Human resource management (HRM) is underpinned by, and contributes to, the business ethics of the organization. Opportunities available to men and women as managers, and the role of managers more broadly, are critical in shaping business ethics in contemporary organizations. Research on women in management therefore provides an important lens through which to understand the institutional and cultural context of HR ethics as part of the business ethics of a country. To date, women in management in China remains an under-charted (...) topic of research in the HRM field. Extant research and recommendations on the improvement of the position of women in management in China focus primarily on women themselves from a traditional, gender norm angle, instead of challenging the political and patriarchal system or any institutionalized discriminatory practice. This is, in part, due to the absence in China of a critical feminism approach or feminist movement, as found in Western societies, and the continuing strong influence of the state and media in portraying women’s (stereotypical) image. There is significant room for research capacity building in scholarship on women in management research, for example, and through cross-fertilization of different disciplines and more rigorous research design and execution. This paper provides a critical analysis of extant literature on women in management and the ideologies underpinning it, and offers some suggestions for future research and conceptualization. (shrink)

This paper extends Corporate Social Responsibility (CSR) scholarship to focus on issues of sexual harassment and sexual violence. Despite a significant body of work on gender and CSR from a variety of feminist perspectives, long-standing evidence of sexual harassment and sexual violence in business, particularly in global value chains, and the rise of the #MeToo movement, there has been little scholarship focused specifically on these issues in the context of CSR. Our conceptual paper addresses this gap in the literature through (...) two key contributions. First, we extend the theoretical base of CSR scholarship by drawing upon and explicating radical feminist theory, a resource that has been underutilized in the field to date. This theoretical perspective is well placed to offer insights around the issues of sexual harassment and sexual violence, and to explain the centrality of these concerns to the gender equality agenda in business and in CSR. Second, building upon insights from radical feminism, and from research on CSR and human rights, we explicate a business and human rights approach to sexual harassment, sexual violence and CSR. We point to ways in which this approach might be more effective in addressing these issues than previously adopted strategies and suggest directions for future research arising from our analysis. (shrink)

A growing literature examines the organizational factors that promote women’s access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women’s greater representation in leadership positions associated with less gender segregation at lower organizational levels? We explore this question by drawing on Cohen and Huffman’s conceptual framework of women leaders as either “change agents” (...) or “cogs in the machine” and analyze a unique multilevel data set of workplaces nested within Fortune 1000 firms. Our findings generally support the “agents of change” perspective. Women’s representation among corporate boards of directors, corporate executives, and workplace managers is associated with less workplace gender segregation. Hence, it appears that women’s access to organizational power helps to undo the gendered organization. (shrink)

Gender scholars argued that gendered organizations theory needs updating as organizational logic has shifted amid neoliberal workplace transformations. This qualitative case study of a high-tech firm reveals how features of the traditional work logic remain resilient. I analyze the gendered implications of a high-tech startup restructuring and going public, finding the flexible organization to bureaucratize, implementing specialized jobs and a hierarchy with standardized career ladders. Going public creates conflicting gendered logics that place women at a structural disadvantage, relegating them to (...) low-status, narrow jobs while simultaneously demanding masculine ideal worker norms of visibility and self-promotion. Despite networking, women experience job insecurity and a glass ceiling, while men are assumed ideal workers and advance. By tracing one high-tech firm’s restructuring from a startup to public company, I demonstrate how the collision of new and traditional workplace logics perpetuates gender inequalities. (shrink)

Although corporate social responsibility practice increasingly addresses gender issues, and gender and CSR scholarship is expanding, feminist theory is rarely explicitly referenced or discussed in the CSR literature. We contend that this omission is a key limitation of the field. We argue that CSR theorization and research on gender can be improved through more explicit and systematic reference to feminist theories, and particularly those from feminist organization studies. Addressing this gap, we review developments in feminist organization theory, mapping their relevance (...) to CSR. With reference to six major theoretical perspectives in CSR scholarship, we note feminist research relating to each. Drawing upon FOS theory and CSR theory, we then develop an integrated theoretical framework for the analysis of gender issues in CSR. Our framework enables us to identify research strengths in the gender and CSR literature, as well as gaps therein, to open new conversations and to posit future research directions for this emerging area of scholarship. Our paper illustrates how a better grounding of CSR in feminist theory can contribute to CSR research more broadly. (shrink)

