Work,Bodies and Boundaries: Talking Sexual Harassment in the New Economy

This article examines sexual harassment in the context of the new economy and highlights the manner in which the changing nature of work — and in particular the acknowledged rise of sexualized ‘body work’ — troubles conventional understandings of what constitutes sexual harassment in the workplace and the means to address it. Using data from a small‐scale qualitative study of service workers and professional employees, we explore the ways in which those definitions of sexual harassment now fail to match participants' accounts of their working lives. We examine sexual harassment in the context of the rise of service roles that require forms of increasingly sexualized ‘body work’ from employees, increased demands for workers to ‘self‐manage’, and new flexible modes of employment that blur the boundaries between being ‘on’ and ‘off’ the job. We conclude that these ‘new’ modes of work may provide the conditions for the revival of ‘old’ stories which limit the capacity of individuals to recognize and label behaviours as ‘sexual harassment’.     

‘Belonging’ and ‘Otherness’: Sex Equality in Banking in Turkey and Britain

The struggle for sex equality at work has largely been achieved in the developed world, it is claimed. The number of well‐qualified young women entering white‐collar employment and achieving promotion to first‐line and middle management positions now matches or exceeds their male peers. Many young women have high career aspirations and argue that sex discrimination no longer exists. However, this perception is over‐optimistic. Major sex inequalities persist at senior management level in the salaries and benefits offered to female and male staff and in access to certain favoured occupations and sectors of employment. Questionnaires, interviews and documentary evidence from three Turkish and six British banks and high street financial organizations showed that their claimed commitment to equal opportunities by sex was not matched by their practices. Members of managerial elites (who were almost exclusively male) held firm views about the characteristics of ‘the ideal worker’, which informed organizational ideologies, including human resource policies and practices concerning recruitment and promotion. They also permeated organizational cultures, which affected employees’ working practices and experiences. The outcome of these internal negotiation processes was to differentiate between a favoured group of staff seen as fully committed to the companies’ values, who were promoted and rewarded, and an ‘out’ group, whose members were denied these privileges. This distinction between ‘belonging’ and ‘otherness’ is gendered not only along the traditional lines of class, age, sexual orientation, religion and physical ability, but also along the new dimensions of marriage, networking, safety, mobility and space. Despite local and cross‐cultural differences in the significance of these factors, the cumulative disadvantage suffered by women staff seeking career development in the industry was remarkably similar.     

Divergent female part-time employment in Britain and Denmark and the implications for gender equity

This paper examines women's employment in Britain and Denmark, societies characterised similarly by high proportions of female employees working part‐time but by rather different gender arrangements. Part‐time working is associated with female‐carer workers; women who have reduced their hours in the labour market to bring up children and are able to do this because of the presence of an alternative source of income—usually a male breadwinner. Yet Denmark has been conceptualised as having more of ‘dual‐breadwinner’ gender arrangement than Britain. It would seem then, that part‐time working is distinctly different in these two societies. Examining this question, the paper concludes that extensive part‐time working for women, and not men, does indeed tend to reinforce a traditional male‐breadwinner model. However, the strength of this reinforcement varies, depending on the relative conditions of the part‐time labour market. These conditions vary substantially cross‐nationally and can also change rapidly within one society over time. As a result, the typical ‘role’ a part‐time job plays for women can also vary cross‐nationally and can change over time.     

Everyday Matters in Global Private Security Supply Chains: A Feminist Global Political Economy Perspective on Gurkhas in Private Security

Abstract

In a case study of Nepalese Gurkhas working for Western private military and security companies (PMSCs), this article develops feminist global political economy understandings of global labour chains by exploring how the ‘global market’ and the ‘everyday’ interact in establishing private security as a gendered and racialised project. Current understandings of PMSCs, and global markets at large, tend to depoliticise these global and everyday interactions by conceptualising the ‘everyday’ as common, mundane, and subsequently banal. Such understandings, we argue, not only conceal the everyday within private security, but also reinforce a conceptual dualism that enables the security industry to function as a gendered and racialised project. To overcome this dualism, this article offers a theoretically informed notion of the everyday that dissolves the hegemonic separation into ‘everyday’ and ‘global’ levels of analysis. Drawing upon ethnography, semi-structured interviews, and discourse analysis of PMSCs’ websites, the analysis demonstrates how race, gender, and colonial histories constitute global supply chains for the security industry, rest upon and reinforce racialised and gendered migration patterns, and depend upon, as well as shape, the everyday lives and living of Gurkha men and women.     

