An intersectional perspective on Muslim women's issues and experiences in employment

Drawing on a qualitative study of second‐generation Pakistani heritage Muslim women in employment in the UK, this article uses and develops an intersectional perspective to explain the interconnected and overlapping factors, such as gender, ethnicity and religion that affect these women at work. It also considers individual strategies and resources these women use to address any obstacles in the way of their employment and careers. The article uses the notions of inequality regimes and intersectionality to explain inequality in the workplace and the complex challenges facing Muslim female employees. The results show that these women continue to face a myriad of challenges in the UK workplace, and that a unilateral focus on gender does not sufficiently explain the work‐related experiences of second‐generation Muslim women in the UK. Therefore, it is important to take into account gender's intersection with ethnicity and religion.     

Understanding the High Rates of Employment among Low‐educated Women in Portugal: A Comparatively Oriented Case Study

This article addresses the question of why Portugal is an exception among southern European countries in having a high rate of female employment. Cross‐national data show an even greater gap between Portugal and its southern European neighbours in the employment rates for low‐educated women. This article presents case‐based evidence on the work orientations, gender relations and reconciliation strategies of low‐educated women working in the clothing industry in Portugal. The analysis reveals that while economic need plays an important role in their attachment to employment, their work decisions are forged by a complex set of attitudes regarding employment and the family. Traditional values regarding the role of women in the family co‐exist with more modern values regarding their employment participation. Moreover, the institutional arrangements of childcare and reconciliation also appear to be more supportive than might be expected in a southern Europe welfare state. By focusing on a particular group of low‐educated women, the findings suggest that the same welfare policies may have different impacts on the reconciliation strategies of women of different socioeconomic groups.     

“A bulletin board of dreams”: corporate empowerment promotion and feminist implications

This article examines the premises of corporate solutions to gender inequality in the Global South. In feminist debates, businesses’ increasing emphasis on women’s empowerment has been discussed both in terms of increasing feminist impact and the co-optation of feminist demands. To explore the ideological effects of corporate gender practices, focus is placed on the Coca-Cola Company’s global “5by20” campaign, which has the stated aim to empower five million women as small-scale entrepreneurs around the world and, in a “win–win” fashion, to double sales by 2020. Based on interviews and participatory observations in Mexico, this article traces a particular narrative of empowerment, envisioned as a transition from dependency to self-sufficiency and threatened by psychological and cultural restraints rather than material conditions. It shows that self-help and positive thinking are essential affective drives, thus reinforcing market-based, individualized development strategies. In response to feminist debates, the article concludes that corporate gender practices can be seen as part of a neoliberal transposition of equality concerns from a political to an economic domain. In effect, when initiatives such as 5by20 promote the accumulation of “human capital” to enhance gender equality, they simultaneously work to legitimize the inequalities that are necessarily entailed in competitive capitalism.     

The Low Status of Female Part‐Time NHS Nurses: A Bed‐Pan Ceiling?

Despite increases in female participation rates into the paid working population of Britain women remain concentrated into particular sectors of the economy. Areas of the labour market where women predominate are also characterized by high levels of part‐time employment. The significance of part‐time work is that it is lower paid and offers fewer employment opportunities for women. This article examines the careers of 643 qualified female NHS nurses. It is found that respondents working part‐time are the least likely to occupy the upper echelons of NHS nursing. Explanations for this centre on the actions and strategies of managers who use negative gender role stereotypes regarding part‐time nurses to inform recruitment and promotion decisions. Managers, however, regard the low status of part‐time nurses as a reflection of their own choice strategies, thus failing to recognize the existence of gender‐based disadvantage. The resultant outcome is one where part‐time nurses are confined to the lowest qualified clinical grades, with little opportunity to progress to the higher grades. Critical labour shortages in nursing, however, may mean that the utilization of part‐timers is re‐examined as NHS management seek to retain more qualified nurses. For such a re‐examination to be successful management attitudes also need to change.     

