Graduate Thesis Or Dissertation
 

Women in Forest Sector Leadership: A Qualitative, Multi-country Study

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https://ir.library.oregonstate.edu/concern/graduate_thesis_or_dissertations/ht24wr82f

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  • Generally presented as a preferred social norm based on both ethical considerations and legislative demands, gender equality has been highly encouraged in recent years. For instance, The United Nations Sustainable Development Goals for 2030 call out achieving gender equality and empowerment of women. However, although there are multiple efforts to increase gender equality in the forest sector, the industry maintains an association with a blue-collar masculinity and macho-masculinity workplace culture. The timing for this study is fortuitous due to a generational transition from a graying workforce to a new generation of leaders and workers. The transition presents a novel and significant opportunity to diversify the workforce to prepare the forest sector to face an unpredictable future. Considering that women in leadership is still perceived as an uncommon reality for much of the forest sector, this study aims to investigate women’s perspectives on gender diversity and their leadership experience in the forest sector. The general objective is broken down to four chapters with research questions such as: (1) What are perceptions of women leaders on the current situation with respect to gender diversity in the forest sector? (2) In what ways do women leaders think the forest sector could be made more attractive to women? (3) In what ways do gender stereotypes and expectations influence the experiences of being a woman leader in the forest sector? and (4) How does mentoring and networking influence women leaders in forest sector? Utilizing semi-structured interviews, we interviewed two groups of women leaders in the forest sector: (1) 26 women executives in global companies, and (2) 52 women leaders in top world forestry universities (11 administrative leaders and 41 student leaders). Their perspectives complement each other resulting in a deeper understanding of the intersection of gender and leadership dynamics in the forest sector. The objective and research questions previously identified are addressed in the proceeding chapters. Of the four chapters, the first three have been published and the fourth is under review with a peer reviewed journal. Respondents indicated that although there are positive changes in the forest sector toward more gender diverse and inclusive workplaces, the movement is slow. However, although there is substantial room for improvement in the industry, gender diversity in forestry universities is perceived to be better today. Respondents witnessed an increased number of women in forestry education, both students and faculty members. Nevertheless, this higher number over time does not proportionally increase the percentage of women in the forest industry workforce. To attract more women to the forest sector, two alternative solutions are proposed by: (1) changing the forest sector image by focusing on the good features of the industry such as its important role in the sustainable future and solutions for the modern world, and (2) promoting the sector in various platforms, both offline and online. The first solution can be implemented by focusing on the role of the forest sector in mitigating climate change and supporting a more sustainable future economy with providing green jobs and an urban built environment. Regarding leadership experience, there are two important factors that are mentioned by student leaders: peer relationship and gender stereotypes. Some respondents were less interested in seeking top leadership roles because of a fear of negative evaluation by their peers. This internalized oppression, particularly sexism, is one of the reasons that advance men and hold women back in leadership. Most respondents also mentioned that they obtained their leadership roles by volunteering. They also noticed that women are more likely to take unpaid roles than men. Most respondents agree that mentoring and networking are important to address gender inequality in the forest sector, however, it is quite challenging to find a woman mentor/role model because women are underrepresented in the sector. When it comes to gender dynamics, respondents emphasize the different benefits of having a woman vs man mentor. In a men dominated field such as the forest sector, women mentors enhance social belonging, confidence, and motivation in relatively alienating environments, which in turn, enhance women’s intentions to retain and pursue careers in the forest sector. On the other hand, cross-gender mentorship is favored in career functions. In professional settings, women may reap more benefits from men mentors because men can confer organizational legitimacy and provide resources required for success for their protégés.
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  • Pending Publication
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  • 2021-03-19 to 2023-04-20

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