The British armed services and the participation of minority ethnic communities: from equal opportunities to diversity?

This paper examines the commitments enshrined in the Strategic Defence Review White Paper to make the armed forces more genuinely representative of the British population, notably with respect to ethnicity. It identifies some conceptual problems associated with the way in which those commitments are presented and with the arguments usually deployed in support of their pursuit. It suggests that a fundamental re‐assessment is required of the concept of representativeness, which is at the heart of current policy commitments, if their planned practical outcomes are to be achieved. The paper asks whether a shift in focus from equal opportunities to diversity offers the prospect of resolving some of the dilemmas and obstacles identified. It concludes by suggesting that the concept of diversity is itself not unproblematic—particularly in a military context—and that it could offer a solution only if it were embraced hand in hand with a much more explicit acceptance of the diversity of the political community. This would mean nothing less than a reassessment of what it means to be British in the twenty first century and a more sophisticated grasp of what would be entailed in being representative of such a nation.     

Equal Opportunities Policies in English Schools: Towards Greater Gender Equality in the Teaching Workforce?

The under‐representation of women in promoted posts is one particular pattern of occupational segregation by gender across post‐industrial societies. This phenomenon also characterizes those professions which have been described as ‘women‐friendly’, such as teaching. The development of national and European legislation and recommendations on equal opportunities reflects this concern to address the gender imbalance among the workforce. But do schools identify women's under‐representation in promoted posts as an issue? To what extent do school's policies recognize and remedy the gender imbalance at managerial level? To answer these questions this article draws on a study of women teachers' careers in nursery, primary and secondary education in England. It shows that school equal opportunities policy statements widely ignore the under‐representation of women in school managerial positions. It suggests that the constructions of gender issues in schools by those in charge of designing and implementing school policies, that is, head‐teachers and governors, represent a key hindering factor for equal opportunities policies to contribute to greater gender equality. A major argument in the article is that because head‐teachers' and governors' discourses do not always fundamentally challenge the position of women in society, school policies and practices can offer only a limited contribution to gender equality.     

The Politics of Equal Opportunity

This paper reviews changes in the concept of ‘equal opportunities’ over the last twenty years and discusses the implications for women’s experiences in the workplace. The shift to notions of diversity and difference as the motif for equality initiatives reflects the right-wing critique of bureaucratic control and regulation of labour markets, embodied in 1970s' EO policies. ‘Diversity’ symbolizes the employer’s freedom from constraint in selecting and deploying the best ‘talent’ regardless of sex, ethnicity or disability. Ironically the radical feminist agenda, which asserts women’s differences from men and their potential for creating a better world, had been adapted to the concerns of liberal feminism with providing a rationale for the promotion of women into management, on the grounds that women’s nurturing capacities contribute to the diversity needed by post-modern organizations. A case study of a transnational computer and measurement systems manufacturer is used to illustrate the limited capacity of a market-driven version of diversity to dismantle the hierarchical gender order and its tendency to reinforce the ideology of competitive individualism with its white, male norms. In conclusion it is argued that we need to move beyond the ultimately limiting debate about whether women are the same as or different from men to a renewed concern with the material conditions of women’s lives and with the construction of equality initiatives which address the continuing exclusion of many women from adequate standards of living.     

Role with the punches: the construction and representation of Amir Khan as a role model for multiethnic Britain

This article examines the rapid rise to fame of teenage British Asian boxer Amir Khan following his silver medal at the 2004 Olympic Games, and provides a critical discourse analysis of the way that he was subsequently constructed and represented by politicians and the media as a role model for multiethnic Britain. The analysis demonstrates that in the periods directly after both the 2004 Olympic Games and the 7 July 2005 London bombings, the majority of discourses about, and representations of, Khan were inextricably related to contemporary debates around multiculturalism, national identity, and religious extremism and/or deviance amongst young British Muslim men. This article argues that despite the ostensibly positive portrayals of Khan as an individual, a broader, more critical reading of these texts uncovers how they actually reproduce the contradictions and problems inherent to New Labour's policies on citizenship, community cohesion, the ‘war on terror’ and ‘diversity management’. The article concludes that the almost ubiquitous configuration of Khan as a positive role model is in danger of obscuring the continued existence of discourses and practices of racism and social exclusion in contemporary Britain.     

