In homosocial male-dominated organisational cultures, it is usual that women act on heterosocial expectations, i.e., orient themselves towards men in order to be included (Lipman-Blumen, 1976: Holgersson, 2013). As noted by, e.g. Bird (1996), heterosociality is still a concept in need for theoretical development. In this paper, we explore lived experiences of heterosociality in Swedish academic organisational cultures to (1) identify various ways in which heterosociality manifests in organisational cultures, and (2) to conceptualise the consequences of heterosociality for the creation and maintenance of homosocial cultures.Heterosociality affects the establishment and reproduction of homosocial culture, as these two phenomena are fundamentally co-created. Our research reveals several key consequences. Men are consistently positioned as superior and self-evident, embodying the normative ideal in academic professions, while women are constructed as deviants of lesser value. This manifests in men's broader scope of culturally sanctioned actions and expressions, including the ability to advocate for equality without negative repercussions (Armato, 2013). We identify a 'individuality paradox' wherein men are simultaneously viewed as independent agents and collective norm-setters, while women face the contradictory expectation to avoid gender-based collectivity yet are invariably categorised as a homogeneous, deviant group. Furthermore, men's relational patterns –competitive behaviours (Berdahl et al, 2018), 'manhood acts' (Schrock & Schwalbe, 2009), or homosocial brotherhood (Fisher & Kinsey, 2014) – are valorised within the culture. Paradoxically, while heterosocial practices enable this system's maintenance, they are simultaneously devalued due to their feminine associations.

Denna rapport om dubbel diskriminering handlar om förekomst av sexuella trakasserier och ohövlighet på KTH. En annan benämning på sexuella trakasserier och ohöv- lighet är genusbaserad utsatthet. Syftet med rapporten är att bidra till förändring för en mer inkluderande kultur på KTH genom ökad medvetenhet om fenomenet och dess förekomst samt genom att bidra till konstruktiva diskus- sioner kring vad som kan göras för att minska problemet. Rapporten är tänkt att användas internt på KTH i utbild- ningar, ledarutveckling, gruppövningar, på arbetsplatsträf- far och i andra lämpliga sammanhang där organisationens kultur och värdegrund är på agendan. Rapporten innehåller en kort introduktion till vad genusbaserad utsatthet, sexu- ella trakasserier och ohövlighet är genom att dels referera till hur det beskrivs och tolkas i forskning och dels till hur det definieras i svensk lagstiftning. Forskning om sexuella trakasserier finns inom en mängd discipliner och utifrån många olika forskningsfrågor, varför vi gjort ett antal avgränsningar. Vi har valt att exemplifiera forskningenmed övergripande teori om makt och maktobalans samt med organisationsforskning om sexuella trakasserier, men presenterar däremot inte forskning om det bredare fältet om diskriminering i organisationer. 

En sammanfattning av resultaten av en nationell enkätstudie om genusbaserad utsatthet och sexuella trakasserier som genomfördes i högskolesektorn 2021 Syftet med rapporten är attbidra till förändring för en mer inkluderande kultur på KTH genom ökad medvetenhet om fenomenet och dess förekomst samt genom att bidra till konstruktiva diskus- sioner kring vad som kan görasför att minska problemet. 

(Forsknings- och samverkansprogrammet 2022) presen- teras. Från denna övergripande enkätundersökning harvi hämtat resultat om KTH. KTH data kompletteras med resultat från två olika gruppövningar som genomförts på KTH i samband med presentationer av den nationella studien. Dessa fungerar som kvalitativa exempel för att ge röst åt siffror och diagram. Avslutningsvis sammanfattas resultaten från analysen av KTH data, följt av några för- slag till övningar och diskussionsfrågor som kan användas för att diskutera förändring och möjliga åtgärder. 

This report on double discrimination concerns the preva- lence of sexual harassment and incivility at KTH. Another name for sexual harassment and incivility is gender-based violence. The aim of the report is to contribute to change for a more inclusive culture at KTH through increased aware- ness of the phenomenon and its prevalence, and by contrib- uting to constructive discussions on what can be done to reduce the problem. The report is intended to be used inter- nally at KTH in training, leadership development, group exercises, at workplace meetings and in other appropriate contexts where the organisation’s culture and values are 

on the agenda. The report contains a brief introduction to the concepts of gender-based violence, sexual harassment and incivility, partly by looking at how these concepts are described and interpreted in research, and partly by looking at how they are defined in Swedish legislation. Research on sexual harassment exists within a variety of disciplines and is based on many different research questions, which is why we have made a number of delimitations. We have chosen to exemplify the research with overall theory of power and imbalance of power, as well as organisational research on sexual harassment, but we do not present research on the broader field of discrimination in organisations. 

We present a summary of the results of a national survey conducted in the Swedish higher education sector in 2021 The aim of the report is to contribute to change for a more inclusive culture at KTH through increased awareness of the phenomenon and its prevalence, and by contributing to constructive discussions on what can be done to reduce the problem. 

(Research and Collaboration Programme 2022) and results from KTH. The KTH data is supplemented with results from two different group exercises carried out at KTH in connection with presentations of the national study. These serve as qualitative examples in order to give a voice to the figures and diagrams. Finally, the results from the analysis of the KTH data are summarised, followed by suggestions regarding exercises and discussion questions that can be used to discuss change and possible measures. 