Mind the gap: financial London and the regional class pay gap

The hidden barriers, or ‘gender pay gap’, preventing women from earning equivalent incomes to men is well documented. Yet recent research has uncovered that, in Britain, there is also a comparable class‐origin pay gap in higher professional and managerial occupations. So far this analysis has only been conducted at the national level and it is not known whether there are regional differences within the UK. This paper uses pooled data from the 2014 and 2015 Labour Force Survey (N = 7,534) to stage a more spatially sensitive analysis that examines regional variation in the class pay gap. We find that this ‘class ceiling’ is not evenly spatially distributed. Instead it is particularly marked in Central London, where those in high‐status occupations who are from working‐class backgrounds earn, on average, £10,660 less per year than those whose parents were in higher professional and managerial employment. Finally, we inspect the Capital further to reveal that the class pay gap is largest within Central London's banking and finance sector. Challenging policy conceptions of London as the ‘engine room’ of social mobility, these findings suggest that class disadvantage within high‐status occupations is particularly acute in the Capital. The findings also underline the value of investigating regional differences in social mobility, and demonstrate how such analysis can unravel important and previously unrecognized spatial dimensions of class inequality.     

Surviving on the inside: Reflections on being a woman and a feminist in a male academic institution

This article considers what it is like to be a woman on the inside: a white woman lecturer and tutor teaching social work students inside the white male bastion of the university. Universities are notoriously male-centred in their organisation, their teaching and their knowledge base; women working in universities have referred to themselves as ‘outsiders in the sacred grove’ (Aisenberg and Harrington, 1988). We might expect Departments of Social Work to be different to this, since social work has historically been a profession staffed by women, working with female clients (Brook and Davis, 1985). I will argue that patriarchal ideas and practices persist throughout higher educational institutions and that the impact of gender (as well as class, ethnicity and ‘race’, sexuality and disability) must be addressed at all levels within social work education.     

Sociologies of Space, Work and Organisation: From Fragments to Spatial Theory

Work organisations are made by the arrangement of space and working lives are made and lived through these spaces. Yet, explicit interest in space has been marginal to the development of sociologies of work organisation. Despite this, spatial analysis has often offered support to established theories of work and organisation. This paper reviews this contribution, excavating the spatial from past studies intended to address the labour process; semiotics and discourse; and the nature of everyday working lives. The second part of the paper emphasises the importance of making space more central to our conceptual and theoretical concerns and draws on spatial theory from social and cultural geography to do so. The paper endeavours to integrate the fragmented insights from different scholarly paradigms in the sociology of work with this spatial theory and to promote an enhanced spatial sensibility for the sociology of work and organisations. This review and fusion contributes to wider calls to develop a new sociology of work that prioritises the centrality of space to understanding work.     

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

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

Privatisation and economism: an investigation amongst 'producers' in two privatised public utilities in Britain

Both academic and political debate about the effects of privatisation upon employees in privatised companies has taken place in something of an empirical vacuum. In particular, there is a lack of systematic enquiries into the major privatised utilities. Despite the lack of evidence, a number of claims have been advanced, both about the impact of privatisation upon the political attitudes of employees, and about its effects on working conditions, worker motivation and behaviour. This paper presents the results of a survey of 442 employees in two privatised public utilities. It is divided into two parts, looking first at the more general social and political attitudes of these employees, then presenting their views on the impact of privatisation on the company they work for, and on their working lives. The findings reported here lend little support either to new right claims about privatisation's transformative powers or to the view that ‘for most people … privatisation will make very little difference at all’ (Saunders and Harris, 1990).     

