‘Over the Pond and Across the Water’: Developing the Field of ‘Gendered Organizations’

This article is concerned with the development of gendered organizations as a field of study. It begins by exploring some of the factors that militate against integrating organization studies and gender studies and gendered organizations scholarship over national/continental divides. Increasingly doubtful about whether traditional (mainstream and critical) organization theories will or can adequately address gender, we contend that scholars of gendered organizations should ‘strike out’ on our/their own, ‘boldly going’ into unfamiliar territory to create new, innovative theories, concepts and ideas. We make various suggestions about possible future directions for theorizing and research.     

Westerns,Weddings and Web‐Weavers: Reading Gender as Genre in Organizational Theory

This article focuses on the process of reading and its role in the construction of knowledge. Reading is an activity which is personal yet never singular: we bring to our reading of one text a range of knowledges, experiences and strategies derived from other texts. This ‘intertextuality’ means that ‘meaning‐making’ is a complex negotiation process between reader and text, whereby linkages are made between divergent genres. This is explored through the author's own personal experiences of reading gender/organizational theory. These readings demonstrate the way in which ‘narratives’ of other genres, such as film and fiction, spill over, infect and manipulate the construction of narratives within organizational texts. Further, the ready intertextual connections which are made help to expose some of the embedded assumptions about gender. Whilst these are, in the main, quite traditional, the consideration of the processes involved in reading helps to challenge these as ‘truths’ as well as signpost possibilities for new forms of writing gender/organizational theory.     

Networking towards (in)equality: Women entrepreneurs in technology

Deploying a multidimensional framework focusing on individual, organizational and societal factors, we investigate gendering practices through which women entrepreneurs become disadvantaged in the technology sector. Through qualitative fieldwork, we focus on women entrepreneurs' experiences networking to access valuable entrepreneurial resources and examine the role of technology incubators and accelerators in facilitating this access. These organizations have the potential to mitigate gender inequities by adopting gender‐aware practices such as increasing access to networks and resources that might otherwise be unreachable for women technology entrepreneurs. Focusing simultaneously on the complex intersections of networking, organizational practices at incubators and accelerators, and institutionalized gender norms in society, we outline how different gendering practices work separately and in tandem to marginalize women technology entrepreneurs. We observe that these organizations engage in ‘gender neutral’ recruitment practices and promote transactional networking which result in the replication rather than eradication of gender inequality. Moreover, organizational attempts to address ‘gender issues’ as they relate to technology entrepreneurs re‐inscribe rather than disrupt societal gender norms. Our research offers new insights for understanding the interrelated individual, organizational and societal factors contributing to gender inequality in technology entrepreneurship and provokes discussion on the possibilities for social change.     

The ‘Feminization’ of Management? Issues of ‘Sameness’ and ‘Difference’ in the Roles and Experiences of Female and Male Retail Managers

Explanations of women’s poor representation in senior management usually emphasize differences between women and men managers’ experiences, circumstances and aspirations, and the gendered character of organizational structures and processes. Whilst these may all disadvantage women, some writers have suggested recently that women managers may differ in style and orientation in ways particularly appropriate for today’s developing organizations. This paper explores issues of ‘sameness’ and ‘difference’ between women and men managers in retailing. Whilst both male and female store managers wanted to downplay gender differences and adopt a ‘gender neutral’ approach, they also associated a number of advantages and disadvantages with being a woman manager in certain contexts. Rapid sectoral change had caused companies to reassess the desired attributes and competences of managers; associated both with an enhanced valuing of ‘feminine’ qualities and with a more ‘objective’ and ‘clinical’ approach to assessment. Despite their equal numbers at entry points women remained poorly represented at senior levels, suggesting that subjective and informal processes were important determinants of women and men’s progress. Given management is inherently a process enacted by individual managers within a social context the extent to which it can be conceived in gender neutral terms is questioned since individuals are inevitably discussed and identified in terms of their gender.     

