Gender and the MBA.

Kelan, Elisabeth K.; Jones, Rachel Dunkley

doi:10.5465/amle.2010.48661189

Cited by 57 publications

(51 citation statements)

References 53 publications

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“…It has been argued that women of the Millennial generation, also called Generation Y, who were born after 1977, particularly show a strong sense of optimism with regard to the achievement of gender equality; they presume organizations are meritocratic and that any residues of gender inequality are due to choice (Broadbridge and Simpson, ). An example of this optimism can be found in research that examines how MBA students in their late 20s and early 30s describe their experiences: they often tried to avoid seeing gender as limiting them and instead constructed MBA education in such a way that gender was assumed not to matter (Kelan and Dunkley Jones, ). This is the case even though some of their experiences resonated strongly with gender discrimination (Kelan and Dunkley Jones, ).…”

Section: Intersectionality – Age and Gender In Professionalsmentioning

confidence: 99%

“…An example of this optimism can be found in research that examines how MBA students in their late 20s and early 30s describe their experiences: they often tried to avoid seeing gender as limiting them and instead constructed MBA education in such a way that gender was assumed not to matter (Kelan and Dunkley Jones, ). This is the case even though some of their experiences resonated strongly with gender discrimination (Kelan and Dunkley Jones, ).…”

Section: Intersectionality – Age and Gender In Professionalsmentioning

confidence: 99%

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From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young Professionals

Kelan

2014

British J of Management

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The article examines how gender and age influence the experience of being a professional by drawing on intersectionality as an act of positioning for which different discursive resources are employed. Through interviews with employees at two professional services firms, it is shown how younger men and women make sense of professional experiences. First, the biological clock is used to explain the divergence of career patterns of men and women while ignoring that all women, regardless of actual maternal status, suffer a maternity penalty. Second, individual strategies for overcoming being in a minority are suggested that indicate that the individual rather than societal structures shape chances of success. Finally, generational change is used to argue that gender inequality belongs to a previous generation, which indicates that inequality is becoming unspeakable. The article shows that young professionals position themselves in unique ways with regard to age and gender, which entails emphasizing individual agency over systemic inequalities.

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Section: Intersectionality – Age and Gender In Professionalsmentioning

confidence: 99%

Section: Intersectionality – Age and Gender In Professionalsmentioning

confidence: 99%

From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young Professionals

Kelan

2014

British J of Management

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“…Women workers thus relegate the experiences of sexism to the past or other places, and accept discrimination as part of the status quo (Gill et al, 2017, p. 232). Gender typed issues are discursively disappeared, or explicitly denied (Kelan & Jones, 2010), as, for example, in the case of an online forum for women entrepreneurs, where participants enforced a professional 'gender blindness' by disciplining women who authored threads about feminized non-work issues, like weddings (Lewis, 2006). Some have suggested that postfeminist thinking corresponds with a rhetoric that asserts that women are now advantaged as workers (Lewis, 2014;Rumens, 2016).…”

Section: Postfeminism: From Media Depictions To Work Interactionsmentioning

confidence: 99%

The postfeminist ideology at work: Endorsing gender essentialism and denying feminine devaluation in the case of design work

Ronen

2018

Gender Work & Organization

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Feminist scholars define ‘postfeminism’ as a set of ideas that both endorse and disavow feminism. Recent work documents postfeminism in interviews of women talking about experiences with gender inequality at work. The present study extends existing theorizations by showing how postfeminism obfuscates ongoing inequality at work. To do this I specify postfeminism in the terms of two mechanisms by which work becomes gender typed: gender essentialization and feminine devaluation. By relating the literature on postfeminism to sociological research on the persistence of gender typing of work, I show how ‘postfeminist ideology’ amounts to a double entanglement with gender typed work. In other words, postfeminist ideology drives distinct stances towards gender essentialization and feminine devaluation. I draw on 40 interviews with product designers in the United States to show this presents empirically. Designers essentialize differences between men and women designers, even mobilizing difference to claim greater inclusion of women designers, who are thought to empathize best with women consumers. Yet when essentialization is accompanied by feminine devaluation, designers deny it and it goes unrecognized. Because of this, the postfeminist ideology celebrates essentialized gendered differences, but insists on overlooking devaluation, which is a key element of ongoing gender inequality.

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“…One important mechanism that can advance women's career opportunities and help to close the gender gap is leadership development (Simpson, 2000;Sturges et al, 2003;Lämsä & Savela, 2014;Flynn et al, 2015). However, women's access to developmental activities are often limited, and previous studies have shown that the proportion of women in, for example, Masters of Business Administration (MBA) programs is smaller than that of men (Sturges et al, 2003;Kelan & Dunkley Jones, 2010;Lämsä & Savela, 2014;Idrovo Carlier, 2015).…”

Section: Introductionmentioning

confidence: 99%

The effects of leadership development on women's career success

Savela

Lämsä

2019

IJHRDM

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This study extends the knowledge of leadership development, specifically Masters in Business Administration (MBA) programs, from a gender perspective. It presents the case of a comprehensive, women-only development program, and conducts an empirical, longitudinal, qualitative study of the effect of one of the program modules, namely, the women-only MBA-on the women's career success. The empirical study focused on selfefficacy mechanisms for explaining women's appraisals of their changes in capabilities affecting their career success during the MBA program. The participants were interviewed twice: once at the beginning of the MBA and then, after completing it. A trusting atmosphere, social support, new business competencies, and the participants' ability to reframe their mindsets concerning women's career potential were detected as significant sources of self-efficacy gained from the MBA. Encouragement from significant others, typically respected males, was also found to be a promoting factor.

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Gender and the MBA.

Cited by 57 publications

References 53 publications

From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young Professionals

From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young Professionals

The postfeminist ideology at work: Endorsing gender essentialism and denying feminine devaluation in the case of design work

The effects of leadership development on women's career success

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