Gendered Leadership: The Effects of Female Development Agency Leaders on Foreign Aid Spending

This article examines the effects of gender on the leadership of bilateral development aid agencies, particularly their official development assistance (ODA) allocations toward gender‐related programming. Drawing on earlier research on gendered leadership, the article tests the hypothesis that female director generals (DGs) and ministers responsible for aid agencies will allocate more ODA than their male counterparts toward gender programming. This existing literature on gendered leadership is divided: some scholars argue that women and men have distinct leadership styles on account of their gender, while others argue that the only distinguishing factor is the institutional context in which they lead. Drawing on data collected on aid flows and agency leadership within the major Western aid donors of the Organisation for Economic Co‐operation and Development (OECD) Development Assistance Committee (DAC) over the period from 1995 through 2009, we use pooled time series analysis to examine the effects of gendered leadership on aid allocation. Our analysis reveals a tendency for female DGs and ministers to focus ODA on gender‐mainstreaming programs, while male DGs focus ODA on gender‐focused programs. We argue that these divergent priorities reflect the women's desire to reform gendered power structures within their respective aid agencies, and the men's desire to maintain existing gender power structures from which they benefit.     

Who cares? A lack of self‐care for women in the non‐profit/non‐governmental sector

In this article I examine the lack of self‐care regimes for women working in the non‐profit/non‐governmental sector. While I draw on ethnographic research conducted in the Malaysian context of women's organizations, the issue of self‐care for activists and feminist activists is a global one that crosses borders and boundaries. I explore the gendered nature of care and care professions to demonstrate how women are predominantly affected in these working environments. To date, there has been little scholarship on self‐care and care in non‐profit/non‐governmental working environments. Using interviews with women working in the sector, I argue that women's emotional, mental and physical health comes at a cost in these hectic workplaces. This article contributes to the literature on gender, work and care in women's organizations by taking seriously women's concerns working in these spaces, where they experience self‐neglect and institutional barriers in care regimes.     

Brown Suits Need Not Apply: The Intersection of Race,Gender, and Class in Institutional Network Building1

Using ethnographic data, this study investigates network building and the transition from school to work in a career center at a nonprestigious university. Now that disadvantaged students have increased their participation in higher education, it is important to investigate the role of the university in these students’ transition from school to work. I found competing forces of stratification at work in the college career center and while the center mitigated inequality for some, it reproduced inequality for others. The Career Center staff faced pressures to recruit corporations to build job networks, but disinterest from the hiring organizations. Through their interactions with recruiters, the staff saw that African Americans and Latinos were not the standard for the labor market. Although network building ruled the overarching organizational goals, intersections of race, gender, and nationality became the defining logic of the hiring process. Staff members turned away both qualified and unqualified African‐American and Latino men and women, while increasing access for white women and international male students, regardless of their qualifications.     

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.     

Prospects for Change? Structural,Cultural and Action Dimensions of the Careers of Pioneer Women Priests in the Church of England

Like other organizations the Church of England has adapted to the greater and increasing involvement of women in paid work and other parts of the public domain. However, this has been a gradual, strongly contested and painful process for the Church. In 1986, it allowed women to enter the lowest rank of the clerical profession as deacons, and after many years of hard and bitter struggle the vote was won in the General Synod to ordain women to the priesthood. ¹ The first women priests were ordained in 1994. This article reports a study of 31 of the most senior and experienced Church of England women priests from dioceses across the whole of England. Women entering previously male‐dominated, or male exclusive occupations as in the case of the priesthood, are necessarily engaged in a process of change. The women priests in this study were active agents for change, they wanted to change the organization, both structurally and culturally. This article examines the question of whether these women ‘pioneers’ in the Church of England stand any chance of changing the organization and the occupation, or whether and to what extent they are changed themselves by needing to ‘fit in’. It will look at the structural and cultural factors, which may inhibit their agency or support it.     

Gender,Occupation, and Promotion to Management in the Nonprofit Sector

Although one can assume the work values within nonprofit organizations promote gender equality in promotion decisions, there is preliminary evidence that in the nonprofit sector women are underrepresented in higher management positions. Whereas the mechanisms resulting in underrepresentation of women in management have been studied extensively in for‐profit organizations, little is known about these mechanisms in nonprofit organizations. Is gender in nonprofit organizations—even given the underlying values of these organizations—an impediment to attaining a management position? This article presents a case study of employment patterns within the Dutch section of the humanitarian INGO Médecins Sans Frontières and focuses particularly on the effects of gender and occupation on transitions to management. The case study organization represents a “critical case” because the nature of this organization's work environment can be expected to result in a relatively high percentage of women in management. Employee records (N = 2,247) were analyzed using event history models. We found that women made the transition to management less rapidly than men, even when controlling for factors like age, previous work experience, and nationality. However, gender differences were completely explained by occupation. Those employees in female‐dominated occupations (in this case, medical personnel such as nurses) had a lower promotion‐to‐management rate than those in male‐dominated occupations (in this case, nonmedical personnel such as financial officers), irrespective of their gender. This case study highlights the importance to nonprofit management research of studying the effects of occupational sex segregation on promotion.     

