Drawing on Institutional Theory and the influence of isomorphic processes, this study examines the dynamics of Diversity, Equity and Inclusion (DEI) at universities in the DACH region. Data from 40 universities (n=11 Austria, n=29 Germany) were collected through systematic coding of publicly accessible university websites. The results show a clear gender imbalance in leadership positions, inequalities in racial diversity and differences in commitment to DEI.
Limitations include reliance on secondary data and small sample size. The contributions to management practice highlight actionable strategies to promote the recruitment of women into leadership positions, mandatory DEI training, evaluation techniques, and women's workshops.
Table of Contents
- 1. INTRODUCTION
- 2. THEORETICAL PREMISES & LITERATURE OVERVIEW
- 2.1 Institutional Theory
- 2.1.1 Isomorphism
- 2.1.2 Social Responsibility
- 2.2 Gender & Culture Dimension and Their Influence on DIE
- 2.2.1 Gender Inequalities and Cultural Context
- 2.2.2 Code of Good Governance
- 2.3 Application in Higher Education and DEI
- 2.1 Institutional Theory
- 3. METHODOLOGY
- 3.1 Sample and Data Collection
- 3.2 Measures
- 4. FINDINGS
- 4.1 Mission Statements Data (Appendix A1)
- 4.2 Gender Representation in University Leadership (Appendix B2)
- 4.3 Race Dynamics (Appendix C1)
- 5. DISCUSSION
- 5.1 Summary of Findings (Appendices A1, B2, C3, Table 1, Table 2)
- 5.2 Implications for Theory
- 5.2.1 Coercive Isomorphism
- 5.2.2 Normative Isomorphism
- 5.2.3 Mimetic Isomorphism
- 5.3 Potential Limitations and Future Research
- 5.4 Implications for Managerial Practice
- 5.4.1 Enhancing Stakeholder Engagement and Cultural Competence
- 5.4.2 Fostering a Culture of Sustainability and Responsibility
- 5.4.3 Promoting Diversity and Securing Women's Representation in Leadership
- 5.5 Conclusion
- References
Objective & Key Themes
This study's primary objective is to examine the dynamics of Diversity, Equity, and Inclusion (DEI) at universities within the DACH region, specifically through the lens of Institutional Theory, to understand how external pressures shape race and gender dynamics.
- Diversity, Equity, and Inclusion (DEI)
- Institutional Theory and Isomorphism
- Gender and Race Dynamics
- DACH Region Universities (Germany, Austria)
- Social Responsibility in Higher Education
- External Institutional Pressures (Coercive, Mimetic, Normative)
Excerpt from the Book
2. THEORETICAL PREMISES & LITERATURE OVERVIEW
Institutional Theory is a widely recognized framework for theoretical and empirical studies. It focuses on understanding how cultural norms, shared expectations, and environmental pressures influence organizational behavior (Rudko et al., 2024: 4). This theory explains the adoption and diffusion of formal structures, such as written policies, standardized practices, and innovative organizational forms, while emphasizing how these elements contribute to legitimacy and conformity with social norms (David et al., 2019: 4, 6).
The origin of Institutional Theory date back to the 1950s and were initially rooted in Max Weber's writings on legitimacy and authority, focusing on the understanding of formal laws, policies, and structures (David et al., 2019: 1). The framework developed over time, with Meyer and Rowan (1977) challenging earlier perspectives by incorporating the symbolic properties of formal structures, such as cultural and social insights, while still acknowledging formal structures. This approach created a unified understanding of Institutional Theory (David et al., 2019: 4; Godonogo & Sporn, 2023: 4). For example, symbolic structures are illustrated through formalized hiring requirements and Human Resource Offices. Organizations may adopt these structures not necessarily for their functional utility, but to signal alignment with societal values, such as rationality and equality (David et al., 2019: 3).
In 1983, DiMaggio and Powell emphasized homogeneity among organizations over variation, building on Meyer and Rowan's (1977) work. They identified isomorphic responses originating from three main forces: Coercive Pressures, Imitative Pressures, Normative Pressures (David et al., 2019: 4; Godonogo & Sporn, 2023: 4; Rudko et al., 2024: 7).
While the term “Neo-Institutional Theory" reflects the theoretical evolution, most contemporary research does not strictly separate it from the original institutional framework. As a result, the term “Institutional Theory” is now used to represent both, the original and its evolved framework (David et al., 2019: 1, 10).
