Gender Equality as Institutional Work: The Case of the Church of Sweden

Institutional theory predicts that organizations respond to external changes in their environment to be able to safeguard their long‐term viability. One of the most significant institutional changes in the last century has been the entry of women into both labour markets and professions; however, an extensive literature reports that gender inequality and various forms of sexism still structure and influence the everyday work of organizations. Drawing on the recent literature on institutional work, the article reports on a study of how the Church of Sweden has managed to relatively successfully institutionalize female ministers as legitimate and widely respected members of the professional category of ministers ordained by the Church. Female ministers believe they are, by and large, respected in the Church, but suggest that gender remains an issue as women are at times expected to embody certain interests and have to answer some questions that their male colleagues may have been spared. The findings describe institutional work as an ongoing process with no fixed end‐point, stressing agency as the distributed and collective capacity to question established beliefs and norms.     

Challenging Misconceptions about Organizing Women into Unions

In many countries, women are the fastest growing group of unionized workers. As unions scramble to restore their flagging membership, women become central to the process of union membership renewal. Yet survey data collected from union organizers in Canada show that unions are only partially meeting women’s demand for union representation, in large part because of gender bias in union organizing practices. To develop this argument, this article offers data analysis that challenges four popular misconceptions about women and unions which contribute to gender bias in union organizing practices. These misconceptions are: women are less likely to support unions than men; high rates of unionization in the public sector rather than women themselves explain the high rates of union growth amongst women; small workplaces are a particular barrier to organizing women and women are more passive and avoid conflict, therefore reducing their likelihood of withstanding a hostile organizing drive. Having challenged these misconceptions, the article concludes with a discussion of the many ways in which union organizing practices are gender biased. Issues discussed range from the limited number of women hired as organizers to the tendency of unions to target small male‐dominated workplaces for organizing, over women‐dominated workplaces, in spite of the latter’s greater likelihood of success.     

Ladders and lifting: How gender affects safety behaviors in the fire service

This research explores the degree to which gender affects safety behaviors and outcomes in the fire service. Semistructured focus groups and interviews were conducted based on findings from the literature on women and gender in the fire service. Four focus groups (N?=?22) and eight interviews were recorded, transcribed, and coded using NVivo 10 software. This methodology explored if female gender improves safety behaviors through (1) weighing the risks and benefits of dangerous situations, (2) focusing on biomechanics and technique, (3) asking for help, (4) being motivated to report injuries, (5) being heard by colleagues, and (6) illuminating a hostile work environment’s contribution to safety. Participants report that women have less of a “tough guy” attitude than their male colleagues and felt that deviating from the modernist American hyper-masculine norm may have a positive impact on their work practices and injury outcomes. If women in the fire service perceive risk differently than their male colleagues, perhaps strengthening efforts to recruit women and creating a culture that values their perspective will improve the occupation’s overall safety outcomes. Further research is necessary to quantify these gender differences and their relationship to safety outcomes.     

Opting Back In: The Influence of Time at Home on Professional Women's Career Redirection after Opting Out

Limited research on professional women's labour force re‐entry after a career break (so‐called ‘opting out’) finds that women redirect away from former careers. Little is known about why this occurs. Our study, based on in‐depth interviews with 54 at‐home mothers, extends prior research to address this question. We find that among women who intended to return to work (who constitute the majority), most planned to pursue alternative careers, typically in traditionally female‐dominated professions or were uncertain about their career direction; few planned to return to their former employers. The reasons for this redirection were women's negative experiences in family inflexible occupations, skill depreciation and perceived age discrimination. Equally or more important, however, was their adaptation to new constraints and opportunities at home (such as increased involvement in mothering and community work), which engendered an aspirational shift towards new, care‐oriented professions that were lower paid and had lower status. We discuss the policy implications of these findings.     