Women and Top Leadership Positions: Towards an Institutional Analysis

Women remain under‐represented in top leadership positions in work organizations, a reality that reflects a variety of barriers that create a glass ceiling effect. However, some women do attain top leadership positions, leading scholars to probe under what conditions women are promoted despite seemingly intractable and well‐documented barriers. Previous scholarship tends to posit individual‐level explanations, suggesting either that women who attain top leadership positions are exceptional or that potential women leaders lack key qualities, such as assertiveness. Much less scholarship has explored institutional‐level mechanisms that may increase women's ascension to top positions. This analysis seeks to fill this gap by testing three institutional‐level theories that may shape women's access to and tenure in top positions: the glass cliff, decision‐maker diversity, and the saviour effect. To test these theories we rely on a dataset that includes all CEO transitions in Fortune 500 companies over a 20‐year period. Contrary to the predictions of the glass cliff, we find that diversity among decision makers — not firm performance — significantly increases women's likelihood of being promoted to top leadership positions. We also find, contrary to the predictions of the saviour effect, that diversity among decision makers increases women leaders' tenure as CEOs regardless of firm performance. By identifying contextual factors that increase women's mobility, the paper makes an important contribution to the processes that shape and reproduce gender inequality in work organizations.     

Colonial Oppression, Gender, and Women in the Irish Diaspora

This paper explores the relationship between colonial oppression in pre-famine Ireland and the development of gender patterns that fostered uncommon social and familial roles for women. In post-famine Ireland women's traditional family roles illustrate cultural empowerment that combined with the pull factors of employment opportunities to spawn higher female than male emigration at the same time that patriarchal oppression restricted women's full social participation in Ireland and limited their authority to specific domains of family life. Cultural changes in post-famine Ireland, including increased power for the Catholic Church, mothers' socialization of children to the moral teachings of the Church, delayed marriage, and permanent celibacy among large segments of the population, intersected to produce unique patterns of migration. For women who immigrated to the United States, the cultural background of colonial oppression instilled values that respected independence and employment. In the case of the Irish, colonial oppression initiated gender patterns that pushed women to greater familial power and occupational independence than was typical of other ethnic groups.     

Gender In/equality in Worker‐owned Businesses

Gender scholars have developed a significant body of scholarship on the reproduction of gender inequality in work organizations. However, the vast majority of that research has been conducted in non‐profit organizations or in employer‐owned businesses. In this article, we review the existing literature on gender in worker‐owned businesses. We begin by defining three distinctly different types of worker‐owned businesses: companies with employee stock ownership plans, worker cooperatives, and communes. Next we review the limited research on gender inequality in each of these organizational forms. The current literature finds that women benefit from working in these alternative organizations, but gender disparities nevertheless persist due to occupational segregation and the devaluation of domestic work. Exceptions are those organizations with strong ties to feminism and those with formal power‐sharing policies. Granted the scarcity of research on this topic, however, these conclusions are tentative. We conclude with a discussion of areas for further research.     

Professional perpetrators: sex offenders who use their employment to target and sexually abuse the children with whom they work

Professionals who use their work as a cover for targeting and sexually abusing children have become the focus of public, media and legislative concerns in recent years. In the past 15 years, scandal after scandal has led to review investigations and public inquiries. These in turn have led to legislative changes to help improve childcare practices and prevent perpetrators from gaining access to children through institutions and organizations. This paper explores the literature and research studies which examine institutional abuse and professional perpetrators. Copyright © 2002 John Wiley & Sons, Ltd.     

Re‐inventing the Gendered Organization: Staff Attitudes towards Women and Gender Mainstreaming in NGOs in Malawi

Gender inequality within non‐governmental organizations (NGOs) is constructed on a daily basis through the gendered norms, attitudes and practices of individuals within them. The continual re‐invention of a gendered organization ensures the maintenance of the status quo and therefore the privileging of male/masculine interests over female/feminine interests. Gender mainstreaming is an approach designed to alter the status quo and facilitate women's empowerment. In Malawi, many NGOs have adopted gender mainstreaming as a strategy to address gender inequality both within their organizations and with the communities where they work. Gender mainstreaming initiatives involve a variety of activities including hiring more women staff members, designing policies within the organization to promote gender equality and educating staff members about gender issues through training workshops. While these strategies represent important steps forward for gender equality, it is not clear to what extent these policies and initiatives are translating into meaningful change within the organization.     

Women in the Field: Women,Farming and Organizations

One striking feature of farming as an occupation is that there are few women who farm in their own right. The passing of land from father to son means that women rarely own land. Their typical entry to farming is through marriage. Women's route of entry to farming affects interpersonal relationships within the family, and also women's role in the public space of farming. Women are under‐represented in farming organizations, in training programmes, and in the politics of farming. This article focuses on the position of women within farming organizations and the interaction between (male) farming organizations and women's farming organizations. Farmers are an extremely well‐organized occupation and wield considerable political power because of this effective organization. However, farming organizations are almost entirely male. This article examines how women are treated within farming organizations, and also the interaction between (male) farming organizations and women's farming organizations. Drawing on the theory of organizations, I argue that the inclusion of women in farming organizations and the existence of women's farming organizations reinforce gender divisions within agriculture and do not in any way question the understanding of men as farmers, or the political power they hold.     

