‘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.     

Caring during COVID‐19: A gendered analysis of Australian university responses to managing remote working and caring responsibilities

COVID‐19 is dramatically reconfiguring paid work and care. Emerging evidence in the global media suggests that academic women with caring responsibilities are being disproportionately impacted. This article fills a key knowledge gap by examining how Australian universities are supporting academics to manage remote work and caring during the COVID‐19 pandemic. We conducted a desktop analysis of public information about remote working and care from 41 Australian universities and compared them to the world’s top ten ranked universities. Findings suggest that during the pandemic, the Australian higher education sector positions decisions about caring leave and participation in the paid labour force as ‘private’ matters in which employees (mainly women) design their own ‘solutions’ when compared with international institutional counterparts. We argue that COVID‐19 provides another context in which universities have evaded their responsibility to ensure women’s full participation in the labour force.     

Sky Service: The Demands of Emotional Labour in the Airline Industry

Following Hochschild's The Managed Heart, which emphasized the problematic features that emotional labour had for women flight attendants, a critical literature emerged which focused on the more enjoyable aspects of emotional labour in service employee experience. This article draws on this literature and analyses emotional labour as a gendered cultural performance but takes issue with the individualizing and pluralistic tenor in the post‐Hochschild discussions. Using a qualitative and quantitative study of nearly 3000 Australian flight attendants, it focuses on organizational and occupational health and safety variables, as well as sexual harass‐ment and passenger abuse — factors barely discussed by Hochschild's critics. The qualitative data indicate that emotional labour is both pleasurable and difficult at different times for the same individual. Gender is still pivotal, as Hochschild suggested, linking emotional labour with sexual harassment. At the same time, the most significant predictors from the quantitative study of whether emotional labour would be costly were organizational. Variables such as whether flight attendants felt valued by the company show that the airline management context is highly influential in the way in which emotional labour is experienced. As a means of understanding the complex relations in this important and eroticized area of service work where flight attendants, airline crews, airline management and passengers have convergent and conflicting interests, the article also deploys a new concept: ‘demanding publics’, to refer to trangressions of the legitimate boundaries of the service worker.     

‘Why Do All the Women Disappear?’ Gendering Processes in a Political Science Department

The article provides an in‐depth analysis of the gendering processes among PhD candidates in a political science department. It uses Joan Acker's theory of gendered organizations operating through four dimensions: the gendered division of labour, gendered interaction, gendered symbols and gendered interpretations of one's position in the organization. The article combines this approach with theories of hidden discrimination. The key theoretical aim is to contribute to gendered organizational theory by examining the ways in which hidden discrimination and the gendered organization work together. This generates detailed and differentiated knowledge about the mechanisms of hidden discrimination that produce gender inequalities in the department. The findings presented in this article point to the role of gendered division of labour and the lack of information about departmental practices. PhD supervision by men is a particularly strong structural barrier for women because of the gendered nature of interaction in supervision and the difficulties that female PhD students have in a male‐dominated environment. The article further contributes to debates on gendered organizations by focusing upon the gendered symbols of expertise in political science. These symbols reproduce the man as the political scientist norm and result in women interpreting their own position as marginal or as outsiders.     

Migrants' regular army of labour: gender dimensions of the impact of the global economic crisis on migrant labor in Western Europe

The purpose of this article is to remedy the lack of explanatory endeavours concerning the positive performance of female migrant workers during the recent economic crisis in Western Europe. This phenomenon both interrogates the established association between economic downturns and their negative impact on migrant labour in low‐skilled jobs and enriches the theory of the reserve army of labour, which has been applied to understanding the fragile status of migrant workers in Western economies. Secondary analysis of Labor Force Survey (LFS) and OECD data concerning the impact of the crisis on migrant labour shows that women employed in the care‐domestic sector have been affected significantly less than men employed in manufacture and constructions. To explain this evidence, the article proposes a theoretical framework that draws on key concepts and debates in different strands of sociology: the increasing demand for paid care‐domestic work due to the ageing population and the growth of native‐born women's rates of activity; the commodification of care and the state management of migration; the affectivity and spatial fixity of care‐domestic labour. All these factors contribute to configure female migrant labour, mostly employed in the reproductive sector, as a ‘regular’ rather than a reserve army of labour.     

