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Open Access
Article
Publication date: 3 September 2019

Hope Witmer

The purpose of this paper is to present a degendered organizational resilience model challenging current and dominant conceptualizations of organizational resilience by exploring…

3709

Abstract

Purpose

The purpose of this paper is to present a degendered organizational resilience model challenging current and dominant conceptualizations of organizational resilience by exploring how gendered organizational power structures, language and practices of everyday organizational life interplay and limit inclusive constructions of organizational resilience.

Design/methodology/approach

The degendered organizational resilience model was developed using Acker’s (1990) model of gendered organizations, Martin’s (2003) gendering practices, Lorber’s (2000) degendering and other feminist research on gendered organizations. The purpose of the model is to explore power structures, practices and language within the organizational context during conditions requiring organizational resilience.

Findings

A conceptual model for analyzing the theoretical development of organizational resilience is presented. The model analyzes the following three different aspects of organizations: power structure, to identify which resilient practices receive status based on established gendered organizational hierarchies and roles; actions, to identify how resilience is enacted through practices and practicing of gender; and language, to identify how and what people speak reinforces collective practices of gendering that become embedded in the organization’s story and culture.

Practical implications

The degendered organizational resilience model offers a process for researchers, managers and organizational leaders to analyze and reveal power imbalances that hinder inclusive theoretical development and practices of organizational resilience.

Social implications

The degendered organizational resilience model can be used to reveal power structures, gendered practices and language favoring normative masculine organizational practices, which restrict the systemic implementation of inclusive democratic practices that incorporate and benefit women, men and other groups subject to organizational subordination.

Originality/value

This paper offers an original perspective on the theoretical development of organizational resilience by proposing a degendering model for analysis. A feminist perspective is used to reveal the gendered power structures, practices and language suppressing the full range of resilient qualities by restricting what is valued and who gives voice to resilient processes that lead to resilient organizations.

Details

Gender in Management: An International Journal , vol. 34 no. 6
Type: Research Article
ISSN: 1754-2413

Keywords

Abstract

Details

Understanding Intercultural Interaction: An Analysis of Key Concepts, 2nd Edition
Type: Book
ISBN: 978-1-83753-438-8

Article
Publication date: 23 March 2012

Yvonne Benschop and Hans Doorewaard

This paper aims to examine if the notion of gender subtext is still a useful concept to study the implicit processes of gender distinctions in organizations. It also aims to…

1589

Abstract

Purpose

This paper aims to examine if the notion of gender subtext is still a useful concept to study the implicit processes of gender distinctions in organizations. It also aims to confront the authors' earlier elaboration of the concept of gender subtext with recently developed insights on how organizational processes produce gender at work.

Design/methodology/approach

The paper reviews the literature that was used to develop the notion of gender subtext. Then it turns to the new insights, concepts and theories that should be included in the update of the notion of gender subtext. The discussion focuses on three elements in particular: the entrance of intersectionality, the disappearance of the layered processes and the prevailing persistency of power.

Findings

The paper concludes that the original concept of gender subtext as a power‐based set of arrangements that reproduce gender distinctions can benefit from the recent theorizing on gender in organizations. The new notion genderplus subtext takes the interference of multiple inequalities into account. Gender is one important part, but not the only, or even the most important, form of inequality at work. To understand the dynamic process of (re)production of these inequalities, the paper points to the interplay between structural, cultural, interaction and identity processes in organizations, and to the hybrid power processes of compliance, accommodation, resistance and counter‐resistance.

Practical implications

The authors hope that this updated version may trigger more debate about the reproduction and, more importantly, about change of gender inequalities in organizations.