Theorizing postfeminist communities: How gender‐inclusive meetups address gender inequity in high‐tech industries

Through a qualitative analysis of gender‐inclusive meetup groups in the US technology sector, this article offers a theory of postfeminist communities to identify how community organizing can take a postfeminist turn. Gender‐inclusive meetups are public, often free groups or organizations where participants have access to training, mentorship and support. Groups import postfeminist values of choice, empowerment, individualism and entrepreneurship into their community organizing efforts to address workplace gender inequities. Groups employ three strategies to improve the status of women and non‐binary people in the tech industry: (i) organizing a supportive community rooted in professionalism and entrepreneurialism; (ii) offering skills development in a safe environment; and (iii) training participants on how to take individual action against discrimination. While postfeminist communities are able to successfully cultivate supportive groups of participants who organize outside of the workplace, strategies focused on individual‐level changes ultimately do little to disrupt organization‐level gender inequities.     

Institutional Pressures and Organizational Capacity: The Case of Outcome Measurement1

A central claim of new institutional theory is that organizations in a field come to exhibit shared characteristics over time. Recent literature emphasizes variation across field members, but has yet to concur on why differences occur. This study tests institutional explanations for the uneven implementation of one organizational practice—outcome measurement, an evaluative technique used to assess the impact of an organization’s programs. We analyze data from a new survey investigating the practices of nonprofit organizations (N = 379) and argue for the inclusion of the concept of organizational capacity to account for the uneven implementation of outcome measurement. As predicted by new institutional theory, organizations are more likely to adopt outcome measurement if key actors promulgate its use. However, the implementation of outcome measurement is best explained by the addition of the concept of organizational capacity alongside variables drawn from new institutionalism. Nonprofits with adequate organizational capacity, operationalized—following Weber’s concept of bureaucracy—as the presence of written rules and members with specialized knowledge, are better able to respond to isomorphic pressures to implement a new organizational practice. Our findings expand scholarship that examines the intersection of institutional dynamics and organizational traits in accounting for patterns of implementation of practices across an organizational field.     

In the service of God and the parish: Professional ideologies and managerial control in the Church of Sweden

Professional ideologies are not only shared norms, beliefs, and values but also ‘operational philosophies’ – actual practices – that both constitute and regulate a professional community. Professional ideologies may both accommodate and even embrace certain managerial practices and counteract them if they are regarded as a threat to professional jurisdictions and other privileges. A study of ministers of the Church of Sweden, the established church in Sweden, demonstrates that new demands for managerial control, deriving from shrinking financial resources as the church loses members, are, on the one hand, recognized in terms of providing a joint perspective on the activities of the parish while, on the other, there is a significant skepticism toward more elaborate evaluation methods and performance metrics. For ministers, religious services must not be regarded as being like any other market-based activity, and the church, as a faith-based organization, needs to carefully position itself vis-à-vis industry and public administration. The study contributes to the professionalism literature, the accounting literature, and the study of faith-based organizations.     

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.     

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.     

‘A Blinding Lack of Progress’: Management Rhetoric and Affirmative Action

In this study we explore how versions of organizational reality and gender are constructed in management discourse and whether such patterns change over time. Specifically, we examine management explanations and accounts of the gendered nature of their organizations through their commentaries on their affirmative action programmes. In Australia private sector organizations with 100 or more employees are required to report to government on their affirmative action programmes for women. In these documents, management representatives outline objectives for the coming year and report on their progress in reducing employment‐related barriers for women. In doing so they account for the ‘problem’ of gender‐based discrimination that affirmative action is designed to address, justify their actions (or lack of action) and reproduce versions of gendered identity. Thus we use affirmative action reporting as cases of management rhetoric to explore how aspects of gender and organization are constructed, taken for granted, challenged or problematized. Comparing reports from the hospitality sector over a 14‐year period, we explore whether there is any evidence of discursive change in management accounts of the gendered nature of their organizations.     

Organizational interventions and the creation of gendered knowledge: US universities and NSF ADVANCE

Universities are sites of both elite knowledge production and reproduction of intersecting gendered inequalities. The US National Science Foundation (NSF) ‘Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers’ (ADVANCE) programme uses universities’ role as self‐reflective knowledge producers to design changes promoting gender equality. This knowledge is shaped by the institutional context of its production: NSF as a funder of scientific research; US universities as participants in highly competitive markets; managerialism as a condition of modern higher education systems; and separation of basic from applied research in the hierarchy of science. The tensions and underlying power dimensions of these contexts reveal local challenges that ADVANCE interventions navigate and the broader politics shaping what and how ADVANCE discovers. Yet, as a learning‐oriented intervention, ADVANCE changes over time to create and incorporate more gendered knowledge about inequalities, to legitimize feminist understandings of organizations, and to challenge the division between fundamental and applied knowledge.