Post‐maritime transnationalization: Malay seafarers in Liverpool

The lives of seafarers may provide examples of transnational connections prior to the globally interconnected era in which ‘transnationalism’ has risen to prominence. In this article, I examine the long‐distance connections of seafarers from Southeast Asia who settled in Liverpool, UK. Drawing on oral history/life story interviews with Malay pakcik‐pakcik (elders) in Liverpool, I examine the ways in which connections with Southeast Asia have changed over the course of their lives. Much of this concerns political geography, which is often overlooked in the literature on transnationalism. During the period of Liverpool's pre‐eminence as a seaport, irrespective of the depth or intensity of maritime linkages with Southeast Asia, connections did not involve the crossing of ‘national’ borders. Ironically, transnational connections are being forged in the post‐maritime stages of the lives of pakcik‐pakcik in Liverpool. I also show how Malay ‘transnationalization’ has resulted from expanded technological possibilities for long‐distance travel and communications. Post‐maritime transnationalization takes place in a ‘community’ clubhouse in Toxteth where the lives, emotional attachments and memories of pakcik‐pakcik are intertwined with those of people with diverse connections to contemporary Malaysia and Singapore.     

The upside‐down roots of a transnational advocacy network: applying an ‘organizational ecology’ approach to the anti‐GMO network

In this article, I examine a transnational advocacy network opposed to the introduction of genetically modified crops and supportive of organic agriculture in India. I argue that this network illustrates some of the consequences of ‘upward oriented linkages’, in which professional NGO brokers focus on constructing relationships with other professional or elite partner bodies such as donor organizations, global retailers and the English language media. The ‘upside‐down’ tree that results has roots pointing upwards to global partners and to domestic elite actors but is less responsive, and less tightly bound, to mass organizations and to its purported non‐elite constituency of marginal farmers. I make this case through a methodological approach I term ‘organizational ecology’ in which I explore the idea of NGO based advocacy organizations as filling ‘niches’ in the larger political ecology of rural India and within this ‘ecology’ forming symbiotic connections to other organizations.     

‘The Women Can Be Moved to Fill in the Gaps’: New Production Concepts,Gender and Suppliers

This article wishes to extend our understanding of New Production Concepts (hereafter NPC) induced restructuring in two areas. Firstly, it wishes to further explore the gender distinctions to be made when considering the impact of NPC on the labour process. In turn, this calls for a consideration of the extent to which NPC restructuring perpetuates, recasts and fortifies gendered divisions of labour within organizations. It will indicate how the introduction of NPC within a buyer and two supply organizations intensified prevailing gendered divisions of labour and disproportionately impacted upon women workers. It will also stress that women workers appeared to be more exposed to the implementation of policies designed to secure responsiveness to the satisfaction of customer requirements. However, while the evidence will reveal the importance of exploring distinctions within labour as part of a process of restructuring, it also highlights the linkages between these organizations. Secondly, therefore it aims to extend the territory of existing debates by highlighting a gender distinction across and between organizations. It will conclude by highlighting the importance of constructing an analysis of NPC‐induced restructuring which not only embraces a gendered analysis of change but simultaneously does not privilege research attention to particular ‘hermetically sealed’ workplaces, dislocated from a wider process of inter‐firm restructuring.     

Cross‐generational gender constructions. Women,teenagers and technology

Despite the supposed inroads of feminism, gender equality and new ‘democratic’ means of technological communication, adult women and teenage girls in the UK continue to emphasise what Valerie Walkerdine has termed the ‘habitual “feminine” position of incompetence’ (2006, 526). This article draws on two complimentary research projects in order to investigate the cross‐generational gender constructions women and teenagers articulate. Drawing on Negra's notion of a ‘cover story’ (2009, 44), this article suggests that we can read the claims and practices of the women and teenagers in terms of how they frame new ideologies of femininity. Further, the continual recourse to an essential feminine position of exclusion is detrimentally shaping not only technological use, but also the wider operationalization of gender in public and private arenas. Focussing specifically on the female populations of the research projects, we demonstrate how gender continues to emerge and be produced by women and girls in negotiated, but highly problematic ways. Rather than considering gender as a determining force, it emerges here as a carefully constructed tool for engagement, and as a distancing device facilitating a claim of, and towards, disinterest. The two projects suggest implications for future mediations and relations with new media technology; they also suggest that across generations, women are detrimentally fixing and restricting potential and actual performances of gender through the evocation of a more traditional femininity.     

