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This is he first edited book on gender issues in transnational business cooperation concerning knowledge work. This area has so far been researched mainly by organizational theorists, with their background in business studies, finance, communication or sociology, and gender has seldom been taken into account in these studies. This book shows how fruitful a gendered take on issues within this area is, both for a deepened understanding of these organizational issues and for a widened understanding of gender issues. The chapters in the book cover a range of themes from a gender perspective; culture, communication, identity work, structures, organizational change, globalization, mobility, resistance, leadership and management, international business, work life balance, education and labour market, policies and value systems. The chapters also demonstrate the multidisciplinarity within gender research itself and how different perspectives on gender can be combined and developed. They on the social constructionist approach of "doing gender", feminist organization theory, gendered discourse analysis, techno-feminism, and critical studies on men and masculinities. The book provides insights relevant for some of the relevant debates in business, economics, geography, sociology, and gender and women's studies. While primarily a research volume, the book is also useful for people who develop and manage transnational business relations.

This article explores a national women-only leadership development program in Swedish higher education, the so-called IDAS program (an acronym for Identity, Development, Advancement, Support). IDAS encouraged and supported women academics to pursue leadership/administrative careers in higher education and was a unique intervention, aiming to increase the number of women Rectors. By drawing on interviews with some of the women who participated in the IDAS program and subsequently became Rectors, the article provides a valuable case study over best practices to increase women senior leaders in higher education. Notwithstanding the success of the leadership program, the article also deals with resistance and criticism linked to equal opportunity initiatives such as this. The article analyzes the criticism voiced by the women interviewed and suggests that it can be understood in relation to different conceptions of gender and gender (in)equality.

Purpose
– The aims of this paper are twofold: first, to explore if and how management ideals are gendered within the context of Swedish higher education management and second, to investigate if and how the gendered character of these ideals has been challenged by new managerialism.


Design/methodology/approach
– The paper draws on qualitative semi-structured interviews with 22 women in senior academic management positions (Vice Chancellors, Pro Vice Chancellors, Deans and Pro deans) in ten Swedish higher education institutions. Discourse analysis is used to explore the constructions of the management ideal in the interviews.


Findings
– The paper identifies how the interviewed women managers constructed two different management ideals: one old-fashioned and traditional masculine ideal that was superseded by a feminine ideal that they identified themselves with. The masculine ideal was presented as being replaced by the feminine ideal due to the restructuring of higher education and the reforms in line with new managerialism. However, the feminine ideal was also associated with a number of professional challenges.


Originality/value
– The research study is limited to management in the higher education sector, but the results have general implications as it adds richness to our understanding of the gendered effects of new managerialism. However, the paper builds on a small qualitative study with women only interviews. The paper is therefore to be considered as explorative. More research is needed, especially including men.

Purpose
– The purpose of this paper is to highlight how women managers in Swedish higher education (HE) both support and resist policies about equal representation, and to discuss which factors influenced if, and how, these managers took on the role as change agents for gender equality.


Design/methodology/approach
– The paper draws on qualitative semi-structured interviews with 22 women in senior academic management positions (vice-chancellors, pro vice-chancellors, deans and pro deans) in ten Swedish HE institutions.


Findings
– The paper highlights how these women situated themselves in an academic context where gender relations were changing. They supported equal representation policies in their everyday managerial practice and also by accepting management positions that they were nominated and elected to on the basis of such policies. However, they also resisted these policies when they experienced a need to "protect" women from being exploited "in the name of gender equality".


Research limitations/implications
– The paper addresses the call for research on the role of women managers in promoting, or preventing, change towards more gender balanced organizations. The paper builds on a small qualitative study with women only interviews. The study is therefore to be considered as explorative.


Practical implications
– The paper makes a contribution to the research literature in the area of gender and change in academic organizations. The findings highlight how policies have different consequences in different settings and that people use their own (different) experiences when interpreting the effects of these policies. The findings thus show the varying impacts equal representation policies can have on women.