Greater numbers of women are entering workplaces in Saudi Arabia and other Middle Eastern countries. Structural features of patriarchy are changing in Middle Eastern societies and workplaces, but women’s experiences of gendered segregation, under-representation and exclusion raise questions around the feminist politics and ethics mobilized to respond to them. Building on and extending emerging research on feminism, gender, resistance, feminist ethics and the Middle East, we use data from an interview study with 58 Saudi Arabian women to explore their attitudes (...) toward gender-segregated and mixed workplaces. We develop a novel conceptualization of how gender is experienced through patternings of resistance and conformity shaped by the ethicopolitical, religiopolitical and sociocultural webs of meaning in Saudi society that permeate workplaces. Saudi women’s attitudes and actions in the workplace are neither entirely individual and private nor entirely collective and public, but made up of nuanced commitments and resistances to context-relevant identity issues. We discuss implications of our findings for the feminist ethics and politics of gendered resistance and conformity to working practices and norms in Islamic and Middle Eastern settings. (shrink)

Faculty workload inequities have important consequences for faculty diversity and inclusion. On average, women faculty spend more time engaging in service, teaching, and mentoring, while men, on average, spend more time on research, with women of color facing particularly high workload burdens. We explore how faculty members perceive workload in their departments, identifying mechanisms that can help shape their perceptions of greater equity and fairness. White women perceive that their departments have less equitable workloads and are less committed to workload (...) equity than white men. Women of color perceive that their departments are less likely to credit their important work through departmental rewards systems than white men. Workload transparency and clarity, and consistent approaches to assigning classes, advising, and service, can reduce women’s perceptions of inequitable and unfair workloads. Our research suggests that departments can identify and put in place a number of key practices around workload that will improve gendered and racialized perceptions of workload. (shrink)

Prior studies note that gender- and race-based discrimination routinely inhibit women’s advancement in medical fields. Yet few studies have examined how gendered displays of deference and demeanor are interpreted by college-educated and professional Latinas/os who are making inroads into prestigious and masculinized nontraditional fields such as medicine. In this article, we elucidate how gender shapes perceptions of authority and competence among the same pan-ethnic group, and we use deference and demeanor as an analytical tool to examine these processes. Our analysis (...) underscores three main points of difference: gendered cultural taxation; microaggressions from women nurses and staff and; the questioning of authority and competence to elucidate how gendered racism manifests for Latina/o doctors. Taking demonstrations of gendered deference and demeanors are vital to transforming medical schools and creating more inclusive spaces for all physicians and patients. Conclusions are based on experiences reported in interviews with 48 Latina/o physicians and observation in their places of work in Southern California. (shrink)

This article borrows from the intersectionality literature to investigate how legal status, labor market position, and family characteristics structure the labor supply of immigrant Latinas in Durham, North Carolina, a new immigrant destination. The analysis takes a broad view of labor force participation, analyzing the predictors of whether or not women work, whether and how the barriers to work vary across occupations, and variation in hours and weeks worked among the employed. I also explicitly investigate the extent to which family (...) constraints interact with other social characteristics, especially legal status, in shaping women’s labor market position. Results highlight that immigrant Latinas experience multiple, interrelated constraints on employment owing to their position as low-skill workers in a labor market highly segregated by gender and nativity, as members of a largely undocumented population, and as wives and mothers in an environment characterized by significant work–family conflict. (shrink)

The concept of intersectionality is on its way to becoming a new paradigm in gender studies. In its current version, it denominates reciprocities between gender, race and class. However, it also allows for the integration of other socially defined categories, such as sexuality, nationality or age. On the other hand, it is widely left unclear as to which level these reciprocal effects apply: the level of social structures, the level of constructions of identity or the level of symbolic representations. This (...) article advocates an intersectional multi-level analysis which takes into account reciprocal effects between the various levels. This approach includes an analytical grasp of and methodical reflection on these reciprocal effects as well as making them empirically accessible. (shrink)

How do technically-skilled women negotiate the male-dominated environments of technology firms? This article draws upon interviews with female programmers, technical writers, and engineers of diverse racial backgrounds and sexual orientations employed in the San Francisco tech industry. Using intersectional analysis, this study finds that racially dominant women, who identified as LGBTQ and presented as gender-fluid, reported a greater sense of belonging in their workplace. They are perceived as more competent by male colleagues and avoided microaggressions that were routine among conventionally (...) feminine, heterosexual women. We argue that a spectrum of belonging operates in these occupational spaces dominated by men. Although white and Asian women successfully navigated workplace hostilities by distancing themselves from conventional heterosexual femininity, this strategy reinforces inequality regimes that privilege male workers. These findings provide significant theoretical insights about how race, sexuality, and gender interact to reproduce structural inequalities in the new economy. (shrink)

