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Article
Publication date: 1 April 1994

R. Julian Cattaneo, Martha Reavley and Andrew Templer

Proposes the concept of women‐friendliness, as a measure oforganizations′ receptivity to women, and explores the roles of the humanresources function in achieving it. Different…

2082

Abstract

Proposes the concept of women‐friendliness, as a measure of organizations′ receptivity to women, and explores the roles of the human resources function in achieving it. Different human resources management strategies are linked to the role, prestige and attitudes of the HR function, to the attitude of the organization′s CEO towards women′s issues, and to the institutionalization of the HRM strategy. Proposes an agenda for research.

Details

Women in Management Review, vol. 9 no. 2
Type: Research Article
ISSN: 0964-9425

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Article
Publication date: 1 February 1994

Larraine Gooch

Sets out to look at the career experiences of women in personnel. Asurvey was undertaken of 149 women studying for examinations leading tomembership of the Institute of Personnel…

1181

Abstract

Sets out to look at the career experiences of women in personnel. A survey was undertaken of 149 women studying for examinations leading to membership of the Institute of Personnel Management. The results show that the issues facing women in personnel were the same as those facing other women in organizations. Women in personnel face a glass ceiling around Personnel Officer level. In addition, however, these women identified that the personnel role often lacked status in organizations and that the qualities they possessed, which had attracted them into the personnel profession, were not particularly valued in organizations. However, with the take‐up of human resource policies and the emphasis on “people skills” women in personnel could be in a key position to capitalize on the changing needs of organizations and play an important role in the process. In order to ensure that women in personnel have equality of opportunity, there is a need for positive action from the top of organizations, from the Institute of Personnel Management and from women in personnel themselves.

Details

Women in Management Review, vol. 9 no. 1
Type: Research Article
ISSN: 0964-9425

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Article
Publication date: 1 June 1994

Ronald J. Burke

Examines the status of corporate women in Canadian organizations, fromdata provided by 124 vice‐presidents of human resources, through the useof anonymous questionnaires. Half…

646

Abstract

Examines the status of corporate women in Canadian organizations, from data provided by 124 vice‐presidents of human resources, through the use of anonymous questionnaires. Half were in resources and manufacturing and in organizations with less than 500 employees. Women represented about 40 per cent of their workforces. Few women were in senior management or in operations. Managerial women were perceived as having significant overlap in skills with men. Those differences that were noted were consistent with common stereotypes. Most organizations (90 per cent) indicated no change in the percentages of women at various levels during the preceding year. Not surprisingly, only about 30 per cent of respondents indicated employment or pay equity as an important human resource issue facing their organizations.

Details

Executive Development, vol. 7 no. 3
Type: Research Article
ISSN: 0953-3230

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Open Access
Article
Publication date: 16 January 2024

Md. Ariful Islam Rubel, Maruf Hasan Rumi and Md. Abujafar Ripon

This study aims to identify how the involvement of female university students in volunteer organisations is contributing to their self-empowerment in Bangladesh.

Abstract

Purpose

This study aims to identify how the involvement of female university students in volunteer organisations is contributing to their self-empowerment in Bangladesh.

Design/methodology/approach

A cross-sectional study with a qualitative approach was conducted. A total of 20 in-depth interviews with female student volunteers, two focus group discussions with student members of the volunteer organisation and ten key informant interviews with academics, gender experts and high-level representatives of civil society organisations were conducted. The data were collected from eight purposively selected universities in Dhaka. The data were collected between 1 January 2023 and 23 March 2023.

Findings

The inter-organisational environment appears to be supportive and welcoming, despite the fact that some male colleagues belittle women with insulting comments. Female students are predominantly involved in public presentation activities and their advice is rarely considered. To reach a top position, they have to show more commitment than their male colleagues. Subjective prejudices discourage women from taking on positions of responsibility. Participation in voluntary organisations strengthens the self-confidence, critical thinking, networking and social capital of female students, making it easier for them to gain employment. These factors contribute to the empowerment of female students.

Originality/value

This study is an excellent empirical document that establishes a link between the empowerment of female students and their participation in voluntary activities. The recommendations of this study pave the way for future research in different countries on how volunteering helps young people, especially female students, to shape their future by taking on social responsibility alongside their academic activities.

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Southeast Asia: A Multidisciplinary Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1819-5091

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Book part
Publication date: 17 February 2017

Michal Frenkel

The article builds upon recent developments in feminist theories as they were adopted in organization studies to review the state of research into women in MNCs and to offer new…

Abstract

The article builds upon recent developments in feminist theories as they were adopted in organization studies to review the state of research into women in MNCs and to offer new directions for the study of MNCs as “gendering organizations,” both as they are shaped by gender relations and are active agents in constructing gender categories, division of labor, images, and inequalities. Juxtaposing insights from gender studies and International Business and Management, the article offers a new agenda for the studies of corporate internationalization and its social consequences.

Details

Multinational Corporations and Organization Theory: Post Millennium Perspectives
Type: Book
ISBN: 978-1-78635-386-3

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Book part
Publication date: 16 August 2016

Tine Destrooper

This article examines the evolution and the nature of indigenous women’s rights activism in post-conflict Guatemala. I analyze the work of the Organización de Mujeres Mayas de

Abstract

This article examines the evolution and the nature of indigenous women’s rights activism in post-conflict Guatemala. I analyze the work of the Organización de Mujeres Mayas de Kaqla, which has developed a type of women’s rights activism that is firmly rooted in Mayan cosmovisión and in women’s direct experiences. Building on their experience in the revolutionary movements of the war period the women of Kaqla seek to localize the allegedly universal discourse of women’s rights and to use it as a resource for change. I apply the perspectives of social movement spillover and of localizing human rights respectively to structure the findings, and argue that both perspectives can be insightful in understanding certain dimensions of this multi-faceted kind of activism, but that there are certain dynamics which these perspectives fail to grasp. I ask how the case of Kaqla can enrich both our understanding of how social movements can adapt to changing environments, and of how transnational discourses can become localized. The analysis also highlights the North-South power dynamic and suggests that processes of discursive adaptation are not fundamentally open.

