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Palmer, Alison, and Anita Bosch. "What makes representation of executive women in business happen?" Equality, Diversity and Inclusion: An International Journal 36, no. 4 (May 15, 2017): 306–20. http://dx.doi.org/10.1108/edi-09-2016-0071.
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Purpose The purpose of this paper is to identify the underlying organisational features, according to the gendered organisation theory, that have contributed to high levels of representation of women executives, contrary to the trend in the South African financial services industry. Design/methodology/approach A critical realist approach was employed, using semi-structured interviews, based on a theoretical framework of the gendered organisation. Data were aligned to the theoretical levels of critical realism. Findings The research found that the pool from which the successful candidates were appointed was influenced by two features. The first was the perceived attractiveness of the organisation as an employer, composed of organisational prestige, opportunity for altruism, and the sex of the CEO. The second was the role of the CEO as gatekeeper, most notably the CEO’s network and the impact of the similar-to-me paradigm during selection. Originality/value The utilisation of critical realism as an approach allowed for organisational features embedded in the theory of the gendered organisation to be identified and gives an indication of how the number of women at executive management level may be increased. The salient factors are the role the woman CEO played in the inclusion of more women at the executive level by virtue of her being a woman, and the attractiveness of the organisation to women employees. Organisational features identified were gendered towards the feminine.
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Silvestri, Marisa. "Visions of the Future: The Role of Senior Policewomen as Agents of Change." International Journal of Police Science & Management 1, no. 2 (May 1998): 148–61. http://dx.doi.org/10.1177/146135579900100205.
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Despite the plethora of research in policing, the majority of studies have focused almost exclusively on the lowest levels of the organisation and have paid little attention to gender issues. Very little is known about those involved in management and leadership in policing, even less is known about the ways in which management and leadership in the police organisation are gendered. As women move forwards and upwards in organisations, the tension between organisations and leadership as mediated by gender has become an increasingly topical area of study. This paper aims to explore and draw together some of the concerns with leadership and gender which are being raised during debates about new directions, functions and structures within organisations, and applies them to the police organisation. It proposes that empirical work be carried out to ascertain the role that senior policewomen play in organisational change, that is, to bring into focus the extent to which women in leadership positions in policing are and can become agents of change.
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Goetz, Anne Marie. "Managing organisational change: The gendered' organisation of space and time." Gender & Development 5, no. 1 (February 1997): 17–27. http://dx.doi.org/10.1080/741922300.
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Crawford, M., and B. Pini. "The Australian Parliament: A Gendered Organisation." Parliamentary Affairs 64, no. 1 (November 23, 2010): 82–105. http://dx.doi.org/10.1093/pa/gsq047.
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Efferin, Sujoko, Dianne Frisko, and Meliana Hartanto. "Management control system, leadership and gender ideology." Journal of Accounting in Emerging Economies 6, no. 4 (November 7, 2016): 314–39. http://dx.doi.org/10.1108/jaee-10-2013-0052.
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Purpose The purpose of this paper is to reveal the relations between management control system (MCS), leadership style and gender ideology. It investigates how a female leader’s gendered personal values are formed, translated, produced, and reproduced in her leadership style, the subsequent MCS and organisational life. Design/methodology/approach This is an interpretive case study that uses the anthropological lens of emic and etic views. The emic view is derived from the interpretation of the company’s subjects. The etic view refers to the interpretation of outsiders (the researchers and previous literatures). The combination of these two views enables an in-depth understanding of the case. Interviews, observation and documentary analysis were used to collect the data. Findings In a gendered society, a female leader will gain full respect if she demonstrates leadership behaviours that fit her subordinates’ gendered expectations. The leader’s and followers’ common gendered cultural background will result in leadership and followership that support each other. Gendered leadership produces gendered MCS. Gendered MCS is based on gendered cultural values that direct the behaviour of organisational members to focus on certain competencies based on a single gender perspective. In turn, the gendered MCS sustains and reinforces the gendered leadership. Research limitations/implications The study does not focus on the potential value of including feminine measures in MCS. In the future, MCS literatures need to explore the strategic advantages of introducing measures into the system in order to develop feminine competencies in organisation. Furthermore, the processes by which MCS reinforces gendered practices in a society are not explored in the study. Therefore, another important next step is to examine the patterns of the reinforcement processes and their magnitude in strengthening the biases beyond organisational boundaries (e.g. in professional and industrial practices). Practical implications This study encourages leaders to consider the use of masculine and feminine characters in MCS to increase organisational effectiveness, build a more humane organisational atmosphere, establish organisational cohesion and harmonise different personal aspirations. Originality/value MCS literatures tend to hide gender bias in the system. This study offers insight on how MCS translates, produces and reproduces societal gendered practices in organisational life.
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McKie, Linda, and Marjut Jyrkinen. "MyManagement: women managers in gendered and sexualised workplaces." Gender in Management: An International Journal 32, no. 2 (April 10, 2017): 98–110. http://dx.doi.org/10.1108/gm-04-2016-0091.
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Purpose The authors report on research with women managers, documenting their strategies in response to gendered and sexualised working life. The paper aims to offer a conceptual framework and suggest ways in which employing organisations and workers might recognise and address the myriad forms of discrimination. Design/methodology/approach A qualitative design was pursued with 15 one-to-one interviews and two focus groups involving 12 women managers aged from their 30s to 60s. Data were collected in Finland. Women were recruited through business networks. Participants worked in a range of private sector and voluntary sector organisations. Findings Finland is a country which enjoys an international reputation for gender equality, but across the data, women recounted numerous examples of how they navigate working life to manage sexualised and discriminatory encounters and comments. Women reported feeling under constant surveillance for their looks, dress and behaviours in and outside the workplace. Further, ageing brought with it challenges to remain energetic and youthful and enhance the image of the organisation. Originality/value Although a considerable body of research exists on (gendered) aesthetic labour at work in service and hospitality work, there are limited data on this in business and middle management. With an ageing workforce, and women continuing to encounter pressures with their physical appearance, behaviours and dress, they continually develop ways to negotiate their careers. The authors propose the concept of “MyManagement” as a self-technology to denote the ways how women manage workplace relationships, working life and career development as organisational practices remain gendered.
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Piggott, Lucy V., and Elizabeth CJ Pike. "‘CEO equals man’: Gender and informal organisational practices in English sport governance." International Review for the Sociology of Sport 55, no. 7 (August 5, 2019): 1009–25. http://dx.doi.org/10.1177/1012690219865980.
