- 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
In this chapter we introduce the Oxford Handbook of Gender in Organizations. We begin by contextualizing the position of women in society broadly, noting where progress has been made and indicating where work remains. Our focus is on organizations and the way in which their processes and practices systematically work to produce gender inequities. Drawing on Sturm’s conceptualization of ‘second generation’ gender discrimination as organizational work cultures and practices which appear superficially neutral, but result in differences in experience and treatment between men and women; we position the four sections within the book and the chapters each contains as seeking to address this core issue from various theoretical and conceptual perspectives.
Savita Kumra is Senior Lecturer at Brunel Business School. She completed her doctorate at Cranfield School of Management where she is Visiting Fellow in the Centre for Developing Women Business Leaders. Savita is also International Research Fellow in the Novak Druce Centre for Professional Services at the Said Business School, University of Oxford, and has held academic posts at Oxford Brookes and Keele Universities. She is Co-track Chair of the Gender in Management Track at the British Academy of Management, Associate Editor of Gender, Work and Organization, and Editorial Board Member of Gender in Management: An International Journal. She is a member of the Chartered Institute of Personnel and Development. Savita’s research interests focus on diversity, the gendered nature of the career development process in the professional services, and the importance of developing and deploying key career enhancement strategies, e.g. impression management, and building and leveraging social capital. She has published in the British Journal of Management, Gender, Work and Organization, Journal of Business Ethics, and Gender in Management: An International Journal. She has recently published her first book, co-authored with Dr Simonetta Manfredi, Equality and Diversity Management: Theory and Practice (Oxford University Press).
Ruth Simpson is Professor of Management at Brunel Business School, UK. She has published widely in the area of gender and management, gender and emotions, and gender and careers. Recent books include Men in Caring Occupations: Doing Gender Differently, Gendering Emotions in Organizations, Revealing and Concealing Gender in Organizations, Dirty Work: Concepts and Identities, and Emotions in Transmigration.
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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