The purpose of the article is to explore, through comparative analysis, how different objectives within the universities influence the process when implementing programmes with a gender-theoretical orientation for women researchers and leaders. In the Nora programme, with an indivi- dual objective, gender theory is repeatedly rejected by the participants, as the structural perspective in the theories collides with the participants’ idea of themselves and their organization. In Svea, with a structural objective, gender theory instead becomes a useful tool for the partici- pants. The objective also has a significant effect on the participants ability to cope with resistance from the academic environment. In both pro- grammes, participants experienced resistance that triggered frustration. In Svea, the frustration that arose could be repaired by connecting to gender theory, whereas in Nora the participants could not interpret the resistance from a power perspective and were trapped in frustration. When objec- tives focus on the individual, the problem of inequality is interpreted at the individual level, i.e., that the problem is women, and that women are still to blame. With objectives focusing on the structure, inequality is interpreted as stemming from a gendered organization which opens up for organizational change. 

Ett panelsamtal om jämställdhet som ett förändringsarbete i universitetsvärlden. Aktuell forskning visar att jämställdhet å ena sidan är en välintegrerad del i forskning och högre utbildning, men å andra sidan skapas nya former av ojämställdhet. Fokus för panelsamtalet ligger på inkluderande kultur, värderingar, värdegrundsarbete, akademisk frihet och akademiskt ansvar.

The purpose of this paper is to develop our theoretical understanding of the transformative potential of separatist methods in gender equality work by studying a women-only programme at a male-dominated higher education institution in Sweden. The analysis explores in what way a separatist method, that has an interactive design and content with a power perspective, can support change leadership. Extant research has criticized women-only programmes for excluding men from gender equality work, and for placing the responsibility for gender inequalities and change efforts on women. This critique is based on analyses of women-only programmes that are intended to support women in their careers on an individual level. Findings show that the studied method supports the participants in their change leadership. They highlight that the common understanding, sense of belonging and agency that emerged within the programme was a source of both emotional and intellectual empowerment, here labelled ”collective empowerment”. Frustration emanating from increased awareness is also handled through ”collective empowerment”. The study concludes that the critique against women-only programmes is not relevant for initiatives that conceive gender equality work as organizational change. 

Förändringsinitiativ med enbart kvinnor möter ofta kritik utifrån föreställningar om att män utesluts från jämställdhetsarbete eller att kvinnor belastas med skuld för ojämställdhet och ett särskilt ansvar för ökad jämställdhet. Genom begreppet kollektiv egenmakt undersöker artikeln förändringspotentialen i separatistiska metoder i jämställdhetsarbete i mansdominerade organisationer. 

The program explores homosocial cultures in male-dominated organizations in order to contribute to our understanding of the dynamics of sexual harrassment and to develop measures and methods for transforming homosocial cultures into spaces where men in different positions can act as change agents in order to promote gender equality and workplaces free from violence and discrimination. This answers to recent calls for deepened understanding of processes by which sexual harassment is normalized and tolerated in organizational contexts and for improved prevention measures and methods (e.g. Chawla et al. 2021). By focusing on men and masculinities in relation to aspects of organizational cultures that enable men to exercise violence in order to maintain control in organizations, and by developing measures and methods for counteracting SH through organizational development, the program contributes to current research frontiers as well as to the development of new practices in organizational change management.

The purpose of this paper is to develop our theoretical understanding of the transformative potential of separatist methods in gender equality work by studying a women-only programme at a male-dominated higher education institution in Sweden. The analysis explores in what way a separatist method, which has an interactive design and content with a power perspective, can support change leadership. Extant research has criticized women-only programmes for excluding men from gender equality work, and for placing the responsibility for gender inequalities and change efforts on women. This critique is based on analyses of women-only programmes that are intended to support women in their careers on an individual level. Findings show that the studied method supports the participants in their change leadership. They highlight that the common understanding, sense of belonging and agency that emerged within the programme were all a source of both emotional and intellectual empowerment, here labelled “collective empowerment”. Frustration emanating from increased awareness is also handled through “collective empowerment”. The study concludes that the critique against women-only programmes is not relevant for initiatives that conceive gender equality work as organisational change. 

Det ordnar sig är en introduktion till området organisation och genus. I boken kan du läsa om kunskapsfältet kön/genus generellt och om organisationsteorier med genusperspektiv. Författarna betonar betydelsen av organisationsnivån för förståelsen av hur kön skapas och ordnas i samhället i samspel med andra maktrelationer. Boken har fyra teman: struktur, kultur, ledarskap samt jämställdhet och mångfald. Ett praktikfall exemplifierar resonemangen i de olika kapitlen. Bokens innehåll anknyter till titeln Det ordnar sig på flera olika sätt, genom att beskriva alltifrån hur kön ”ordnas” i organisationer till hur såväl positiva som negativa attityder till organisatorisk förändring kommer till uttryck.

Det ordnar sig, som publicerades första gången 2001 och andra gången 2011, har varit en populär lärobok på universitet och i andra utbildningar i arbetslivet. Denna tredje upplaga har uppdaterats i alla delar med ny forskning. Boken riktar sig såväl till studenter som till chefer och andra som arbetar med förändring och utbildning i organisationer. Boken är skriven av fyra forskare inom området genus, organisation och ledning som alla också har erfarenhet av praktiskt förändringsarbete i organisationer.