Details

Narratives of Identity in Social Movements, Conflicts and Change
Type: Book
ISBN: 978-1-78635-078-7

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Book part
Publication date: 17 September 2018

Madeleine van der Steege

This chapter illustrates how human-centered design (HCD) principals can activate Fe+Male leadership synergy inside an organization. We explore how it is possible to: foster a…

Abstract

This chapter illustrates how human-centered design (HCD) principals can activate Fe+Male leadership synergy inside an organization. We explore how it is possible to: foster a favorable environment and culture that values gender inclusivity; ends blatant discriminatory practices to which many organizations are blind; fortify the confidence of highly capable women and men; and reconcile the divergence of views, communication, and unique leadership styles between men and women leaders. We look at the experiences of women inside organizations along with the beliefs, aspirations, challenges, and needs of women. The chapter provides an HCD guideline for the reader to align the current modus operandi in their own organization for better gender synergy.

We know that complementary male and female styles of leadership create invaluable synergy, and that organizations with more women on board and senior management positions will, on average, outperform organizations without women at top positions. However, women, especially at the top echelon, are sorely lacking in numbers. Without more women around – real synergy is impossible. Increasing transparency, policies such as “disclosure of the gender pay gap” and advocacy by senior leaders will continue to break down some of the barriers and biases, but statistics across all industries and countries show that we are a very long way off and need a new approach to end this dilemma.

How can HCD increase the percentage of female leaders at the table and the chance for gender synergy? In this chapter, you learn facts to fight fiction and influence mindsets that are limited by biases. This chapter introduces four specific target areas to advance Fe+Male synergy. Although most men (based in democracies) intellectually agree that men and women are equal and are highly offended when their sanction for equality is brought into question, most are completely blind to how daily actions (many unintentionally) perpetuate the state of inequity. The biggest leadership issue is getting the whole organization aligned with the principle as well as a visible manifestation of gender synergy.

Details

Exceptional Leadership by Design: How Design in Great Organizations Produces Great Leadership
Type: Book
ISBN: 978-1-78743-901-6

Abstract

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Keywords

Book part
Publication date: 10 December 2018

Rina Agarwala

This chapter examines how gender interacts with informal workers’ collective action strategies in the context of contemporary development scripts around economic growth…

Abstract

This chapter examines how gender interacts with informal workers’ collective action strategies in the context of contemporary development scripts around economic growth. Specifically, it engages the theoretical debates on the relationship between patriarchy and capitalism as the systems of domination that organize gender and class. Drawing from a comparative analysis of informal workers’ movements in India’s domestic work and construction sectors, I find the relationship between gender and class and between patriarchy and capitalism is being reconceptualized from below and differs by occupational structures and organization histories. For domestic workers, movements assert what I call a “unitary” model of exploitation. Because domestic workers’ organizations entered the productive sphere through a focus on social reproduction, their struggles conflate gender and class to reverse the shame attached to domestic work and increase the recognized worth of women’s labor. Because construction workers’ organizations mobilize male and female workers and began as class-based organizations focusing on productive work, they articulate what I term “a dual systems” approach to patriarchy and capitalism that exposes inequalities between men and women within the sector, such as unequal pay, glass ceilings, and issues of embodiment. In both cases, global development scripts have not only shaped movement approaches, but also enabled movements to articulate gendered labor subjects in innovative ways. While domestic workers’ unitary model has had more success in increasing women workers’ dignity and leadership, construction workers’ dualist model has attained more successes in attaining material benefits in the reproductive sphere. These findings suggest that debates on unitary versus dual-systems models of exploitation present a false dichotomy and veil the reality that both are necessary for feminist theory, development models, and women workers’ struggles on the ground.

Details

Gendering Struggles against Informal and Precarious Work
Type: Book
ISBN: 978-1-78769-368-5

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Article
Publication date: 11 October 2023

Ine Gremmen and Yvonne W.M. Benschop

The authors aim to contribute to current knowledge on women's networks in organizations by exploring the strategies employed by members of women's networks, Human Resources (HR…

Abstract

Purpose

The authors aim to contribute to current knowledge on women's networks in organizations by exploring the strategies employed by members of women's networks, Human Resources (HR) management and senior line management to negotiate the role of these networks in their organizations.

Design/methodology/approach

The authors employ the theoretical perspective of micro-politics to analyze qualitative data they collected in an action research project using open-ended interviews and participant observation. The interviews were conducted with network board and active members, and members of their organizations' HR departments and senior management. Participant observation of the interviewees' interactions took place during facilitated workshops.

Findings

Adding to the literature, the authors find that members of the different parties employ different micro-political strategies. Many senior HR and management members demand that the networks' activities contribute to the organizations' diversity aims and bottom line. They largely avoid strategic cooperation with the networks. Most network members, in turn, resist the restricted role of the networks as an instrument to realize their organizations' business case. They claim some freedom to independently decide on the networks' strategies and activities. They resist being attributed tasks and responsibilities that they consider to reside with their organizations. Moreover, they try to sustain cooperative relationships with senior HR and management in an advisory role.

Originality/value

The action research approach enabled the authors to contribute to existing knowledge and extend the micro-politics theoretical perspective to include the collective agency of members of organizational groups and cooperation between these groups.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 43 no. 2
Type: Research Article
ISSN: 2040-7149

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1 – 10 of over 72000