Gender Work and Organization最新文献

Cisnormativity assumes individual traits and social roles that correspond to one's gender assigned at birth. Cisnormativity in workplace culture sustains the discrimination of transgender and gender nonconforming (TGNC) individuals. Research in the workplace has yet to evaluate strategies that TGNC employees use to attain personal or social goals. In the present study, the term cisnormative symbolic colonization (CSC) incorporates Habermas' theory of communicative action with symbolic interactionism to demonstrate the permeation of cisnormative dominance in workplace culture through symbolic social practices. Interviews with 15 transgender women and gender nonconforming individuals illustrated four strategies used to mitigate CSC in the workplace: bargaining, validating, symbolic-aligning, and value-endorsing. The findings demonstrated the dominant impact of CSC in workplace culture and revealed the employment of trans-symbolism to integrate trans-inclusive values in the workplace.

Multiple meanings of gender equality in the implementation process provide feminist actors in institutions with opportunities to contest these meanings to address resistance against gender equality policy implementation and drive structural change in organizations. Taking legislation as a key discursive resource and Spanish universities as a case study, this article analyzes how the meaning of gender equality is constructed in the relevant legislation and how feminist actors interpret and use it in their implementation efforts. Despite a women approach predominating in the legislation, feminist actors contest and reinterpret these meanings to push for a more transformative gender approach in their institutions. They strategically use the legislation, molding it to their preferred approach, to negotiate the meaning of gender equality and to drive structural gender equality actions and demand institutional compliance.

Deploying institutional theory to analyze the transfer of transgender diversity policy in Pakistan, our research highlights the crucial influence of national context with respect to the development and implementation of transgender-supportive equality measures in multinational corporation subsidiaries. Based on semi-structured interviews with 4 government officials, and 30 managers, HR leads, and diversity officers working in subsidiary organizations, our thematic analysis highlights how regulatory institutions, normative and cognitive institutions, and institutional distance inform the conditions of possibility for the transfer and execution of diversity policy across national boundaries. Moreover, by highlighting the inadequacy of etic understandings of diversity categories and practices in settings where social structures and ideologies can be different, we argue that utilizing an emic approach is essential in the global diversity field. Our research emphasizes the value of context-sensitive research instead of generic, and universalistic, applications of ‘Western’ diversity understandings.

This paper investigates the gendered dynamics of informal recycling in Buenos Aires, Argentina at a moment of transition in the governance of this work. I argue that there is a strong gender binary apparent in this type of informal work, and that the public nature of informal recycling can exacerbate the gendered crisis of social reproduction experienced by many women recyclers through inviting interventions into their work. This research is based on an extensive survey of informal recyclers and a series of interviews conducted between 2007 and 2011. In Buenos Aires, women's informal recycling work has had a more collective, social, and domestic image as compared to masculine industrial versions of this work. On average, women had more geographically limited experiences of the city and earned less money than men. Women carrying out social reproduction in public spaces were positioned as both needing assistance and deserving of it. The entwining of work and social reproduction for many women informal workers requires that any interventions to improve their work take into account the particular challenges associated with publicly performing the double burden of labor that they bear.

This interview-based study explores how shifting promises of happiness impact on LGBTIQ+ individuals within the workplace. Our study situates within the “Big 4” Australian professional service firms at a time of significant political change, centered around the legislating of marriage equality in 2017. Together with statements of support issued by each of these firms, these moves offered an increasing sense that secure promises of happiness were now offered to “out” LGBTIQ+ staff. A shifting of hetero-cis normativities was suggested, offering some sense of greater safety, visibility, connection, and acceptance within these workplaces. However, these promises of happiness remained precarious and did little for issues that mattered most (including promotion), particularly individuals of intersectionality, including ethnically diverse and female individuals.

The idea that a “single category”—focus in the study of workplace inequality leads to oversimplification and obscures its complex nature is now generally accepted. Yet few concerns have been raised with regard to the “single species”—focus of inequalities in the context of management and organization studies. In this paper, we shed light on the interplay of multiple inequalities in the multispecies, sex-integrated setting of equine (sports) business in the Belgian context, and paying particular attention to show jumping activities. An Ackerian analysis reveals the persistence of gendered inequalities despite women's “theoretically” improved chances of identifying with the ideal rider construct, following changed breeding preferences and an organizational logic of “passion-merit.” Popular imageries of horses paradoxically reveal the lack of agency awarded to animals and the instrumental nature of the human–horse bond. This study opens the debate on how nonhuman animals may be integrated into core feminist organizational concepts, looking at organizational logic through a multispecies lens. We initiate a claim to knowledge about overlapping and intersecting forms of inequality in a posthumanist spirit whilst reflexively acknowledging our human-centered approach to data collection. Finally, we ponder upon the question of what ontological and methodological shifts would be required to convincingly speak of multispecies inequality regimes.

While lesbian, gay, bisexual, and transgender (LGBT) people experience exclusion and animosity in most organizations and societies, their rights have gradually gained recognition in several countries in the world. Within the LGBT community, transgender people are the least researched group. Our empirical investigation focuses on the lived experience of transgender people in Hungary, within an increasingly precarious social context, particularly in the workplace, labor market, and certain aspects of private lives. Our findings shed light on the significant challenges they face, including a particularly harsh situation in the labor market and the subsequent impact on their workplace environment and private lives. These circumstances often force them to temporarily hide their transgender identity, although this often eventually comes out. This study, consistent with prior research of transgender individuals' lived experiences, demonstrates their critique of gender binaries, with their own lives serving as evidence for the dispensability of the gendered professions. The empirical investigation clearly shows the significant influence of the social context on the lives of vulnerable individuals. Particularly, recent legislative changes and escalating transphobic political discourse have notably worsened transgender individuals' lives in Hungary, affecting their employment and specific aspects of their private lives.

This paper explores tensions related to using representation to signal diversity and inclusion on and behind the stage in a performing arts organization in Sweden. Drawing on a recognition-based approach to inclusion, we analyze how minority and majority organisational members negotiate tensions related to representing, and being made to represent, diversity. Our ethnographic study illustrates how increased representation gives rise to conflicting experiences when collective or individual heterogeneity is negated and directs attention to the interpersonal and organisational relations that condition these experiences. We contribute to the critical literature on diversity and inclusion, and to research on recognition-based inclusion, by elucidating the interplay between recognition and misrecognition that shapes how representation is negotiated. We critically examine the complexities of using representation to promote diversity and inclusion and discuss its implications for creating more equal conditions of participation in culture and arts.