Discourses of ambition, gender and part-time work

Abstract

The aim of this article is to unravel the gendered practices in ambition and challenge the hegemonic masculinity within it. Our findings are based on a qualitative study using focus groups in which Dutch men and women, full-timers and part-timers, constructed different meanings of ambition. The men and women in our study used three manifest discourses of ambition in the workplace, regarding individual development, mastery of the task, and upward career mobility. A critical analysis of these three discourses indicates how cultural and organizational norms on gender and working hours affect these constructions of ambition. We argue that a fourth discourse, ‘ambition as a resource’, is a major driving force of inequality. ‘Ambition as a resource’ is the dominant hegemonic discourse in organizations, and its power effects mitigate the impact of other discourses on ambition, revealing the potential for change when different discourses of ambition are valued.

Towards a performative understanding of deservingness: Merit, gender and the BBC pay dispute

“…In this respect, Kumra and Vinnicombe (2010) refer to how men may be 'culturally conditioned' to take credit for their achievements to a greater extent than women and such credit may be more easily conferred on men. Women must present their ambition carefully (Benschop, van den Brink, Doorewaard, & Leenders, 2013) so as not to violate gender norms dictating that they focus on others rather than on self-interested and self-motivated 'open' careerisma stance that finds sympathy with Gracie's altruistic behaviour in donating her pay. Men therefore have greater linguistic alignment with qualities associated with leadership and management (ambitious, rational, logical, decisive) and have more success than women in getting and holding the notice of others for their opinions and/or articulations of personal success.…”

Gender as a Dimension of Inequality in Accounting Organizations and Developmental HR Strategies

“…These gender differences in challenging tasks may negatively affect women's career progression, which makes gender a highly relevant issue when it comes to showing or having ambition because women do not benefit from the support, recognition, and challenge in the same way as men do. The persistence of gender inequalities hints at the impact of hegemonic masculinities in the social practices of ambition (Benschop et al 2013;Hakim 2000).…”

“…According to gender stereotypical lines of reasoning, women are not seen as ambitious, and as a consequence, the jobs they are allocated will probably not include challenging tasks (Benschop et al 2013;Hakim 2000).…”

“…Women who chose a part-time working program due to family reasons are "freezing" their work ambitions temporarily (Benschop et al 2013).…”

Through the glass ceiling: is mentoring the way forward?

“…The first is that women as a group tend to develop individual characteristics such as personal values and attitudes towards employment that differ from those of men (Corcoran and Courant, 1987;Williams, 2001;Bertrand et al, 2010). In terms of personal characteristics and their influence on career progression, studies suggest that female managers have lower ambitions and expectations in regard to their careers (Broadbridge and Simpson, 2011;Davidson and Burke, 2011;Benschop et al, 2013). Women were also found to have less self-confidence and self-belief leading to more cautious career choices (Kelan, 2009;Blickenstaff, 2005;Ashby and Schoon, 2010).…”