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Based on a model of employee personal gender self-categorization, we examine the relationships between prejudicial attitudes and experiences of aggression in a male-dominated workplace. Data collected from 603 employees in a male-dominated global workplace revealed that individuals who self-categorize as either males or females experience differential powerful emotions. Additionally, we found that the more anger experienced by employees who self-categorize either as males or females, the stronger their female prejudicial attitudes. In contrast, we found that contempt was negatively associated with female prejudicial attitudes; that is, the more contempt experienced by employees who self-categorize either as males or females, the weaker their female prejudicial attitudes.

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.

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

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.

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.

Discrimination and bullying contribute to mental ill-health in the workplace. At face value, they would seem linked but are often dealt with by different legislations. Workplace studies generally focus on bullying and population studies on discrimination. The authors aimed to evaluate the prevalence and relationship of discrimination and bullying in a male-dominated workforce, associated factors and relative impact on mental ill-health.

An online cohort survey was conducted amongst employees of an Australian mining company, measuring discrimination, bullying, demographics and workplace and health factors over two months. Cross-sectional and prospective analyses assessed the prevalence of each, their association and their effects on depression and anxiety.

A total of 580 employees (82% male) participated. There was no association between workplace bullying (n = 56, 9.7%) and discrimination (n = 160, 27.6%). Discrimination, but not bullying, was associated with higher depression, anxiety and suicidal ideation and lower well-being and resilience. After controlling for demographic, workplace and health and well-being factors, depression had the main effect on discrimination ß = 0.39, p = 0.003. Discrimination predicted an increase in depression scores at follow-up F (1, 129) = 4.88, p = 0.029.

In this male-dominated industry, discrimination was more prevalent than bullying. Discrimination, but not bullying, was associated with poorer mental health both cross sectionally and prospectively. Supporting the need to assess and manage discrimination and bullying in the workplace independently and the need for interventions to reduce a broader range of adverse interpersonal behaviours.

The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace.

Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data.

The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem.

Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures.

This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.

Supervisors in the 1990s will be challenged by a dynamic, shifting and shrinking workforce. The traditional white, male‐dominated workforce will become obsolete, with a more diverse workforce made up of females, minorities, the disabled and the elderly taking its place. Supervisor training is the answer to effectively managing these changes. Across the USA, many companies have implemented workplace diversity through extensive supervisor training programmes. These programmes address the importance of understanding each employee and how individual needs differ. With the real threat of a shrinking workforce ahead, employee retention becomes an additional focus. Traditional management styles are not as successful, with the new workforce as the “leader” or “coaching” styles of management. Companies which do not effectively train their supervisors to handle the needs of a variety of people and do not shift their management styles to accommodate the new workforce may struggle to stay afloat.

The authors aim to explore the link between the gender composition of occupations and women's access to managerial positions in four societal contexts.

Using EU-LFS data for 2015, the authors measure the relative gender equality performance of France, Sweden, Switzerland and the UK regarding women's access to managerial positions, defined as levels 1 and 2 of the 2008 ISCO classification coupled with the exercise of managerial responsibilities.

While gender-mixed working environments offer the largest number of managerial positions, they are also where women are least likely to reach such a position. Overall, except in Switzerland, women fare best in male-dominated occupations. Women do not appear to fare worse than men in female-dominated occupations, except in France.

The findings question the relevance of policies aimed simply at reducing occupational gender segregation without providing safeguards against the deleterious effects that gender mixing may have on women's career advancement.

The disparities between countries found here show that individual career advancement towards a managerial position may be driven by the social policies, gender ideology and institutions of the societal context. Examining how the societal dimensions involved in the poor performance of women in France and Switzerland are likely to differ sheds light on mechanisms behind the gender gap in management.

The focus of this chapter is intersectional bullying and harassment in the rail sector in Britain, where the workforce is male-dominated, gender-segregated and ethnically diverse. There have been significant gender and race equality issues in the sector that have resulted in a number of high profile legal cases. The authors draw on data from a trade union survey of members (Transport and Salaried Staffs Association) focussing on their experiences achieving equality at work. The survey received 1,054 useable responses. The authors have used both additive and multiplicative data analysis methods to capture the methodological debates concerning intersectional analysis. The analyses provided some varied responses, depending on the methods used, but an enduring factor was that older, ethnic minority women were the group who were most likely to feel that they had suffered bullying and harassment. The authors discuss these findings in relation to the limited legal interventions for intersectional bullying and harassment. The authors argue that employers and trade unions must develop proactive institutional responses to mitigate its damaging consequences.

This case study is designed as a teaching exercise and this paper aims to highlight the key issues for organisations’ expatriating women within masculine industry sectors and/or into challenging international environments.

This case study draws together key published findings relating to women’s expatriation in the oil and gas exploration and production sector. It demonstrates a triangulated research design, drawing upon organisational policy from two oil and gas firms, semi-structured interviews with 14 human resource professionals and 26 female expatriates, as well as from 71 female assignees’ questionnaire responses.

Career and financial drivers underpin women’s motivations for accepting organisationally assigned expatriation. Women expatriates engage in satisficing and career compromise. The main challenges women face in masculine industries include access to expatriate roles because of limited female networks, family concerns, managing working time and work-life balance and coping with loneliness.

The oil and gas case findings are based on a cross-sectional research design. The majority of female expatriates undertook long-term assignments; limited numbers engaged in flexpatriation.

While organisational policy supporting expatriation does not usually address gendered expatriate concerns specifically, inclusion of interventions that are identified by women as helpful to their expatriate participation can assist in increasing expatriate gender diversity.

This oil and gas research case brings together and presents a summary of the motivations, problems and challenges faced by women in male-dominated expatriate environments, together with relevant theoretical approaches and organisational interventions to help us understand and increase expatriate gender diversity.

The purpose of this paper is to examine cultural sexism in the UK aviation industry through the experiences women commercial pilots have encountered with their male colleagues and management.

Interviews were carried out with 20 women commercial airline pilots: 17 women were currently airline pilots, or were previously airline pilots and resigned and three women were flying instructors. There were nine different UK airlines for which the women airline pilots worked.

Women pilots face cultural sexism where their male colleagues expect them to be different based on their assumptions about women in general but expect their female colleagues to adapt to the current social and cultural system in the UK industry.

Further research is needed to explore ways to combat cultural sexism. Limitations include a focus on UK airlines only, plus the methodology relied upon women who were open to discussing their experiences rather than a random sample of pilots.

Research in this paper highlights how change is needed to produce a more inclusive culture to improve the working culture for women pilots and to appreciate the diversity that women bring to organizations.

This paper provides insights into an under researched area of women's employment and the existence of cultural sexism.

The purpose of this paper is to explore a potential mechanism through which gender segregation in the engineering profession is created and sustained. Specifically, boundary spanners for women and men were examined because they may be a source of valuable information to job seekers.

Applicant data for the role of a senior technical engineer (n=100) from an engineering organisation in the UK were analyzed.

A logistic regression analysis showed that women applicants were significantly less likely than men to be offered a job as a senior engineer. A mediation analysis revealed that women did not use networking with boundary spanners as a primary job search tool, providing a partial explanation for why women are less likely to be hired in senior engineering roles.

This study uses a dataset collected in 2009 to widen the investigative lens of processes that influence hiring outcomes for women in a male‐stereotyped job, namely, engineering.