- 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
Women’s advancement is impeded by both traditional and modern barriers. Hence, women’s advancement is a ‘rocky climb’, involving a great deal of effort relative to the amount of upward progress, and with significant opportunities for backsliding. Traditional barriers that have prevailed over time include decision-makers’ denial of gender discrimination, social gender roles, stereotypes and perceptions, and organizational culture. Overt gender discrimination has been replaced by a more covert form, modern sexism, and ‘gender fatigue’ has emerged as a new barrier to women’s advancement. The complexity of the barriers impeding women’s advancement in management calls for a customized, step-by-step approach that might overcome ‘gender fatigue’ and boost ‘gender equity’ in organizations. Our recommended approach aims to change the ‘rocky climb’ to just a plain old ‘climb’ up the hierarchical ladder for those women who wish to advance in management.
Isabel Metz, Melbourne Business School, University of Melbourne.
Carol T. Kulik, School of Management, University of South Australia
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