TECHNOLOGICAL WORK AND WOMEN'S PROSPECTS IN THE KNOWLEDGE ECONOMY: an agenda for research

This article sets out the conceptual and analytical framework underlying a 3-year long, 8-country research project which will examine the dynamics of women's employment in sectors critical to the so-called 'Information Society'. The project is fundamentally concerned with the gender dynamics of employment in the 'Information Society' or 'Knowledge Economy', and with whether they signal potentially greater gender equity than we currently have in contemporary capitalist society. Specifically, the project's central objective is to examine the prospects for women workers to develop new forms of expertise and skill which promote their career and personal development potential. It will focus on women's work and employment in two growing service sectors, retailing and retail financial services, in the context of leading edge innovations in technology and work organization. This article outlines the thinking behind the research project, in particular the major conceptual frameworks and the research questions which they have generated. It discusses the concepts of the 'Information Society' and the 'Knowledge Economy', and questions their relevance for female employees in routine jobs, raising the historical issue of women's exclusion from knowledge and skill. It considers the importance of the two sectors under study, retailing and retailing financial services, both for notions of the Information Society and for their role as important employers of women. It reviews recent organizational, technological and employment innovations in these sectorsparticularly in the Anglo-Saxon economies. It then raises questions about how far these dynamics might be present in other European economies, and what their implications are for women's ability to develop significant bodies of expertise and career prospects. The project is in its early stages, and this article is planned as the first in a series of papers dealing with the work as it progresses.     

Attitudes towards Women's Work Roles and Women Managers in a Sports Organization: The Case of Turkey

In recent years the need to apply gender equality principles to all sectors of Turkish society has been widely acknowledged and has become an increasingly important issue because of the modernization and recent Europeanization project of Turkey. However, even as this has been acknowledged, attempts to apply gender equality in employment in sports organizations have been mostly ignored. This article reports on the attitudes towards women's work roles and women managers of 83 women and 138 men who work in the General Directorate of Youth and Sport (GDYS) which is the biggest national governing body for sport in Turkey. The findings of this study indicate that both female and male workers in the GDYS scored lower on their attitudes towards women's work roles and held more negative attitudes towards women managers. Although male workers scored higher on attitudes towards women's work roles than female workers they held more negative attitudes towards women managers. In addition, femininity scores were found to be the only predictor of attitudes towards women's career advancement. Finally, we discussed these findings regarding previous studies and the sociocultural context of Turkey.     

Girls’ Jobs for the Boys? Men,Masculinity and Non‐Traditional Occupations

Occupational segregation by sex remains the most pervasive aspect of the labour market. In the past, most research on this topic has concentrated on explanations of women’s segregation into low paid and low status occupations, or investigations of women who have crossed gender boundaries into men’s jobs, and the potential impact on them and the occupations. In contrast, this article reports on a small‐scale, qualitative study of ten men who have crossed into what are generally defined as ‘women’s jobs’. In doing so, one of the impacts on them has been that they have experienced challenges to their masculine identity from various sources and in a variety of ways. The men’s reactions to these challenges, and their strategies for developing and accommodating their masculinity in light of these challenges, are illuminating. They either attempted to maintain a traditional masculinity by distancing themselves from female colleagues, and/or partially (re)constructed a different masculinity by identifying with their non‐traditional occupations. This they did as often as they deemed necessary as a response to different forms of challenge to their gender identities from both men and women. Finally, the article argues that these responses work to maintain the men as the dominant gender, even in these traditionally defined ‘women’s jobs’.     

How Women Engineers Do and Undo Gender: Consequences for Gender Equality

The image of engineering as a masculine profession has reproduced the perception that engineering is unsuitable for women. While various strategies have been used to try to increase the number of women entering engineering education and employment, their success has been limited. At the same time it has been argued that the way gender is ‘done’ in work can help diminish or increase inequality between the sexes. Using empirical research exploring women engineering students’ workplace experiences, this article considers how gender performance explains their behaviour and attitudes. Butler implied that doing gender can result in our being ‘undone’. This was specifically found to be the case for the women students in this study, who performed their gender in a particular way in order to gain male acceptance. In doing this they utilized certain coping strategies: acting like one of the boys, accepting gender discrimination, achieving a reputation, seeing the advantages over the disadvantages and adopting an ‘anti‐woman’ approach. These strategies are part of women's enculturation and professionalization in engineering, yet they also fail to value femaleness. In ‘doing’ engineering, women often ‘undo’ their gender. Such gender performance does nothing to challenge the gendered culture of engineering, and in many ways contributes to maintaining an environment that is hostile to women.     