The term “lean in” was popularized by Sheryl Sandberg, Facebook COO, via her #1 Best Seller encouraging women to defy their fears and dare to be leaders in their fields. She received criticism because although admitting to external barriers contributing to the gender gap in leadership, the scope of her book focused on the internal shortcomings of women. She asserted that women are hindered by barriers that exist within themselves, and provided practical tips, backed by research, to equip women with (...) strategies to proactively progress in the workplace instead of shying away. Sandberg is not the first to raise concern about gender inequality. Other women in history like Susan B. Anthony and Maggie Lena Walker also challenged lopsided gender roles through their words and actions. Using the critical biography methodology, this paper explores these women’s experiences, philosophies and contributions, reflects on Sandberg’s insight, and develops a framework, based on the theory of planned behavior as well as the ethical principles of utilitarianism and corporate social responsibility, that links internal factors, organizational external factors, and societal external factors to intentions to lean in and leaning in behavior. Thus, via critical biography, this paper examines both internal and external factors, showing how they are linked, and how they may impact leaning in intentions and behavior. The paper also discusses how leaning in may influence both individual and gender mobility for women, and ultimately, increased gender equality. (shrink)

Invisible work is neither defined nor recognized as labor and is not compensated as such. Studies show that manifestations of invisible work at home flow into the marketplace. What is lacking is systematic conceptualization and measurement of invisible work in the labor market built upon women’s and men’s knowledge and experiences. In this study, I address this lacuna using mixed-method sequential analysis. Twelve group interviews of employed women and men of varied socioeconomic locations in Israel yielded diverse expressions of invisible (...) practices in the workplace and their gendered meanings. Based on that knowledge, a typology of invisible work types was deduced, and an instrument was developed and distributed through a survey to a representative sample of the Israeli labor force. Regression analyses revealed that women and other disadvantaged groups do more invisible work at work than men and more advantaged groups do, regardless of occupation and managerial position. Beyond that, there are varied relations between labor market position and performing invisible work, across different types of practices. The study develops a typology of invisible work as a heuristic device contributing to office housework theory. I argue that invisible work should be conceived as an integral part of the labor market that needs to be considered when studying gender inequality. (shrink)

The coronavirus disease 2019 pandemic is altering dynamics in academia, and people juggling remote work and domestic demands – including childcare – have felt impacts on their productivity. Female authors have faced a decrease in paper submission rates since the beginning of the pandemic period. The reasons for this decline in women’s productivity need to be further investigated. Here, we analyzed the influence of gender, parenthood and race on academic productivity during the pandemic period based on a survey answered by (...) 3,345 Brazilian academics from various knowledge areas and research institutions. Productivity was assessed by the ability to submit papers as planned and to meet deadlines during the initial period of social isolation in Brazil. The findings revealed that male academics – especially those without children – are the least affected group, whereas Black women and mothers are the most impacted groups. These impacts are likely a consequence of the well-known unequal division of domestic labor between men and women, which has been exacerbated during the pandemic. Additionally, our results highlight that racism strongly persists in academia, especially against Black women. The pandemic will have long-term effects on the career progression of the most affected groups. The results presented here are crucial for the development of actions and policies that aim to avoid further deepening the gender gap in academia. (shrink)

Intersectional feminist scholars emphasize how overlapping systems of oppression structure gender inequality, but in focusing on the gendered, classed, and racialized bases of stratification, many often overlook disability as an important social category in determining economic outcomes. This is a significant omission given that disability severely limits opportunities and contributes to cumulative disadvantage. We draw from feminist disability and intersectional theories to account for how disability intersects with gender, race, and education to produce economic insecurity. The findings from our analyses (...) of 2015 American Community Survey data provide strong empirical support for hierarchies of disadvantage, where women and racial minority groups with disabilities and less education experience the highest poverty levels, report the lowest total income, and have a greater reliance on sources outside the labor market for economic security. By taking disability into account, our study demonstrates how these multiple characteristics lead to overlapping oppressions that become embedded and reproduced within the larger social structure. (shrink)

Work on farms and in restaurants is characterized by highly gendered and racialized divisions of labor, low wages, and persistent inequalities. Gender, race, and ethnicity often determine the spaces where people work in the food system. Although some research focuses on gendered divisions of labor in restaurants and on farms, few efforts look more broadly at intersectional inequalities in food work. Our study examines how inequality is perpetuated through restaurant and farm work in the United States and, specifically, how gender (...) and race/ethnicity influence where people work, their tasks and responsibilities, and their work experiences. In describing restaurant work, people in the restaurant industry typically refer to the front and back of the house to distinguish between different working spaces, jobs, and workers. We use this spatial metaphor of front and back of the house to analyze intersectional inequalities of food work in restaurants and on farms. The data derive from conversations with 63 restaurant and farm owners, managers, and workers in California and Pennsylvania. Our findings suggest that gendered and racialized bodies often define who works in the front and back of the “house,” and that owners and workers often naturalize gender and racial divisions of labor in food work. Despite these patterns, we found evidence of attempts to reduce these inequalities on farms and in restaurants. (shrink)

