Promoting Gender Equality without a Gender Perspective: Problem Representations of Equal Pay in Finland

The current locus of promoting equal pay in Finland is the workplace. Legal instruments, like gender equality planning and its pay surveys, are to be implemented in workplaces. This development raises important questions about the central role of the local trade union representatives as promoters of equal pay. This article analyses how local trade union representatives construct the problem of unequal pay and their role in narrowing the gender pay gap and their possible agonistic adversaries in negotiations on equal pay. Different problem representations concerning equal pay are analysed and evaluated on the basis of their potential to fracture the gender‐blind wage bargaining culture and ability to cash in on the promises made towards narrowing the gender pay gap.     

How Women Engineers Do and Undo Gender: Consequences for Gender Equality

The image of engineering as a masculine profession has reproduced the perception that engineering is unsuitable for women. While various strategies have been used to try to increase the number of women entering engineering education and employment, their success has been limited. At the same time it has been argued that the way gender is ‘done’ in work can help diminish or increase inequality between the sexes. Using empirical research exploring women engineering students’ workplace experiences, this article considers how gender performance explains their behaviour and attitudes. Butler implied that doing gender can result in our being ‘undone’. This was specifically found to be the case for the women students in this study, who performed their gender in a particular way in order to gain male acceptance. In doing this they utilized certain coping strategies: acting like one of the boys, accepting gender discrimination, achieving a reputation, seeing the advantages over the disadvantages and adopting an ‘anti‐woman’ approach. These strategies are part of women's enculturation and professionalization in engineering, yet they also fail to value femaleness. In ‘doing’ engineering, women often ‘undo’ their gender. Such gender performance does nothing to challenge the gendered culture of engineering, and in many ways contributes to maintaining an environment that is hostile to women.     

Interplay of gender subtext and local culture in the organizational logic: the case of a textile factory in Turkey

This paper examines gender as a constitutive element of inequality regimes in the workplace. The organizational logic of workplace is reproduced through accepted but unequal policies and principles. The organizational dynamics of the gendered workplace are embedded in the articulation of global and local markets. The article elaborates on the nature of the organizational logic by focusing on the local dynamics of a Central Anatolian city, Çorum, based on a case study conducted in Turkey. We observe how capitalist organizational logic and gender subtext operate in and through the conservative culture specific to this locality. Through the interactions between employers and employees, the engagement between the capitalist organization and gender subtext constructs the realities of workplace. Workers’ responses to the structural, cultural, interactional and identity dynamics of the organization are to be understood within the triangle of skill, care and honour in capitalist organizational logic. Embedded in all these responses is a specific emphasis on virtuous female worker. Such an ideal worker fits both the capitalist organizational logic and patriarchal system.     

Practising Gender When Networking: The Case of University–Industry Innovation Projects

This paper gains insight into the role of gender in interpersonal networks, which is largely neglected in research on networking. We do so by exploring the concept of ‘practising gender’, the spatial‐temporal accomplishment of gender practices, when people build, maintain and exit social networks. The paper is based on a study of male‐dominated technological collaboration projects between universities and industry. Our analysis of observations of project meetings and interviews with project participants demonstrates how people in real time and space draw from culturally available gender practices in their networking with each other. This practising of gender was found to be done largely unreflexively, sometimes through humour, within allegedly trivial activities such as pouring coffee and socializing as well as in critical activities such as composing the network. The exploration of the practising of gender in relation to culturally available gender practices enabled us to examine how those gender practices are reproduced, stretched or challenged when people network. We show how focussing on the dynamic side of gender allows us to get better insight into how gender inequalities in networks are reproduced or countered on the micro‐interactional level.     

Flawed Policy,Failed Politics? Challenging the Sexual Politics of Managing Diversity in Engineering Organizations

In Australia, as in most other developed countries, women constitute less than 10 per cent of engineers and they are leaving the profession faster than men. Engineering organizations have taken up managing diversity as a key policy to improve the recruitment and retention rates of women engineers. This article contributes to the developing literature of critical approaches to diversity by drawing on data from three large engineering companies to argue that this policy fails to challenge the prevailing sexual politics in engineering. We propose the concept of ‘sexual politics’ in order to stress that gender is relational, contested and always political. In failing to engage with the sexual politics in engineering organizations, managing diversity obscures the systematic nature of women's disadvantage and men's advantage in the workplace. Only when these politics are recognized, confronted and transformed will engineering careers be more equitable.     

