In this review we examine two classes of interventions designed to achieve workplace gender equality: ( a) those designed to boost motivations and ambition, such as those that aim to attract more women into roles where they are underrepresented; and ( b) those that try to provide women with needed abilities to achieve these positions. While such initiatives are generally well meaning, they tend to be based upon (and reinforce) stereotypes of what women lack. Such a deficit model leads to interventions that attempt to “fix” women rather than address the structural factors that are the root of gender inequalities. We provide a critical appraisal of the literature to establish an evidence base for why fixing women is unlikely to be successful. As an alternative, we focus on understanding how organizational context and culture maintain these inequalities by looking at how they shape and constrain ( a) women's motivations and ambitions, and ( b) the expression and interpretation of their skills and attributes. In doing so, we seek to shift the interventional focus from women themselves to the systems and structures in which they are embedded.

中文翻译：

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为什么我们应该停止试图修复女性：环境如何塑造和限制女性的职业轨迹


在本综述中，我们研究了两类旨在实现工作场所性别平等的干预措施：（a） 旨在提高积极性和雄心壮志的干预措施，例如旨在吸引更多女性担任她们代表性不足的职位的干预措施;（b） 那些试图为女性提供实现这些职位所需的能力的公司。虽然这些举措通常是善意的，但它们往往基于（并强化）对女性所缺乏的刻板印象。这种赤字模型导致了试图“修复”女性的干预措施，而不是解决构成性别不平等根源的结构性因素。我们对文献进行了批判性评估，以建立证据基础来说明为什么修复女性不太可能成功。作为替代方案，我们专注于了解组织环境和文化如何维持这些不平等，方法是研究它们如何塑造和限制 （a） 女性的动机和抱负，以及 （b） 她们技能和属性的表达和解释。在此过程中，我们寻求将干预重点从女性本身转移到她们所处的系统和结构上。