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Despite the benefits of diversity amongst sport leaders increasingly being argued by both researchers and practitioners, English sport governance remains gender-imbalanced at all levels of leadership. Within this article, we aim to explore how informal organisational practices within two established English national governing bodies impact upon gender equity and gender balance within their governance. This is important to raise awareness of the power of informal organisational practices to favour one gender over another. We present findings generated through a multi-method qualitative approach of semi-structured interviews and participant observation. Official documents from the two organisations were also drawn upon to add specific detail or fill information gaps during the collection, analysis and write-up of data. Throughout the article, we draw upon Bourdieu’s theory of practice to focus on the ways in which cultural resources, processes and institutions hold sport leaders within gendered hierarchies of dominance. We found that informal organisational practices contribute to the reinforcement of gendered structures of dominance which privilege (dominant) men and masculinity, and normalise and naturalise the positions of men as leaders. Some examples of resistance against inequitable informal practices were also evident. Drawing upon Bourdieu’s theorising, we highlight that alternative practices must be valued more highly by the organisation than current problematic practices in order for them to become legitimised, habitual and sustainable. We suggest that one way of achieving this is by linking gender-equitable governance to organisational values and performance to provide motivation for organisations to make genuine, sustainable change.
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Plowman, Penelope J. "The diary project: revealing the gendered organisation." Qualitative Research in Organizations and Management: An International Journal 5, no. 1 (May 11, 2010): 28–46. http://dx.doi.org/10.1108/17465641011042017.
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Mathiassen, Svend Erik, Malin Bolin, Gunilla Olofsdotter, and Elin Johansson. "Equal health at work? Protocol for an observational study of work organisation, workload and musculoskeletal complaints among women and men in grocery retail." BMJ Open 10, no. 1 (January 2020): e032409. http://dx.doi.org/10.1136/bmjopen-2019-032409.
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IntroductionWomen generally report more work-related musculoskeletal complaints than men and have higher rates of sickness absence, even within occupations. One likely reason is that work tasks within the occupation are gendered, that is, women and men have different tasks, even when sharing the same job title. Retail is an appealing sector for studying working conditions and work environment in a gender context. The prevalence of work-related complaints is high, physical loads may differ considerably between tasks and the distribution of tasks is likely gendered. The overall aim of this study in retail is to examine factors at the organisational and individual level that may, in a gender perspective, explain working conditions, work tasks, workloads and musculoskeletal health.Methods and analysesData will be collected in two grocery stores, each with 50–70 workers, at two occasions interspersed by about 1 year. In each of these four waves, data collection will include a web-based questionnaire to all workers addressing, for example, work tasks, psychosocial factors, fatigue and pain; semistructured interviews with managers and approximately 10 workers addressing, for example, competences and decision levels; and technical measurements of postures, movements and heart rate in about 30 workers. The study is novel in combining an organisational gender perspective addressed through qualitative methods with a quantitative analysis of tasks, workload and health. The design allows an examination of both how genders may differ, and why they may differ, as well as analyses of the extent to which gendered working conditions change over time in the two participating stores.Ethics and disseminationApproval of the study by the Swedish Ethical Review Authority (reference number 2017/404) has been obtained. This work will be disseminated by publication of peer-reviewed papers in scientific journals, presentations at scientific conferences and in meetings with representatives from Swedish retail, including unions and employers’ organisations.
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Plowman, Penelope J. "Participatory methodologies for intersectional research in organisations." Journal of Organizational Ethnography 5, no. 1 (March 14, 2016): 28–43. http://dx.doi.org/10.1108/joe-02-2015-0010.
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Purpose – The purpose of this paper is to explore what it means to do intersectional research in an organisational ethnographic case study addressing gender, race, power and change. The main contribution of this paper is a methodological one. The focus is on the relevance and experience of adapting two qualitative research methods – diary study and photographic method. Design/methodology/approach – The paper describes the design, implementation and impact of the diary and photographic methods. Both research methods combine personal reflection with group dialogue. The case study is framed by feminist analysis of the gendered organisation and examines subjectivities and gender power relations embedded in organisational culture. Findings – Insights from the case study indicate the importance of participatory methodologies for deepening organisational research in the context of an organisational ethnography; the adaptability of the diary and photo methods; the effectiveness of open questions for reflecting on race and gender when participants know the research context; the significance of reflexive practice; the importance of a process approach for organisational analysis and change. Research limitations/implications – The case study findings are generalisable. The adaptations of the two key methods are applicable for research in practice. The concrete methodologies are significant for intersectional research inside organisations. The choice of intersections to be studied will depend on the research context. Practical implications – The case study shows methodological refinements for researching gender, power and difference inside organisations. Originality/value – The paper provides methodological insights into how to conduct intersectional and deep organisational research.
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Knights, David, and Torkild Thanem. "Gendered incorporations: critically embodied reflections on the gender divide in organisation studies." International Journal of Work Organisation and Emotion 4, no. 3/4 (2011): 217. http://dx.doi.org/10.1504/ijwoe.2011.045963.
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Ogando, Ana Carolina, Sally Roever, and Michael Rogan. "Gender and informal livelihoods." International Journal of Sociology and Social Policy 37, no. 7/8 (July 11, 2017): 435–51. http://dx.doi.org/10.1108/ijssp-06-2016-0077.
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Purpose This paper explores the perceptions and experiences of women and men who work as informal waste collectors in four different cities. The purpose of this paper is to map out how and to what extent occupational, political-legal, economic and social dynamics are experienced differently by gender in a highly vulnerable segment of the urban informal economy, and explore gender differences in these workers’ coping strategies and the levels of action they develop to protect their livelihoods. Design/methodology/approach The analysis is based on a mixed methods study which combined a quantitative survey of informal workers with a qualitative participatory methodology. Study participants were drawn from a purposive sample of informal workers who belong to, or are affiliated with, membership-based workers’ organisations. The sample consists of waste pickers (n=614) from Belo Horizonte, Brazil; Bogotá, Colombia; Durban, South Africa; and Nakuru, Kenya. Findings The data show that despite significant differences between women and men upon entry into (informal) employment, their perceptions of key drivers and impacts are largely similar, with the exception of concerns around various types of physical security among women. They also indicate that levels of action among men and women waste pickers are only moderately influenced by gender, but are strongly influenced by the degree of organisation in the sector and the symbolic assets held by workers. The findings also illustrate the way in which gendered power dynamics operate within the informal recycling sector and how different levels of sector organisation and development often contribute to opportunities for collective action and, in turn, a reduction in gendered vulnerabilities. Originality/value The study offers a new policy angle which connects the level of sector organisation and development with the levels of action taken by informal workers in adapting to different types of shocks, as well as what this means in terms of gender empowerment.
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Dent, Mike. "Nurse professionalisation and traditional values in Poland and Greece." International Journal of Public Sector Management 16, no. 2 (April 1, 2003): 153–62. http://dx.doi.org/10.1108/09513550310468000.
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This paper examines the similarities and variations in the professional and work organisation of nursing in Greece and Poland. It evaluates the evidence of “convergence” as opposed to “embeddedness” in the professional and gendered organisation of nursing in these two countries. The feminised character of nursing is discussed, in relation to the family within the configuration of health‐care services. This issue also relates to the clientelistic relations and familialism that pervade health‐care delivery in both countries – although for different historical and cultural reasons – and which reflect and reinforce patriarchical relations within these societies.
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Walby, Sylvia. "The Impact of Feminism on Sociology." Sociological Research Online 16, no. 3 (August 2011): 158–68. http://dx.doi.org/10.5153/sro.2373.