Teaching and Learning Guide for “Gender In/equality in Worker‐owned Businesses”

This teaching and learning guide accompanies the article, “Gender In/equality in Worker‐owned Businesses,” which reviews existing literature on gender in businesses with employee stock ownership plans, worker cooperatives, and communes. Worker ownership has attracted renewed interest as a possible solution to the social and economic problems confronting our society. In worker‐owned businesses, workers have greater control over what they produce, how they produce it, and how they are compensated. If workers ran things themselves, so the story goes, jobs would be better and workplaces would be more equal. What do we actually know about work in alternative organizations? Do women fare better? Can they offer alternatives or solutions to the gender inequality that permeates working life? This teaching and learning guide provides supplemental information to facilitate the use of this article in the classroom. This includes a list of recommended readings, online resources, a sample syllabus, focus questions, and project suggestions.     

Service outsourcing and labour mobility in a digital age: transnational linkages between Japan and Dalian,China

In this article, I examine the transnational mobility of digital workers and the control of their labour across multiple production sites. The digitalization of work has progressively allowed businesses to outsource IT‐enabled service jobs to cheaper production sites offshore. The growth of the ‘offshore outsourcing' of white‐collar service jobs in East Asia has produced the mobility of cheap digital labour from Japan to Dalian in northeast China. They work at call centres and other Japanese‐speaking workplaces in the lower echelons of the city's IT sector, typically earning salaries in Chinese yuan at, or even below, the average Japanese minimum wage. Based on ethnographic findings, I argue that in the global digital economy, digital services are rendered exploitable through their transnational mobility and that this form of labour migration has developed because of the partial, fluid and contingent nature of the transnational links between the two locations. I analyse how the neoliberal logic of exception underpins the creation of IT parks in China and the casualization of labour in Japan to enable new forms of transnational labour control and capital accumulation.     

Language and power in Japanese transplants in Scotland

Previous research into Japanese owned and managed enterprises in western countries has been alert to problems in cross‐cultural communication but there has been little research into the linguistic patterns accompanying these activities. This study of seven such plants in Scotland illustrates key features of the linguistic patterns evident in them. Forms of pidgin develop in co‐operative working environments but unusually they are based on the language of the formal subordinates, local English speaking managers and workers. In contrast, and more in line with expectations from socio‐linguistic theory, the local dialect is used as a device to promote local workforce solidarity against expatriate management. The former discrepancy between material and cultural power, which is not expected on the basis of Bourdieu's and related theories of cultural behaviour, is explained in terms of the differing career paths of Japanese and non‐Japanese personnel, the marginal involvement of Japanese management in the local society and their reticence in asserting cultural power commensurate with their economic power. However, these lingusitic developments were local phenomena that did not challenge Japanese managerial control, both local and corporate, of decisions on development and investment. Hence, the opposition between cultural and material power may be permitted to persist because of these limited effects.     

Gendering the Organization of Home‐based Work in Turkey: Classical versus Familial Patriarchy

This article examines the link between industrial homework and family dynamics in Turkey by asking how and why varied patterns emerge in the organization of industrial homework. I develop a framework for the analysis of gendered organization of industrial homework by comparing labour practices in extended family and nuclear family households. In extended family households, subcontracts are made between industrial enterprises and male family members. Women carry out piece‐rated work at home under the supervision of male family members and have very little contact with people outside their family. In nuclear family households, subcontracts are made between women homeworkers and industrial enterprises or middle persons. Women work at residential streets and neighbourhood homework stores, as well as at home. They have control over their income as well as their working hours. To explain the divergent practices of industrial homework, I show that enterprises incorporate distinct patterns of patriarchy into the subcontracting arrangements through gendered organization of industrial homework.     

A Privileged Pole? Diversity in Women's Pay,Pensions and Wealth in Britain

Is gender on its own becoming redundant in the analysis of employment experiences? There is a growing interest in economic diversity amongst women within the social sciences, with commentators suggesting, firstly, that a polarization in women's labour market experiences is occurring. Secondly, economic diversity amongst women may even be so distinct that a privileged pole is faring substantially better in wage and occupational terms than most men. This article uses data from the Family Resources Survey to explore these two suggestions. It concludes that the success on the labour market that has been achieved by an economically privileged pole amongst women supports the decline in the power of gender to explain variation in occupational patterns and wages, but it is clear that gender (tempered with awareness of the ways that it is cross‐cut by class, ethnicity and other social divisions) remains an invaluable explanatory variable for our understanding of economic security in its fuller sense, not least in the pension positions of women.     