Diversity Trouble

In line with Judith Butler’s famous “Gender Trouble”, this article starts by challenging some basic assumptions. What are the conceptual premises of diversity and its management? How do these concepts define identities? How do they decide and influence the entrepreneurial management of these identities? And what patterns of action are typical for diversity conscious organizations? Following these questions by focusing on the discussion of diversity in the German-speaking world, the authors discuss three distinct issues they have had with current diversity management concepts: first, the personalization of social systems; second, the monolithic construction of organizational cultures; and third, an understanding of change that follows a rather mechanistic logic. Trying to light up different blind spots, the article argues for a different approach to diversity management, paying more respect towards organizational dynamics, coping with complexity in a mindful manner, and a sense of ambivalence that should be at the heart of diversity leadership.     

Just one of the guys until shower time: How symbolic embodiment threatens women's inclusion in the US military

The military constitutes a complex occupational field for women — one in which embodied masculinity is legitimized and rewarded, and women's bodies are often perceived as problems to the extent that they deviate from this masculine standard. Drawing from 33 in‐depth interviews with men and women who served on active duty in the US military between 2005 and 2015, we ask: How does female embodiment raise barriers to the full incorporation of women as equal workers in a total institution? Our analysis focuses on three primary aspects of what we call symbolic embodiment (female bodies as physically weak, as leaky/unclean and as sexually distracting), as they are rooted in the cultural imagination more than in any biological or experiential reality. We show how the symbolic embodiment of female workers effectively undermines individual claims of honorary masculinity by reasserting the pre‐eminence of naturalized capacities over individual performance and experience, and constructs women as second‐class workers within the masculine culture of the military. Our results extend the literature on the embodied self at work and reveal potential limits to Bourdieu's theory of the gendered habitus.     

Distorted Views Through the Glass Ceiling: The Construction of Women's Understandings of Promotion and Senior Management Positions

The article explores the issue of whether women's under‐representation in senior management positions can be explained in part by the messages they are given about the promotion process and the requirements of senior jobs. Through interviews with over 50 male and female junior and senior managers in a UK high street bank, issues relating to the required personality and behaviour characteristics seen to be associated with success and with the long hours culture emerged as important. In many cases men and women identified the same issues but the significance of them for their own decision‐making and the way others interpreted their behaviour varied — particularly in relation to the perceived incompatibility between active parenting and senior roles. The findings provide an account of the context in which women make career choices which highlights the limitations of analyses which see women's absence as the result either of procedural discrimination or women's primary orientation towards home and family. The findings also highlight the problems of treating commitments towards gender equality as an isolated issue and stress the importance of understanding responses to policies and ways of achieving change within the broader context of an analysis of the organization's culture.     

The Role of Practice in the Development of Military Masculinities

This article seeks to explore the extent to which the military rebuilds or reframes masculinities as a means of meeting the aims of the process of militarization. It focuses on the dimensions of military masculinities that can be distinguished as distinctive in practice. Drawing on Etienne Wenger's notion of communities of practice, this research asks how military men orient themselves in their social and material world, considering the role of practice in the development of military masculinities. A total of 71 semi‐structured interviews were conducted with 53 male and 18 female personnel of various ranks working in the Army, Navy and Royal Air Force. Six focus groups were also carried out (with a total of 10 male and six female participants). Thematic analyses of the narratives indicated that one outcome of militarization is the construction of military masculinities. The military reframes masculinities as a means of meeting the aims of the process of militarization. Dimensions of military masculinities can be distinguished as attributes and qualities and masculinities that are distinctive to the military are constructed through military practice. A strong sense of belonging to the military community of practice is fundamental to the development of military masculinities. In order to feel that one belongs, the recognition and acceptance of others is needed. Those who share the attributes and comply with the practices peculiar to the military achieve this recognition.     

Khaki conservation: an examination of military environmentalist discourses in the British Army

The paper examines discourses of military environmentalism. It opens with an assessment of the significance of military environmentalist discourses and outlines reasons for their study. In three successive sections, the paper then looks in detail at the form and function of three of these discourses. The paper draws on a range of primary and secondary sources including Ministry of Defence and Army publicity information, policy documentation, parliamentary debates and data from the Otterburn Public Inquiry. It examines the construction of military training as environmentally compatible through a discourse of ‘crater-as-habitat’. It goes on to look the paternalism within discourses of military land management. It then examines a discourse of administrative rationalism in conservation, which is foundational in that it defines what environmental protection and conservation are about. The paper concludes with a comment on the wider significance of military environmental discourses.     