Gender,Work and Organization: A gender–work–organization analysis

This article, celebrating 25 year of Gender, Work and Organization, reflects on some of the events that led to establishing the journal. It proceeds to consider the three central elements that have inspired the journal ‐ gender, work and organization ‐ and how they have become more problematic, perhaps much more problematic, over the lifetime of the journal. Indeed, paradoxically, these shift have occurred at the same time as GWO and the field of which it is part have become more established. Just as the field of gender and organizations has become more legitimate area of study, the concept of ‘gender’ has become more complex, more contested, less certain. This also applies to the notion of ‘organization’, perhaps less so to ‘work’. The latter part of the article considers what happens when one views the GWO itself in terms of gender‐work‐organization analysis, and how such questions may develop in the future.     

From Organizational Sexuality to Queer Organizations: Research on Homosexuality and the Workplace

Organization scholars historically ignored the crucial importance of sexuality in the workplace. But in the last 20 years, scholars influenced by the ‘sexuality in organizations’ perspective have documented the ways that the management and deployment of workers’ sexuality are key elements in organizational life. While most of these studies have documented persistent privileging of heterosexuality in work organizations, a recent trend is to investigate a new organizational form: the gay‐friendly workplace. We review legal and policy changes in US workplaces that have made them more accepting of gay and lesbian employees. Then we examine ethnographic studies of gay‐friendly organizations. Although they are certainly an advance over previous homophobic workplaces, the literature suggests that they may reproduce inequalities of race, class, and gender. Few studies have investigated ‘queer organizations’, which we identify as a rich area for future scholarship.     

Organizing Gender? Looking at Metaphors as Frames of Meaning in Gender/Organizational Texts

This article examines the ways in which the writing of gender and organizational theory has made use of metaphors to frame understanding about gender and gender relations. Key examples of different theoretical approaches to explaining gender difference within organizations are analysed as texts, to explore the ways in which rhetorical devices play a crucial role in constructing knowledges about women, men, and organizational life. In particular, three metaphors are uncovered: those of space, time and the sexual body. These have important connections with metaphors embedded in ‘mainstream’ (masculinist) organizational theory and are thus shown to construct our understanding of gender in particular, and somewhat limited, ways. However, in the second half of the article, alternative significations of these metaphors are explored. These suggest other readings which may open up the ways in which women, men and gender relations are framed within gender/organizational theoretical texts.     

A struggle on two fronts: boundary drawing in the lower region of the social space and the symbolic market for ‘down‐to‐earthness’

In this article we use qualitative interviews to examine how Norwegians possessing low volumes of cultural and economic capital demarcate themselves symbolically from the lifestyles of those above and below them in social space. In downward boundary drawing, a range of types of people are regarded as inferior because of perceived moral and aesthetic deficiencies. In upward boundary drawing, anti‐elitist sentiments are strong: people practising resource‐demanding lifestyles are viewed as harbouring ‘snobbish’ and ‘elitist’ attitudes. However, our analysis suggests that contemporary forms of anti‐elitism are far from absolute, as symbolic expressions of privilege are markedly less challenged if they are parcelled in a ‘down‐to‐earth’ attitude. Previous studies have shown attempts by the privileged to downplay differences in cross‐class encounters, accompanied by displays of openness and down‐to‐earthness. Our findings suggest that there is in fact a symbolic ‘market’ for such performances in the lower region of social space. This cross‐class sympathy, we argue, helps naturalize, and thereby legitimize, class inequalities. The implications of this finding are outlined with reference to current scholarly debates about politics and populism, status and recognition and intersections between class and gender in the structuring of social inequalities. The article also contributes key methodological insights into the mapping of symbolic boundaries. Challenging Lamont's influential framework, we demonstrate that there is a need for a more complex analytical strategy rather than simply measuring the ‘relative salience’ of various boundaries in terms of their occurrence in qualitative interview data. In distinguishing analytically between usurpationary and exclusionary boundary strategies, we show that moral boundaries in particular can take on qualitatively different forms and that subtypes of boundaries are sometimes so tightly intertwined that separating them to measure their relative salience would neglect the complex ways in which they combine to engender both aversion to and sympathies for others.     