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The paper investigates the impact of feminism on British sociology over the last 60 years. It focuses on changes in the intellectual content of the discipline, including epistemology, methodology, theory, concepts and the fields of economy, polity, violence and civil society. It situates these changes in the context of changes in gendered organisation of sociology, the rise of women's/gender studies, the ecology of social sciences and societal changes, especially the transformation of the gender regime from domestic to public and the neoliberal turn. It concludes that feminism has had a major impact on sociology, but that the process through which this has taken place is highly mediated through organisational, disciplinary and social processes.
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Loken, Meredith, and Anna Zelenz. "Explaining extremism: Western women in Daesh." European Journal of International Security 3, no. 1 (October 17, 2017): 45–68. http://dx.doi.org/10.1017/eis.2017.13.
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AbstractWomen participate extensively in armed, Islamist struggle. In recent years, foreign women have travelled from the West to join Daesh. Their participation perplexes policymakers, government officials, and researchers who call attention to the group’s gendered regulation, violence, and widespread use of rape. Consequently, observers often argue that women are deceived by the organisation or seduced by the promise of romance. This suggests that women would not, under rational circumstances, choose to join the group. In this article, we address two resultant questions: why do Western women join Daesh? Are their motivations distinct from other Islamist recruits? Using an original dataset of social media activity from 17 Western female recruits between 2011–15, we conclude that women are primarily driven by religious ideology that adopts an expressly gendered frame. We find that feelings of isolation and disaffection also drive migration. We suggest that female foreign recruits are not unique in their motivations and share many similarities with male fighters and women in other Islamist organisations. This research has valuable implications for security studies and counterterrorism, which tend to treat extremist women as unique. Female recruits should be taken seriously as insurgents intent on establishing an Islamic caliphate.
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Hurst, Jane, Sarah Leberman, and Margot Edwards. "Women managing women: An holistic relational approach to managing relationships at work." Journal of Management & Organization 24, no. 4 (March 14, 2017): 500–516. http://dx.doi.org/10.1017/jmo.2017.10.
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AbstractWith women representing nearly half of the workforce in Western countries, it is likely that a woman will have a woman manager and/or employees at some point during her working life. In our research, we worked collaboratively with 13 New Zealand women to develop personal and organisational responses when hierarchical relationships between women become strained. We identified four interlinked strategies at the personal and organisational level: developing awareness of the existence and nature of the conflict, enhancing personal and relational skills such as confidence and communication, building support networks within and outside the organisation, and finding acceptance when change is needed. Taking a gendered relational perspective, we propose that responses to a strained relationship need to be considered within the broader personal, organisational, societal and temporal context within which the relationship is situated. Therefore, we propose a more holistic relational and context-focussed framework to create an environment more conducive to understanding and positive change.
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Miller, Pavla. "‘The age of entitlement has ended’: designing a disability insurance scheme in turbulent times." Journal of International and Comparative Social Policy 33, no. 2 (June 2017): 95–113. http://dx.doi.org/10.1080/21699763.2017.1302893.
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AbstractIn a period of welfare state retrenchment, Australia's neo-liberal government is continuing to implement an expensive National Disability Insurance Scheme (NDIS). Australia is among the pioneers of welfare measures funded from general revenue. Until recently, however, attempts to establish national schemes of social insurance have failed. The paper reviews this history through the lenses of path dependence accounts. It then presents contrasting descriptions of the NDIS by its Chair, the politician who inspired him, and two feminist policy analysts from a carers’ organisation. Path dependence, these accounts illustrate, has been broken in some respects but consolidated in others. In particular, the dynamics of ‘managed’ capitalist markets, gendered notions of abstract individuals and organisations, and the related difficulties in accounting for unpaid labour are constraining the transformative potential of the NDIS.
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Naschberger, Christine, and Krista Finstad-Milion. "How French managers picture their careers: a gendered perspective." Equality, Diversity and Inclusion: An International Journal 36, no. 5 (June 19, 2017): 401–16. http://dx.doi.org/10.1108/edi-10-2016-0082.
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Purpose The purpose of this paper is to investigate how French managers picture their careers, specifically female careers. Design/methodology/approach The sample was composed of 93 women and 5 men attending a professional women’s networking event in France. Participants answered a questionnaire, including images to choose from to best describe how they perceived their own career development. Findings The results indicate that a female career is closely associated with work-life balance by both women and men. Also, women acknowledge three times more than men, the existence of a glass ceiling in their organisation. Women and men choose both traditional and contemporary images of career. Research limitations/implications As the sample was taken from a women’s network event, the male sample size is small. Despite the small sample of men, giving voice to male participants leads to rich insights which challenge gendered and non-gendered career models. Practical implications On an individual level, reflection on one’s career path fosters awareness and ownership of career choices. Further, working with career images enhances discussion and experience sharing about personal career choices, and offers opportunities to organisations concerned with developing female talent. Originality/value The study contributes to the career literature by providing insights into how female and male managers perceive female careers. The study’s originality lies in the methodology, based on using images of careers to better understand how managers picture their own careers.
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Manning, Jennifer. "Decolonial Feminist Theory: Embracing the Gendered Colonial Difference in Management & Organisation." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 14517. http://dx.doi.org/10.5465/ambpp.2019.14517abstract.
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Andersson, Elias, and Peter Lundqvist. "Gendered time in Swedish family farming." Journal of Family Business Management 6, no. 3 (October 10, 2016): 310–29. http://dx.doi.org/10.1108/jfbm-07-2015-0023.
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Purpose The agricultural sector has undergone extensive changes in the 20-30 years since the peak academic debate on family farming. Still today, the understanding and concept of family farming has political implications in the processes of rural and agricultural policy. The purpose of this paper is to study the development of agrarian structure by analysing the gendered and family relations of family farming. Design/methodology/approach This paper examines the concept of the family farm and its utilisation and diversity in the current Swedish agricultural sector from a gender perspective, using empirical data from the Farm Accountancy Data Network. The paper operationalises a situated agrarian typology and examines the gendered position and temporalities of family farms in Sweden, based on patterns of labour use. Findings A workable, fruitful typology of the agrarian structure suitable for future comparative studies is revealed. It also demonstrates the gendered time in the farm labour process, the different temporalities involved and their interconnection between gender, family and various spheres. The spatial and geographical implications, as well as the increased dependence on family and hired labour in different farm types, are emphasised. Originality/value The focus of this study contributes to the understanding of spatial-temporal relations of family farm business and organisation in general and in Sweden particularly. It also provides empirical basis for developing and gender mainstreaming rural and agricultural policies.
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Bhattacharjee, Sukalpa. "Gendering Democracy: Recasting the ‘Multitude’." Indian Journal of Gender Studies 25, no. 3 (August 13, 2018): 368–83. http://dx.doi.org/10.1177/0971521518785667.
