- 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 considers the role of workplace culture in advantaging men and disadvantaging women. Organizations were created by men for men; men know their rules and are comfortable in them. Gendered workplace cultures reflect different expectations and socialization experiences in the wider society. Women have more difficulty fitting in as a result. Gendered workplace cultures create barriers for women such as men’s use of gender-related factors in selection and promotion, women’s greater responsibility for home and family, the old boys network, backlash against agentic women, the fine line that women have to walk, and the long work hours culture, Corporate masculinity also takes a toll on men and their families. Interestingly, both women and men benefit from more supportive organizational cultures. For things to change to benefit both, more men have to become women’s allies than observers or adversaries.
Ronald J. Burke is Emeritus Professor of Organizational Studies, Schulich School of Business, York University in Toronto. His current research interests include voice in the workplace, women in management, work and well-being, work and family, the dark side of leadership and human frailties, and interventions to improve individual and organizational health. He was the Founding Editor of the Canadian Journal of Administrative Sciences and currently serves on the editorial boards of a dozen journals.
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