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’.     

They are all ‘doing gender’ but are they are all passing? A case study of the appropriation of a sociological concept1

The concept of ‘doing gender’ was placed on the sociological agenda by West and Zimmerman . In their seminal paper published in 1987, they provided a systematic theory of gender as a routine and ongoing process and outlined a distinctly ethnomethodological approach to investigating how gender is enacted, understood and rendered accountable. West and Zimmerman's notion of ‘doing gender’ has subsequently become a central concept in many fields of sociological research, however, upon closer examination although many authors claim to be using the concept – in effect to be doing‘doing gender’– the concept's intellectual roots in ethnomethodology are not always recognised or reflected: in short not all are passing. The purpose of our study is to explore the career trajectory of this concept and to systematically assess the manner in which ‘doing’ has been employed. From a review of 226 journal articles, books, dissertations and association papers, we provide an overview of the uses of this construct and examine the ways in which ‘doing gender’ has been assimilated into current theoretical and methodological practice.     

Kafka on gender,organization and technology: The role of ‘bureaucratic eros’ in administering change

In this article, it is argued that Kafka's novels are satirical portraits of the workings of ‘bureaucratic eros’ in gendered organizations. In Kafka's tragi‐comical fiction, a sexually perverse and uncreative ‘bureaucratic eros’ — the opposite of the ‘poetic eros’ — administers highly sexualized gender relationships in hierarchical organizations: law, bureaucratic regulation, administration and execution are expressions of the male officials' sexual desires. Given the lustful manifestations of ‘bureaucratic eros’, Kafka reveals that organizational and technological change is not some process of rationalization (as Max Weber suggests), but, instead, must be poetically understood as metamorphosis. In Kafka's comical portraits of metamorphoses, the remnants of old myths, old desires, tribe‐like organizational forms and primitive uses of technology continue to operate in distorting, disorienting, sexually perverse ways. Thereby, ‘bureaucratic eros’ brings about an incomprehensible world of lawlessness and anxiety — a deplorable condition that, Kafka suggests, can only be overcome by fleeing administrative dictates, into the aesthetic sphere.     

Doing gender in segregated and assimilative organizations: Ultra‐Orthodox Jewish women in the Israeli high‐tech labour market

Ultra‐Orthodox Jewish (haredi) women in Israel, who are traditionally expected to be both mothers and breadwinners so as to allow their husbands to immerse themselves in religious studies, are recently entering the high‐tech labour market in both segregated and assimilate organizations. This segmented labour market allows the constructed and intersectional character of doing gender in organizations to be examined, which in turn may also effect the ways in which such labour segmentation continues to develop. In 2014–2015, we administered a questionnaire to 119 haredi women working as computer programmers in assimilative and segregated organizations, and interviewed 42 of them as well as 16 of their managers. We describe the emergence of a dual pattern of employment with its benefits and disadvantages regarding pay, satisfaction, commitment and burnout. Findings are presented concerning the balancing of work and family as well as the professional/social conflict that is accentuated by working in an assimilative organization. Our findings show how the intersection of work, religiosity, class and gender is central to women's labour trajectories and identities, highlighting both the boundaries of gendered arrangements and their negotiability. We conclude by discussing how specific strategies of doing gender in segmented labour markets play out in/against ‘global’ norms of work and professionalism.     