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This article attempts to look at notions of gendered resistance in general and in particular India’s northeast, using Michael Hardt’s and Antonio Negri notion of ‘multitude’. Their radical and anarchist approach to democracy can be critiqued and deployed through a conceptualisation of ‘multitude’ as ‘political subject’ within an operational frame of democracy, by projecting gendered individual or collective action as a counter-discourse to patriarchy. Such an alternative of women’s singular and collective action attempts to concretise an ‘inclusive democracy’ that performatively works out the conceptual bases on which a new language of democracy can be articulated. The question is: Whether the idea of democracy as conceptualised by these movements is distinct from what is currently available under the structure of institutional democracy. Gendered selves and collectives, as theorised by Hardt and Negri, are an extensionally determined form of subjectivity that assumes ‘living flesh’ as a necessary precondition for singularity of its lived body of difference. Reordering of the feminine subjectivity as mentioned previously happens through resistance to bio-political organisation of relations of production that creates altered and transformed spaces of gendered identities. Contemporary resistance movements in general and women’s movements in particular unfold different modes of constructions of resistant subjectivities. Women as a socially and politically excluded group must rethink and reorder the patriarchal notion of femininity which justifies their exclusion and represent it in their own terms.
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Hutchings, Kate, Erica French, and Tim Hatcher. "Lament of the ignored expatriate." Equal Opportunities International 27, no. 4 (May 2, 2008): 372–91. http://dx.doi.org/10.1108/02610150810874322.
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PurposeThe purpose of this paper is to investigate the relationship between gender and the individual and social aspects of expatriate work, emphasising how issues external to the organisation impact on the experience of female expatriates.Design/methodology/approachIn total, 102 male respondents and 44 female respondents were surveyed in order to test the perceived organisational support, career satisfaction, and expatriate social support.FindingsSignificant gender‐related differences were identified in all three areas with notable contradiction in the perception and practice of how multinational corporations (MNCs) manage their expatriates. While earlier research suggested that organisations perceived their treatment of female expatriates to be equivalent to that of men, the results indicate that female international managers do not perceive equal treatment on international assignments.Research limitations/implicationsAlthough based on a smaller sample than other international studies, the gender breakdown was sufficient for moderated regression testing.Practical implicationsAs the expatriate social support construct is largely exploratory in nature, future research could examine the effect of perceived expatriate social support on other related workplace behaviours, both domestically and internationally, including work‐life balance and diversity management.Originality/valueWhile other studies have provided a rich descriptive picture of the gendered nature of expatriation, little research has attempted to quantify the reasons behind the phenomenon. This paper addresses this gap in the literature through exploration of the issues, which impact upon the experience of female expatriates in foreign MNCs in China.
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Greco, Lidia. "Knowledge-Intensive Organisations: Women's Promised Land? The Case of the Irish Software Companies." Irish Journal of Sociology 14, no. 1 (May 2005): 45–65. http://dx.doi.org/10.1177/079160350501400104.
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This article investigates the contention that the organisation of work and the model of industrial relations in knowledge intensive companies are less iniquitous for women than in other industries. It does so by analysing a series of biographical interviews conducted with a number of women working in the Irish software sector. In contrast to bureaucracies, knowledge intensive companies promote time flexibility, collaborative work environments, immediate human relations, autonomy and performance-related career progression. These features are generally deemed to be less prone to the reproduction of gendered practices and values and to facilitate women's dual role in society. The findings of the empirical investigation suggest that the process of feminisation of the Irish software companies has not been matched by a distinctive process of recognition of the gendered nature of workplaces; as a consequence, they are failing to accommodate female presence in the industry. Whilst no clear discriminatory behaviours and practices emerge in the sector, new and different forms of inequality have come to surface in the industry.
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BARRETT, ANNE E., and MIRIAM NAIMAN-SESSIONS. "‘It's our turn to play’: performance of girlhood as a collective response to gendered ageism." Ageing and Society 36, no. 4 (February 9, 2015): 764–84. http://dx.doi.org/10.1017/s0144686x15000021.
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ABSTRACTIn our society that values men over women and youth over old age, sexism and ageism intersect to erode women's status more rapidly and severely than men's. However, limited attention is given to women's responses to their devaluation, particularly collective efforts to either resist or accommodate dominant beliefs about ageing women. We examine membership in the Red Hat Society, an international organisation for middle-aged and older women, as a response to gendered ageism. Drawing on data from semi-structured interviews with members (N = 52), our analysis focuses on the group's ‘performance of girlhood’, which involves adopting children's social roles, dressing up and playing. We examine its resonance with a dominant cultural metaphor for old age as ‘second childhood’, illustrating how it not only provides opportunities for resistance to gendered ageism but also contributes to its entrenchment. The behaviours constitute a performative act that resists gendered ageism by increasing ageing women's visibility and asserting their right to leisure. However, its accommodative features reproduce inequality by valuing youth over old age and depicting older women as girls engaging in frivolous activities, which can be seen as obstructing social change.
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Manning, Jennifer. "Decolonial feminist theory: Embracing the gendered colonial difference in management and organisation studies." Gender, Work & Organization 28, no. 4 (May 3, 2021): 1203–19. http://dx.doi.org/10.1111/gwao.12673.
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Niemistö, Charlotta, Jeff Hearn, Carolyn Kehn, and Annamari Tuori. "Motherhood 2.0: Slow Progress for Career Women and Motherhood within the ‘Finnish Dream’." Work, Employment and Society 35, no. 4 (March 12, 2021): 696–715. http://dx.doi.org/10.1177/0950017020987392.
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This article investigates the gendered dynamics of motherhood and careers, as voiced by professionals in the knowledge-intensive business sector in Finland. It is informed by the CIAR method through 81 iterative, in-depth interviews with 23 women and 19 men. Among the women respondents with no children, one child, or two children, three dominant forms of discursive talk emerge: ‘It takes two to tango’, ‘It’s all about time management’ and ‘Good motherhood 2.0’. Though Finland provides a seemingly egalitarian Nordic welfare state context, with the ‘Finnish Dream’, women face contradictions between expectations of women as full-time ideal workers pursuing masculinist careers and continuing responsibilities at home, performing ‘good motherhood’. The women’s double strivings meet the double constraining demands of these ideals. The gendered pressures are imposed on the women by themselves, male colleagues, the organisation more broadly and society, leading the women to enact a form of ‘bounded individualism’.
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Papastefanaki, Leda. "Mining engineers, industrial modernisation and politics in Greece, 1870-1940." Historical Review/La Revue Historique 13 (February 24, 2017): 71. http://dx.doi.org/10.12681/hr.11557.
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The engineers who studied in Europe in the nineteenth and twentieth centuries and who returned to Greece to work have been seen as bearers of scientific knowledge and the modernising effort. Actually, they were active historical agents contributing with their multiple scientific activities to the process of appropriation of science and technology and industrial modernisation in the specific historical environment. This article aims, through the study of a particular professional group of engineers, the mining engineers, to demonstrate the interaction between scientific and technical professional activities and participation in political and social affairs. For these mining engineers, the technical efficiency and economic growth that industrialisation would bring could not be dissociated from social order and a hierarchical form of social organisation. At the same time, the formation of their professional group, as well as the social organisation that they envisioned, were rooted in gendered and class relations of power.
