Gendering the Eye of the Norm: Exploring Gendered Concertive Control Processes in Two Self‐Managing Teams

This article is the result of an ethnographic research project exploring the workplace interactions of two self‐managed teams of recruitment consultants. I use data from participant observation and recorded interviews to show the gendered nature of what Barker terms concertive control: the social processes by which team members regulate each others' conduct in line with negotiated team values. My analysis examines how team members negotiate core team values, translate these into specific actions and regulate these actions through concertive control interactions. I then set out three ways in which gender acts as a resource for these concertive control processes. These are: team members' assumptions about men's and women's relative skills and capacities, the ‘tough’ masculinity of the haulage industry in which one of the teams operates and the regulation of performances of heterosexuality during customer interactions. Building on research by others, I show gender to be not only embedded in the values and managerial style associated with teamwork but also integrated into the collaborative process of team‐working itself. I emphasize that social categories like gender become resources in the regulation of conduct at work and can reify hierarchies even in so‐called participative practices like self‐managed teamwork.     

Note passing as gendered practices of public ambiguity in a hyper‐masculine organization

This article explores a surprising and seemingly mundane organizational practice: passing notes during professional meetings. Based on 34 in‐depth interviews with women in a hyper‐masculine organization — the Israeli military — this study focuses on what I term gendered practices of public ambiguity. It demonstrates how these practices shed light on three interrelated paths to power at work: (i) practices of public intimacy between men; (ii) practices of women's degradation by men; and (iii) practices of recognition claims by women. The tension between the publicity inherent in the routine passing of notes and the ambiguity of their contents calls for a more nuanced theorization of gendered power practices, which transcends the accepted dichotomy of doing and undoing gender, reproducing or challenging the symbolic gender order. The findings show that gendered micro‐practices can become polysemic symbolic spaces in which women redirect the flow of power, if only temporarily and locally, and turn it into a multidirectional and multi‐agentic resource. The conceptual contribution of these findings is discussed in terms of the positioning of women in hyper‐masculine environments as pragmatic subjects who (re‐)construct mechanisms of power out of the restricted repertoire available to them.     

Challenging the gendered rhetoric of success? The limitations of women‐only mentoring for tackling gender inequality in the workplace

Mentoring is widely acknowledged to be an important contributor to women's career success and progression, but women often struggle to access mentoring networks that can help sponsor and develop their careers. Formal mentoring programmes designed specifically for women help overcome this challenge, but such schemes may at the same time reinforce masculine discourses which position women as deficient in relation to the invisibly male norm that is implicit within contemporary working practices. Drawing on a formal women‐only mentoring programme built on gender‐positive goals to empower women to ‘be the best they can be’ within the events industry, this article considers the extent to which such programmes can both challenge and reproduce gendered discourses of business and success. Interviews with mentors and mentees illustrate how such programmes make gender visible within business and individual careers, but masculinist underpinnings of organizational discourses remain invisible, unacknowledged and thus largely unchallenged.     

Anchors,Habitus, and Practices Besieged by War: Women and Gender in the Blockade of Leningrad

As war challenges survival and social relations, how do actors alter and adapt dispositions and practices? To explore this question, I investigate women's perceptions of normal relations, practices, status, and gendered self in an intense situation of wartime survival, the Blockade of Leningrad (1941–1944), an 872‐day ordeal that demographically feminized the city. Using Blockade diaries for data on everyday life, perceptions, and practices, I show how women's gendered skills and habits of breadseeking and caregiving (finding scarce resources and providing aid) were key to survival and helped elevate their sense of status. Yet this did not entice rethinking “gender.” To explore status elevation and gender entrenchment, I build on Bourdieu's theory of habitus and fields to develop anchors: field entities with valence around which actors orient identities and practices. Anchors provide support for preexisting habitus and practices, and filter perceptions from new positions vis‐à‐vis fields and concrete relations. Essentialist identities and practices were reinforced through two processes involving anchors. New status was linked to “women's work” that aided survival of anchors (close others, but also factories and the city), reinforcing acceptance of gender positions. Women perceived that challenging gender relations and statuses could risk well‐being of anchors, reconstructing gender essentialism.     