Information processing as gendered knowledge work: A historical case study

Recent scholarship on gender and organizations has developed an analytical conception of knowledge work attentive to embodied knowledge, tasks stratified by gender and ideological definitions of skill. This article applies such an approach to a historical case study in which women were quite literally information processors. In press clipping bureaus young women manually read and sorted thousands of newspaper articles into parcels of keyword‐indexed information for the use of paid subscribers. Using newspaper accounts of this work in the United States from 1884 to 1940, the article shows how gendered definitions of working tasks and bodily abilities were crucial to the organization of this early form of industrial‐scale, commodified information processing. Separating the concept of knowledge work from dependence on contemporary technologies and labour conditions suggests new possibilities for reappraising other forms of labour as gendered knowledge work.     

Quantitative sources for studying urban industrial slavery in the antebellum US South

The composition of antebellum Southern urban industrial labour forces is an area requiring careful quantitative analysis. Southern elites worried about slaves in urban industry (especially hired slaves) because they experienced wage‐labour freedoms and so had greater opportunites to resist slavery. The distribution of late antebellum Richmond tobacco factory workers between hired slaves and owned slaves is studied by examining property tax records and census of manufacturing records. Tax records are shown to understate by 11–12 per cent the number of slaves used in factories. This error is due to tax evasion, assessment inefficiency, and seasonal variations between census and tax record collection dates. Furthermore, tax records cannot be used to distinguish between owned and hired slaves in factories, as previous researchers allege. Only the 1860 census of manufacturers explicitly divides the slave force between hired and owned slaves. This record shows that 58 per cent of Richmond tobacco workers were hired slaves, lending credence to the fears of southern elites that urban industry would erode the master‐slave relation they preferred.     

Stuck in the Slow Lane: Reconceptualizing the Links between Gender,Transport and Employment

This article draws on primary research undertaken in the North East of England to explore the way in which inequalities in access to transport resources impact on women’s opportunities to enter the public domain of paid work. It advances the idea of spatiality as a social construction and, building on previous studies, it explores the way in which a gender division of transport operating in the home and at work limits women’s access to temporal, financial and personal and geographic travel resources; ultimately constraining women’s mobility and restricting their employment opportunities. Finally, the article will argue that, although some women can achieve ‘masculine’ levels of transport resources, the majority of women are stuck in the slow lane and their mobility deprivation often confines them to the private world of the family, or alternatively, to part‐time, low paid work on the periphery of the labour market. This leads to the conclusion that there is an urgent need to provide women with a range of mobility choices which enhance their access to the labour market and to challenge the socially constructed processes which underpin the discrimination women face when accessing the world of paid employment.     

Recession,austerity and gender: A comparison of eight European labour markets

The collapse in GDP brought about by the global economic crisis in 2008 affected female employment less than male employment, whereas austerity has been particularly harsh on women, a gendered impact described in the literature as “he‐cession to sh(e)‐austerity”. This article analyses gendered trends in the labour markets of eight European countries, decomposing quarterly changes in labour participation of women and men and in employment by sector. The “he‐cession to sh(e)‐austerity” scenario is not observed in all countries. Other channels through which austerity policies can jeopardize gender equality and women's rights are identified with reference to a typology of such policies.     

A global energy network? The expansion and integration of non‐triad national oil companies

It is widely perceived that the rising influence of state‐owned energy companies from outside the traditional triad (USA, EU, Japan) is transforming the structure of the global energy market and generating a new wave of resource‐nationalism. There is, however, little empirical analysis of how this process has unfolded. Addressing this empirical gap, in this article I employ a longitudinal social network analysis of the changing corporate relations of five major non‐triad state‐owned energy companies in the period 1997–2007. The findings indicate that, in terms of corporate relations, alongside the global expansion of the non‐triad state‐owned energy companies, there was also an increased integration between them and the private energy companies during this decade. This implies that apart from the resurgence of resource‐nationalism – frequently highlighted in academia and politics – this period also witnessed an increasing transnationalization of the global energy market.     