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BOJE, THOMAS P. "Welfare and work. The gendered organisation of work and care in different European Countries." European Review 15, no. 03 (June 26, 2007): 373. http://dx.doi.org/10.1017/s1062798707000361.
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Owen, Craig, and Nicola De Martini Ugolotti. "‘Pra homem, menino e mulher’? Problematizing the gender inclusivity discourse in capoeira." International Review for the Sociology of Sport 54, no. 6 (November 14, 2017): 691–710. http://dx.doi.org/10.1177/1012690217737044.
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Capoeira is an Afro-Brazilian bodily discipline that has now become a global phenomenon. In 2014 the cultural significance of capoeira was recognized on the world stage when it was awarded the special protected status of an ‘Intangible Cultural Heritage of Humanity’ by the United Nations Educational, Scientific and Cultural Organisation. In the application to this organisation, and in wider advertising material and practitioner literature, capoeira is celebrated as a practice that promotes social cohesion, inclusivity, integration, racial equality and resistance to all forms of oppression. This paper seeks to problematize this inclusive discourse, exploring the extent to which it is both supported and contradicted in the gendered discourses and practices of specific capoeira groups in Europe. Drawing upon ethnographic data, produced through two sets of ethnographic research and the researchers’ 24 years of combined experience as capoeira players, this paper documents the complex and contradictory contexts in which discourses and practices of gender inclusivity are at once promoted and undermined.
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Spence, Jean. "Twisted Seams: A Gendered Social Haunting." Journal of Working-Class Studies 4, no. 2 (December 1, 2019): 5–24. http://dx.doi.org/10.13001/jwcs.v4i2.6223.
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The starting point for this article is the bitterly fought UK Miners' Strike of 1984-1985 in which women played a significant role. The concept of 'social haunting', as developed by Avery Gordon and applied in the Manchester Metropolitan University Social Haunting project, is used to suggest that the strike activism involved a mobilisation and confrontation with the 'ghosts' of the mining past that involved complex and interwoven experiences of class and gender relations of power. The discussion focuses upon what is normally unspoken and unwritten about the impact of living with coal mining on the inter-generational subjectivities of women from mining families. I argue that the strike raised the ghosts of the injustices of mining history but that its defeat subverted the process that had begun of dealing particularly with the ghosts of gender inequality. The experience of the strike now constitutes a further dimension to the complexity of this haunting. Taking inspiration from Gordon's efforts to transcend disciplinary boundaries, I use a variety of sources and approaches, including sociological and historical research, memoir and the participatory learning achieved in a voluntary arts organisation in the ex-mining town of Seaham, to address this gendered haunting from my own, female perspective, and seek ways of raising, and transcending the ghosts through conscious art practice in a local setting
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Nordberg, Tanja H. "Managers’ views on employees’ parental leave: Problems and solutions within different institutional logics." Acta Sociologica 62, no. 1 (April 2, 2018): 81–95. http://dx.doi.org/10.1177/0001699318759781.
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An examination of managers’ perspectives on employees’ parental leave rights is presented, drawing on qualitative interviews with 34 managers in the Norwegian police and in the legal profession. The aim of the article is to explore how managers approach employees’ parental leave within different institutional logics and how their approach relates to gendered norms of good parenthood. According to these norms, parental leave is used fully, but mothers take the main share of the leave. The findings show that the managers do not necessarily perceive parental leave as a problem. However, the practical solutions the managers propose to possible challenges give important clues about what parental leave entails within the frame of different institutional logics. The managers’ concerns reveal that parental leave rights may clash with central values, goals and strategies in an organisation. Within the logics of the police and private law firms, work is more individualised and thus perceived as more challenging than in the public sector law offices. When the solution suggested by the managers is for individual employees to adapt their leave, gendered norms come forward. However, the analysis also shows that gendered parenthood norms play out differently with the different institutional logics. With these insights, the analysis shows how policy regulations and local workplace contexts interact in shaping the consequences of family policies for gender equality in wages and career progression
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Lewis, Suzan. "Reflecting on impact, changes and continuities." Gender in Management: An International Journal 25, no. 5 (July 20, 2010): 348–54. http://dx.doi.org/10.1108/17542411011056840.
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PurposeThe purpose of this paper is to reflect on the paper “Restructuring workplace cultures: the ultimate work‐family challenge?” is published in Women in Management Review, Vol. 16 No. 1, 2001, pp. 21‐9.Design/methodology/approachThe impact of the paper is considered within a framework that takes account of national discursive and political contexts in the UK in 2001 and in the present and uses a gendered organisation lens.FindingsThe 2001 paper demonstrates that progress towards changes in culture and practice to support gender equity engenders new issues, which, in turn, also need to be addressed. Reassessing these issues at the end of the decade it is clear that there are some changes but also some continuities, rooted in deeply engrained gendered workplace (and family) assumptions.Practical implicationsFurther culture change will be needed to overcome persistent barriers to effective work‐life policies. This will involve challenging gendered assumptions about ideal workers and ideal working patterns. More support from public policy that recognises men's work and family needs and responsibilities is also needed to overcome inequities among male and female dominated workplaces.Originality/valueThese reflections and the original paper highlight the non‐linear nature of change towards gender equity in the workplace. New solutions raise further problems to be addressed. Gender equity is a process not an end point so constant evaluation and innovation are needed.
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Crewe, Louise, and Annie Wang. "Gender inequalities in the City of London advertising industry." Environment and Planning A: Economy and Space 50, no. 3 (January 30, 2018): 671–88. http://dx.doi.org/10.1177/0308518x17749731.
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This paper explores gender relations in the City of London advertising industry. It argues that the gender imbalance in the highest ranking positions and the stifled career progression of women in the industry are a result of social, structural and institutional factors rather than individual choice, lack of ‘talent’ or the absence of mentors or appropriate role models. We discuss the organisation and spatiality of the advertising industry in London, significance of social networking within and beyond the firm, and problematise the notion that female childbearing and caring are the primary determinants of women’s truncated career trajectories in advertising. The research reveals that whilst age, gender and domestic divisions of labour combine to reinforce occupational sexual divisions of labour in the advertising industry in London, these inequality regimes are amplified by the industry’s precariousness, informality and requirements for flexibility. Attempting to explain away gendered divisions of labour solely on the basis of women’s role in social reproduction deflects attention away from other key determinants of inequality, most notably the pace of advertising work and the geographical concentration of the industry within London. These are further accentuated by deep-rooted forms of homophily and homosociality – those unspeakable inequalities that call into question the dominant post-feminist rhetoric that ‘all the battles have been won’ . We analyse the ways in which homosociality has been crucial in maintaining insidious sexism which has made it very difficult for female creatives to obtain the most prestigious roles at work. Taken together, the organisation and geography of the sector, the rhetoric of buzz and egalitarianism, the ‘motherhood myth’ and the homophilic practices at work within advertising combine to create deep and enduring gendered inequalities.
