An account of the "war" against women, the insidiously manipulated political and cultural backlash against the hard-won equality and independence which women achieved in the 1970s and 1980s. Using examples from all areas of public life, Faludi presents a picture of the erosion of women's status.

Bill Gates predicts that by 2050, 50% of the working population will work at home. Even in England in 2000 the DoE recorded 20% of British workers spend a portion of the week working at home... Life in the future - in 2021 - will be CHUNKY. Intense and demanding projects will alternate with 'sabbaticals' - some paid for by organizations, others self-funded. In this new work, Charles Handy, the brilliant social philosopher and management guru, examines the questions that face (...) us at the start of a new age. Using the metaphor of the "Elephant and the Flea he discusses the future of everything from education, work and marriage, to capitalism, management, religion and society. He carefully considers the balancing act that both individuals (fleas) and larger organizations (elephants) will face in the next twenty years. Increasingly technological advances mean the disappearance of the middle - or disintermediation. This means that many careers will radically transform or vanish altogether in the coming decades. If vacationers can go on-line to access all their travel information they won't need travel agents. If a patient can access a diagnosis on the net, and purchase medication through a dot.com drug store, then the need for doctors will plummet. Handy explores the significance of the vast changes we can expect, and those already here, brought about by the democratic power of the internet. He suggests that many people will learn to develop a portfolio career, expecting to change directions dramatically throughout their lives. A multitude of fleas - consultants, suppliers, sub-contractors, and advisers - will support larger organizations, without being full-time employees. Theoffice, Handy predicts, will become more of a club house, with luxurious meeting rooms, gyms, and even overnight accommodations. And that transformation will change even the look of our city skylines. (shrink)

Drawing on interviews with 140 young British males, this article explores the ways in which men talk about their own bodies and bodily practices, and those of other men. The specific focus of interest is a variety of body modification practices. We argue, however, that the significance of this analysis extends beyond the topic of body modification. In discussing the appearance of their bodies, the men we interviewed talked less about muscle and skin than about their own selves located within (...) particular social, cultural and moral universes. This article shows that, in talking about seemingly trivial questions such as whether to have one’s nose pierced or join a gym, men are actively engaged in regulating normative masculinity. Our analysis lends support to the claim that the body has become a new (identity) project in high/late/post-modernity, but shows how fraught with difficulties this project is for young men who must simultaneously work on and discipline their bodies while disavowing any (inappropriate) interest in their own appearance. The analysis highlights the pervasive individualism of young men’s discourses, and the absence of alternative ways of making sense of embodied experiences. (shrink)

A major contribution to the social scientific understanding of how people make sense of their lives, Ideological Dilemmas presents an illuminating new approach to the study of everyday thinking. Contradictory strands abound within both ideology and common sense. In contrast to many modern theorists, the authors see these dilemmas of ideology as enabling, rather than inhibiting: thinking about them helps people to think meaningfully about themselves and the world. The dilemmas within ideology and their effects on thinking are explored through (...) the analysis of what people say in specific key situations: education, medical care, race and gender. The authors identify common ideological themes running through the common-sense discourses they analyse. They highlight the tensions between themes of equality and authority, freedom and necessity, individuality and collectivity. Time and again, the contradictions between these ideological themes crop up as respondents argue and puzzle over their social worlds. Written with refreshing clarity, the discussion cuts across the boundary which often separates sociology from social psychology. Sociologists are reminded that the reproduction of ideology involves individual processes of thinking; social psychologists are urged to recognize the ideological nature of thought. (shrink)

Although the number of women in middle management has grown quite rapidly in the last two decades, the number of female CEOs in large corporations remains extremely low. This article examines many explanations for why women have not risen to the top, including lack of line experience, inadequate career opportunities, gender differences in linguistic styles and socialization, gender-based stereotypes, the old boy network at the top, and tokenism. Alternative explanations are also presented and analyzed, such as differences between female leadership (...) styles and the type of leadership style expected at the top of organizations, feminist explanations for the underrepresentation of women in top management positions, and the possibility that the most talented women in business often avoid corporate life in favor of entrepreneurial careers. (shrink)