EXPOsing Men's Gender Role Attitudes as Porn Superfans

Much contemporary debate about pornography centers on its role in portraying and perpetuating gender inequality. This article compares traditional gendered attitudes between cisgender men attending the Adult Entertainment Expo (n = 294) and a random sample of male respondents from the 2016 General Social Survey (GSS), a U.S. representative survey of general attitudes and beliefs collected every two years (n = 863). Our survey borrowed questions from the GSS to measure attitudes about gender equality across four dimensions: (1) working mothers, (2) women in politics, (3) traditional gender roles in the family, and (4) affirmative action for women in the workplace. Through bivariate analyses, we found that “porn superfans” are no more sexist or misogynistic than the general U.S. public on two of the four measures (women in politics and women in the general workplace) and held more progressive gender‐role attitudes than the general public on the other two measures. We conducted binary logistic regressions for those two measures to determine if the relationship remained significant when controlling for other factors. For one dimension, working mothers, it did (p < .001). Our results call into question some of the claims that porn consumption fosters de facto negative and hostile attitudes toward women.     

Quota trouble: Talking about gender quotas in finnish local politics

This article analyses the discourse concerning gender quotas and their implementation in Finnish local politics. Among our local actor interviewees, we found four different groups: feminist-oriented, non-feminist, accepting and disapproving. Despite the successful implementation of the quotas, our analysis reveals hidden conflicts and resistance. Respondents often resorted to memory lapses, strategies of distancing or assumptions about the interim character of quotas in an ‘almost gender equal Finland’ when discussing the implementation process. The predominance of these strategies is explained by contextual factors, including the strong cultural support for gender equality and legalism in Finland. We suggest that they can be interpreted as psychologized forms of resistance to a hegemonic discourse which does not really allow for anyone to be ‘against gender equality’ or wilfully negligent of the law.     

Controlling Anger and Happiness at Work: An Examination of Gender Differences

This article examines gender differences in the emotion management of men and women in the workplace. The belief in American culture that women are more emotional than men has limited women's opportunities in many types of work. Because emotional expression is often tightly controlled in the workplace, examining emotion management performed at work presents an opportunity to evaluate gender differences in response to similar working conditions. Previous research suggests that men and women do not differ in their experiences of emotion and the expression of emotion is linked to status positions. An analysis of survey data collected from workers in a diverse group of occupations illustrates that women express anger less and happiness more than men in the workplace. Job and status characteristics explain the association between gender and anger management at work but were unrelated to the management of happiness expressions in the workplace.     

“Doing Gender”

Abstract

Through thinking about and empirically analyzing lesbigay domestic arrangements in Sweden, this paper aims at broadening the understanding of gender and further developing the “doing gender” perspective as applied to housework division. It begins with a review of empirical findings of and the application of the “doing gender” approach to housework division, identifying problems associated with a focus on heterosexual units in a context where gender norms are seemingly homogeneous and conventional. To make full use of the perspective, it is necessary to allow for contradictions in and resistance against normative expectations of gender. Empirically, this translates to exploring domestic arrangements in a variety of settings with different normative expectations of gender. This paper takes a small step in this direction through undertaking an empirical study of the division of housework in lesbigay households in Sweden and finds a strong pattern of egalitarianism that consists less in a 50% split between the couple in all household tasks but in the fluidity, complexity, and deliberateness in which housework is shared, especially among lesbian couples. The analysis further underscores the importance of gender in lesbigay households.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

The Experience of Gender Change in Public Sector Organizations

The state has a twofold relationship to gender change in society, through its overall steering capacity and through the gendered character of its constituent agencies. It is therefore important to understand the experience of gender change in state organizations. The findings from a study of gender relations in ten public‐sector worksites in New South Wales, Australia are presented. There is a widespread consciousness of gender change linked with new labour processes, restructuring and new patterns of management. These changes are uneven and limits to change are visible. Gender is recognized as an organizational problem in specific circumstances, most visibly where men’s resistance to change appears. A number of mechanisms limit the consciousness of gender as a problem. Several trends, including the current strength of neo‐liberalism, converge to make the gender‐neutral workplace the principal goal of gender reform in the public‐sector workplace. This, however, limits the state’s steering capacity in regard to societal gender relations.     