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Shoebridge, Andrea. "Social Winners and Losers: A Case Study of Press Construction." Media International Australia 153, no. 1 (November 2014): 21–30. http://dx.doi.org/10.1177/1329878x1415300104.
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The role of mass media in framing public discourse about gendered life courses is a fundamental mechanism for reinforcing patriarchal culture. Women who do not comply with the marriage and maternity mandate are subject to the type of personalised reaction experienced by Australia's first female prime minister that triggered renewed public debate about misogyny in social organisation. Using case study methodology and framing analysis, I examined a feature published in the national broadsheet about marriage trends that made patriarchy's preferred model explicit. The communication practices used in the feature are discussed in terms of ‘truth’, and how they might reflect and confirm the attitudes and beliefs of the newspaper's readership.
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Richards, Jessica, and Keith D. Parry. "Beers and blurred boundaries: The spatial and gendered organisation of pre-match venues for English football fans." International Review for the Sociology of Sport 55, no. 6 (March 28, 2019): 647–63. http://dx.doi.org/10.1177/1012690219835487.
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Academic research into sports fans has grown in recent years with studies examining a variety of aspects associated with fandom. However, recent changes in the professionalisation and commercialisation of sport have resulted in the creation of new spaces for fan experiences. In this article, we examine one of these created spaces, the fan zone. Through a case study on matchgoing fans from Everton Football Club we explore how this new space sits alongside traditional pre-match gathering places such as the ‘pub’ and examine the gendered organisation of these spaces. Drawing on Bale’s concept of boundaries within sports fan communities we show that traditional venues for pre-match activities enhance, maintain and legitimise masculine boundaries within sports fandom. We argue that fan zones provide an alternative match day atmosphere and experience that is centred on a family-friendly or at least family-inclusive culture.
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McCarthy, Louella. "Finding a Space for Women: The British Medical Association and Women Doctors in Australia, 1880–1939." Medical History 62, no. 1 (December 4, 2017): 91–111. http://dx.doi.org/10.1017/mdh.2017.74.
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This paper examines the experiences of women in one professional organisation – the British Medical Association in Australia – during a significant period in the development of such bodies. In doing so it offers an opportunity to consider the relationship between professional societies and the construction of a gendered profession. For the medical profession in particular the time-frame of this study, from the 1880s to the 1930s, has been regarded by scholars as especially important. In this period various features of medical professionalism came to prominence: the status and authority of doctors, the processes of formally registering medical credentials, and the scope and cohesiveness of professional associations. Taking the third of these themes, the current paper extends previous analyses by uniting gender with history and medicine as the central point of examination, in order to evaluate the changing and contested positions of women within the profession. In this way we not only demonstrate how the history of professional societies can reveal the diverse beliefs and shifting priorities of their members, but also contribute to explaining the remarkable persistence of gendered differences in the medical profession.
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Thanem, Torkild, and David Knights. "Feeling and speaking through our gendered bodies: embodied self-reflection and research practice in organisation studies." International Journal of Work Organisation and Emotion 5, no. 1 (2012): 91. http://dx.doi.org/10.1504/ijwoe.2012.048594.
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Maddox-Daines, Kay. "Exploring the impact of change: a case of female managers in transition." Strategic Direction 30, no. 8 (July 8, 2014): 1–2. http://dx.doi.org/10.1108/sd-06-2014-0078.
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Purpose – This case study aims to explore the practice of female managers within a small higher education institution experiencing rapid growth and undertaking significant organisation change. Design/methodology/approach – This study takes an ethnographic approach to the exploration of professional identity constructions in management practice. Using an approach based on “grounded” principles rather than a pure grounded approach, it was possible to draw together key concepts arising from the data. Initial themes generated through thematic analysis were later penetrated with the use of a narrative approach which allowed for deeper insights to be captured through detailed participant stories. Findings – This case highlights how management practice is affected by ambiguity and uncertainty. Gendered practice and belonging highlights the impact of the “silent identity”. In particular this study emphasises the implications of incongruence between the self and the organisation as new “in groups” form as a result of perceived exclusion from the executive team. Practical implications – Paying attention to good practice in the management of change is essential to diminishing some of the tension that may present itself within evolving organizations. The investment of time on arrival as the new leader in an organisation will support the development of a cohesive management team and provide the basis for effective communication channels. Originality/value – This study provides an empirical contribution to the study of women and professional identity within the workplace and the way in which this is conceived.
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Matthewson, Gill. "The gendered attrition of architects in Australia." Architectural Research Quarterly 21, no. 2 (June 2017): 171–82. http://dx.doi.org/10.1017/s1359135517000367.
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That architects leave the profession is something that seems ‘known’. In addition, there has been continuous concern that women in particular leave. However, the extent of departure is unclear. Much of the information around these observations come from surveys, is anecdotal or study women in isolation from men. This paper provides some firmer data on the movement of men and women into and out of the profession using Australia as a case study. It collates and analyses historical and contemporary data to delineate the complex patterns of participation in and leaving of architecture.While the sources of data are often limited and approximate, this analysis nonetheless highlights a number of factors affecting the tenure of architects in their profession. The economy is an obvious factor and the data mirrors the economic fate of the country. The paper firmly demonstrates that gender is a factor with a strong impact on leaving the profession – a movement that clearly adversely affects the diversity of the profession. A further factor in leaving is age, which interacts with gender: women begin to leave when young and men when older. Diversity is increasingly proving to be an important factor in the ability of an organisation or a profession to survive, let alone meet, the challenges and opportunities of the globalised twenty-first century.The paper concludes with a plea for better data sources to better clarify how, and to what extent, biases nudge many architects out of the profession. Understanding the extent and nature of these biases helps the formulation of tactics to foster greater diversity to engender a more resilient profession.
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Lee, Sophia Seung-Yoon, and Yuhwi Kim. "Female outsiders in South Korea’s dual labour market: Challenges of equal pay for work of equal value." Journal of Industrial Relations 62, no. 4 (July 6, 2020): 651–78. http://dx.doi.org/10.1177/0022185620931138.
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South Korea has a persistent gender pay gap despite its ratification of the Equal Remuneration Convention of the International Labour Organisation (ILO 100) and regulatory commitments to equal pay. This article identifies the extent to which the South Korean gendered dual labour market structure, notably the marked and gendered division between regular and irregular work, presents barriers to gender pay equality, and specifically to the implementation of equal pay principles. A layered examination of employment data, narrowing from aggregate statistics to occupations within two sub-industry groups, is used to examine how pay differences between women and men in work that is similar in content and educational requirements arise from their mode of employment, whether they are employed as regular or irregular workers. These structural divisions in the South Korean labour market are underpinned by a divided wage-setting system within which irregular workers are mostly excluded from benefits such as wage increases arising from seniority, and objective assessments of work value are lacking. In combination, these features help to explain why the principle of equal pay for equal work is breached and why limited progress has been made in meeting the requirements of equal pay for work of equal value.
