously been my boss, and become my friend. I feel ex
22、tremely lucky to have met Jeremy, and to have had the privilege of learning from him, and of exploring new ideas with him. Without his support, for me personally, as well as for research on gender issues and CSR, and without his encouragement over the years I would never have done this PhD. Also his
23、 sense of humour has been invaluable when the research has, at time, been challenging and frustrating! My second supervisor, Dave, has also been encouraging and enthusiastic about my research. His attention to detail, commitment to trying to advance corporate accountability, and healthy skepticism a
24、bout CSR have been enormously helpful, and contributed to making this PhD process enjoyable. Thank you to both of you. An international, interdisciplinary, and multi-actor approach to research on CSR makes the ICCSR a great place to work and study. My thanks go to friends, colleagues and students at
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