Browsing by Subject "careers"
Now showing items 1-5 of 5
-
(De Gruyter Oldenbourg, 2020)This afterword examines and reflects on the collection – with some chapters more in essay form, some empirical research studies – arising directly from the two-day Conference: “Making it like a man – Men, masculinities and the modern‘career’”, held at the Collegium for Advanced Studies at the University of Helsinki, 25–26 October 2018.
-
(2020-07-14)Purpose Privilege is often silent, invisible and not made explicit, and silence is a key question for theorizing on organizations. This paper examines interrelations between privilege and silence for relatively privileged professionals in high-intensity knowledge businesses (KIBs). Design/methodology/approach This paper draws on 112 interviews in two rounds of interviews using the collaborative interactive action research method. The analysis focuses on processes of recruitment, careers and negotiation of boundaries between work and nonwork in these KIBs. The authors study how relative privilege within social inequalities connects with silences in multiple ways, and how the invisibility of privilege operates at different levels: individual identities and interpersonal actions of privilege (micro), as organizational level phenomena (meso) or as societally constructed (macro). Findings At each level, privilege is reproduced in part through silence. The authors also examine how processes connecting silence, privilege and social inequalities operate differently in relation to both disadvantage and the disadvantaged, and privilege and the privileged. Originality/value This study is relevant for organization studies, especially in the kinds of “multi-privileged” contexts where inequalities, disadvantages and subordination may remain hidden and silenced, and, thus, are continuously reproduced.
-
(Swedish School of Economics and Business Administration, 2010-12-15)Leadership and management remain highly gendered. Recent decades have seen a major international growth of studies on gender relations in leadership, organisations and management, in both empirical research and theoretical analysis. The differential relations of women and men to leadership and management are a key question for both theory and practice. Recent research and discussion on the gendering of leadership have been influenced by and have addressed: feminism; recognition of women and women’s situations, experiences and voices in leadership; organisational culture; communication; divisions of labour, hierarchy, power and authority; imagery and symbolism; information technology; sexuality, harassment, bullying and violence in organisations; home-work relations; men and masculinities in leadership; globalisation, transnationalism, intersectionality and post¬¬colonialism – amongst other issues. Having said that, the vast majority of mainstream work on leadership retains little or no gender analysis. In most business schools and other universities the position of gender-explicit work on leadership is still not well established. Leadership through the Gender Lens brings together critical analyses and debates on gender, leadership and management with contributions from 13 countries and five continents. How leadership and management are gendered can mean more gender equal or more gender unequal conditions for women and men. This includes how education and training can contribute to gendered leadership and management. The volume is organised in three main sections, on: careers and leadership; management, hierarchy and leadership: and interventions in leadership.
-
(Hanken School of Economics, 2023-05-08)Countless projects and campaigns have sought to increase the number of women in STEM (Science, Technology, Engineering, Mathematics) in recent decades. Nevertheless, women continue to be underrepresented in STEM education and workforce, particularly within many fields of engineering/ technology. This study argues that instead of ‘the gender gap’ - the underrepresentation of women - numerous gender(ed) gaps exist within STEM, manifesting in different yet often subtle ways across various contexts. By ‘gendered gaps’, the study refers to the various ways in which gender matters in STEM, leading to differing expectations and experiences for men, women, and others. In the study, the vast scholarly literature on women/ gender and STEM is classified into two broad groups which are labelled ‘mainstream’ and ‘critical’. The study critiques the mainstream approaches and draws on critical feminist theorizing to explain the persistence of the gender(ed) gaps. While (lacking) interest in STEM is among the most popular explanations for the gender gap in the mainstream literature, critical studies underline how gendered societal norms, expectations, and stereotypes influence what an individual can be interested in. The intertwining of masculinity and STEM, and its linkages to stereotypes and understandings of ‘natural’ male superiority in STEM, has received hardly any attention from mainstream scholars. Additionally, mainstream studies have not sufficiently addressed the impact of masculine culture(s). The articles in this study cover four gender(ed) gaps along the pipeline of STEM careers in Finland: application to university STEM studies, graduation with Master’s in engineering/technology, genderbased discrimination in technology workplaces, and recruitment to top management in technology companies. The study deploys a mixed methods approach, combining both quantitative and qualitative data and methods. The study argues that the gender(ed) gap(s) in STEM in Finland persist due to the cumulated and compounded effects of masculine cultures favouring men as well as stereotypes affirming male superiority in mathematics, stemming from the strong linkages between masculinity with (physical sciences, mathematics, engineering, and technology. Consequently, for (many) women, these lead to lower ability beliefs and less interest in STEM studies and careers as well as a more fragile identity as STEM professionals.
-
(Hanken School of Economics, Department of Management and Organisation, Management and Organisation, 2012-01-18)Leadership without the full participation of women not only excludes women individually and collectively, but is also a huge waste of talent, knowledge and expertise. And crucially, given the current state of society and the world, this aspect of gender inequality is likely to become even more important in the future. NASTA - Women’s Leadership: A Research and Education Development Project was established in 2005 as a national multi-university project mainly and generously funded by Finnish Ministry of Education. The project aims at producing new knowledge and increasing understanding about women’s leadership, as well as promoting women’s leadership through research, development of teaching, and public outreach. NASTA is a joint effort of three Finnish universities – Hanken School of Economics, University of Jyväskylä School of Business and Economics, and the Helsinki School of Economics (now part of Aalto University) – and has been coordinated by Hanken. This report presents research and activities conducted within and around the project. NASTA activities have been many and various. They have examined the position and experiences of women in relation to leadership, management, organisation and work more generally. They have sought new knowledge about gender and leadership, on women leaders’ values, attitudes and behaviour, as well as about values, attitudes and behaviour in relation to women’s leadership. NASTA activities have included teaching, student supervision, research theses, research projects, publishing, networking, seminars, meetings, an international conference, and knowledge transfer into other sectors of society. The first section of the book introduces NASTA joint projects, including web-based teaching material, a survey of gender staffing and teaching on gender in business schools, critical review of previous research literature, and new empirical research. The next section includes research articles on different aspects of gender, leadership and manage¬¬ment from more individual projects conducted by participating researchers and research groups linked to NASTA across the three universities. The final section includes short presentations of other research in progress. The appendix lists publications by NASTA members – journal articles, research reports, books, chapters, journal special issues, popular journal articles, magazine articles - and masters, licentiate and doctoral theses that have been produced. These matters of women, leadership and management are not simply academic concerns but urgent matters for practice, organisations, management, policy, and society more generally.