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Berridge, Susan. "Mum’s the word: Public testimonials and gendered experiences of negotiating caring responsibilities with work in the film and television industries." European Journal of Cultural Studies 22, no. 5-6 (May 2, 2019): 646–64. http://dx.doi.org/10.1177/1367549419839876.
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This article explores parents’ published accounts of their (gendered) experiences of reconciling caring responsibilities with work in the film and television industries, paying particular attention to mothers. It is based on detailed analysis of the testimonials of parents who work in the sector, produced for and published on the website of UK activist organisation, Raising Films. As Wing-Fai et al. argue, the new labouring subjectivities produced and demanded by media industries’ working cultures are antithetical to those with caring responsibilities, in turn creating a climate in which the challenges of care are silenced. Recent reports and initiatives have sought to challenge this silencing, employing quantitative methodologies to identify the number of parents working in film and television who are affected by duties of care. What has been less attended to is the way in which these negotiations make cultural workers feel, and more specifically, the gendered dimensions of these inequalities. This article addresses this gap by offering a detailed analysis of the testimonials of mothers published on the website. I argue that women’s testimonials contribute to challenging the silencing around issues of care in the sector. While at times women reinforce new labouring subjectivities that privilege self-regulation, they simultaneously critique the punishing nature of neoliberal working cultures, commonly reflecting on the industries’ demand to suppress the challenges of care. These critiques are rarely framed as resistance to explicit gender inequalities. However, I argue that the testimonials’ presentation – published collectively and alongside one another on the site – allows for recurring experiential patterns to emerge that make it difficult to see these accounts as an individual woman’s problem and, importantly, highlight the specific gendered dimensions of the emotional violence of neoliberal labouring practices.
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McKIE, LINDA, SOPHIA BOWLBY, and SUSAN GREGORY. "Gender, Caring and Employment in Britain." Journal of Social Policy 30, no. 2 (April 2001): 233–58. http://dx.doi.org/10.1017/s0047279401006262.
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Employment and social policies continue to be based upon a gender template that assumes women, especially mothers, are or should be natural carers. Invariably, policies that seek to promote women's entry to paid work do so by facilitating their management and conduct of caring work, thus reinforcing the gender template. In addition, contemporary debates around concepts of citizenship emphasise the obligation to paid employment but fail to tackle the gendered division of caring activities and organisation of care. Enhanced access to childcare merely recreates the gender template by promoting low paid jobs for women as paid carers who are predominantly providing care services for other women. The provision of unpaid paternity leave is unlikely to challenge the strong association between femininity, mothering and care work.In this article we explore notions of caring, home and employment. It is argued that ambivalence exists amongst policy makers, employers, and society more generally, towards the gendered nature of caring and the implications of this for women, and men who wish to care, who are in paid employment. These are old issues and the authors consider why change in social and public policies is so slow. The authors argue that a consideration of gender and equality principles, currently largely absent from welfare and employment policies, and debates on notions of citizenship, should form the basis for the development of future strategies to support parents and children.
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Prattes, Riikka. "‘I don’t clean up after myself’: epistemic ignorance, responsibility and the politics of the outsourcing of domestic cleaning." Feminist Theory 21, no. 1 (April 24, 2019): 25–45. http://dx.doi.org/10.1177/1464700119842560.
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In this article, I propose to look at the organisation of reproductive labour in the ‘global North’ through a lens of epistemic ignorance. Focusing on the process of outsourcing, I argue that it creates forms of irresponsibility, and with it, epistemic ignorance. The devaluation of domestic work and the degradation of domestic workers is shaped by gendered and colonial ideologies, and Western epistemologies. These epistemologies underpin a strong subject/object split and buffer the denial of existing interdependencies. I problematise those epistemologies by drawing on feminist care ethics, accounts of relational selves and relational responsibility, and alternative epistemologies. Grounding that discussion on vignettes from an in-depth study of heterosexual couples in Austrian households who outsource domestic work, I argue that the systematic failure to see what and who we are connected to in the domestic realm is shaped by gendered and racialised privilege, and driven by an epistemology of separation. My argument will unfold in two steps. First, I use the concept of the skin as an example of how the beliefs in an independent, autonomous self and a strong subject/object split disguise connectedness and relationality. This leads me to the second step, in which I explicate my notion of semipermeable membranes – a thinking together of ontological permeability and ethical responsiveness. I argue that active forms of ‘unknowing’ at work in ‘mundane,’ everyday, domestic performances have far-reaching consequences.
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Frank, Barbara. "Gendered Ritual Dualism in a Patrilineal Society: Opposition and Complementarity in Kulere Fertility Cults." Africa 74, no. 2 (May 2004): 217–40. http://dx.doi.org/10.3366/afr.2004.74.2.217.
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AbstractAlthough a favourable position for women is usually anticipated where they occupy important economic roles in the context of matrilineal descent, such a position may well exist in a patrilineal society, especially if women organise as in West Africa. Here there exist well-organised women's cult associations which are well known from Liberia and Sierra Leone and occur also in western Cameroon and south-eastern Nigeria. The present article demonstrates the existence of a comparable women's association in middle-belt Nigeria among the Kulere. The article focuses mainly on the manner in which through the cooperation of certain men's and women's associations ‘gender symmetry’ was ritually expressed in the sphere of agriculture and fertility. The practical foundation of this symmetry in fertility cults was a relatively even division of labour between the sexes and a favourable position for women in marriage, since they could decide independently whether to stay with a husband or leave him. Cult associations were predominant in public life. Women were strictly excluded from men's associations which held political–ritual offices and channelled advantages in ritual consumption to men. Notwithstanding this exclusion, women had their own association in which they could regulate their own affairs as well as pass decisions for the whole community including the men. The women's organisation held major responsibilities for the protection and the fertility of the fields, both practically as well as ritually. In this responsibility the women's association cooperated with a men's association which otherwise intimidated women. This association of males protected the fields through the presence of supernatural guardians which was sometimes staged in masquerades. The corresponding duties and cooperation of both associations were enacted ritually through the use of common shrines and when the women contacted water spirits to increase the harvest under the protection of male masqueraders. The Kulere case shows a patrilineal society where women had a relatively independent position which was publicly acknowledged through gender dualism in the ritual organisation of agriculture in which their special capabilities with respect to fertility and sustainability were recognised.
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Williamson, Laakkuluk Jessen. "Inuit gender parity and why it was not accepted in the Nunavut legislature." Études/Inuit/Studies 30, no. 1 (August 1, 2007): 51–68. http://dx.doi.org/10.7202/016149ar.