Originality/value

The paper reconceptualizes gender subtext, bringing a new perspective to the understanding of the power processes that produce or alter complex inequalities in organizations.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 31 no. 3
Type: Research Article
ISSN: 2040-7149

Keywords

Book part
Publication date: 2 December 2019

Frank Fitzpatrick

Abstract

Details

Understanding Intercultural Interaction: An Analysis of Key Concepts
Type: Book
ISBN: 978-1-83867-397-0

Book part
Publication date: 27 January 2022

Philippa Velija

In this chapter I provide a sociological discussion of the gender pay gap legalisation by drawing on data in the sport sector across public and private commercial sports…

Abstract

In this chapter I provide a sociological discussion of the gender pay gap legalisation by drawing on data in the sport sector across public and private commercial sports organisations. The gender pay gap is a significant reporting tool as it refers to the difference in the average hourly wage of all men compared to all women across an organisation (gov.uk, 2020). It is part of legislation introduced in the UK in 2017 which requires all employers with 250 or more employees to calculate and publish annually their gender pay gap data (gov.uk, 2020). The patterns emerging from the data indicate that the highest disparity in gender pay remains in those organisations where professional sport is commercialised around male performance (average gender pay gap is 59.1% in 2018–2019). In this chapter I draw on figurational concepts of power that enable the analysis of gender relations processually and draw on the role of shame and embarrassment to discuss the ways in which gender pay gap reporting may be used as a power resource to challenge ongoing inequalities in sport governance.

Details

Gender Equity in UK Sport Leadership and Governance
Type: Book
ISBN: 978-1-80043-207-9

Keywords

Book part
Publication date: 27 January 2022

Rhea Preston and Philippa Velija

This chapters adopts Rao, Stuart, and Kelleher (1999) concept of exclusionary power to understanding women's experiences of working at the Football Association (FA) which explores…

Abstract

This chapters adopts Rao, Stuart, and Kelleher (1999) concept of exclusionary power to understanding women's experiences of working at the Football Association (FA) which explores the ways in which power operates in multiple intersecting forms through positional power, agenda-setting power, hidden power, power of dialogue and power of conflict (Rao et al., 1999). Our research draws on interviews with women who currently or have previously worked at the English Football Association (FA). Through the framework of exclusionary power, we explore the way forms of power intersect to influence women's experiences of working within the organisation. Our research expands current knowledge of gender and gender relations in sport governance in the UK through vocalising the experiences of women working within the FA and theorising the ways in which women experience exclusionary power through intersecting, multiple and repeated everyday practices.

Details

Gender Equity in UK Sport Leadership and Governance
Type: Book
ISBN: 978-1-80043-207-9

Keywords

Article
Publication date: 23 August 2011

Jorid Hovden, Elin Kvande and Bente Rasmussen

The paper criticizes current directions in research on women and management. The purpose of this paper is to propose new directions for such research.

1027

Abstract

Purpose

The paper criticizes current directions in research on women and management. The purpose of this paper is to propose new directions for such research.

Design/methodology/approach

The paper is conceptual and is based on a review of recent literature on elites and the gendering of elite positions internationally and in the Nordic countries. This literature is discussed using studies of changing power dynamics and the development of welfare state services in a context of globalization.

Findings

The paper argues that one needs to move away from the focus on individual traits and “female management” to study the processes and practices that (re)produce power differences between men and women in the organisations where they take place. Two contextual factors make new directions in research necessary. The first is the knowledge economy changing organisations from bureaucratic towards democratic forms at the level of production and the financialization of the economy centralizing power at corporate level. The second is the challenging of Nordic welfare states by globalization of the economy. The welfare state results in a “democratization of motherhood” that increases women's participation in the economy, but may limit their opportunity to obtain elite positions.

Originality/value

To understand women's exclusion of elite positions, new research should combine multidimensional analyses of gender and power to explore the symbolic connections between masculinity and “big money”.

Details

Gender in Management: An International Journal, vol. 26 no. 6
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 1 January 2010

Beverly Dawn Metcalfe and Christopher J. Rees

Current debates on neo‐liberal and universalistic globalization pay little attention to gender or to other marginalized groups, and fail to consider the complexity and diversity…

6560

Abstract

Purpose

Current debates on neo‐liberal and universalistic globalization pay little attention to gender or to other marginalized groups, and fail to consider the complexity and diversity of the experiences of men and women in specific socio‐political contexts, especially those in the developing world. The paper challenges mainstream theories which present globalization and its associated forces as gender neutral. The main purpose of this paper is to advance theoretical debates on the gendered organizing dynamics of globalization.