Doing gender,modestly: Conceptualizing workplace experiences of Pakistani women doctors

Using the theoretical framework of inequality regimes, this article offers a reconceptualization of purdah as it is practised, lived and experienced by women doctors of Pakistan. Based on an ethnographic study of Pakistani women doctors, this research indicates that practising purdah in the workplace is perceived as doing femininity within the hegemonic masculine workplace culture of Pakistan. In Pakistani organizations, individual and institutionalized practices of purdah create a gendered substructure which marginalizes women doctors by dictating the norms of conduct, international ethics, organization of physical space and work allocation. Patriarchal interpretations of religious doctrines of modesty provide legitimacy to the existence of these inequality regimes. Based on this, the article argues for a system‐level theorization of purdah that accounts for both individual and institutional norms of veil. Such conceptualization contributes to our understanding of how religion intersects with gender, class and race to create complex systemic inequities in organizational structure.     

‘Doing femininity’ at work: More than just relational practice1

Workplaces constitute one of the more interesting sites where individuals ‘do gender’, while at the same time constructing their professional identities and meeting their organisation's expectations. Drawing on interactional data recorded in New Zealand professional organisations, this paper focuses in particular on how participants manage and interpret the notion of ‘femininity’ in workplace discourse. In much current usage, the concepts ‘feminine’ and ‘femininity’ typically evoke negative reactions. Our analysis suggests these notions can be reclaimed and reinterpreted positively using an approach which frames doing femininity at work as normal, unmarked, and effective workplace behaviour in many contexts. The analysis also demonstrates that multiple femininities extend beyond normative expectations, such as enacting relational practice ( Fletcher 1999 ), to embrace more contestive and parodic instantiations of femininity in workplace talk.     

“This Is Our Gender Person”

Despite the prevalence of gender experts in international development institutions, their impact in terms of transformative feminist politics remains questionable. Gender experts, and their profession more broadly, have been strongly criticized by a range of feminists working in academic contexts. In particular, some have argued that neoliberalism and feminism have converged,  framing the role of gender experts as primarily to legitimate and embed neoliberal models of development. This article engages with these critiques from the perspective of the gender expert her/himself, drawing on first-hand experiences to tease out some of the tensions and complexities of this work. After setting out some general challenges for gender experts, I focus on one particular aspect of the current gender and development paradigm – the “business case” for gender equality – and explore how it feels to work within such a framework. In doing so, I aim to reflect on the possibilities of promoting transformative change whilst at the same time acknowledging and embracing the dilemmas and contradictions involved in the daily politics of working as a gender expert.     

Crafting social change: former global factory workers negotiating new identities in Sri Lanka’s villages

This article explores how former factory workers negotiate new identities in villages, as new brides, mothers and daughters-in-law, after 5–6 years of employment in an urban Free Trade Zone. I argue that their performances of self-discipline and disavowal of transgressive knowledges allow them to make use of the limited social, economic and political spaces available while gradually reshaping local understandings about the good daughter-in-law. Former workers’ strategic deployment of social conformity represents the foundation on which their entry into village social, economic, political spaces is based on. Although individual social conformity would conventionally be identified as everyday politics, I argue that former workers’ performance of self-discipline and social conformity is strategic and leads to changes in gender norms and village social hierarchies and thus represents a form of politics that is in between everyday and transformative politics – politics that creates conditions of possibility for social transformations.     