Gender,Organizational Cultures and the Practices of Manager‐Academics in UK Universities

The article explores gendered management in UK universities in the context of moves to introduce new managerialism to higher education. Qualitative data are drawn from an Economic and Social Research Council funded project (R00023 7661) in which interviews were conducted with 137 male and female manager‐academics, from Heads of Department to Vice Chancellors, in 16 universities. The career trajectories of female and male manager‐academics are analysed to see if gender power relations, expectations and discrimination have affected their careers and organizational experiences. Also examined are whether and how gender relations and cultures are perceived to be relevant to management, the practices of women and men manager‐academics and the extent to which the differential value and status attached to teaching, research and management are gender‐related. It is suggested that women's participation in management roles, their perceptions of their practices and the expectations others hold of them are still marked by gender, even though some women have benefited, through promotion, from the greater emphasis on management now evident in UK universities.     

Embodying Gender,Work and Organization: Solidarity,Cool Loyalties and Contested Hierarchy in a Masculinist Occupation

Despite a ‘somatic turn’ in the social sciences, there remains a dearth of theoretically informed research on male working bodies, the embodied doings of masculinities independent of biological sex and intra–gendered workplace relations. This is unfortunate because embodiment is thoroughly implicated in major social divisions, including gender domination in institutional contexts. Using an embodied sociological perspective and data generated during an ethnography of British nightclub and pub security work, this article goes some way towards embodying the social study of plural masculinities, work and organization. Exploring worker solidarity, cool loyalties and contested hierarchy in this risky masculinist occupation hopefully makes several contributions to the literature. Furthering the (theoretically informed) empirical study of masculinities and socially embedded bodies, the article sensitizes other researchers to gendered/embodied processes possibly taking a more diluted form in other work settings.     

Leadership,Gender and Sense‐making

This article examines the nature of sense‐making processes in teams and considers the extent to which leadership as a sense‐making process is impacted by gender. We conducted an in‐depth inquiry into the decision‐making behaviour of two single‐gender teams and a third, mixed gender team, as they worked together to produce gender‐specific leadership schema in an experimental setting. Our research question was, ‘To what extent is leadership as a sense‐making process impacted by gender?’ The article reports on the design, conduct and outcomes of this research project. We found that using a meeting as part of the research method created a specific instance of a gendered organizational context exerting a dominant and directive influence on individual and collective behaviour. The current trend toward team‐based leadership is likely to involve more meetings with increasing numbers of women in senior positions. This suggests to us that men and women need to be alert to the possibility that the gendered nature of meetings may be acting as a barrier to the expression of feminine forms of leadership.     

‘Knowing one's place’: gender,mobility and shifting subjectivity in Eastern Indonesia

Abstract In this article I analyse the gendered space of transnational mobility by problematizing migrant subjectivity in everyday practices. In line with feminist perspectives I highlight the significance of the micro‐scale experience of female migrants from Eastern Indonesia in acquiring mobility as a struggle for new subjectivity. I frame this migration as a production of the subjective space of power. Based on in‐depth interviews with returned migrants, I present reflexive accounts of two migrants on contract domestic work abroad to illuminate the changing contours of the relationships between gender, mobility and shifting subjectivity. Households take into account the cultural meanings of space in everyday life including local relations in the decisions on mobility. Strategies of ‘knowing one's place’ reflect women's agency in negotiating alternative roles and positions within the intra‐household dynamics and in the workplace. Women's personal accounts have the potential to illuminate spatial processes of migration as a contested space for the repositioning of self in networks of family, kin, local and global relations.     

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.     

