Eileen P. DrewTrinity College Dublin | TCD · Trinity Centre for Gender Equality and Leadership
Eileen P. Drew
BA, M.Sc. Dip MIS, PhD
About
51
Publications
19,207
Reads
How we measure 'reads'
A 'read' is counted each time someone views a publication summary (such as the title, abstract, and list of authors), clicks on a figure, or views or downloads the full-text. Learn more
698
Citations
Citations since 2017
Introduction
Professor Eileen Drew is Director of the Trinity Centre for Gender Equality and Leadership (https://www.tcd.ie/tcgel/) at Trinity College Dublin. Her research interests are: gender and the labour market, equality and diversity, work/life balance, the gender pay gap, family leave policies and gender in entrepreneurship and academic leadership.
During her academic career, Professor Drew has been involved in research, training and consultancy for numerous international gender related projects for the Council of Europe and European Commission. Professor Drew is engaged in driving the Athena SWAN initiative in Trinity College. She is currently the Coordinator of the Systemic Action for Gender Equality (SAGE) Horizon 2020 Project that commenced September 2016.
Additional affiliations
October 2020 - present
Faculty of Science Lund University Sweden
Position
- Professor
Description
- I was appointed to the External Advisory Group to review ans draw up recommendations for actions to accelerate gender equality in the Faculty of Science, Lund University. I am a member of Lund University's Gender Action Group working with colleagues at Lund on a number of projects including the provision of training workshops for Unconscious Bias Observers.
October 2017 - May 2020
October 1999 - December 1999
Education
September 1981 - August 1989
September 1979 - August 1980
October 1974 - September 1976
Publications
Publications (51)
This article is concerned with the tenure track (TT) model, which has become increasingly used to extend the period of early career academics’ probation from one to five years across the EU. This article focuses on the TT in Trinity College Dublin (TCD), the oldest and most prestigious university in Ireland, one where gender equality has been embed...
The UK Athena SWAN (AS) Charter was extended to Irish Higher Education Institutions (HEIs) in 2015 to provide a catalyst for change towards gender equality and to transform institutional cultures, through AS Gender Action Plans. This paper charts: the journey of Athena SWAN to Ireland; its rate of adoption by Irish HEIs; and its impact on the secto...
Gender equality has been actively promoted in EU academic institutions by the European Commission’s Science with and for Society (SwafS) programme through the implementation of gender equality plans (GEP). GEP formulation and implementation was strongly influenced by involvement in EU projects in Irish as well as Italian higher education institutio...
This book identifies the reasons for the under-representation of women in the Irish civil service at middle and senior management grades. It sets out the recommendations for addressing these leading to a new equality agenda.
d a Mission pour la place des femmes au CNRS, Centre National de la Recherche Scientifique (France), b Trinity College Dublin (Ireland), c Šiauliai University (Lithuania), d GESIS-Leibniz Institute for the Social Sciences (Germany) ABSTRACT This paper draws upon baseline evidence compiled for the FP7 Project "INstitutional Transformation for Effect...
This paper examines family leaves in Ireland, particularly for fathers, in the context of changing parenting roles and the increased involvement of fathers in the care of their child(ren). Drawing upon the results of a survey that captured the views of 637 parents and focus group discussions with parents, it highlights parental experiences of paren...
There are no official statistics pertaining to the Roma population in Ireland since they are not recorded in the national census counts. As a result, figures for Roma groups and the wider Roma community are based on estimates. Difficulty in obtaining reasonably accurate figures or estimates for the population is compounded by the fact that many Rom...
The number of women entrepreneurs in Ireland is growing rapidly and they now represent over 15 per cent of business start-ups. However this is just half of the EU level of one in three. With the current slow-down in growth of the Irish economy, particularly in services where women are well represented, rising female entrepreneurship will be vital t...
This paper examines how entrepreneurial parents in Ireland negotiate their work and family roles, drawing upon a national survey of women and men entrepreneurs, to ascertain the degree to which entrepreneurship facilitates a more equitable sharing of domestic and caring tasks. Relatively few studies have examined familial and domestic task allocati...
This chapter addresses the largely under-researched theme of how entre-preneurs in Ireland manage their business lives in parallel with their family commitments, with specific reference to dependent children. Since the emergence of dual-earner couples as "typical", there has been an expand-ing attention to the working lives of parents and the issue...
Purpose
– The purpose of this paper is to explore and critically analyse the relationship between gender and entrepreneurial motivations theories in an Irish context. The paper examines potential differences in motivational factors for entering entrepreneurship between men and women, with a particular emphasis on the distinction between push and pu...
Working arrangements are still not sufficiently flexible to enable parents to manage their roles as workers and as carers and there remains a dearth of flexible working arrangements and work-life balance policies especially for fathers. This paper examines the degree of work/life balance among fathers, and mothers, employed in 5 major Irish organis...
