In search of the glass ceiling: gender and recruitment to management in Norway's state bureaucracy1

There are still fewer female than male managers in Norway's state bureaucracy. This article asks if there are organizational barriers which prevent women from entering these positions. Is there really a glass ceiling, or must one look outside the organizational environment to find an explanation? Is it rather the case that the scarcity of female managers is caused by women's own preferences or their life situations outside work? Or do both contribute to the situation? The study shows that female managers are treated just as well as male managers in central parts of the state bureaucracy. Employers give equal shares of respect and attention to both genders. Female managers are encouraged to apply for the same number of jobs as men and are offered an equal number of jobs as men when they apply; in fact, women are offered more jobs than men, when one controls for the number of job applications. This indicates that organizational barriers are not the problem. The study also shows that there are no differences in work orientation between male and female managers. Female managers are just as ambitious as male managers. Nor do female managers find it more difficult than male managers to combine work and family life. So, how can one explain the low number of female managers? The study shows that one reason can be that female managers apply for management jobs less often than their male colleagues. The cause of this seems to be anticipated discrimination rather than lack of ambition or self‐confidence. However, this slows down women's movement into higher management positions in the state bureaucracy.     

Measures of accountability and delegated discretion in activation work: lessons from the Norwegian Labour and Welfare Service

Activation work – the complex task of motivating, compelling and assisting marginalized citizens into labour market participation – pinpoints critical issues of discretion and accountability in the welfare state. Investigating accountability measures aimed at ensuring qualified discretionary judgements is therefore important. In this article, I discuss the reformed Norwegian Labour and Welfare Service and the accountability measures aimed at discretionary judgements of frontline workers. The conclusion is that, because activation tasks in the Norwegian frontline service imply professional discretion more than administrative discretion, structural measures aimed at restricting the discretionary space of frontline workers seem to have only limited impact. This is because the knowledge necessary to perform means – end judgements is insufficient. Rather, there seems to be a need for epistemic measures aimed at improving the knowledge base for professional discretionary reasoning.     

Gender,work and childbearing: couple analysis of work adjustments after the transition to parenthood

This study focuses on Swedish couples' work adjustments following the transition to parenthood. Specifically, we ask whether couples' gender role attitudes influence whether they make adjustments to their work situations after the end of the parental leave. Using couple data from the Young Adult Panel Study, we find that both partners are more likely to make work adjustments when both partners hold egalitarian attitudes. It is also more likely that only the male partner will make work changes when both partners are egalitarian. When one partner holds more egalitarian attitudes than the other partner, it tends to have a stronger impact on the work adjustments of the more egalitarian partner. For example, couples with egalitarian male partners are more than three times as likely to have the male partner change his work situation as couples in which neither partner holds egalitarian attitudes. While less consistent, there is some evidence that female egalitarian attitudes increase the likelihood of female work changes.     

Resisting sexism and speciesism in the social sciences: Using feminist,species‐inclusive,visual methods to value the work of women and (other) animals

Visual methods offer social scientists some promising possibilities for valuing the work of women and animals in domestic homes and formal organizations, such as schools, hospitals, residential care facilities and other workplaces. In this article, we consider how visual methods might be used to ‘put women and animals in the frame’. We draw data and inspiration from our What is it About Animals study [2015–2016], which involved an online call for people over 16 years of age, to post pictures, poems, stories and videos depicting what animals mean to them. We pay attention to attempts to resist sexism and speciesism in the valuing of work, including emotional labour. We consider the possibility of post‐humanist methods for animal subject‐hood, and a sociology of animals, emotions and work. We end with a discussion of possible future visual methods projects to value the work of women and (other) animals.     

‘Now,We Have the Same Rights as Men to Keep Our Jobs’: Gendered Perceptions of Opportunity and Obstacles in a Mexican Workplace

Drawing on extensive qualitative data at a Mexican‐owned multinational corporation, this case study investigates professional employees’ perceptions of changes to a prohibitive work policy requiring women to quit working upon marriage and having children. Employees believed the policy change meant working women were valued employees, but how this translated into opportunity highlighted distinct views of the types of positions professional women could occupy at the company, reinforcing sex‐segregated job allocation. Whereas women's narratives pointed to cultural resistance, men's narratives attributed the dearth of women in higher level positions to their lack of professionalism and commitment to work. The work policy change only guaranteed the right for women to work as the company modernized to fit the neoliberal demands of the global marketplace. Now women faced the challenge of turning that right into career advancement in a traditionally masculine‐defined company. I argue that even with the policy change, gendered discourses on women in professional occupations constructed and maintained gender inequities in the workplace. This study contributes to the scholarly discussion on gendered discourses within the context of global restructuring by showing how mechanisms at work maintain gender inequity in the workplace.     

Workplace friendships among social work,counseling, and human service educators: Exploring the impact of sexual orientation and friendships in workplace empowerment

Workplace friendships are deliberate bonds between people in the workplace in which various degrees of confidence, care, emotional support, solidarity, honesty, and trust are shared. For lesbian, gay, and bisexual (LGB) academics in higher education, such friendships may be particularly important as sources of social and institutional support. In this study, the authors examine the relationship between workplace friendships and workplace empowerment among a sample (N?=?204) of LGB and non-LGB educators in social work, counseling, and human services. The findings, taken from this sample of university educators, indicate that sexual orientation and workplace friendship opportunities can predict workplace empowerment. Implications of the study are that workplace behavioral health practice and research that supports LGB and non-LGB workers in developing meaningful relationships at work can positively impact the higher education workplace.