In this paper, using Ambedkar’s pioneering vision for engaged Buddhism, we developed the notion of radical interdependence, which consists of four interrelated processes: dialogical recognition; negating invisibilities; dignity as an embodied praxis; ordinary cosmopolitanism. Our research primarily focused on women janitors’ lives in a Mumbai Mall using this conception. Our participants experienced four different kinds of dignity injuries. They used various strategies to preserve personal, intersubjective, and processual dignities. We also found horizontal and vertical ordinary cosmopolitanism strategies to bridge social (...) boundaries between colleagues and mall customers. We further discuss the implications of radical interdependence for organizational research. (shrink)

We contribute to feminist and gender scholarship on cultural notions of motherhood by analyzing the importance of motherhood among mothers and non-mothers. Using a national probability sample of U.S. women ages 25-45, we find a continuous distribution of scores measuring perceptions of the importance of motherhood among both groups. Employing OLS multiple regression, we examine why some women place more importance on motherhood, focusing on interests that could compete with valuing motherhood, and controlling for characteristics associated with becoming a mother. (...) Contrary to cultural schemas that view mother and worker identities as competing, we find that education level is not associated with the importance of motherhood for either group and that valuing work success is positively associated with valuing motherhood among mothers. Consistent with feminist explanations for delayed fertility, valuing leisure is negatively associated with valuing motherhood for non-mothers. (shrink)

Using a multimethod approach, this article examines the link between class and masculinities by comparing the way two groups—professional men and working-class men —practice fatherhood. First, the authors show that these two groups practice different types of masculinity as they engage in different kinds of fatherhood. Physicians emphasize “public fatherhood,” which entails attendance at public events but little involvement in the daily care of their children. In contrast, EMTs are not only involved in their children's public events but also emphasize (...) “private fatherhood,” which entails involvement in their daily care. Second, the authors suggest that these differing types of involvement can be explained by the contrasting employment conditions of each group as well the gender order of their families, especially the divergent labor market positions of spouses and the division of parenting. The authors conclude by arguing that these working-class fathers are “undoing gender” while professional fathers reproduce the conventional gender order. (shrink)

This article integrates research on gendered organizations and the work-family interface to investigate an innovative workplace initiative, the Results-Only Work Environment, implemented in the corporate headquarters of Best Buy, Inc. While flexible work policies common in other organizations “accommodate” individuals, this initiative attempts a broader and deeper critique of the organizational culture. We address two research questions: How does this initiative attempt to change the masculinized ideal worker norm? And what do women’s and men’s responses reveal about the persistent ways (...) that gender structures work and family life? Data demonstrate the ideal worker norm is pervasive and powerful, even as employees begin critically examining expectations regarding work time that have historically privileged men. Employees’ responses to ROWE are also gendered. Women are more enthusiastic, while men are more cautious. Ambivalence about and resistance to change is expressed in different ways depending on gender and occupational status. (shrink)

Our study highlights specific ways in which race and gender create inequality in the workplace. Using in-depth interviews with 67 biology PhD students, we show how engagement with research and service varies by both gender and race. By considering the intersection between gender and race, we find not only that women biology graduate students do more service than men, but also that racial and ethnic minority men do more service than white men. White men benefit from a combination of racial (...) and gender privilege, which places them in the most advantaged position with respect to protected research time and opportunities to build collaborations and networks beyond their labs. Racial/ethnic minority women emerge as uniquely disadvantaged in terms of their experiences relative to other groups. These findings illuminate how gendered organizations are also racialized, producing distinct experiences for women and men from different racial groups, and thus contribute to theorizing the intersectional nature of inequality in the workplace. (shrink)

This article explores the implications of new public sector ‘reforms’ for the culture of higher education. It argues that a culture of carelessness, grounded in Cartesian rationalism, has been exacerbated by new managerialism. The article challenges a prevailing sociological assumption that the character of higher education culture is primarily determined by new managerial values and norms. Carelessness in education has a longer historical trajectory. First, it has its origins in the classical Cartesian view of education, namely that scholarly work is (...) separate from emotional thought and feeling, and that the focus of education is on educating an autonomous, rational person, homo sapiens, whose relationality is not regarded as central to her or his being. Second, it is grounded in the separation between fact and value that is endemic to contemporary positivist norms that govern not only scientific and social scientific thought but the organization of higher education . What is new about new managerialism in higher education is the moral status it accords to carelessness. Given the moral imperative on women to do care work and on men to be care-less, the carelessness of higher education has highly gendered outcomes.1. (shrink)

