Dr Ruth Weatherall is a Lecturer in Not-for-Profit and Social Enterprise Management at the University of Technology Sydney. She has a PhD in Management and holds a first class Honours degree in Management and a BA (English Literature) from Victoria University of Wellington. Her research uses feminist, queer, and ethical perspectives, and is concerned with how social justice, particularly related to gender inequality, is achieved in and through not-for-profit organisations. Dr Weatherall is a board member of ANZTSR and the Book Review Editor for Management Learning.
Board member of ANZTSR: http://www.anztsr.org.au/
Book Review Editor, Management Learning: https://journals.sagepub.com/home/mlq
Can supervise: YES
Community organisations, social justice, identity, ethnography, writing, gender equality, gendered violence
Not-for-Profit Management: Advocacy and Social Change, Fundraising and Resource Development, Social Impact Measurement, Third Sector Contexts, Research Methods
Weatherall, R 2020, 'Even when those struggles are not our own: Storytelling and solidarity in a feminist social justice organization', GENDER WORK AND ORGANIZATION, vol. 27, no. 4, pp. 471-486.View/Download from: Publisher's site
Writing a doctoral thesis is a testament to years of anxiety, excitement, confusion, terror and passion. A thesis is, however, much more than just an output of learning. It is a formative process through which a doctoral student learns what it means to be a researcher. The doctoral thesis as a form of academic writing has, however, received scant attention in organisational studies. My decision to write my thesis differently inspired me to think deeply about the conventions and procedures of doctoral writing. How is it that doctoral students write? What conventions govern them? And how could doctoral writing be done differently to expand the boundaries of thought in management? In this article, I give an autoethnographic account of how I wrote my thesis differently to provide the groundwork for doctoral students to reconsider the conventional approach to doctoral writing. Ultimately, I offer guidance and points of reflection for how doctoral students and their supervisors might break with writing conventions and contribute to their learning as emerging management researchers through writing the doctoral thesis differently.
Weatherall, R, Thorburn, N & Jury, A 2018, 'Workers’ Constructions of the ‘Good’ and ‘Bad’ advocate in a domestic violence agency', Human Services Organizations Management Leadership and Governance, vol. 42, no. 3, pp. 318-326.View/Download from: Publisher's site
Grassroots activist organizations are heavily reliant on workers’ willingness and commitment to give of themselves. Organization expectations accordant with this are often embedded with organizational cultures and climates, which then tend to reinforce behaviors that threaten sustainable well-being. To find out how this might manifest in our own grassroots, domestic violence-focused agency, the authors surveyed 111 workers and interviewed 12. Pervasive cultural norms of selflessness and toughness led to a collective construction of what constitutes “good” advocates and “bad” advocates. The authors therefore focus their discussion on the paramountcy of promoting acceptance of emotionality beyond clients to the workforce itself.
Weatherall, R, Jury, A & Thorburn, N 2017, '“What’s his is his and what’s mine is his”: Financial power and economic abuse of women in Aotearoa', Aotearoa New Zealand Social Work Review, vol. 29, no. 2, pp. 69-82.View/Download from: Publisher's site
AIM: This study aimed to understand the experiences and effects of economic abuse for women in Aotearoa New Zealand, particularly in relation to methods of coercive control, with the intention of developing risk matrices to be used by practitioners.METHODS: We conducted a survey with 448 respondents—with 398 the focus of analysis for this article. The survey contained a combination of scaling and open-ended questions.FINDINGS: Abusers employed a range of abusive methods to restrict victims’ freedom and exercise domination. These abusive behaviours seemed to follow traditional hegemonic construction of masculinity as synonymous with “provider” in that many of these methods relied on the reproduction of gendered stereotypes which subjugate women to a subordinate position in the household. Women experienced a range of adverse emotional impacts as a result of this abuse.
Donnelly, N, Parker, J, Douglas, J, Ravenswood, K & Weatherall, R Centre for Labour, Employment and Work; Victoria University of Wellington 2018, The Role of Middle Managers in Progressing Gender Equity in the Public Service., pp. 1-36, Wellington, Aotearoa New Zealand.