Voice Dispossession and Attributional Accommodation for Career Persistence: A Systematic Review of Gender Parity in U.S. Higher Education Leadership

Voice Dispossession and Attributional Accommodation for Career Persistence: A Systematic Review of Gender Parity in U.S. Higher Education Leadership

Tricia J. Stewart, Robin Throne, Lesley Anne Evans
Copyright: © 2022 |Pages: 16
DOI: 10.4018/978-1-7998-7379-2.ch003
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This chapter presents the results of a systematic review to analyze the current research since 2019 for voice dispossession as attributional accommodation among women in higher education leadership. The authors sought to quantify and categorize these attributes to better identify the verbal and nonverbal accommodations made by women in higher education leadership to extend prior critical review of gender parity and equity for these leaders. Study findings may inform higher educational leadership to better understand voice dispossession among female leaders and the resulting attributional accommodations made to improve gender equity and parity for leadership roles in higher education.
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Cavanaugh (2020) noted that despite the incremental gains women have made over the past 50 years toward higher education leadership, women remain underrepresented in leadership roles even though women earn more higher degrees than men. Within the absence of mentoring, role models, and peer groups, women who attain leadership roles are often left to themselves to navigate an uneven culture where conscious and unconscious biases exist (Cavanaugh, 2020). Women leaders are too often left ill-equipped to successfully deal with the institution’s leadership community where many members “demonstrat[e] behaviors based on various stereotypes and misconceptions, displaying sexism, implementing pay inequity, and subtly discriminating” (Cavanaugh, 2020, p. 6). Similarly, Reis and Grady (2019) noted women college presidents too often face gendered perspectives of followers and these “stereotypical perceptions of followers often cloud the effect of a woman leader’s voice” while decisions made by men are often found to be more believable by followers (p. 34).

Key Terms in this Chapter

Attributional Accommodation: Attributional accommodation may involve filtered or silenced voice, constraint of image, vocality, and behavior, or adoption of invisibility as a means of survivability within specific power domains or organizational dynamics.

Voice Dispossession: Voice dispossession involves the filtered, silencing, or reduction of vocality of opinions, ideas, and innovation among specific groups due to oppressive hierarchies, gendered obstacles or barriers, or other organizational power domains. Fear or threat of consequences may also impede vocality of individuals amid these organizational structures, which can result in decreased wellbeing, unfair or imbalanced organizational dialogue, repressed innovation, barriers to leadership advancement, and leadership turnover.

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