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A world of opportunity : science, gender, and collaboration -- Traveling abroad, coming home : ambivalent discourses on the U.S. role in global science -- The .edu bonus : gender, academic nationality, and status -- Glass fences : gendered organization of global academia -- Families and international mobility : fences or opportunities? -- Toward an inclusive world of (global) academia

abstract This article examines the implementation of sexual harassment law in the workplace in Germany and the United States. Both countries have developed different approaches to the issue, with certain trade‐offs for the pursuit of gender equality and changes in gender workplace culture. Germany has developed a corporatist, collective strategy. Yet, few German employers have adopted policies and training programs. New policy approaches focus on sexual harassment as a group‐based, but gender‐neutral, issue in the context of general unfair workplace practices of "mobbing." In contrast, sexual harassment is primarily understood as an individual rights issue in the U.S. This approach emphasizes individual (internal) redress. Social and organizational change comes at a high cost for individuals who have been harassed. Employers' practices in both countries have turned sexual harassment into a gender‐neutral issue. I conclude that a synthesis of both individual and collective approaches with an explicit focus on gender inequality would be desirable.

This article examines the implementation of sexual harassment law in the workplace in Germany & the US. Both countries have developed different approaches to the issue, with certain trade-offs for the pursuit of gender equality & changes in gender workplace culture. Germany has developed a corporatist, collective strategy. Yet, few German employers have adopted policies & training programs. New policy approaches focus on sexual harassment as a group-based, but gender-neutral, issue in the context of general unfair workplace practices of "mobbing." In contrast, sexual harassment is primarily understood as an individual rights issue in the US. This approach emphasizes individual (internal) redress. Social & organizational change comes at a high cost for individuals who have been harassed. Employers' practices in both countries have turned sexual harassment into a gender-neutral issue. I conclude that a synthesis of both individual & collective approaches with an explicit focus on gender inequality would be desirable. 2 Tables, 41 References. Adapted from the source document.

Reviews one of the more prominent developments of the women's movement: that sexism & violence against women is openly discussed, & is often a political subject as a result. Though long criticized for its prudishness & legislative behavior with regard to sexual issues in the workplace, US legal developments in this area have been mirrored in many EU states, especially Germany. In this article, the author explores the reasons for these developments, focusing on a variety of factors, including the diffusion processes, public European discussion over US developments, & transnational political opportunity structures. The author argues that gender relations must be viewed not only from a national perspective, but a supranational one when studying the political effect of women's movements, especially gender-specific political & national opportunity structures with regard to the representation of women's interests in the workplace. 6 References. C. Houle

Kathrin Zippel explores the globalization and diffusion of the concept of sexual harassment from the US to Europe, and the different paths countries have embarked on to change employers' practices and the culture in the workplace. Comparative and uniquely comprehensive, it will appeal to students and scholars alike

Universities are sites of both elite knowledge production and reproduction of intersecting gendered inequalities. The US National Science Foundation (NSF) 'Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers' (ADVANCE) programme uses universities' role as self‐reflective knowledge producers to design changes promoting gender equality. This knowledge is shaped by the institutional context of its production: NSF as a funder of scientific research; US universities as participants in highly competitive markets; managerialism as a condition of modern higher education systems; and separation of basic from applied research in the hierarchy of science. The tensions and underlying power dimensions of these contexts reveal local challenges that ADVANCE interventions navigate and the broader politics shaping what and how ADVANCE discovers. Yet, as a learning‐oriented intervention, ADVANCE changes over time to create and incorporate more gendered knowledge about inequalities, to legitimize feminist understandings of organizations, and to challenge the division between fundamental and applied knowledge.