Working part‐time: achieving a successful ‘work‐life’ balance?1

The role of part-time employment in the balancing of women's employment and family lives has generated an immense literature. Using data on women working part-time and full-time in different level occupations in the British Household Panel Survey, this paper argues that it is now vital to move these balancing debates on from their location within work-family rhetoric and to re-position the study of women's working time in broader work-life discussions. Work-family debates tend to neglect a number of key domains that women balance in their lives, in addition to family and employment, including their financial security and their leisure. The paper shows that examining the financial situations and the leisure lives of female part-timers in lower level jobs reveals a less positive picture of their 'life balancing' than is portrayed in much work-family literature. Instead, they emerged as the least financially secure employees and, linked to this, less satisfied with their social lives too. It is concluded that since the work-life system is multi- and not just two-dimensional, it is important to examine how all life domains interrelate with each other. In this way, we would be in a better position to begin to assess all the benefits and disadvantages associated with working part-time and with other work-life balancing strategies.     

Editorial

Most gender and development researchers and practitioners are not used to focusing upon men, men's sense of masculinity, and the relevance of that for development. While discussion of gender has tended to dwell upon women as they relate to various issues, only recently have debates on economic and social policy, as well as the future of the family, begun to examine and accommodate men's gender identity. Men and masculinity, however, need to be studied if power relations between men and women are to be changed for the better, and the potential of individuals of both sexes is to be realized. Development research and practice have tended to marginalize the issues of men and masculinity, while researchers from other disciplines such as sociology, cultural studies, and anthropology have increasingly shown interest in studying men's gender identity and roles. This article discusses some of the relevant published literature in sections on linking the practical with the ideological; men's roles as biological fathers, economic providers for families, and social fathers; status, power, and violence; readjusting the sexual division of labor; men's attitudes on fertility; and harnessing men's potential.     

Return to Gender: An Analysis of Women’s Disadvantage in Postal Work

The workplace is a crucial locale for understanding three important issues in contemporary debates on gender and organizations; the processes by which work becomes gendered, the origins and nature of gender segregation and the role of trade unions in delivering gender equality. This article presents data from a study of workplace transformations in Royal Mail, and demonstrates the dynamic interplay of factors over time, which have sustained postal work in the UK as a gendered occupation and continues to disadvantage women in the workforce. The article shows that the position of women in postal work has been historically and contemporaneously linked to the relations between the trade union, management, male and female workers. The data illustrate that the power relations between the main actors have sustained the dynamic of women’s disadvantage. Furthermore, the processes that have sustained postal work as a gendered job continue to segregate men and women’s work at the level of the workplace.     

Reinterpreting the relation between motherhood and paid work: second‐generation immigrant women in Norway

A pertinent question in contemporary Europe is whether the children of immigrants will reproduce the gender‐complementary practices and ideals of the immigrant generation, which often include strong expectations that women should prioritize family obligations over the pursuit of paid work. This article analyses the cultural and moral understandings at stake in second‐generation women's reflections on and practices of combining motherhood and paid work, and explores the space for negotiating such understandings in the family. The study is based on in‐depth interviews with second‐generation women of Pakistani descent in Norway, and interviews with some of their husbands. The findings show that the moral understandings and practices of the parent generation are not merely passed on to the second generation; rather they are challenged and reinterpreted in ways that support mothers' participation in paid work. The article argues that this change is facilitated by the cultural and institutional context that the Norwegian welfare state represents.     