Six of One and Half a Dozen of the Other: The Gender Subtext of Taylorism and Team-based Work

This article analyses gendering processes in two distinct models of work organization. It is a widespread belief that, compared to hierarchical (Tayloristic) organizations, team-based work offers opportunities for a high quality of working life to a broader range of employees, both men and women. Our research, however, suggests that gender inequality is (re)produced in both settings and results from the so-called gender subtext. The gender subtext is the set of often concealed power-based processes (re)producing gender distinction in social practices through organizational and individual arrangements. We draw a comparison between the gender subtext of Tayloristic and team-based work organizations through a theoretical analysis, illustrated by empirical data concerning the functioning of the gender subtext in organizations in the Dutch banking sector. Taylorism and team-based work differ in their conceptualization of organization and job design, but, when it comes to the gender subtext, it is six of one and half a dozen of the other. We argue that in both approaches a gender subtext contributes to the emergence of different but gendered notions of the ‘disembodied worker’. In both cases the notion of the abstract worker is implicitly loaded with masculine connotations. This gender bias is supported by two factors influencing the gendering of jobs: the gender connotations of care responsibilities and of qualification profiles. These implicit connotations produce and reinforce unequal opportunities for men and women to get highly qualified or management jobs. Our research, therefore, questions the self-evidence of stating that team-based work will offer opportunities for a higher quality of working life for women.     

Polarization in Mothers' Employment

Using secondary analysis of large, nationally representative government data sets, we explore the interaction of occupational class and the age of youngest child in mothers' labour force participation. We show that levels of full-time working vary markedly in each occupational class and by age of youngest child. Within part-time working, the principal form of labour force participation for mothers, there are marked class differences in eligibility for ‘short-term’ and ‘long-term’ employment rights, as well as in the ‘quality’ of part-time working. We suggest that the impact on mothers' employment of the age of the youngest child is mediated by mothers' occupational class and conclude that there is growing evidence of polarities in the employment experience of mothers in different occupational classes.     

If you dare to ask: self-perceived possibilities of Spanish fathers to reduce work hours

Time scarcity is a reality for most mothers and fathers of young children who work full-time. Though the Spanish law recognizes a specific right to a reduced schedule for care reasons, fathers very rarely make use of this policy. Many of them simply think that, in their current employment circumstances, they ‘can’t’ cut down on work hours. This analysis focuses on the subjective perception that employees have of their difficulty to reduce work hours. Using a nationally representative sample of Spanish employees in charge of young children, and drawing on intersectionality perspectives, we propose that several stratification systems (e.g. gender and economic structure) overlap framing the subjective experience of how easy or difficult it is to adopt a reduced schedule. We confirm that fathers in middle-level service occupations (e.g. clerical workers) may be those most likely to be ‘undoing gender’ at work, as they differ significantly from other fathers in their perception that for them it would be easier to reduce their work hours.     

Constructing Masculinity in the Building Trades: ‘Most Jobs in the Construction Industry Can Be Done by Women’

Construction is one of the most gender‐segregated sectors of the UK economy; men constitute over 99 per cent of the employees in the building trades. This article focuses on the role of discourse in reflecting and reproducing the absence of women in the construction trades. A small excerpt from an industry report is described, interpreted and explained using critical discourse analysis. The analysis takes as its starting point one phrase, ‘most jobs in the construction industry can be done by women’ and places it in its structural, institutional and historic context, showing its dependence on presuppositions about women's abilities, and the ideological basis of those assumptions. Male construction workers' masculine identity is defined in relation to their ‘tough’ job. The culture of taking safety risks, and working long hours in primitive working conditions suits some employers very well. The report's assertion that women can do ‘most jobs’ in construction appears to challenge the dominant ideology but it actually reproduces it, helping to maintain gender segregation. Thus it contributes in a small way to sustaining existing power relations by containing potentially transformative movements.     

The lived experiences of foreign women: Influences on their international working lives

The lived experiences of foreign women were explored to discover influences on their international working lives. Life history narratives were collected in interviews with 12 participants who were female, foreign (nationality differs from their country of employment) and employed or a business owner in the United Arab Emirates. A phenomenological framework of analysis resulted in identification of three emergent themes around life experiences that had shaped participants' working lives: becoming a new generation of expatriates; adjustment to sociocultural change; and centrality of womanhood. The implication of these themes was the influence from lived experiences on the development and professional identity of foreign working‐women. Findings offer insight about influences on the actual and potential economic participation of foreign women for business practitioners and policymakers. A new classification of foreign worker, the ‘foreign working‐woman’ (FW‐W), extends the body of academic knowledge. A research direction is proposed for further international study about influences from life experiences on the FW‐W.     