“I'm Not Supporting His Kids”: Nonresident Fathers' Contributions Given Mothers' New Fertility

The authors examined whether nonresident fathers provide informal support to their children and whether support stops if their ex‐partner goes on to have a child with a new man. A logistic regression analysis of longitudinal survey and administrative data for 434 women who received welfare in Wisconsin showed that fathers are less likely to provide informal support when their ex‐partner has a child with a new partner. Alternative models that control for unobserved characteristics suggest somewhat different results, providing stronger evidence of declines in support that can be shared across family members than in support that can be directed to a particular child.     

Women of the corporation: A sociolinguistic perspective of senior women's leadership language in the U.K.

This paper reconceptualises a classic theory (Kanter 1993[1977]) on gender and leadership in order to provide fresh insights for both sociolinguistic and management thinking. Kanter claimed that there are four approved ‘role traps’ for women leaders in male‐dominated organisations: Mother, Pet, Seductress and Iron Maiden, based on familiar historical archetypes of women in power. This paper reinterprets Kanter's construct of role traps in sociolinguistic terms as gendered, discursive resources that senior women utilise proactively to interact with their predominantly male colleagues. Based on a Research Council funded ¹ study of 14 senior leaders (seven female and seven male) each conducting at least one senior management meeting in the U.K., the paper finds that individual speakers can transform stereotyped subject positions into powerful discursive resources to accomplish the goals of leadership, albeit marked by gender.     

Professions and the Social Order: Some Lessons from Burkina Faso?

The study of professions has been dominated by Anglo‐American models, with their focus on a small group of legally licensed occupations. The field has recently shifted, mainly through studies of European experience, to a wider examination of the social management of expert workers. Very little has been written about developments in Africa and their implications for the way in which we might think about professions. This paper presents a case study of the role and practices of the medical profession in Burkina Faso, which has a relatively open market for the supply of healing services and limited regulation of the suppliers, whether physicians or traditional practitioners. The study returns to classic questions about the extent to which practice is shaped by the nature of occupational niches within the division of labor or to the development of a distinctive moral character among the workers within that niche.     

Redoing Gender: How Women in the Funeral Industry Use Essentialism for Equality

Although some research considers women's participation in traditionally male‐dominated jobs as an ‘undoing’ of the gender system, other scholars argue that women's participation in non‐traditional roles can actually maintain hegemonic masculinity. Because women have recently entered the funeral industry in unprecedented numbers, the profession offers a unique context to study how women negotiate a sense of belonging in male‐dominated fields. I draw on 22 interviews with women in the funeral industry to reveal how gender is done and undone in an occupational context. In what Hughey ( 2010 . Social Problems, 57, 653–679) refers to as a ‘paradox of participation’, I argue that women in the funeral industry redefine the image of the ideal funeral director by using gender essentialist logic, which originally acted as a barrier to their entry to the field, to justify their participation. By showing how gender essentialism and egalitarianism can constitute reinforcing logics instead of an opposing binary, this research contributes to the literature concerning women in non‐traditional roles.     

Cultural Correlates of Gender Integration in Science

Gender integration within science has been uneven: some fields have integrated women to almost equitable levels, while others remain male‐dominated. Explanations for this variation abound, but few are able to assess empirically the relevance of disciplinary cultures in a systematic way. We take up this challenge by analysing accounts of scientific success in fields that integrated women to a large degree (Psychology and the Life Sciences) and fields that did not (Engineering and Physics). We qualitatively assess how the salience of relationships changed over time in these fields. We find that scientists from disciplines that have crossed the threshold whereby women are no longer tokens culturally value informal relationships more than those in which women remain a small numerical minority.     

Gender Differences in Job Challenge: A Matter of Task Allocation

Challenging job experiences are considered important prerequisites for management development and career success. Several researchers have suggested that women are given fewer challenging assignments than their male colleagues. To test this idea we performed two studies. The first examined possible gender differences in challenging job experiences at middle job levels. The results indicated that female employees had fewer challenging experiences in their jobs than their male counterparts. The second explored the proposition that differential assignment of challenging tasks to male and female subordinates underlies gender differences in job challenge. The results indeed suggest that supervisors' task allocation decisions are not gender‐blind and may result in women having fewer challenging job experiences than men.     