Discourses of Work–Life Balance: Negotiating ‘Genderblind’ Terms in Organizations

This article examines current debates about gender equality, work‐life balance and flexible working. We contrast policymakers’ and organizational discourses of flexible working and work–life balance with managers’ and employees’ talk about these issues within their organizations. We show how, despite the increasingly gender‐neutral language of the official discourses, in the data studied participants consistently reformulate the debates around gendered explanations and assumptions. For example, a ‘generic female parent’ is constructed in relation to work–life balance and flexible working yet participants routinely maintain that gender makes no difference within their organization. We consider the effects of these accounts; specifically the effect on those who take up flexible working, and the perceived backlash against policies viewed as favouring women or parents. We argue that the location of work–life balance and flexibility debates within a gender‐neutral context can in practice result in maintaining or encouraging gendered practices within organizations. Implications of this for organizations, for policymakers and for feminist researchers are discussed.     

Women with disabilities making the transition back to work: Psychosocial barriers and interventions

The economic impact of disability on employment, earnings, and education appears to be more devastating for women than for men. Women with disabilities who are making the transition either back into the workforce or into the workforce for the first time often face barriers that are unique to this population. Many researchers have described women with disabilities as having a "double disadvantage" that results in social and psychological barriers to their transition back to work. The purpose of this article is to help vocational and career development programs better address the psychosocial needs of women with disabilities by (a) describing key psychosocial barriers faced by women with disabilities in their transition back to work and (b) providing career development strategies designed to ease this transition process for women with disabilities and enhance their employment outcomes.     

Rural development and women: what are the best approaches to communicating information?

The project reported in this article aimed to discover how well the needs of women were being met with respect to rural development and to identify the best approaches to communicating information to farmers in Tanzania. Semi-structured interviews of male and female respondents in selected 200 households in Shinyanga, northwestern Tanzania, were conducted. The interviews were conducted in order to record data on gender differences in farming and herding with the aim of determining how to communicate information on development. Findings showed that women continued to be the poorest group in the community. Use of introduced technology was mostly associated with men's work. The activities of Hifadhi Ardhi Shinyanga conducted through communication channels were also more accessible to men than women. The improved stoves specifically aimed at women also failed because of ineffective communication strategies. It is difficult to approach women because they tend to be tied far more closely to the area of their homes. Thus, training through village workshops would encourage the active participation of women. This would enable information to be shared with, and between, as many women as possible.     

Female and foreign: An intersectional exploration of the experiences of skilled migrant women in Qatar

This article explores how the intersection of gender and foreignness shapes the experiences of skilled migrant women. Drawing on interviews with skilled migrant women working in Qatar, we situate their experiences in institutional, organizational and sociocultural terms to show how the intersection is articulated and mobilized to subordinate, marginalize and exclude them in work and social spaces. Findings show that the intersection is used to reinforce the status of the women as outsiders to the country (foreignness) and its cultural order (gender), resulting in structural and qualitative differences in the experiences of the group. In highlighting their nuanced experiences, we contribute to debates about gender, skilled migration and work in the Middle East. We also contribute to intersectionality debates by expanding the conceptual limits and analytical use of social categories of difference to explain experiences of work and unpack the simultaneity of subject positioning within institutional, organizational and sociocultural dynamics.     

Bodywork Boundaries: Power,Politics and Professionalism in Therapeutic Massage

In the last decade or so, complementary and alternative medicine generally, and therapeutic bodywork in particular, has been attempting to enhance its professional status and standing. By focusing upon the sex/gender dimensions of therapeutic massage and the wider historical, cultural and legal contexts in which such work is situated, this article explores and analyses the discursive formations and practices which women therapeutic massage practitioners deploy in the course of their attempts to achieve professional recognition. Drawing upon both primary and secondary data, it is argued that particular difficulties pertain in the case of the professionalization of therapeutic massage. Because of the widespread elisions between massage and sex work, women therapeutic massage practitioners have to mark out their professional distance from clients by deploying professional identifications and by using boundary‐setting devices or techniques which act to distinguish them from sex workers. This article explores these discursive formations and practices and argues that they act to create near‐intractable problems for women massage practitioners. The article concludes that, because these issues are not commonly acknowledged in much of the academic, policy or practitioner‐orientated literature, the neglect of sex/gender in the case of therapeutic massage has consequences not only for the professionaliza‐tion project of this particular therapeutic modality but for the ways in which various body work occupations in which women predominate tend to be seen as marginal and illegitimate ‘professions’.     