Towards a ‘virtual’ world: Social isolation and struggles during the COVID‐19 pandemic as single women living alone

This article is a personal reflection of how the current COVID‐19 pandemic affects our working lives and wellbeing, as single female academics who live alone in the UK. We offer a dialogue of our daily lives of being confined at home with lockdown measures extended. In particular, we focus on the experience of, and coping with, isolation and loneliness. Is isolation making us more socially connected? Through ‘virtual’ working and changing learning environments for us as teachers and learners, we explore changes in our working life and subsequent changes in the domestic environment. By capturing our lived experiences, we create an intellectual and safe space to voice our emotional struggles — as ‘invisible’ isolated individuals containing and consuming loneliness on our own. We foster alternative conversations as to how we might engender new perspectives from single female academics to combat social isolation in the workplace.     

Regulatory Problems of Commercial Banks in the Context of the European Sovereign Crisis

This study aims to find whether regulatory measurement of banking risks proposed by the Basel Committee provide a framework that allows an adequate reflection of these risks in banks’ capital requirements. The analysis is carried through the prism of financial crisis that started in 2007 and current sovereign crisis in some European countries. In the study we investigated the problems attached to Standardized Approach and risk measurement of a financial instrument based on the rating of issuer. As a result we revealed contradiction in the current regulation, according to which risk free assets provide a better return than riskier assets. We found evidences of the gaps attached to Standardized Approach, which in current sovereign crisis can become problematic not only for commercial banks, but also for the issuers of financial instruments in which commercial banks have investments. Finally, we offered a different method of risk measurement that, we argue, provides a better measurement of banking risks as such.     

Flexibility and work-family balance: a win-win solution for companies? The case of Italy

Flexibility of working time is currently coming to the fore, with varying degrees of intensity, in European countries. After a brief analysis of flexibility (origin, characteristics, spread) in Europe, this paper will focus in particular on the Italian case by presenting a phenomenon attracting growing attention: ‘Smart Working.’ This is an innovative approach to work organisation that integrates and exceeds concepts such as teleworking and mobile working, thus questioning traditional constraints (such as physical space or work times and tools) and seeking new balances based on greater freedom for workers, as well as their empowerment. By taking advantage of two recent empirical investigations carried out in Italy (2011–2012) we could illustrates the relevance of S.W. in terms of both aspiration and practice, and its high incidence on core issues such as care, fertility rate, and the daily challenge of balancing family and work. In light of this, we tried to discover whether and under what conditions the introduction of different S.W. forms could be a win-win solution for companies and employees alike.     

Gender and Disability in Male‐Dominated Occupations: A Social Relational Model

Evidence from male‐dominated sectors points to high levels of disability and the disabling nature of working environments. However, research of this nature assumes a medical model of disability that does not account for the social construction of disability or the lived experiences of disabled employees. Using data from seven focus groups (n = 44) and semi‐structured interviews with professional transport employees with life‐long hidden ‘impairments’, including dyslexia, dyscalculia, dyspraxia, ADD/ADHD and Asperger syndrome (n = 22), this paper explores the lived experiences of men and women working in a sector traditionally dominated by men, the transport industry. Key themes include homosociality, public–private divide and the impact of changing work practices. Further, the data revealed how those with hidden ‘impairments’ in part construct their identities in relation to both non‐disabled colleagues and those considered stereotypically representing disability (wheelchair users). This study furthers understandings of the relationality of gender and disability in the workplace, and the lived experiences of disabled employees.     

Working Part‐Time for the State: Gender,Class and the Public Sector Pay Gap

This article explores the role and nature of disadvantages associated with part‐time working in perpetuating the gender pay gap in the public sector. It does so by means of a detailed case study of local government workers in the UK, with particular reference to the more than one and a half million local government service workers covered by National Joint Council bargaining arrangements. The article draws from original pay data analysis and national survey work conducted by the author. It argues that little has changed since the findings reported 20 years ago by Beechey and Perkins with respect to the disadvantages experienced by part‐time workers and the ‘construction’ of employment in gendered ways. However, the role of class may have been understated in previous accounts: class fractions in gender‐segregated employment continue to hold deep significance and provide some potential for solidaristic approaches by trade unions alongside traditional ‘equality’ initiatives.     

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

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