2.1.1 Isomorphism
Institutional Isomorphism refers to the tendency of organizations to become similar in structures, routines, norms, and culture as the industry matures (Rudko et al., 2024: 7). Organizations align their culture, norms, structures, and behaviors to achieve environmental acceptance, often prioritizing legitimacy over technical efficiency (Rudko et al., 2024: 7).
The process involves three key forms: Coercive Isomorphism emerges from mandates imposed by governments or resource-controlling organizations and is intricately linked to power dynamics and the concept of power distance (David et al., 2019: 4; Rudko et al., 2024: 7). Mimetic Isomorphism occurs when organizations mimic the behaviors of others as a form of guidance, often as a strategic response to uncertainty (DiMaggio & Powell, 1983; Rudko et al., 2024: 7). Normative Isomorphism arises from social expectations and industry norms, frequently influenced by lobbying from professionals (David et al., 2019: 4; Rudko et al., 2024: 7). While institutional isomorphism facilitates legitimacy for new organizations by aligning them with established industry practices and expectations, it also reduces incentives for experimentation and innovation (Rudko et al., 2024: 6,7).
Chapter Summaries
1. INTRODUCTION: This chapter sets the context for DEI in DACH universities, highlighting persistent gender and racial inequalities despite existing initiatives, and introduces Institutional Theory as the guiding framework for the study.
2. THEORETICAL PREMISES & LITERATURE OVERVIEW: This section details the core concepts of Institutional Theory, including isomorphism and social responsibility, and explores how cultural and gender dimensions influence DEI initiatives in higher education.
3. METHODOLOGY: This chapter outlines the research design, including the data collection process, the sample of 40 DACH universities, the systematic literature review, and the specific coding framework employed to analyze DEI policies and practices.
4. FINDINGS: This section presents the empirical results derived from the analysis, covering mission statement framing, gender representation in university leadership, and racial dynamics observed across the sampled Austrian and German universities.
5. DISCUSSION: This chapter interprets the findings through the lens of Institutional Theory, discusses implications for coercive, normative, and mimetic isomorphism, addresses the study's limitations, and offers suggestions for future research and managerial practices.
5.5 CONCLUSION: The concluding section summarizes the study's value in validating existing findings on race and gender dynamics in DACH higher education and reiterates the need for targeted strategies to foster truly inclusive and equitable academic environments.
Keywords
Institutional Theory, Social Responsibility, Gender, Race, Diversity, Equity, Inclusion, Universities, Higher Education, Isomorphism
Frequently Asked Questions
What is this work fundamentally about?
This work fundamentally analyzes the dynamics of Diversity, Equity, and Inclusion (DEI) at universities in Germany and Austria (DACH region) by applying Institutional Theory to understand how external pressures shape these dynamics.
What are the central thematic areas?
The central thematic areas include Diversity, Equity, and Inclusion (DEI), Institutional Theory and its isomorphic processes, gender dynamics, race dynamics, and the role of social responsibility within higher education institutions.
What is the primary objective or research question?
The primary objective is to shed light on how Institutional Theory is reflected in race and gender dynamics at DACH universities, examining the influence of external institutional pressures on their DEI practices.
Which scientific method is used?
The study primarily employs secondary data analysis, including a systematic literature review and systematic coding of publicly accessible university websites from 40 universities in Austria and Germany.
What is covered in the main part?
The main part covers the theoretical background (Institutional Theory, isomorphism, social responsibility), the methodology for data collection and analysis, the empirical findings on mission statements, gender representation in leadership, and race dynamics, followed by a discussion of these findings and their implications.
Which keywords characterize the work?
The work is characterized by keywords such as Institutional Theory, Social Responsibility, Gender, Race, Diversity, Equity, Inclusion, Universities, Higher Education, and Isomorphism.
Why is the "Head of Administration" position often excluded from gender representation comparisons?
The "Head of Administration" position was neglected in the comparison of higher leadership positions due to inconsistencies in the available data from university websites, particularly concerning the deceleration of administrators in Austrian samples.
How do Austrian and German universities differ in their explicit mention of diversity-related terms in mission statements?
German universities are more likely to explicitly acknowledge diversity, with 48% of mission statements explicitly mentioning a term, compared to only 36% in Austria, where implicit mentions dominate (82%).
What is the "leaky pipeline" phenomenon in the context of this study?
The "leaky pipeline" phenomenon refers to the observation that diversity, particularly regarding gender and racial minorities, tends to decrease at higher academic levels within universities, hindering women's professional and academic progression.
- Arbeit zitieren
- Anonymous (Autor:in), 2025, Analyzing Race and Gender Dynamics in DACH Universities Through the Lens of Institutional Theory, München, GRIN Verlag, https://www.grin.com/document/1675530