Originality/value
– The discussion in the paper is situated in a unique empirical context characterized by demographic feminization and organizational restructuring. Most international literature on women in HE and in HE management is based on US or UK contexts. Swedish HE therefore provides an interesting setting. The analysis also addresses the call for more research that takes into account the multifaceted character of HE and that discusses disciplinary differences.

The legal right of American Indian tribes to self-government still exists in principle, but during the last hundred years, it has been ignored or in fringed upon by regulation or local interpretation to such an extent, especially since the Civil War, that the Indian Reorganization Act of 1934 which meant to restore self-government in local affairs seemed unrealistic to many Indian tribes. Since 1950, government interference in tribal affairs has again increased, both at the national and state levels. The participation of Indians in political life is growing. Over 32,000 were in the armed services during the last World War. As citizens, since 1924 they are increasingly participating in local and national elections.—Ed.

The legal right of American Indian tribes to self-gov still exists in principle, but during the last 100 yrs, it has been ignored or infringed upon by regulation or local interpretation to such an extent, esp since the Civil War, that the Indian Reorganization Act of 1934 which meant to restore self-gov in local affairs seemed unrealistic to many Indian tribes. Since 1950, gov interference in tribal affairs has again increased, both at the national & state levels. The participation of Indians in pol'al life is growing. Over 32,000 were in the armed services during WWII. As citizens, since 1924 they are increasingly participating in local & national elections. AAAPSS.

Abstract
Previous studies have highlighted how the academic peer review system has been marked by gender bias and nepotism. Panel meetings arranged by research funding organisations (RFOs), where reviewers must explain and account for their assessment and scoring of grant applications, can potentially mitigate and disrupt patterns of inequality. They can however also constitute arenas where biases are reproduced. This article explores, through a gender lens, the shift from face-to-face to digital peer review meetings in a Swedish RFO, focusing on the implications for an unbiased and fair grant allocation process. Drawing on twenty-two interviews with panellists and staff in the RFO, the analysis identifies both benefits and challenges of this shift, regarding use of resources, meeting dynamics, micropolitics, social glue, and possibilities for group reflections. RFOs deliberating digitalisation of their peer review processes need to consider these implications to develop policies promoting unbiased and fair grant allocation processes and procedures.

Gender Mainstreaming in Swedish Higher Education: the political directive reflected in institutional plans.
The Swedish government's latest reform of gender inequality in higher education set out to strengthen gender mainstreaming. Following this reform, the Swedish higher education institutions established gender mainstreaming plans for 2017-2019. In this article, we analyse and discuss the content of these plans, focusing on how they describe the organisation of gender mainstreaming, the understanding of gender inequality as a problem, and the planned activities to achieve gender mainstreaming. Drawing on interpretative frame theory, we identify challenges with the aims and scopes of these plans and the definitions they employ, e.g. in attempts to merge gender mainstreaming with the already on-going equal opportunity work based on the Swedish Discrimination Act. We conclude that many institutions have adopted an approach to gender mainstreaming that has the potential for transformation through long-term and sustainable cultural and structural change. To what extent the plans will be fully implemented, however, remains to be investigated, and depends on the organisation of work, commitment of leaders, and legitimacy of practitioners.

This article explores voluntarily childless women's experiences and understandings of human-animal interactions and their attitudes towards companion animals. It draws on interviews with 15 Swedish women who expressed a lack of "maternal" feelings and therefore had remained voluntarily childless, or childfree (used here as two interchangeable concepts). Instead, the women described how they perceived the attachment bonds to companion animals that they had developed as similar to, or even superior to, the attachments bonds between parents and their children. The article thus introduces the expressions "peternal", and "peternal feelings", to denote these women's attachment bonds to companion animals (primarily cats and dogs). The results, however, also illustrate that few of the women actually took on the role as "pet parent". Although they longed to develop attachment bonds with companion animals, they were conflicted and experienced ambivalence, leading to decisions to develop avoidance strategies, resembling those involved in the childfree decision. Hence, many of them described themselves as both childfree and "petfree".