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Purpose – This chapter illustrates how female university kendo club members participate in kendo-related hegemonic drinking in formal (heterosocial) and informal (homosocial) club settings. An alternative perspective on gender relations and identity politics in Japan is outlined in this chapter by describing the significance of hegemonic drinking for female kendo club members within homosocial spaces.

Methodology – As a participant-observer, an ethnographic method was applied for an 18-month period as a quasi-member of a Japanese Sports University Kendo Club. Key to accessing the female members' lived experience was the primary author's participation in daily training and the consumption of alcohol in various kendo spaces. The data discussed in this chapter were collected via semi-structured interviews, daily self-reflexive descriptive field notes and ethnographic interviews.

Findings – Hegemonic drinking practices in heterosocial university kendo club spaces encompass networking opportunity, transference of knowledge, and fortitude building, all of which are systemized to support the advancement of male members. Although female members are relatively obscured in heterosocial spaces, women mimic and engage in hegemonic drinking practices in homosocial settings to substantiate meaning to their membership.

Research limitations/implication – Research that engages with the intersection of sport and gender needs to consider aspects of social interaction not only of the physical component of the sport but also the other day-to-day activities related to it. The examination of women and kendo-related hegemonic drinking in this chapter provides an insightful perspective and highlights the value of the ethnographic method in unexplored places of enquiry integral to researching physical cultures and body politics in Japan.

Masculinity and heavy metal share a clear and well-documented relationship, with many of the key texts on metal centering around its representation of gender (Walser, 1993; Weinstein, 1991). Less discussed is masculinity in Australian metal, as Australian metal itself remains underrepresented in scholarly research. In this chapter we discuss the music, media and image of Parkway Drive – a popular metalcore band from Byron Bay, Australia – via a reading of two of the band’s feature-length rockumentary films. We draw on concepts and theories of gender (Butler, 2006), and public image (Leonard, 2007), as well as studies of Australian masculinity, specifically those pertaining to mateship, surfing, and adventurousness. As the metalcore subgenre has not been widely studied, this approach provides a basis for understanding the subgenre as well as its relationship to gender, commercial success, and Australian heavy metal, focussing on the decidedly Anglo-Australian representation of masculinity performed by Parkway Drive. We argue that the band typifies a distinctly Australian type of hegemonic masculinity, one that draws on discussion of Australian identity, beach culture and surfing. We further examine the band’s use of ‘rockumentary’ tropes to build their public image and to tighten affective bonds with viewers.

The purpose of this paper is to explore authenticity conception of cultural built heritage. As a core of heritage management, authenticity is often seen as a validation of certain identity. In the cultural built heritage context, authenticity is vital for the community, particularly the ethnic minority community, because it can be viewed as a tool to tackle discrimination and misrecognition issues.

This research was conducted in two Indonesian Chinatowns, namely, Lasem and Semarang Chinatowns. An ethnography method was employed to address the research aim. Four techniques to carry out data collection were used in this research; they were life story interview, participant observation, documentary research and physical observation through house tour. Two theories were used to analyse the data, and they were Technologies of the Self from Foucault and Habitus from Bourdieu.

Result shows that authenticity conception in cultural built heritage is not fixed because it lies on the immaterial aspect (the community’s cultural values) that is continuously reinvented. This research also reveals that the immaterial aspect of cultural built heritage, the community’s cultural values, becomes the core of the conception of authenticity. These cultural values become the foundation for the community to create their cultural built environment.

This research brings an important perspective on authenticity to be applied in heritage management. Interestingly, by adopting this perspective, heritage management could become a tool to create an inclusive society.

This research offers a unique perspective on heritage authenticity, which was constructed through sociological and materiality approach.

This research aims to explore the role of social capital and specifically networks in role, and career development for women within two very distinct gender-segregated contexts of the labour market, namely, investment management and human resource management (HRM).

This research is qualitative in nature, underpinned by an interpretivist philosophical stance. Thematic analysis is used to analyse the findings from 32 in-depth interviews with HR and investment management managers.

The findings advance our understanding of social capital and its development as a social process, which differs according to labour market contexts. The results indicate divergence among participants regarding how they access networks as well as the perceived role and benefits of networking and social capital accumulation in their career and personal development.

For human resource development (HRD) practitioners, there are implications in relation to the need to tailor development and support structures cognisant of the occupational context. Specifically, the findings of this study indicate the acute need to support network access for those “outsider” women in male-dominated spaces. A need to enhance awareness of the benefits of networks to both organisations and employees across the labour market is warranted. For organisations, networks underlie social capital accumulation, which in turn increases efficiency and generates business solutions. For the employee, networks are an important self-development and career advancement tool. Such connections need to be supported and developed. Within patriarchal spaces particularly, HRD professionals need to provide support to women in extending their networks both within and outside the organisation.

This research makes an essential contribution to the literature by examining the influence of context in the development of social capital within two polarized labour market locations. The findings highlight the difficulties women face when developing social capital in investment management in contrast to the relative ease, which HRM professionals experience. Such findings also bring to light the essential role of HRD professionals as advocates for change in such contexts.

Aims to illustrate how Japan possesses cultural characteristics to support mentoring as a relationship, as opposed to the West, whose favoured approach is to view mentoring as a strategy.

A comparative analysis of the mentoring literature from two world views; the Japanese mentoring context (primarily the senpai‐kohai relationship) is compared and contrasted with the Western mentoring context.

The US and European context for mentoring increasingly consists of formalised schemes, targeted at specific groups (such as the talented or socially disadvantaged), and forms a co‐ordinated activity of human resource departments. As Western organisations have changed, mentoring has become defined in strategic terms, and aligned with a variety of popular management theories. In contrast, Japanese views of mentoring are characterised by informality, organic growth of relationships at all organisational levels, and are based on emotional bonds between seniors and juniors.

A very useful source to explain why Western organisations find it difficult to establish mentoring relationships based on emotional bonds. The Japanese show that there is an alternative; one requiring many Western organisations to adapt their organisational cultures and re‐conceptualise their views of mentoring.

This paper brings together the few contributions by authors of the Japanese senpai‐kohai relationship (a form of mentoring exclusive to Japan). It compares a rarely examined context in the mentoring debate (i.e. Eastern views of mentoring) with the larger body of work examining mentoring in the West. Originality resides in the results of the comparative analysis, revealing one context which views mentoring as a relationship, and another which views mentoring as a strategy.

The paper raises the question of a persisting masculine dominance in engineering disciplines and the reasons behind it. Rather than addressing gender‐specific socialisation as a cause of the under‐representation of women in engineering education, it aims to focus on the social and cultural practices of engineering itself, asking to what extent these practices are gendered and/or gendering.

The paper draws on ethnographic fieldwork carried out in two departments at a technical university in Switzerland: mechanical engineering and materials science. An exemplary piece of field data is analysed in order to generate relevant concepts for characterising and contrasting cultures in engineering disciplines. Results are discussed in the framework of Bourdieu's theory of the scientific field.

Group culture in materials science values individuality and plurality, hence leaving more scope for gender diversity; group culture in mechanical engineering values the subordination of individual needs to group norms and tends to reproduce features of homosocial male worlds. The results support the hypothesis that disciplinary cultures in engineering are gendered and have a gendering effect of their own.

Case studies in other disciplines and national contexts are needed to broaden the empirical basis of the argument.

Policies to achieve gender balance in higher education should not only aim at supporting women, but also at changing disciplinary cultures.

The paper presents a shift of focus from women's socialisation to gendering practices in engineering disciplines.