Building on Coleman and Rippin's analysis of how the methodological approach we took in this project made it difficult for us to keep gender equity a primary goal of our organizational change efforts, we reflect on how our conceptual approach to gender, described in the Meyerson and Kolb paper, exacerbated this problem. We explore the consequences of losing the gender focus of our work for our ability to make meaningful change in organizations. Finally, we describe how we have developed our approach to organizational change so as to maintain our focus on gender as a basis of our critique and gender equity as an objective of our intervention.
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