In this paper, we develop a theoretical framework for understanding women leaders in working life. Our starting point is in statistics and earlier women-in-management literature, which show that women leaders represent a minority of the managerial population. We assume such underlying mechanisms causing discriminatory practices towards women leaders to exist which have become naturalized and invisible. Our concern is that everyone irrespective of gender should have a fair chance in career progression. This is both a moral and also an economic (...) challenge. The framework we develop in this paper is an alternative approach to studying women leaders compared to traditional women-in-management literature. It aims at revealing the "natural and taken-for-granted" cultural mechanisms behind discriminatory practices. Our framework is based on a critical discursive approach, which draws on ideas of how women''s leadership becomes symbolically represented and constructed in discursive practices. These symbolic constructions, which are mediated through language, often have an ideological loading which positions women leaders and builds their identities in ways that can help to legitimize unequal relations between the genders. However, our framework emphasizes the possibility of multiple discourses and a dynamic view of culture. The cultural constructions of women leaders are, thus, open to change. (shrink)

This research reports the results of a study of women serving on boards of directors of Canadian private and public sector organizations. These women (N = 278) were an impressive and talented group (eduction, professional designations). In addition, they brought a variety of backgrounds and expertise to their director responsibilities. Most were nominated as a result of recommendations from current board members, CEOs, or someone who knew board members or CEOs. Thus personal relationships (the old boy's network) as well as (...) track records and appropriate expertise were important factors in board nominations. Women directors thought they had some influence on women's issues with their boards and board companies. A majority believed that board members should be more diverse, including more women and fewer male CEOs. However they indicated several barriers faced by women in being selected and nominated for board appointments. (shrink)

In this immensely readable and wide ranging book,Bernard Lewis charts the successive transformations of the Middle East,beginning with the two great empires,the Roman and the Persian,and covering the growth of Christianity,the rise and spread of Islam,the waves of invaders from the east,the Mongol hordes of Jengiz Khan,the rise of the Ottoman Turks,and the changing balance of power between the Muslim and Christian worlds.THE MIDDLE EAST is a brilliant survey of the history and civilisations of the region.

Little attention has been paid to the role which impression management (IM) of genuine and substantial talents and commitment plays in the careers of female and male managers seeking promotion. IM studies have largely investigated the supervisor/subordinate relationship, often with samples of business students in laboratory settings. In the Cranfield Centre for Developing Women Business Leaders, we have focused on the use of IM by practising managers. In this paper, we examine previous literature for indications that gender may be important (...) in explaining differences in IM behaviours. We then report findings from a survey and a qualitative study, showing that gender, especially combined with age and job level, is a differentiating factor in managers' inclinations to use particular IM behaviours. Many women (and some men too) seem uncomfortable with using IM. Women do not always want to play "the organizational game" by the male-constructed unwritten rules, but prefer to trust good management and systems fairness for just rewards. Younger and junior level women managers often recognize that IM may be a useful tool but reject its use for themselves. Women seem to prefer to rely on extra high performance and commitment for visibility to their seniors rather than the networking, ingratiation and self-promotion strategies used more by males. An important consequence is that as ambitious young males use job-focused IM in addition to self and manager-focused strategies, this is likely to leave young women at a considerable disadvantage for promotion, if the strategies are successful. (shrink)

We argue that the declining female enrollment in graduate business schools is a manifestation of gender bias in business education. The extant conceptual foundation of business education is one which views business activity in terms of a game with fixed and wholly material objectives. This concept betrays an underlying value system that reflects a male orientation. Business education is not merely amoral, therefore, but is gender biased. We suggest that business educators adopt a broadened behavioral rubric. Virtue-ethics theory provides such (...) a rubric. (shrink)

This article reports the results of a study of attitudes of future business executives towards issues of social responsibility and business ethics. The 455 respondents, who were MBA students during 1985 at one dozen schools from various regions in the United States, were asked to respond to a series of open-ended and closed-ended questions. From the responses to the questions the authors were able to conclude that future executives display considerable sensitivity, though to varying degrees, towards ethical issues in business. (...) Women, in particular, tend to evince strong feelings regarding such issues. (shrink)

In the late 1980s, there was a proliferation of popular imagery of 'new' men and 'post-feminist' women, with the concept of 'post-feminism' reinforcing and emphasizing the differences between independent, upwardly-mobile, career orientated women, and those women who 'choose' the more 'natural' role of wife and mother. The Illusions of 'Post-Feminism": New Women, Old Myths maintains that 'post-feminism' is a myth. Through in-depth interviews with women about four major areas of their lives: education, work, the media and the family, the authors (...) challenge and expose the myths implicit in the concept of 'post-feminism'. The research illustrates that women's discontent continues, despite the assumption that gender equality would result from equal opportunities legislation. The chapters highlight the ineffective nature of liberal reformism and demonstrate how power relations still lie at the root of the oppression of women. (shrink)