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Abstract In this article, the historical circumstances that led up to the 1997 non-binding plebiscite on gender parity in what was soon-to-be Nunavut are considered. Firstly, traditional gender egalitarianism and fluidity in Inuit culture are described and exemplified by the values instilled in language, naming system, gendered roles and sexuality. Then, the political circumstances around the establishment of Nunavut and the way gender is played out on a political level are taken into account. The barriers against women in the electoral system are analysed and the arguments made for and against creating gender parity are evaluated. The vote on gender parity and the reasons why gender parity was finally rejected are reflected on. In the second part, the manners in which various organisations outside of government interact in order to address gender issues are scrutinised. Political and artistic bodies that represent women within Nunavut are contrasted against an organisation that contains Inuit men's voices, but does not represent them. Paradoxically, Inuit men still garner far more representation in the Legislative Assembly of Nunavut while at the social level they suffer more than women who are themselves more economically stable. The article ends with a discussion on the future of gender issues in Nunavut including the views held amongst Inuit youth on the topic.
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Zulfiqar, Fahd. "Sara Rizvi Jafree. Women, Healthcare, and Violence in Pakistan. Karachi, Pakistan: Oxford University Press. 2017. 292 pages. Price Pak Rs 950.00." Pakistan Development Review 57, no. 2 (June 1, 2018): 249–52. http://dx.doi.org/10.30541/v57i2pp.249-252.
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Sara Rizvi Jafree's book titled Women, Healthcare and Violence in Pakistan is a detailed explanation and analysis of various forms of violence perpetuated and exercised against women professionals in the field of healthcare. The book details the quantitative and qualitative evidences of violence against women in the healthcare domain of Pakistan. For quantitative evidence, the author has cited sources from the reports published by the World Health Organisation and academic materials published in medical journals in the context of Pakistan. For the qualitative evidence, the author has included both event-based and experiential narratives of women who shared lived experiences of violence with the author while she conducted her research with the female health professionals of Punjab. The book is divided into seven chapters, each highlighting the evidence of gendered violence in a synchronic and hybridised way.
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BROWNE, JUDE. "Resolving Gender Pay Inequality? Rationales, Enforcement and Policy." Journal of Social Policy 33, no. 4 (October 2004): 553–71. http://dx.doi.org/10.1017/s0047279404007998.
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It is increasingly argued that models of Corporate Governance can be seen as an effective substitute for conventional state-centred social policy. This article examines the extent to which these contemporary business-led approaches are successful in remedying the gendered pay gap in the British labour market, using the latest Cabinet Office review on women's employment and pay in Britain: the Kingsmill Review, as its central example. The article outlines Kingsmill's recommendations and then analyses their efficacy by means of a ‘snap-shot’ case study of a large employing organisation which was identified as a ‘model employer’ by the Review and which has adopted many exemplary employment practices: the British Broadcasting Corporation (BBC). The article employs analysis of a major original new data set to establish both the successes and limitations of these recommendations in overcoming the gender pay gap within the BBC.
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Cooke, Dawson, Elaine Bennett, Wendy Simpson, Keith Read, and Garth Kendall. "Father inclusive practice in a parenting and early childhood organisation: The development and analysis of a staff survey." Australian Journal of Child and Family Health Nursing 16, no. 2 (December 2019): 3–10. http://dx.doi.org/10.33235/ajcfhn.16.2.3-10.
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Aim: The successful embedding of father inclusive practice (FIP) in parenting and early childhood organisations is relatively new and therefore challenging to assess. The purpose of this study was to describe the process of adapting an existing tool, the Knowledge about fatherhood checklist (KAFC), to suit the parenting service context and apply the modified survey to establish a baseline of attitudes and practice of all staff at an established parenting and early childhood service in Western Australia, Ngala. Method: Following the application of the KAFC at Ngala in 2016, feedback provided by the staff led to a reflective and iterative process of review to adapt the KAFC. In 2018, all staff were asked to complete the adapted survey – the 23-item Father inclusive practice survey (FIP survey) – in order to assess the attitudes and behaviours of everyone in the organisation. The FIP survey covers aspects of competency as well as knowledge and attitudes in relation to fatherhood or father engagement. Results: Results indicated generally high levels of appreciation of the fathering role by Ngala staff. However, a number of areas for improvement in staff knowledge and attitudes were identified, including the benefit of reflecting on personal experiences of fathering, the awareness of the gendered stereotyped view of men, and the importance of the influence fathers can make in the context of attachment and breastfeeding. Conclusions: The implementation of this FIP survey informs improvements to staff orientation and training in FIP, and provides insights into staff attitudes, beliefs and practice regarding acknowledgement of the important contribution fathers make to the development and wellbeing of their children.
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Akanji, Babatunde, Chima Mordi, Afam Ituma, Toyin Ajibade Adisa, and Hakeem Ajonbadi. "The influence of organisational culture on leadership style in higher education institutions." Personnel Review 49, no. 3 (November 7, 2019): 709–32. http://dx.doi.org/10.1108/pr-08-2018-0280.
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Purpose The purpose of this paper is to explore the impact of organisational culture (OC) on leadership styles in Nigerian universities. The study utilises the cultural dimensions theory (Hofstede’s insights) and the social exchange concept as theoretical lenses to examine the phenomena. Design/methodology/approach Using an exploratory qualitative approach, 40 interviews were conducted with senior academics and non-teaching staff working in Nigerian universities. Findings The findings reveal hierarchical, patriarchal, servile, and interdependent values as the underlying characteristics of organisation culture, shaping the choice of leadership styles in the management of Nigerian universities. As a result, it emerged from the study that positional, formalised exchanges, paternalism, relational approach and gendered reactions to leadership were typically adopted in university administration in this context. Research limitations/implications The study relies on a small qualitative sample size, which makes the generalisation of findings difficult. However, the study provides a good understanding of cultural hegemony, framing leadership styles different from those of western cultures. Originality/value The findings of this study help to bridge the research gap concerning the implications of OC, and its influence on leadership behaviours in the Sub-Saharan African context. Research within this subfield in Africa is rare. Specifically, the study also enriches our understanding of cultural dimensions, informing the leadership methods adopted in higher education institutions.
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Litchfield-Tshabalala, Khanyisile. "Afrika’s obligation to fight for a gendered and youthful perspective in global digitalised tax restructuring." African Multidisciplinary Tax Journal 2021, no. 1 (February 2021): 278–94. http://dx.doi.org/10.47348/amtj/2021/i1a16.
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This paper considered the historical perspective of women and taxation, as well their economic status in the Organisation for Economic Co-operation and Development (OECD) countries, Afrika, and South Africa as a special focus. The case was made that women are globally worse off economically than their male counterparts; but that Afrikan women specifically come off the worst. Women also suffer fiscal discrimination, yet they bear unique tax burdens like Pink Tax, Afrikan (Black) Tax for women in Afrika, individualised Pay as You Earn which ultimately discriminates against women-headed households, and women breadwinners. Even at the periphery of the economy, they shoulder value-added tax (VAT) the same as men. Given the forecasted Afrikan population growth, Afrikan women remain an untapped resource for the digital economy. Yet gender representation and equity in the current efforts for global tax governance restructuring are lacking. Hence there exists a need for the African Tax Administration Forum (ATAF) to champion a gendered and youthful perspective in digital tax transformation, and pioneer tax disaggregation by categorising women according to socio-economic profiles.