- List of Figures
- List of Tables
- List of Contributors
- Theorizing Gender-and-Organization: Changing Times…Changing Theories?
- Disturbing Thoughts and Gendered Practices: A Discursive Review of Feminist Organizational Analysis
- Organizations as Symbolic Gendered Orders
- Was will der Mann?
- Feminism, Post-Feminism, and Emerging Femininities in Entrepreneurship
- ‘Meaning That Matters’: An Organizational Communication Perspective on Gender, Discourse, and Materiality
- Female Advantage: Revisited
- The Rocky Climb: Women’s Advancement in Management
- Leadership: A Matter of Gender?
- Negative Intra-Gender Relations between Women: Friendship, Competition, and Female Misogyny
- Sex, Gender, and Leadership: What Do Four Decades of Research Tell Us?
- Gendered Constructions of Merit and Impression Management within Professional Service Firms
- Gender and Careers: Obstacles and Opportunities
- The Glass Cliff: Examining Why Women Occupy Leadership Positions in Precarious Circumstances
- Power and Resistance in Gender Equality Strategies: Comparing Quotas and Small Wins
- Sexual Harassment in the Workplace
- Organizational Culture, Work Investments, and the Careers of Men: Disadvantages to Women?
- Challenging Gender Boundaries: Pressures and Constraints on Women in Non-Traditional Occupations
- Contextualizing Men, Masculinities, Leadership, and Management: Gender/Intersectionalities, Local/Transnational, Embodied/Virtual, Theory/Practice
- Masculinities in Management: Hidden, Invisible, and Persistent
- Masculinity and Sexuality at Work: Incorporating Gay and Bisexual Men’s Perspectives
- Doing Gender Differently: Men in Caring Occupations
- Masculinity in the Financial Sector
- Masculinities in Multinationals
Abstract and Keywords
This chapter argues that the critical organizational scholarship on men and masculinities is heteronormative in its tendency to normalize white, middle-class, heterosexual, able-bodied gender norms. If it is to avoid accusations of complicity in reproducing heteronormative analyses of men and masculinities, the field itself must acknowledge and address its omissions. This chapter identifies some of those missing men and masculinities by drawing on the sexuality of organization scholarship, focusing specifically on gay and bisexual men. As such, the principal aim of this chapter is to engage in a process of queering organizational men and masculinities, with a view to engendering dialogues between organizational scholars interested in men and masculinities and those scholars involved in examining gay and bi sexualities at work. Introducing and mobilizing queer theories, this chapter seeks to furnish researchers with insights into how heteronormativities and the organizational lives of all men and women influence each other.
Nick Rumens is Reader in Management and Organization at University of Bristol, UK. His current research interests include queer theories and the disruptions they might generate within the field of organization studies. Nick’s research mobilizes queer theories to examine workplace friendships and intimacies, genders and sexualities in organization, and critical management research. He has published articles on these topics in journals including Human Relations, The Sociological Review, and Human Resource Management Journal, and in books such as Queer Company: Friendship in the Work Lives of Gay Men (Ashgate, 2011) and, co-authored with Mihaela Kelemen, An Introduction to Critical Management Research (Sage, 2008).
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