Lack of gender awareness affects not only the conditions under which people work, itis also an obstacle to organisations’ ability to produce, develop and organise for innovation.This article presents an approach called action-orientated gender research, amerger of two theoretical perspectives: a) the doing-gender perspective, with its understandingof gender as formed in on-going relational activities and b) learning theorywithin the action research tradition, which focuses on reflection, learning and especiallyreflective learning for transformation. Gender theory and learning theory are combinedinto joint learning processes in networks of participants from different organisationswithin innovation systems. This makes it possible to uncover taken-for-grantedassumptions and gendered power relations which constrain the development of newinnovative possibilities in organisations.This article will present basic theoretical characteristic of the action-orientatedgender research approach, plus examples of how we have worked with this approachin a network of middle managers. Moreover, we will elaborate on the important considerationswe have discovered for organising transformative learning aimed at developinggender-aware, innovative organisations. The empirical material in the articlecomes from two meetings. One in which co-research was conducted with two managersworking in the same organisation. The other meeting took place one month laterwhen all the managers in the Gender network were present. During this second meeting,observations from the earlier co-research were presented and discussed using theconcentric circle method.