Dangerous Work: The Gendered Nature of Bullying in the Context of Higher Education

This article discusses results from a research project which set out to investigate gender differences in the nature and experience of bullying within the higher education sector. Gender differences emerged in the form and perception of bullying as well as in target responses. Results also indicate that, irrespective of gender, bullies can capture and subvert organizational structures and procedures (such as official hierarchies, mentoring systems and probationary reviews) to further their abuse of the target and to conceal their aggressive intent. These outcomes are discussed in relation to gendered assumptions behind management practices and in relation to the masculinist ethic that underpins many higher education management initiatives. Overall, results indicate that bullying cannot be divorced from gender and that such behaviour needs to be seen in a gendered context.     

Governing through accountability: Gendered moral selves and the (im)possibilities of resistance in the neoliberal university

Drawing on Judith Butler's early work on gender as performance and her later work on the ethically accountable subject, this study examines the production of gendered moral subjects under neoliberal governance in contemporary academia. The analysis of 40 semi‐structured in‐depth interviews with postdoc researchers and assistant, associate and full professors in a Belgian university reveals how in academics’ narratives of their ethical relations of (non‐)accountability towards multiple stakeholders, gendered subjects are performed along the heterosexual matrix reproducing the gender binary. The conjunction of gendered and ethical demands imposed through relations of accountability further opens up distinctively gendered possibilities of consent and resistance under neoliberal governance. We advance the extant literature on gender in academia which largely focuses on women's symbolic struggle to (dis)identify with a masculine professional norm. By locating power in the gendered relations of accountability towards multiple others, it re‐conceptualizes gender as an ontological struggle in the constitution of the self as moral along gendered norms. The study rejoins recent scholarship that calls for the recognition and elaboration of a relational ethics by showing how such ethics enables the emergence of open and responsive subjectivities in relations of accountability.     

‘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.     

The Business Case of Gender Equality in Swedish Forestry and Mining ‐ Restricting or Enabling Organizational Change

Forestry and mining constitutes an important part of Swedish basic industry. These industries are heavily male‐dominated and are expressing an ambition to become more gender equal and less gender‐segregated, arguing that this could strengthen their competitiveness in a number of areas. In this article we explore how company representatives construct gender equality as a business case and discuss how these constructions restrict and/or enable gender equality in these organizations. Departing from a social constructivist understanding of how language (re)produces gendered power relations in the workplace, the empirical basis of this paper consists of eight interviews with respondents who possess special insights into, and being of strategic importance to, gender equality issues in forestry and mining companies. In our analysis we found three dominant dimensions of the business case of gender equality Marketing (as) gender equality, Uncovering the male norm and Gender equality as a depoliticized value. We conclude that the business case framing facilitates for the companies to engage in issues of gender equality. However, issues concerning conflicting interests and power relations seem to be difficult to address within the business case discourse. This we argue affects and shapes the terms for gender equality in these organizations.     

Gender and Tobacco in (Globalizing) Asia – Exorcizing the Ghosts of Dualistic Thought?

This paper investigates the intersections between tobacco, gender and globalizing Asia. I argue that binary tropes like modernity/westernization‐tradition and masculinity–femininity are incessantly invoked in a burgeoning tobacco‐control literature focused on Asia. This tends to reify discursive and material gendered smoking stereotypes, as well as their underlying asymmetrical power relations. Responding to this I chart out three ways in which dualistic gender ideologies can be rethought. Firstly, I attend to varieties within gender categories to account for more nuanced articulations of gender identities. I do this by demonstrating the co‐imbrication between polyvalent masculinities and smoking practices. Secondly, I am attuned to intersecting facets of smoking subjectivities – situated within a specific Asian cultural fabric – that complicate the easy conflation of masculinity with power, and femininity with disempowerment. Lastly, I contend that fleshing out the embodied aspects of gendered smoking practices can assist us in confounding polarized gender categories and their associated attributes. I conclude my paper with a discussion on the uneasy relationships between Asia, Westernization, gender and a possible move away from a Western‐centric dualistic thinking.     