The Effect of Career Ambition and Satisfaction on Attitudes Towards Equal Opportunities and Family‐friendly Policies For Women

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.     

Do Lets Work?

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.     

Gendered perceptions of power and decision‐making in rural Kenya

Development policies and programmes rest on assumptions about what constitutes power and how to change power dynamics. However, they rarely consider local understandings of power. In this article we ask how these common assumptions correspond with socially and culturally specific ideas about what power is, who can hold power, and how power can be transferred, in rural communities in Kenya's lake region. We find that men and women are constantly negotiating for power in the household, within the bounds of their gendered limitations. And the predominant zero‐sum conception of power may undermine common development approaches to empowerment. However, the results also highlight some exceptions to this conceptualization, as well as the value of taking a whole‐family approach to empowerment.     

Building Strategies: Equal Opportunity in the Construction Industry

The building industry, as one of the last male bastions, has seen a significant degree of resistance to concepts such as ‘gender equity’ and ‘affirmative action’ and resentment at what is seen as the ‘big brother’ approach of the government's ‘social justice’ agenda. There is a widespread misinterpretation of ‘equal opportunity’, with men either taking the stand that women are not equal physically or that if they want equal opportunity they must demonstrate that they can do everything in the very same way that a man does on the building site. Recent work suggests that organizations which are proactive on equality issues have usually extended the equal treatment model to incorporate difference initiatives such as mentoring, fast-tracking into promotion positions or going out of their way to recruit from minority groups. It is argued here that, in an area such as the building industry, it is crucial to combine both strategies if the issue of women's disadvantage is to be adequately addressed. This paper explores girls' experience of entry-level and trade training, the attitudes of male workers and contractors to female apprentices, and the issue of support from teachers, vocational guidance officers and parents. Queensland has been chosen as the site for this study because, after a long period of conservative rule, it had become the most ‘backward’ of all the Australian states in matters of gender equality. The advent of the Goss Labour Government (1989–96) provided opportunities both to ‘catch up’ and to learn from the limitations of earlier equal opportunity initiatives.     

The genealogical imagination: the inheritance of interracial identities

The aim of this article is to examine ethnographically how ideas of descent, biology and culture mediate ideas about the inheritance of racial identities. To do this, the article draws upon interviews with the members of interracial families from Leicester, a city situated in the East Midlands region of England. The article focuses upon the genealogical narratives of the female members of interracial families who live in an ethnically diverse inner‐city area of Leicester. Attention is paid to the ways in which the women mobilise and intersect ideas about kinship, ancestry, descent, belonging, place, biology and culture when they think about the inheritance of their own and/or their children's interracial identities. The article's emphasis upon the constitution of interracial identities contributes to the sociological study of race and genealogy by exploring the racialised fragmentation of ideas of inheritance and descent across racial categories and generations.     

Motherhood,Myth and Gendered Agency in Political Violence

By building on theoretical insights from poststructuralist feminism and Roland Barthes' mythology framework, this article is offering a nuanced understanding of female agency in political violence by engaging with the visual and the cultural, by using a broader definition of agency in political violence and by analysing what gendered representations of war mean at the domestic level. In the first part of the article, the Myth of Motherhood is conceptualized as a meta-discourse disciplining representations of female agency in political violence. The article then focuses on two specific discourses within the meta-discourse, the Vacant Womb and the Deviant Womb, that inform understandings of gender, agency and political violence in one particular cultural artefact: the British television drama, Britz. The main argument is that motherhood is ‘everywhere’ in representations of female agency in political violence and that it is useful to think about motherhood as a myth. Only this way can we confront underlying norms, values and ideas believed to be common sense and think differently about gender, agency and political violence.     

He is a Firm,Strong‐Minded and Empowering Leader,but is She? Gendered Positioning of Female and Male CEOs

The article focuses on how management and gender are done in written stories about female and male chief executive officers (CEOs). The stories were written by young Finnish business school students. The logic for studying stories written by students lies in the argument that the new generation will not reproduce common stereotypes about soft, democratic and caring female managers and hard, authoritarian and strong male managers. In the analysis, we rely on positioning theory, which focuses on how the CEOs are discursively positioned, that is, what kinds of roles and duties they are assigned and how their positions shift as the story unfolds. The analysis shows that while there is little difference in the rights and duties assigned to the CEOs, the positioning of female and male CEOs construct a very different picture of their abilities as business managers and leaders of people. The female CEOs are depicted as successful business managers but lacking in interpersonal skills. The male CEOs are also successful business managers but they are constructed as naturally competent leaders of people. This finding is linked to the Finnish management context as well as to the institutionalized leadership and management discourses.     