The corporate social responsibility literature has increasingly explored relationships between civil society and social movements, including non-governmental organizations, and corporations, as well as the role of NGOs in multi-stakeholder governance processes. This paper addresses the challenge of including a plurality of civil society voices and perspectives in business–NGO relations, and in CSR as a process of governance. The paper contributes to CSR scholarship by bringing insights from feminist literature to bear on CSR as a process of governance, and engaging with (...) leaders of women’s NGOs, a group of actors rarely included in CSR research. The issues raised inform contributions to the CSR literature relating to the role of women’s NGOs with regard to the gender equality practices and impacts of corporations, and with respect to defining the meaning and practice of CSR. The paper frames marginalized NGOs as important actors which can contribute to pluralism, inclusion and legitimacy in CSR as a process of governance. It identifies several key barriers to the participation of women’s NGOs in CSR, and concludes by making suggestions for future research, as well as practice. (shrink)

With its recognition of the combined effects of the social categories of race, class and gender intersectionality has risen to the rank of feminism’s most important contribution to date. Though the first intersectional research (American and British) gave visibility to the social locus of women who self-identified as "black" or "of colour", current research goes beyond the confines of the English-speaking world and aims increasingly to develop an intersectional instrument to deal with discrimination. This project gives rise to two kinds (...) of debate: one related to producing intersectional information and to ways of carrying out research in this area, the other to do with the use of this information in the political struggle for equality. The current paper, which is confined to the first debate, attempts to bring out the main tension points in present theorizations of intersectionality. Its objective is twofold: to demonstrate certain limits to the explanatory power of intersectionality, and to suggest ways forward in the light of discussions already in train. In order to do so four points are tackled: intersectionality as a research paradigm, the issue of levels of analysis, the theoretical difference of opinion on the ontological status of categories of difference and the issue of widening the theoretical scope of intersectionality. (shrink)

Meaningful and long-lasting progress in equity, diversity, and inclusion (EDI) continue to elude academics, practitioners, and policymakers. Extending Chater & Loewenstein's arguments to the EDI space, we argue that, despite conventional focus on individual-level solutions (i-frame), increasing EDI also requires a systemic focus (s-frame). We thus call for the design, testing, and implementation of multipronged s-frame interventions.

Implicit bias is one of the most successful cases in recent memory of an academic concept being translated into practice. Its use in the National Science Foundation ADVANCE program—which seeks to promote gender equality in STEM careers through institutional transformation—has raised fundamental questions about organizational change. How do advocates translate theories into practice? What makes some concepts more tractable than others? What happens to theories through this translation process? We explore these questions using the ADVANCE program as a case study. (...) Using an inductive, theory-building approach and combination of computational and qualitative methods, we investigate how the concept of implicit bias was translated into practice through the ADVANCE program and identify five key features that made implicit bias useful as a change framework in the academic STEM setting. We find that the concept of implicit bias works programmatically because it is demonstrable, relatable, versatile, actionable, and impartial. While enabling the concept’s diffusion, these characteristics also limit its scope. We reflect on implications for gender theories of organizational change and for practitioners. (shrink)

Intersectionality emphasizes that race, class, and gender distinctions are inextricably intertwined, but fully interrogating the co-constitution of these axes of stratification has proven difficult to implement in large-scale quantitative analyses. We address this gap by exploring gender differences in how social status shapes race in the United States. Building on previous research showing that changes in the racial classifications of others are influenced by social status, we use longitudinal data to examine how differences in social class position might affect racial (...) classification differently for women and men. In doing so, we provide further support for the claim that race, class, and gender are not independent axes of stratification; rather they intersect, creating dynamic feedback loops that maintain the complex structure of social inequality in the United States. (shrink)

Ample sociological evidence demonstrates that binary gender ideologies are an intractable part of formal organizations and that transgender issues tend to be marginalized by a wide range of social institutions. Yet, in the last 15 years, more than 200 colleges and universities have attempted to ameliorate such realities by adopting gender-inclusive facilities in which students of any gender can share residential and restroom spaces. What cultural logics motivate these transformations? How can their emergence be reconciled with the difficulty of altering (...) the gender order? Using an original sample of 2,036 campus newspaper articles, I find that support for inclusive facilities frames such spaces as a resource through which an institution can claim improved standing in the field of higher education. This process of engendering reputation allows traditional gender separation in residential arrangements to be overcome, but it also situates institutional responsiveness to transgender issues as a means of enhancing a college or university’s public prestige. This, in turn, produces novel status systems in the field of higher education—albeit ones that perpetuate familiar forms of institutional and cultural exclusion. (shrink)