Non‐job work/unpaid caring: Gendered industrial relations in long‐term care

This article explores the operation of gender and industrial relations in long‐term care work or nursing home work, ‘from within’ the experience of the predominantly female workforce in seven unionized facilities in Canada. Drawing on qualitative case study data in non‐profit facilities, the article argues that the main industrial relations challenges facing long‐term care workers are that their workplace priorities do not fit within existing, gendered, industrial relations processes and institutions. This article starts from the experience of women and threads this experience through other layers of social organization such as: global and local policy directions including austerity, New Public Management, and social and healthcare funding; industrial relations mechanisms and policy; and workers’ formal [union] and informal efforts to represent their interests in the workplace. The strongest themes in the reported experience of the women include: manufacturing conditions for unpaid work; increasing management and state dependence on unpaid care work; fostering loose boundaries; and limiting respect and autonomy as aspects of care work. The article extends the feminist political economy by analysing the links between the policies noted above and frontline care work. Building on gendered organizational theory the article also introduces the concept of non‐job work and suggests a fourth industrial relations institution, namely the needs and gendered expectations of residents, families and workers themselves, operating within the liminal spaces in care work.     

Who Gets to ‘Work Hard,Play Hard’? Gendering the Work–Life Balance Rhetoric in Canadian Tech Companies

This article is based on an exploratory study of the implicit gender norms in work–life balance (WLB) rhetoric in ten Canadian information and communication technologies (ICT) organizations. Interviews with human resources (HR) managers and preliminary company website analysis revealed a masculinist and heterosexist bias in the implementation of WLB practices, legitimized by the gender composition of the workforce and the demanding yet inherently rewarding nature of the ICT sector. Participants deliberately separated care (read: childcare) from WLB (read: flexible hours and working from home), reproducing the assumption that an ‘ordinary’ worker is a man with a female partner who assumes primary responsibility for the reproductive realm. The study concludes with: (i) recommendations to increase HR's role in providing functional support for WLB practices and (ii) three future directions for research. This article contributes to a general call in feminist scholarship to apply a gendered lens to WLB practices.     

The Micro‐politics of Gendering in Networking

Networking processes contribute to the perpetuation of gender inequalities in everyday practices in organizations. This article examines the implications of the conceptualization of gender as practice for social network theory. The three central elements of this critical feminist approach to networking are the study of agency, identity construction and the micro‐political processes of networking and gendering. To illustrate that networking practices are gendering practices, that there are various manifestations of those practices, and the way in which networking and gendering are intertwined, the networking practices of four white, Dutch female and male account managers are discussed. This micro‐political analysis suggests that networking does not necessarily reinforce gender inequality, which opens up the possibility of examining which combinations of networking and gendering contribute to changing the gender order.     

Rethinking the Canon: Reflections on a Text That Ought to be Essential Reading

Abstract

The 2006 war in Lebanon that erupted between Hezbollah and Israel marked the largest evacuation of Americans abroad since World War II. This article captures the experiences of Lebanese-American women and investigates how gender identity was expressed during these evacuations. Presented from the point of view of a participant-observer and personal interviews, findings show that gender became a master identity that influenced these women's choices regarding how to escape the country and return to the United States. Some embraced dependency upon masculinist exercises of power while others claimed agency as they determined their own fate and carried out their own evacuation without waiting to be rescued by the state or male kin members. The evacuation stories in this article confirm and illuminate the complexity of ethnic citizenship and gendered agency.     

Transnational Migration: Bringing Gender In

This article aims to bring gender into an even tighter transnational migration focus by broadening and deepening our original framework of “gendered geographies of power,” linking it more directly to existing and emerging scholarship. We examine and highlight previously neglected areas such as the role of the state and the social imaginary in gendering transnational processes and experiences. We identify topics that remain under‐appreciated, under‐researched, and/or under‐theorized. Finally, we initiate a discussion of how a gendered analysis of transnational migration can help bridge this particular research to other gendered transnational processes under study that do not privilege migration.