Labour markets and demographics are changing. Highly qualified personnel is likely to become scarcer and for this reason it is important that more highly qualified women participate in the labour market. WorkLifeBalance and gender mainstreaming are issues that become important and organisations will need practical instruments to assist with the implementation of such initiatives. This publication aims at researching the use of the gender balanced scorecard as (long-term) change management instrument to implement gender mainstreaming in organisational culture. Case studies and in-depth interviews are the basis for the empirical research done in six organisations in Germany and the Netherlands. This research shows that a gender balanced scorecard could be a useful instrument for management, but before it can be introduced general awareness towards gender initiatives will have to be increased in organisations.
Frankfurt am Main, Berlin, Bern, Bruxelles, New York, Oxford, Wien, 2007. 231 pp., num. tables and graphs
Contents: Three theoretical foundations: The traditional balanced scorecard; Gender mainstreaming; Changing organisational
culture – The gender balanced scorecard: Design and implementation; The perspectives; The key indicators; The critical success
factors; Resistance to change; Promotoren model – Empirical Research: Case study research with in-depth interviews; Germany
and the Netherlands.