Organizational Design


Katie Beavan

Managing Director, UBS Investment Bank
Ph.D. Candidate, Bristol Business School, University of West of England
WAPPP Fellow

Katie Beavan’s research is focused on how to (un)do gender in hyper-masculine cultures and accelerate the current slow pace of progress towards gender parity.

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MacKenzie, Megan H. Female Soldiers in Sierra Leone. New York: NYU Press, 2012. Web. Publisher's VersionAbstract
The eleven-year civil war in Sierra Leone from 1991 to 2002 was incomprehensibly brutal—it is estimated that half of all female refugees were raped and many thousands were killed. While the publicity surrounding sexual violence helped to create a general picture of women and girls as victims of the conflict, there has been little effort to understand female soldiers' involvement in, and experience of, the conflict. Female Soldiers in Sierra Leone draws on interviews with 75 former female soldiers and over 20 local experts, providing a rare perspective on both the civil war and post-conflict development efforts in the country. Megan MacKenzie argues that post-conflict reconstruction is a highly gendered process, demonstrating that a clear recognition and understanding of the roles and experiences of female soldiers are central to both understanding the conflict and to crafting effective policy for the future.
MacKenzie, Megan. “Securitization and Desecuritization: Female Soldiers and the Reconstruction of Women in PostConflict Sierra Leone”. Security Studies 18.2 (2009): , 18, 2, 241-261. Web. Publisher's VersionAbstract
This article focuses on the construction of “soldier” and “victim” by post-conflict programs in Sierra Leone. Focusing on the absence of individual testimonies and interviews that inform representations of women and girls post-conflict, this article demonstrates that the ideal of the female war victim has limited the ways in which female combatants are addressed by disarmament, demobilization, and reintegration (DDR) programs in Sierra Leone. It is argued that titles given to female soldiers such as “females associated with the war,” “dependents,” or “camp followers” reveal the reluctance of reintegration agencies to identify females who participated in war as soldiers. In addition, I argue that men and masculinity are securitized post-conflict while women—even when they act in highly securitized roles such as soldiers—are desecuritized and, in effect, de-emphasized in post-conflict policy making. The impact of this categorization has been that the reintegration process for men has been securitized, or emphasized as an essential element of the transition from war to peace. In contrast, the reintegration process for females has been deemed a social concern and has been moralized as a return to normal.
Shurchkov, Olga. “Under Pressure: Gender Differences in Output Quality and Quantity under Competition and Time Constraints”. Journal of the European Economic Association 10.5 (2012): , 10, 5, 1189–1213. Web. Publisher's VersionAbstract
Gender gaps in the workplace are widespread. One explanation for gender inequality stems from the effects of the interaction between competition and two pressure sources, namely, task stereotypes and time constraints. This study uses a laboratory experiment to find that the gender gap in performance under competition and preferences for competition can be partly explained by the differential responses of men and women to the above pressures. In particular, while women underperform the men in a high-pressure math-based tournament, women greatly increase their performance levels and their willingness to compete in a low-pressure verbal environment, such that they actually surpass the men. This effect appears largely due to the fact that extra time in a verbal competition improves the quality of women’s work, reducing their mistake share. On the other hand, men use this extra time to increase only the quantity of work, which results in a greater relative number of mistakes. A labor market study suggests that the nature of the job and the stress level are correlated with the gender gap in the labor market in a manner consistent with the results of my experiment.
Schwartz-Ziv, Miriam. “Gender and Board Activeness: The Role of a Critical Mass”. Journal of Financial and Quantitative Analysis (JFQA), Forthcoming 52.2 (2017): , 52, 2, 751-780. Web. Publisher's VersionAbstract
This study analyzes detailed minutes of board meetings of business companies in which the Israeli government holds a substantial equity interest. Boards with at least three directors of each gender are found to be at least 79% more active at board meetings than those without such representation. This phenomenon is driven by women directors in particular; they are more active when a critical mass of at least three women is in attendance. Gender-balanced boards are also more likely to replace underperforming CEOs and are particularly active during periods when CEOs are being replaced.