Documenting Discrimination: A Study of Recruitment Cases Brought to the Norwegian Gender Equality Ombud

This article investigates appointment cases brought to the Gender Equality Ombud over a ten-year period (1985–94). The study presented here aims to explore gender discrimination in recruitment and why it is so hard to document. An advantage of studying appointment cases brought to the Ombud is that the three parties — the plaintiff, the hiring authority and the Ombud — are all engaged in presenting arguments directly concerning gender discrimination. The two key questions are: how do hiring authorities argue to counter assertions of discrimination? And on what grounds are arguments accepted/not accepted by the Ombud? The cases investigated are divided into three categories: cases from male-dominated organizations, woman-dominated organizations and gender-balanced organizations. How the gender of the candidates has influenced the hiring process can only be read indirectly from most cases; hiring authorities usually argue that it is the concern for personal suitability that has been the decisive factor. In the analysis of the cases three main types of justifications of hiring preferences are identified: ‘continuity’, ‘renewal’ and ‘the woman is unfit’. The decision situation of the Ombud is uncertain in most cases. In many cases the juridical expertise of hiring authorities seems to be decisive. The demarcation line is unclear concerning which arguments should be accepted as impartial and which should be rejected because of vagueness or subjectivity.     

Gender and Bureaucracies —A Critique of Ferguson's ‘The Feminist Case Against Bureaucracy’

Within the area of gender and organization studies there is a tendency to generalize about organizations and how they affect people working in them. In feminist analysis, salient in Kathy Ferguson's ‘The Feminist Case Against Bureaucracy’, there is a tendency to have a one-sided view on bureaucracies and to regard these merely as products of ‘maleness’ and as incompatible with (radical) feminism. On the basis of a case-study of three different bureaucracies, this article questions the assumption of incompatibility and argues for a more nuanced assessment of gender and bureaucracies.     

Towards a Topology of ‘Doing Gender’: An Analysis of Empirical Research and Its Challenges

‘Doing gender’ is a much used term in research on gender, work and organizations. However, translating theoretical insight into empirical research is often a challenging endeavour. A lack of clarity with regard to the conceptualization and operationalization of key terms in turn often limits the theoretical and empirical purchase of a concept. The aim of this article is therefore to provide a systematization of empirical approaches to ‘doing gender’. This systematization leads to a topology of five themes that is derived from empirical research in the field. The five themes identified are structures, hierarchies, identity, flexibility and context specificity, and gradual relevance/subversion. Each theme explores a different facet of ‘doing gender’. This topology helps empirical researchers to be more specific about which aspects of ‘doing gender’ they are referring to. This in turn can help to unfold the theoretical potential of the concept of ‘doing gender’.     

LGBTQ Activist Organizations as ‘Respectably Queer’ in India: Contesting a Western View

This study contests the distinction of LGBTQ (lesbian, gay, bisexual, transgender and queer) organizations suggested by earlier scholars as ‘respectable’ — i.e. normalizing, professionalizing and conforming to the dominant cultural and institutional patterns — and ‘queer’, meaning challenging the cultural and institutional forces that ‘normalize and commodify differences’. Using Bernstein's model of identity deployment, it is found problematic to distinguish LGBTQ organizations this way because when the actions of LGBTQ organizations are more complex to describe, it is not warranted to conflate identity goals with identity strategies — whether normalizing (respectable) or differentiating (queer). To examine these concerns, a qualitative inquiry was used to study five LGBTQ organizations in India where the intersections of post‐colonial ethnicity, gender, social class and sexuality offer an intriguing context through which to study queer activism. Based on the findings, it is argued from a post‐colonial perspective that when the socio‐cultural and historical existence of non‐homonormative queer communities and practices is strong, LGBTQ organizations challenge the heteronormative and/or other forms of domination to become ‘queer’. But they may simultaneously become ‘respectable′ by conforming to the diversity politics of non‐profit business, donors, and social movement organizations they seek support from, and turn out as ‘respectably queer’.