Purpose
– The objectives of this study were to investigate the degree to which quality initiatives, including quality standards, have been adopted in Irish organisations and to provide comparisons with survey results of surveys in 1995/1996.
Design/methodology/approach
– A national survey was conducted in 2002 of Irish employers in manufacturing/s...
This literature review seeks to outline, analyse and synthesise research on the three
related topics of work-life balance, workplace culture, and maternity/childcare issues.
These topics are important for those facing a crisis pregnancy, and the perspectives of
those facing such a pregnancy are considered in all sections of this report. The
importa...
Since the 1960s, women have begun emerging into the public sphere and the public/private divide has been eroding. However, women's participation in the public sphere remains limited by the ongoing need to do two jobs (‘the double day’), working both in the home and in the labour market. Thus, a study conducted into gender difference in the legal pr...
Purpose
– This paper seeks to examine the experience of, and attitudes towards, work/life balance (WLB) by female and male senior managers in a major Irish organisation for which WLB is now a strategic corporate objective.
Design/methodology/approach
– Both quantitative and qualitative data were collected using an electronic questionnaire survey d...
The message from the research is that we should aim for a win-win outcome for employers and employees regarding the promotion of work/life balance. Obviously, there are challenges to be faced by employers
and employees in relation to implementing work/life balance working arrangements, not least the need to make access to flexible working arrangeme...
This paper critically examines the Irish Government’s commitment to “Delivering better government”, in the context of achieving gender equality. The strategic management initiative (SMI) seeks highest quality of service delivery to customers in a modern flexible and professional manner. This necessitates the fullest development of human resources....
Women’s access to, and advancement within, formal labour markets in the industrialised nations has been well documented (OECD, 1985; Norris, 1987; Jenson, Hagen and Reddy, 1988; Kicková and Forkasová, 1993; Drew and Emerek, 1998). However, the process of feminisation has occurred at an uneven pace and does not generally mirror the patterns of men’s...
Moira Gatens and Alison Mackinnon (eds), GenderandInstitutions:welfare,workandcitizenship, Cambridge: Cambridge University Press, 1998, £45.00, paper £15.95, xx+214 pp.Virgínia Ferreira, Teresa Tavares and Sílvia Portugal (eds), ShiftingBonds,ShiftingBounds:women,mobilityandcitizenshipinEurope, Oeiras: Celta Editora, 1998, 3390 Portuguese Escudos,...
The article sets out the business case for promoting equality for women and men in organizations, using the analogy of quality costs versus the costs of nonconformance and the Irish Business Excellence Model (IBEM) as the mechanism for pursuing equality..
Quality is the major differentiator in an increasingly competitive and fast growing business environment in Ireland. This paper focuses on the degree to which quality initiatives have been developed in Irish organisations. Based on two major large scale national surveys of manufacturing and service organisations, the paper shows the scale of adopti...
Quality has become a key determinant of success in all aspects of modern industry, services as well as manufacturing. This paper reviews the contributions of statistical analysis and methods to modern quality control and improvement. The two main areas are statistical process control and industrial experimentation. The statistical approach is place...
Part-time working has become one of the most significant patterns of work in the European Community in that it represents a growing segment of the increasingly service-oriented labour market. This has occurred alongside the feminisation of the labour force through the expansion of 'pink collar' occupations in the service sector industries. This pap...
The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total employment. It is estimated that in 1970, average annual hours worked per employee amounted to only 60% of those for 1870. Two major factors are attributed to explaining the und...
Employers of part-time labour generally regard it as a means of overcoming scheduling problems either be-cause of peak demands, staff shortages or when the work itself does not justify full-time hours. For women, part-time schedules provide a means of reconciling two, often conflicting, forms of work activity within and outside the home. “The prese...
Technology is only one of the factors influencing work and its place in society. It can serve as a catalyst or vehicle for change in how, when, where and by whom work is undertaken. The present day structuring of work is not an immutable socio‐economic fact but represents a response to the changes imposed by the Industrial Revolution over the prece...
This article has a threefold purpose. First, it presents an overview of part-time employment within the European Community in the context of current labour market trends. Second, it discusses the advantages and disadvantages associated with part-time working and third, it outlines the factors supporting a future expansion of part-time working.
Thèse (de doctorat)--University of Bradford, 1989. Bibliogr.: f. 278-314.
Projects
Projects (2)
Under the coordination of the Trinity Centre for Gender Equality and Leadership, the SAGE (Systemic Action for Gender Equality) project will engage in a series of transformational interventions to improve gender equality in seven EU based universities. After 36 months, through innovative and far-reaching measures, there will be sustainable and systemic structural change in how these institutions function.
SAGE, funded under the EU Horizon 2020 programme, seeks a stronger commitment to gender equality in higher education and research. Gender equality has yet to be fully realised, and the European Commission recognises the structural barriers that impede progress, namely: unequal pay, absence of work/life balance, the persistence of harassment and discrimination, and the lack of women in decision-making.