Iraq,Afghanistan, and rethinking the post-heroic turn: Military decorations as indicators of change in warfare

This article compares the awarding patterns of the two senior Anglophone military decorations, the British/Commonwealth Victoria Cross and the American Medal of Honor, to challenge arguments that a shift to ‘post-heroic’ warfare has been in progress in Western societies since 1990. Despite the two decorations being independent of each other, each born of a particular military, political, and social context in their respective parent societies, the article reveals strong consistencies across the two. These include common understandings of military heroism centred on infantry- rather than machine-intensive combat, and a shared neglect of armoured, aerial, and naval combatants. Crucially, the medal data suggests that, despite academic suggestions to the contrary, there was no discernible shift towards ‘post-heroism’ in the post-Cold War era. Such a shift, however, is observable between 1916 and 1920, suggesting that the ‘new Western way of war’ began far earlier than is often suggested.     

Making financial uncertainty count: Unit-linked insurance,investment and the individualisation of financial risk in British life insurance

While most scholarship in the sociology of insurance has focused on the making of insurance risk by investigating mechanisms of pooling and spreading, this article examines insurers’ management of financial uncertainty. Based on a large corpus of written sources and 44 semi-structured oral history interviews, this article seeks to describe and explain a shift in how financial uncertainty is dealt with in British life insurance, away from traditional multipolar arrangements revolving around actuarial prudence and discretion, towards bipolar arrangements that rely on explicit risk quantification and the logic of risk-based capital to “individualise” financial risk. The article identifies two factors that were key in bringing about this shift: first, the competitive dynamics that unfolded with the emergence of challenger “unit-linked” insurers in the 1960s, and, second, changes in the professional ecology, as manifested by the changing relations between the actuarial profession and insurance supervisors.     

Gendering (Trans)National Advocacy

Whether lauded or deplored, transnational organizing among non-governmental organizations (NGOs) generally, and women's NGOs specifically, is recognized as an active player in debates about international economic policy. In this article, I turn attention toward one consequence of women's transnational NGO organizing that has been under-analyzed: the impact that transnational activism has on domestic political organizations and opportunities. The recent increase in activism on gender and policies of free trade in the USA is the product of women's transnational political organizingover the North American Free Trade Agreement (NAFTA). In the case of NAFTA, theoretical insights about the ways that gendered categories undergird the economy were made visible by and through the transnational advocacy in which feminists engaged.And, this article indicates, these transnational advocacy efforts have helped to shift the domestic political terrain of women's organizing in the United States. I argue that as women's rights advocates in the United States were confronted with the realization that the nexus between gender and trade policy was important to many women's rights and feminist activists around the world, they began to question why the gendered implication of trade policy did not hold a comparable place in the US feminist arena. Thus, changes in the domestic political landscape of non-governmentalactivismmay be one of the longest lasting (and most overlooked) consequences of transnational political engagement.     

Gender Quotas for Agricultural Boards: Changing Constructions of Gender?

This article explores the processes by which gender is given meaning through social interaction in boardrooms. In Norway, alongside mandatory quotas regulating the composition of Public Limited Company boards, voluntary quotas were designed to increase women's membership on the boards of agricultural co‐operatives. This radical step to secure a minimum of 40 per cent women makes these boards an interesting site for investigating the construction of gender in a traditionally male‐dominated organization. In the debate, arguments in favour of a quota accentuated diversity and differences between women's and men's competences, opinions and values. The analysis of interview data from the boards of four agricultural co‐operatives suggests that equal representation is a muted, taken‐for‐granted value. Equality and diversity are not understood as incompatible ideas, and gender is produced dynamically through practice rather than constituted as an inherent, fixed attribute. Gender as difference is less pervasive than expected as women tend to be recognized as belonging to the gender‐neutral category of a board representative despite any recognized differences. The study demonstrates that voluntary quotas may change the context and both challenge old assumptions and promote new understandings of gender in local situations.