Much has been achieved in terms of human rights for women and people of the lesbian, gay, bisexual, transsexual, and queer (LGBTQ) community. However, human resources management (HRM) initiatives for gender equality in the workplace focus almost exclusively on white, heterosexual, cisgender women, leaving the problems of other gender and social minorities out of the analysis. This article develops an integrative model of gender equality in the workplace for HRM academics and practitioners. First, it analyzes relevant antecedents and consequences of (...) gender-based discrimination and harassment (GBDH) in the workplace. Second, it incorporates the feminist, queer, and intersectional perspectives in the analysis. Third, it integrates literature findings about women and the LGBTQ at work, making the case for an inclusive HRM. The authors underscore the importance of industry-university collaboration and offer a starters’ toolkit that includes suggestions for diagnosis, intervention, and applied research on GBDH. Finally, avenues for future research are identified to explore gendered practices that hinder the career development of women and the LGBTQ in the workplace. (shrink)

Firms face mounting pressure to appoint ethical leaders who will avoid unnecessary risk, scandal and crisis. Alongside mounting evidence that narcissistic leaders place organizations at risk, there is a growing consensus that women are more ethical, transparent and risk-averse than men. We seek to interrogate these claims by analyzing whether narcissism is as prevalent among women CEOs as it is among men CEOs. We further analyze whether narcissistic women CEOs take the same types of risk as narcissistic men CEOs. Drawing (...) on social role and token theories, we test hypotheses related to gender differences in the prevalence and impact of CEO narcissism on firm-level practices. Using a unique dataset that includes a large sample of CEOs of S&P 1500 companies from 1992 through 2014, we create a narcissism composite score for each CEO based on their photograph size in the annual report, and their cash earnings and non-cash earnings relative to the next highest paid executive. We find that women CEOs are less likely to exhibit narcissistic personality traits compared to men CEOs. Furthermore, we find that gender moderates the relationship between narcissistic CEOs and our outcome variables of risk-taking and questionable behaviors. (shrink)

This paper provides new theoretical insights into the interconnections and relationships between women, management and globalization in the Middle East (ME). The discussion is positioned within broader globalization debates about women’s social status in ME economies. Based on case study evidence and the UN datasets, the article critiques social, cultural and economic reasons for women’s limited advancement in the public sphere. These include the prevalence of the patriarchal work contract within public and private institutions, as well as cultural and ethical (...) values which create strongly defined gender roles. The discussion examines the complexities of conceptualizing women’s equality and empowerment in Islamic states. The paper reveals that there have been significant achievements in advancing women in leadership and political roles, but that there are still institutional and cultural barriers embedded in business systems. Linking feminist, development and management theoretical strands a development framework is proposed which is sensitive to the Islamic Shar’ia encompassing government, organization and individual level strategies. It is suggested that scholars should integrate literatures from gender and management, development and Middle East studies, and in particular that critical scholars of gender and organization should consider the interrelations of the national and transnational in critiques of contemporary global capitalism to understand the complexity of women and social change in the ME. (shrink)

Several initiatives recognize the importance of transforming institutions, not just changing individuals, to diversify STEM fields. Universities and colleges are distinctive gendered work organizations because workers are highly educated and have authority in hiring, evaluation, and policy. This article explores whether feminist sociologists are particularly well suited to guide institutional change to diversify the academy. Drawing on data from in-depth interviews with 24 feminist academic sociologists at the rank of associate or full professor, I analyze how their feminist and sociological (...) identities intersect with institutional locations to create opportunities to transform the academy. Outsiders within, feminist sociologists revise and use the master’s tools to produce knowledge that improves recognition of, and ability to reduce, structural inequalities. Proficiency with these tools confers insider legitimacy and access to a “seat at the table” where disciplinary expertise and political commitments contribute to institutional change. Inevitably, these professors confront resistance, and in response develop strategies to advance their goals. Insights from feminist sociologists suggest that to transform universities to reflect the diversity of institutions and lived reality of contemporary faculty, it may be more useful to identify a set of commitments and principles that inform policies and practices, rather than specifying actions to support culture change. (shrink)

This article contributes to the debate about the role of affect in transformative change towards gender equality, by comparing the building of affect in two recently founded women’s networks in Italian and Dutch universities. By conceptualizing networking as a social and cultural practice that organizes a collective body through the building of affect between specific groups of organizational stakeholders, we reveal the emotional, dynamic and context-dependent character of transformative change. We found that similar women’s networks build affect with organizational stakeholders (...) in different ways, shaping boundaries of different collective bodies through emotions and adapting to the cultural meaning attributed to earlier actions. By bridging bottom-up and top-down approaches to gender equality and tailoring the building of affect to the local context they potentially contribute to transformational change towards gender equality. (shrink)