Gender relations,development practice and "culture"

Most development practitioners have the following preconceived notions about gender and culture: 1) that gender relations are equated with the most intimate aspects of society; 2) that culture and tradition are immutable; 3) that there is no independent resistance to subordination within the culture; and 4) that religion is culture. These notions interfere with work on developing equitable gender relations and complicate efforts to allocate resources in ways that redress the imbalance of power between men and women. The validity of these notions can be tested by analyzing an experience the author had in 1984 when she published a book on women and development in India. On a publicity tour in Liverpool, England, she addressed an audience composed largely of men from India, Pakistan, and Bangladesh. This audience attacked her book and defended an idealized version of the position of women in the culture of South Asia. They accused the author of being a traitor to her own culture and of being Westernized. A Pakistani woman member of the audience, however, thanked the author for her presentation and reported that she was working with Asian women facing domestic violence. The men understood the cultural identity of South Asia as being composed of identical families dedicated to mutual interest, love, and cooperation. However, this family unit requires the subsuming of women's interests. This myth of the family ignores real life experiences of women who suffer abuse and ignores the fact that the notion of "family" is constantly undergoing change. Development practitioners should use culture as a way of opening up intractable areas of gender relations rather than regarding it as a dead-end which prevents work towards equitable gender relations. A new definition of "cultural sensitivity" would be to acknowledge that contests surround the significance attached by a society to different aspects of social constraints and that these contests often represent challenges to hierarchical social relations.     

Gender and income in pharmacy: human capital and gender stratification theories revisited

This is a case study of gender and earnings in pharmacy--a profession characterized by its rapid recruitment of female practitioners. We try to account for disparities in earnings between male and female pharmacists in Ontario with the aid of human capital theory and gender stratification theory. Data is drawn from a random sample of 463 Ontario pharmacists. We find a consistent sex gap in earnings regardless of occupational level of practitioners (i.e. owner, manager or employee) and net of such factors as hours worked, commitment to work, hours devoted to childcare, absences from the labour market, and years since graduation. Instead, the main reason why women in pharmacy earn less than males is because they remain employees throughout their careers. However, we are less successful at identifying the additional factors responsible for the depressed earnings of female practitioners. We discuss our findings in light of the claims of gender stratification and human capital theory.     

The deregulated global economy: women workers and strategies of resistance

This article discusses the lack of input from women in international debates about the global economy. Women in the South are the most vulnerable to exploitation and most ignored in international discussions of how to protect fair labor standards. Restructuring has led to loss of secure jobs in the public sector and the expansion of female employment in low-paid, insecure, unskilled jobs. Businesses desire a cheap and flexible workforce. Declines in social services, the elimination of subsidies on basic goods, and the introduction of user fees puts pressure on women to supplement family income. A parallel outcome is reduced employment rights, neglect of health and safety standards, and increased disregard among women for their domestic responsibilities. There is a need for alternative models of development. The Self-Employed Women's Organization in India serves as a model for resisting exploitation among self-employed and home-based employees. Female industrial strikers are demanding attention to excessive hours of work, enforced overtime, bullying, and lack of sanitary and medical facilities. There is always fear that organized resistance will lead to industrial relocation or loss of jobs. The International Labor Organization has had a code for 20 years, but the threat of exposure to the press is sometimes more effective. There must be regulation throughout subcontracting chains of transnational companies. International alliances should revolve around issues/strategies identified by workers. International alliances are needed for influencing multinational companies and national governments and lobbying global economic and financial institutions. Standards that are included in social clause discussions are minimum requirements that do not address gender-specific issues. Women Working Worldwide is developing a position statement of social clauses that incorporates a women's perspective.