Using social media-based drama therapy and family counselling to treat symptoms of postpartum depression among women

This study examines the impact of social media-based drama therapy and family counselling in reducing symptoms of postpartum depression (PPD) in women aged 18–34. The researchers used a quasi-experimental design and randomly assigned the participants (n = 303) to the control, drama therapy, and family counselling groups. The key findings of the study are as follows. First, at baseline, women not only showed more symptoms of PPD than their male counterparts, but men also reached the PPD threshold of 12/13. Second, the difference between women and men regarding their PPD scores achieved statistical significance (p = 0.004). However, during the post-intervention assessment, men who received drama therapy intervention reported a significant drop in their PPD below the threshold of 12/13. Only women whose spouses received family counselling on spousal support reported a significant drop in their PPD. However, those whose partners did not receive family counselling on spousal support still reported PPD scores within the threshold. In both instances, women in the control group still had high PPD scores. Finally, during the 6-month follow-up assessment, even men in the control group did not have significant symptoms of PPD as their scores dropped below the threshold. On the contrary, women in the control group still had high PPD, indicating that PPD lasted more in women than in men. Also, women whose husbands received family counselling on spousal support reported PPD scores below the threshold. However, women whose husbands did not receive spousal counselling still had PPD scores at the threshold, even though their scores marginally dropped.     

Trapped in migrants’ sectors? Polish women in the Icelandic labour market

The employment‐driven migrations from Poland to Iceland have largely been pioneered by Polish women. They outnumbered men among Polish residents in this country until the economic boom since 2005 triggered large‐scale male immigration. This trend slowed down with the outbreak of the financial crisis, as the recession severely affected the male‐dominated construction industry. The analysis of Polish female migrants’ working experiences shows that recent inflows are mainly shaped by the nature of labour demand as well as the social policies and care services in Iceland. Although economically integrated, compared with native women Polish women tend to occupy rather disadvantaged positions. They seem concentrated in a few low‐skilled occupations that bring little prestige and low income. On the other hand, they were less affected by the financial crisis, in the sense that many of them maintained work, though some experienced lowering of salaries or reduction of working hours.     

The influence of dual‐identity development on the psychosocial functioning of African‐American gay and bisexual men

To examine the influence of racial‐ethnic and sexual identity development on the psychosocial functioning of African‐American gay and bisexual men (AAGBM), 174 AAGBM completed questionnaire packets designed to assess their levels of racial‐ethnic and sexual identity development, self‐esteem, social support, male gender role stress, HIV prevention self‐efficacy, psychological distress, and life satisfaction. The results indicate that AAGBM who possess more positive (i.e., integrated) seif‐identification as being African American and gay reported higher levels of self‐esteem, HIV prevention self‐efficacy, stronger social support networks, greater levels of life satisfaction, and lower levels of male gender role and psychological distress than their counterparts who reported less positive (i.e., less well integrated) African‐American and gay identity development. Although higher levels of racial‐ethnic identity development were associated with greater levels of life satisfaction, sexual identity development was not.     

The regulatory environment for migrant and women entrepreneurs

This study explores the impact of the underlying assumptions in the regulatory environments of two national contexts, Turkey and the Netherlands, on the entrepreneurship of Turkish women. It uses discourses on gender, ethnicity and entrepreneurship. The results indicate that these regulatory environments are immersed with male gendering ideology and give a secondary position to women and migrant entrepreneurs. Accordingly, women and migrant entrepreneurs are confined by the support provided to them by both governmental and non-governmental organizations. Turkish women entrepreneurs are restricted in networking; access to institutions; and funding by the programmes, initiatives or regulations that their enterprises receive support from. This study contributes to existing literature on migrant and women entrepreneurship by discursively analysing underlying assumptions regarding these groups in two different national contexts.     

Who Helps Single Mothers in Nairobi? The Role of Kin Support

Single mothers often turn to their extended kin for financial assistance and to help with child care. Such support may be especially important in areas of high poverty and poor environmental conditions. Using novel kinship data, this article assesses the extent of support given by more than 3,000 relatives to 462 single mothers living in a slum area of Nairobi, Kenya. Contrary to stereotypes about families in sub‐Saharan Africa, the active kin network of single mothers is relatively small, and nearly a fifth of mothers do not receive any financial or child‐care assistance. Different types of kin offer different kinds of support according to culturally proscribed roles. However, support also depends heavily on kin's employment status, geographic proximity, and age. These findings offer a nuanced picture of how single women living in slum areas draw on their kin network to cope with their daily demands as mothers.     