Drawing on 121 in-depth interviews with first- and second-generation women and men physicians of Indian origin in the U.S. Southwest, I examine the incidence and nature of gender-based discrimination in American medicine. I focus on two aspects: gender discrimination by employers and colleagues against women physicians of Indian origin and the interaction of gender discrimination with race in the professional lives of first- and second-generation physicians. U.S. healthcare has become increasingly dependent on immigrants, in particular women physicians, from the developing (...) world. I document the significant impact gender and race can have in molding the professional trajectories of Indian women physicians. The experiences of these physicians help clarify the interaction of skilled migrant workers with racial/ethnic and gender relations in U.S. workplaces. (shrink)

In this article, we frame men’s club football as an “extremely gendered” organization to explain the underrepresentation of women leaders within the industry. By analyzing women’s leadership work over a 30-year period, we find that women’s inclusion has been confined to a limited number of occupational areas. These areas are removed, in terms of influence and proximity, from the male players and the playing of football. These findings reveal a gendered substructure within club football that maintains masculine dominance in core (...) football leadership roles and relegates women to a position of peripheral inclusion in leadership roles. Through a discourse analysis of gender pay gap reports, we show that men’s football clubs legitimize women’s peripheral inclusion by naturalizing male dominance at the organizational core. These findings are significant because they demonstrate that men’s football clubs, as masculinity-conferring organizations, have excluded women from core roles to maintain their masculine character while superficially accepting women into roles that do not challenge the association of football with hegemonic masculinity. Therefore, organizational change may be possible only if women are granted greater access to core organizational roles. Here, we offer a new theoretical framework for “extremely gendered” organizations that can be applied to other sporting and male-dominated contexts to analyze women’s access to core leadership roles. (shrink)

On the basis of a case study of the integration of Haredi Jewish women into the Israeli high-tech industry, we explore how gender–religiosity intersectionality affects ultra-conservative women’s participation in the labor market and their ability to negotiate with employers for corporate work–family practices that address their idiosyncratic requirements. We highlight the importance of pious women’s affiliation to their highly organized religious communities while taking a process-centered approach to intersectionality and focusing on the matrix of domination formed by the Israeli state, (...) employers, and the organized ultra-orthodox community. We dub this set of actors “the unholy-trinity” and argue that it constructs a specific, religion-centric inequality regime that restrains women’s job and earning opportunities. At the same time, the “unholy trinity” also empowers women in their struggle to create a working environment that is receptive to their religiosity and what that commitment demands of them. (shrink)

While the vital contribution of feminist scholarship is acknowledged, it has been criticized for overly relying on the influence of society upon women’s lives. In this paper, I demonstrate the usefulness of also considering the influence of agency upon women’s lives, specifically agential reflexivity. Using the work and life histories of a group of Sri Lankan women, I use Margaret Archer’s morphogenetic approach to show how investigating reflexivity can provide greater insights into the subtleties associated with women’s agency in relation (...) to how they consciously organize their life journeys and react to oppression, demonstrate resistance and effect emancipation. My research reveals latent aspects of women’s agency within a postcolonial Third World social context, where an enduring patriarchal social system intersects with modernity and subjects women to complex social and occupational circumstances. This paper contributes to the field of women’s studies by showing how the morphogenetic approach can address the problem of conflationary theorizing within feminist scholarship. (shrink)

This paper investigates how social enterprises navigate through the ethical complexity of social change and extends the ethical quandaries faced by social enterprises beyond organisational boundaries. Building on the emerging literature on the ethics of SEs, I conceptualise ethics as an engagement with power relations. I develop theoretical arguments to understand the interaction between ethical predispositions of a SE and the normative structure of the social system in which it operates. I applied this conceptualisation in a hierarchical and heterogeneous rural (...) Indian context to provide insights into the moral ambiguity of ethical decision-making and suggest pathways for ethical actions. Taking a qualitative case study approach, I followed an exemplary SE’s implementation process in India. I observed ethical challenges in designing the implementation process, selecting the beneficiaries and sustaining the programme. I also identified three actions of the SE—the action of recognition, the action of reposition and the action of collaboration—and developed a transformative process model. I discuss the theoretical implications of this research for SEs and recommend a critical engagement with ethical theories to address systemic problems. (shrink)