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.     

Gender In/equality in Worker‐owned Businesses

Gender scholars have developed a significant body of scholarship on the reproduction of gender inequality in work organizations. However, the vast majority of that research has been conducted in non‐profit organizations or in employer‐owned businesses. In this article, we review the existing literature on gender in worker‐owned businesses. We begin by defining three distinctly different types of worker‐owned businesses: companies with employee stock ownership plans, worker cooperatives, and communes. Next we review the limited research on gender inequality in each of these organizational forms. The current literature finds that women benefit from working in these alternative organizations, but gender disparities nevertheless persist due to occupational segregation and the devaluation of domestic work. Exceptions are those organizations with strong ties to feminism and those with formal power‐sharing policies. Granted the scarcity of research on this topic, however, these conclusions are tentative. We conclude with a discussion of areas for further research.     

Working at the edge: Emotional labour in the spectre of violence

Drawing on semi‐structured interviews with police officers, door(wo)men and prison officers we present intimate, emotional and sometimes harrowing accounts of both the physical and emotional pain routinely endured by those employed as agents of social control. This article positions labour undertaken in such contexts as ‘edgework'; exploring how the boundary, or ‘edge', between safety and danger is negotiated and managed ‘in the moment' through embodied performances of empathetic and antipathetic emotional labour and emotional neutrality. Placing the concepts of edgework and emotional labour in dialogue, we open up a space in which to explore gendered conceptualizations of emotional labour and offer a more feminist appreciation of edgework that moves us beyond narrow concerns with pleasure, to account for embodied experience and emotional performance. In so doing, this article offers a unique insight into the emotional labour repertoires of both men and women who work in the spectre of violence.     

Nineteenth Century Wood Engravers at Work: Mass Production of Illustrated Periodicals (1840–1880)

This paper traces the labour processes and working conditions of wood engravers in France and England during the 19^th century as the process of production of the illustrated periodicals became increasingly industrialized. It argues that the bulk of 19^th century wood engravers should be considered as one of the first classes of proletarians in the mass media industry. The paper first looks at the general socio‐economic conditions from which 19^th century wood engravers emerged as proletarians. Second, it examines wood engraving workshops, wood engravers' working conditions, their training and type of production. Lastly, it discusses the hierarchical relations between editors‐publishers and wood engravers, the wood engravers economic conditions, their socio‐cultural attitudes towards their work and the control exercised on them in the labour process. With the industrialization of the production of illustrated periodicals, wood engravers formed a class of waged workers who owned no means of production, had little autonomy or creativity in their work and sold their labour power to fabricate illustrations. Workshops operated as factories, training apprentices to mechanically reproduce fragmented segments of illustrations in an assembly‐line type of labour and based on a rigid hierarchy in which engraver‐apprentices were at the bottom.     

Gender Differences in the Effect of Job Characteristics on Work‐to‐Family Conflict in Japan: Application of the Job Demands‐Resources Model into Japanese Population1

This article uses the job demand‐resources (JD‐R) model to analyze the Japanese population and gender differences in work‐to‐family conflict in Japan. Using data from the International Social Survey Programme in 2015, the study addresses four main questions: (i) does the JD‐R model apply to the Japanese population? (ii) which gender is more likely to experience work‐to‐family conflict? (iii) does gender moderate the relationship between work‐related factors and work‐to‐family conflict? and (iv) do different factors predict work‐to‐family conflict between men and women? The findings show that the JD‐R model applies in part to the Japanese population, and women are more likely to experience a higher level of work‐to‐family conflict than men. There are also different factors predicting work‐to‐family conflict by gender, even though gender does not moderate the relationship between work‐related factors and work‐to‐family conflict. This article points out the peculiar Japanese social and cultural contexts that lead to gender differences in work‐to‐family conflict. It offers two solutions: (i) legal regulations to reduce working hours and the frequency of working on weekends to prevent work from intruding on family life; and (ii) changes to the work environment to make women workers more comfortable at work because of the male‐dominated workplace and Japanese culture on family gender roles in Japan.