This paper investigates the potential and actual contribution of corporate social responsibility (CSR) to gender equality in a framework of gender mainstreaming (GM). It introduces GM as combining technical systems (monitoring, reporting, evaluating) with political processes (women’s participation in decision-making) and considers the ways in which this is compatible with CSR agendas. It examines the inclusion of gender equality criteria within three related CSR tools: human capital management (HCM) reporting, CSR reporting guidelines, and socially responsible investment (SRI) criteria on employee (...) and diversity issues. Although evidence is found of gender equality information being requested within several CSR related reporting frameworks, these requirements are mostly limited in scope, or remain optional elements. The nature and extent of relevant stakeholder opportunities are investigated to explain this unfulfilled potential. (shrink)

This paper comments on some of the different senses of the notion of discourse in the various relevant literatures and then overviews the basic features of a coherent discourse analytic programme in Psychology. Parker's approach is criticised for (a) its tendency to reify discourses as objects; (b) its undeveloped notion of analytic practice; (c) its vulnerability to common sense assumptions. It ends by exploring the virtues of 'interpretative repertoires' over 'discourses' as an analytic/theoretical notion.

Unethical decision-making behavior within organizations has received increasing attention over the past ten years. As a result, a plethora of studies have examined the relationship between gender and business ethics. However, these studies report conflicting results as to whether or not men and women differ with regards to business ethics. In this article, we propose that gender identity theory [Spence: 1993, Journal of Personality and Social Psychology 64, 624–635], provides both the theory and empirical measures to explore the influence of (...) psychological gender traits and gender-role attitudes on ethical perceptions of workplace behaviors. Statistical analyses of the data reveal that based on sex alone, no differences occur between men and women in their ethical perceptions. Yet, when a multidimensional approach to gender is applied, results show that expressive traits and egalitarian gender-role attitudes contribute to both men’s and women’s propensity to perceive unethical workplace behaviors as unethical. The implications of these findings and suggestions for future research are presented. (shrink)

Appointment as a director of a company board often represents the pinnacle of a management career. Worldwide, it has been noted that very few women are appointed to the boards of directors of companies. Blame for the low numbers of women of company boards can be partly attributed to the widely publicized "glass ceiling". However, the very low representation of women on company boards requires further examination. This article reviews the current state of women's representation on boards of directors and (...) summarizes the reasons as to why women are needed on company boards. Given that more women on boards are desirable, the article then describes how more women could be appointed to boards, and the actions that organizations and women could take to help increase the representation of women. Finally, the characteristics of those women that have succeeded in becoming members of company boards are described from an international perspective. Unfortunately, answers to the vexing question of whether these women have gained board directorships in their own right as extremely competent managers, or whether they are mere token female appointments in a traditional male dominated culture, remains elusive. (shrink)

This book provides an overview of postmodern themes, evaluates the possibilities and dangers of postmodernist thinking and develops ideas on how a selective, sceptical incorporation of postmodernism can make social research more conscious about problems and pitfalls, and more creative in working with empirical material (so called data). A reflexive orientation runs throughout the book, which addresses themes such as how to understand the individual in research, how to deal with the knowledge/power connection, how to relate to language and how (...) to unpack rather than take for granted socially dominant categories in research work. One chapter addresses the research interview in the light of postmodernist concerns about the naivety of assuming that the interviewee is simply an informant, a truth-teller authentically expressing his or her experiences and meaning. Other chapters address issues of voice, interpretation, writing and reflexivity. The book includes a range of empirical illustrations of how postmodernist ideas can inspire social research, and in all it represents a valuable text for students and researchers alike. (shrink)

This study examines the presence and roles of female directors of U.S. Fortune 500 firms, focusing on committee assignments and director background. Prior work from almost two decades ago concludes that there is a systematic bias against females in assignment to top board committees. Examining a recent data set with a logistic regression model that controls for director and firm characteristics, director resource-dependence roles and interaction between director gender and director characteristics, we find that female directors are less likely than (...) male directors to sit on executive committees and more likely than male directors to sit on public affairs committees. There is little if any evidence of systematic gender bias in director assignment to other board committees. We find some evidence that boards evaluate resource dependence differently for women than men. (shrink)