This article builds heterosexuality into the concept of aesthetic labor to better understand corporate efforts to construct gendered brands and consumer identities. By theorizing heterosexual aesthetic labor, I show how two men’s salons, Adonis and The Executive, hire for, develop, and mobilize the sexual identities and gender habitus of straight and conventionally feminine women to masculinize the hair salon. Drawing from ethnographic observations of and interviews with employees and clients at these men’s salons, I move the discussion of aesthetic labor (...) beyond recruitment to show how service workers become interactional resources for customers’ projections of privileged identities. Emphasizing workers’ agency, I show how the women deploy professionalizing rhetoric and protocols and essentializing frameworks to manage the dilemmas of heterosexual aesthetic labor. These management strategies allow women a sense of legitimacy and at the same time keep gender and sexual hierarchies intact and naturalize men’s entitlement to women’s bodies. (shrink)

This article contributes to a growing conversation about the role of numbers in promoting gendered agendas in potentially contradictory ways. Drawing from interviews with gender advisors—the professionals tasked with mainstreaming gender in development projects—in an East African country, I begin from the paradox that gender advisors articulate a strong preference for qualitative data to best capture the lives of the women they aim to assist while voicing a need for quantitative metrics. I demonstrate that gender advisors come to imagine metrics (...) as expeditious bureaucratic tools able to inspire cooperation from otherwise reluctant coworkers. I argue that development organizations are gendered in ways—acutely seen in how advisors struggle, are sidelined, and attempt to advance their goals with numbers—that lead to the utility of valuing quantitative metrics over qualitative ones. I establish two theoretical contributions: Gendered organizations theory is essential to understanding the adoption and globalization of performance metrics, and in an age of evidence-based decision making, the utility of quantified data to garner resources is heightened, rewarding those who adopt quantified knowledge production. I coin the term “the paradox of quantified utility” to describe how these material advantages encourage even skeptics to value quantitative metrics. (shrink)

Women are important actors in smallholder farmer milk production. Therefore, female input in the dairy cooperatives is essential to dairy development in emerging economies. Within dairy value chains, however, their contributions are often not formally acknowledged or rewarded. This article contributes to filling this gap by adopting a multileveled institutional perspective to explore the case of dairy development in the Pangalengan mixed-sex dairy cooperative on West Java, Indonesia. The objective is to add evidence from the dairy development practice in Indonesia (...) to the current agenda for gender and development as well as identify pathways for future research on dairy development that will help it do better in practice. Central to the exploration is a discussion of formal and informal institutions as part of the dynamics of the inequality regimes in dairy cooperatives. Evidence from dairy development practices in the Pangalengan cooperative shows, among others, distinct differences between the participation of male and female target groups in dairy development extension, as well as farm size- and resource-related trends in ‘masculinization’ and ‘feminization’ of the smallholder farmer household. The conclusions contribute to debates on more resilient, thus sustainable working relations in food chains, women’s empowerment, gender equality and social justice in agriculture as well as cooperative studies. (shrink)

In recent years, positive psychology and mindfulness practices have increasingly been integrated in neo-liberal organisations to promote individuals’ well-being. Critics have argued that these practices actually function as management techniques, encouraging individuals’ self-governance and acceptance of the status quo despite adverse contexts. This article extends this argument by unpacking ways in which such ‘well-being’ programmes are also gendered, having been formulated around neo-liberal hegemonic masculine values of rationality, individualism and competition, and further masculinised through integration into gendered organisations. The argument (...) is presented that this process produces a neo-liberal version of hegemonic masculinity that the author calls ‘mindful masculinity’. This theoretical argument is illustrated through examples of specific ways in which ‘well-being’ practices have been reworked in strongly masculine settings to promote neo-liberal hegemonic masculine goals under a symbolic veneer of spirituality and mental health. (shrink)

This article explores the dynamics and impact of the gender mainstreaming reform conducted within the European Social Fund in Poland in 2007–2013. It is based on qualitative interviews carried out with gender mainstreaming practitioners, both feminists and state administrators. The article examines factors enabling and hindering successful implementation of gender mainstreaming and discusses its potential positive spin-off effects. The analysed case suggests that civil servants’ strong professional ethics do facilitate progressive changes, whereas bureaucratic norms and non gender-specific values of particular (...) public policies eventually hinder the effectiveness of the strategy. However, gender mainstreaming reforms, even if limited in time and undertaken in a technocratic manner, may serve for feminists as a unique entry point to state institutions, and further allow for changes to public organizations’ gender regimes. Gender mainstreaming may lead to an increase in the number of feminist allies within public administrations and give more legitimization to feminists’ demands on the state. Thus, the strategy may produce a destabilizing impact on public administration gender regimes. (shrink)