Design/methodology/approach

The paper draws on organization theory, gender and development studies literature, and feminist sociology, to advance critical understandings of contemporary debates of the intersecting qualities of globalization, transnational organizations and gender social divisions.

Findings

The paper provides a critical synthesis of the complexity and interconnections between gender, organization and globalization. The paper identifies international development agencies; transnational corporations; international nongovernmental organizations and government state machineries as key stakeholders in the global and national regulation of employment and diversity issues. The paper outlines the organizing praxis of these key stakeholders, and stresses the need for all actors to engage in human rights awareness and equality consciousness raising.

Originality/value

The paper provides an original gendered organization analysis of globalization which reveals the specificity of global‐local linkages mediated by national states, international organizations, women's NGOs and gendered government machineries.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 29 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 2 March 2020

Lisa Ringblom and Maria Johansson

This study aims to deepen the understanding of inequality regimes in male-dominated industries, specifically in Swedish forestry and mining, by exploring how conceptions of…

2765

Abstract

Purpose

This study aims to deepen the understanding of inequality regimes in male-dominated industries, specifically in Swedish forestry and mining, by exploring how conceptions of gender, class and place are articulated and intertwined when doing gender equality in these organizations.

Design/methodology/approach

The article draws on empirical material from four research and development projects inspired by a feminist action research methodology.

Findings

This paper shows how gender equality works in these male-dominated organizations simultaneously constructing gender, class and place. When men are at the focal point of gender equality, our empirical findings suggest that blue-collar workers in rural areas are described as “being the problem” for gender inequality in these organizations. Addressing specific groups such as women or blue-collar workers in rural areas is not enough to challenge the inequality regimes that exist in these organizations, since a unilateral focus on certain groups leads to skewed problem formulations.

Originality/value

Research on gender equality work and its relation to intersectionality in male-dominated industries is limited, and by focusing on men and masculinities, this paper contributes to knowledge concerning gender equality in male-dominated industrial organizations.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 4
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 7 April 2021

Shani Kuna and Ronit Nadiv

There has been ample research on the antecedents and consequences of workplace sexual harassment (WSH), a volatile issue in contemporary labor markets. There is, however, a…

Abstract

Purpose

There has been ample research on the antecedents and consequences of workplace sexual harassment (WSH), a volatile issue in contemporary labor markets. There is, however, a lingering gap in the scholarly literature regarding the organizational practices involved in contending with WSH incidents following their occurrence. By exploring the practices and challenges of sexual harassment commissioners, a mandatory role performed by Israeli human resource practitioners, this study aims to unpack the embedded power dynamics, which construct how WSH is both deciphered and handled within organizations.

Design/methodology/approach

In-depth semi-structured interviews were conducted with 45 sexual harassment commissioners (SHCs) in various business organizations in Israel to explore practitioners' conceptions of the challenges underlying their role. A grounded theory approach was utilized.

Findings

The findings demonstrate that, while SHCs seemingly are empowered by their exclusive authority to inquire into an intricate organizational matter, counter practices have emerged to undermine their authority and influence. This negatively affects their ability to reduce the prevalence of WSH. SHCs' attempts to approach WSH utilizing a power discourse are eroded by systematic barriers that channel them toward adoption of the default legal discourse. The latter frames WSH in terms of individual misconduct rather than as a phenomenon stemming from and expressive of organizational and societal gender inequalities.

Research limitations/implications

This study does not represent the voices of WSH complainants or of top executives. The data focused on SHCs' descriptions of their role challenges.

Practical implications

Implications are suggested regarding the academic education and training of SHCs.

Originality/value

This study sheds light on covert and unspoken barriers to gender equality in the labor market.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

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