The Doing and Undoing of Gender: The Importance of Being a Credible Female Victim

It is increasingly argued that gender is something we ‘do’ (or ‘undo’) rather than ‘are’. The doing of gender, or the accomplishment of gender, becomes credible when it conforms (in broad terms) to certain normative conceptions of gender. Resistance to, or subversions of these norms, or the failure to appear credible, deny the individual a gendered authenticity. Attempts to unshackle notions of gender — to ‘undo gender’ and to accept the outcome as authentic, open and fluid — have been matched with concerns that this theoretically empowering process may result in the loss of political power — the notion of woman (or man) in whose name we can act being lost as the binary is eliminated. These tensions are explored in the context of the UK Sex Discrimination Act 1975 (rev. 1986) . This article demonstrates how the doing and undoing of gender in an employment tribunal accomplishes or negates the ‘authenticity’ of gender.     

Popular Culture and Workplace Gendering among Varieties of Capitalism: Working Women and their Representation in Japanese Manga

Female empowerment is a prerequisite for a just and sustainable developed society. Being the most developed non‐western country, Japan offers an instructive window onto concerns about gender worldwide. Although overall gender equality is advancing in Japan, difficulties remain, especially in achieving equality in the workplace. We draw on theories of ontological commitment and the psychology of fiction to critically analyse the role of popular culture — in this case manga — in the reproduction of gender inequality in the Japanese workplace. We present examples of four of the most popular mainstream manga aimed at working men and women in Japan and show how women are depicted. We argue that the hyper‐mediated fictional realism of representative tropes generates an ontological commitment to characters and narratives among consumers that reinforces the reproduction of a culturally exceptionalist national political economic space, one of whose essential defining characteristics is a gendered workplace. Our research suggests important implications for researching the relationship between culture, in all its forms, and spatial variation in persistent institutional biases among varieties of capitalism.     

Placing Gender in Social Work: The Local and National Dimensions of Gender Relations

This paper argues that as well as being sensitive to wider discourses of gender relations, social workers need to consider the ways in which gender is localised. It is argued that to some extent gender practices vary according to local culture, that gendered identities are often localised and that social workers tend to construct their clients according to images of local men and women. These images tend to be stereotypical but some do also reflect dominant local gendered practices. The paper draws on data from qualitative interviews with social workers and probation officers, as well as the experience of teaching social work students, to illustrate these arguments. Whilst it is argued that the localising of gender is of general relevance, the data come from Wales alone. The author's conclusion is that (amongst other things) anti‐oppressive practice involves recognising the important influence of local stereotypes and challenging them, whilst also acknowledging that gendered practices do vary from place to place.     

Management gender composition and the gender pay gap: Evidence from British panel data

Women continue to earn less than their male counterparts globally. Scholars and feminist activists have suggested a partial explanation for this gender gap in earnings could be women's limited access to power structures at the workplace. Using the linked employer–employee data of the Workplace Employment Relations Study 2004–2011, this article asks what happens to the gender gap in earnings among non‐managerial employees when the share of women in management at the workplace increases. The findings, based on workplace‐fixed time‐fixed effects regression models, suggest that workplace‐level increases in the share of women in management are associated with decreases of the non‐managerial gender gap in earnings. This effect appears to be largely unrelated to changes in equality and diversity policies, family‐friendly arrangements and support for carers at the workplace.     

The complexities of friendship: exploring how gay men make sense of their workplace friendships with straight women

Despite the contemporary attention paid to the gay male–straight female friendship dyad within popular culture and a growing scholarly interest in male–female friendships, not enough is known about the friendship dynamics between gay men and straight women, particularly in the workplace. I draw upon qualitative findings from in‐depth interviews with 28 gay men employed in a range of work roles in the UK to document their existence and shed light on how gay men understand, value and give meaning to workplace friendships with women. Study findings reveal the paucity of textual cues and practices to direct the development and maintenance of these friendships. Overcoming this, study participants are shown to be inventive in their approach to doing friendship. As problematic as some friendship ties are for understanding differences along the lines of sexuality and gender, the opportunities for challenging heteronormative ways of relating in workplace friendship are regarded as more promising.