The strengths of close ties: Taiwanese online entrepreneurship,gender and intersectionality

This article examines entrepreneurs who have started innovative Internet and mobile technology companies in Taiwan because they are at the forefront of industrial changes in the country. Similar to findings in Europe and the USA, education and careers in technology in Taiwan remain dominated by men. However, I argue that the gender inequality of the sector is partly the result of the fact that small new enterprises rely on family support and close social networks. Few women are able to join the sector with male friends and colleagues due to the close social ties of the founding teams (homophily). Among my female interviewees, half have started their nascent companies with their husbands and male partners (husband and wife teams). However, gender, family backgrounds and childcare responsibilities affect both men and women, and the interviewees in my study were open in discussing these personal factors in relation to being entrepreneurs. This article argues that starting an Internet company is a family decision, discussed within the household. Intersectionality, not only gender, explains the founders’ decision to start a company, and their choice of co-founders.     

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.     

Fragmented Sisters? The Implications of Flexible Working Policies for Professional Women's Workplace Relationships

Much is being done by governments and organizations to help workers reconcile their family and employment responsibilities. One such measure has been the introduction of flexible working policies. While academic and policy debates focus on the barriers to flexible working, less consideration is paid to those who work alongside flexible workers. Through a gendered lens, this article focuses on professional women and explores the implications of UK flexible working policies for women's workplace relations in organizations that have traditionally been based on male models of working. Drawing on interviews conducted in three English organizations, it was found that the women's interests did not always coincide and that their social relationships, with respect to flexible working, involved both support and resentment. In particular, the women's interests were affected by organizational and job‐related factors and their stage in the life course. These findings illuminate the ways in which policies are negotiated at the level of daily workplace life and show that co‐workers are a pivotal part of the wider picture of flexible working.     

Women’s Agency in Gender‐Traditional Religions: A Review of Four Approaches

The concept of agency is useful for feminist research on women in gender‐traditional religions. By focusing on religious women’s agency, scholars understand these women as actors, rather than simply acted upon by male‐dominated social institutions. This article reviews the advantages and limitations of feminist scholarship on the agency of women who participate in gender‐traditional religions by bringing into dialog four approaches to understanding agency. The resistance agency approach focuses on women who attempt to challenge or change some aspect of their religion. The empowerment agency approach focuses on how women reinterpret religious doctrine or practices in ways that make them feel empowered in their everyday life. The instrumental approach focuses on the non‐religious positive outcomes of religious practice, and a compliant approach focuses on the multiple and diverse ways in which women conform to gender‐traditional religious teaching. This article concludes by discussing the future direction of scholarship.     

Work satisfaction in a rapidly feminized profession: assessing the intersection of gender,parenting and support resources among veterinary doctors

Abstract

Women typically hold jobs in which they experience less pay and less favorable working conditions than men in comparable positions. Despite these differences, women report similar or even higher levels of work satisfaction. Most studies explaining work satisfaction and gender focus on workplace rewards as potential explanatory variables. Little is known about the relevance of support resources from the family domain in relation to women’s and men’s work satisfaction. Finally, the relevance of support resources has not been studied in high-status professions where women have quickly become more highly represented numerically. Using quantitative survey data from a sample of married veterinary doctors (N?=?311), we explore the influence of work and family-based support resources. Specifically, we examine the relationship between work satisfaction and three sources of support: coworkers, family, and spouses. We also explore whether parental status has moderating effects for women and men with these resources in association with work satisfaction. We find that mothers are more satisfied than fathers. Parenthood and supportive family engagement are strong predictors of women’s work satisfaction. Coworker support is a salient predictor of work satisfaction for all, especially for men who are fathers. Implications for men and women working in high-status professions are discussed.