Page 178 - Through the gate of the neoliberal academy • Herschberg
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176 CHAPTER 6
Therefore, I suggest that future research should take into account intersecting categories in the study of inequalities in the hiring of ECRs. This would acknowledge that social categories are generally multiple and interconnected and could lead to a more “nuanced understanding” of the (re)production of inequalities and “disempowerment, marginalization and stereotyping” (Śliwa & Johansson, 2014, p. 826) through recruitment and selection practices. Furthermore, an incorporation of the socio-historical political and cultural contexts in which individuals and groups, such are hiring committees, are embedded could also be taken into account, as these contexts shape the processes of racialization, gendering and culturalization (Carrim & Nkomo, 2016).
Second, in the analysis of my observation data on the evaluation of candidates I have focused on the final phase of the decision-making, as gender practicing appeared most salient in this phase. Future observation studies on inequalities in recruitment and selection could focus on analysing earlier phases in the recruitment and selection procedure, for example the CV selection phase. This might result in insight into inequality practices in a stage where candidates are rejected before presenting themselves face-to-face to the committee.
Third, future research could study practices/practicing that contribute to countering inequality / fostering equality in hiring procedures. This dissertation focuses on inequality (re)production but studies that look at how to “accomplish equality and inclusion in new ways” (Janssens & Steyaert, 2018, p. 31) can bring the debate on inequalities in organisations further too. For example, studying hiring procedures where equality delegates are present.
More research is needed into inequality practices in the early-stages of the academic career, as early-career researchers are the future researchers that shape the direction of research. More knowledge on how inequality is practiced can foster awareness and create interventions to counter inequality. Selecting early-career researchers based on fair procedures can be beneficial to aspiring researchers but can also improve the quality of research being conducted in higher education institutions. The role of institutions and hiring committee members is very important in (re)producing and countering inequalities, so their practices and practicing should be further scrutinized.






























































































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