Intersectionality of gender and other forms of identity

Haq, Rana

doi:10.1108/gm-01-2013-0010

Cited by 53 publications

(32 citation statements)

References 18 publications

(16 reference statements)

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“…During the nineteenth century, about 80 percent of firms were based on horizontal gender segregation (Lehman, 1992). Like in India, women are discriminated against in the workplace based on social class, gender, religion, and ethnicity, but Indian women are influenced by feminist movements (Haq, 2013). Siboni, Sangiorgi, Farneti, and de Villiers (2016) proposed that future research should focus on organizational type and occupational segregation, which are potential ways to remove career barriers and negative experiences for women at accounting workplaces, transitions of accounting information, and perceptions of gender in accounting firms.…”

Section: Gender Segregation and Gender Equality At Workmentioning

confidence: 99%

“…Women are subordinate at accounting firms, which weakens their career progress (Barker & Monks, 1998;Ciancanelli, Gallhofer, Humphrey, & Kirkham, 1990;Haynes, 2016;Lehman, 1992). Previous studies identified horizontal and vertical segregation (Joyce & Walker, 2015), motherhood (Dambrin & Lambert, 2008;Windsor & Auyeung, 2006), social and religious constructs about women (Haq, 2013), accounting technologies (Carmona & Ezzamel, 2016), and career patterns (Fearfull & Kamenou, 2006) that hinder a woman's climb to higher organizational echelons. Haynes (2016) suggested that future research could deal with social capital, cultural capital, embodiment, religion, family structure, and their intersections at accounting workplaces in the Asian context.…”

Section: Accounting Workplace Environments and Familymentioning

confidence: 99%

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Women’s skills and career advancement: a review of gender (in)equality in an accounting workplace

Din

Cheng

Nazneen

2018

Economic Research-Ekonomska Istraživanja

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This paper examines the effects of organizational culture, society, and masculinity on women's skills in accounting workplaces and the influences of workplace norms, culture, and organizational structure on women's leadership qualities and behaviours towards their work. Based on previous studies, we link the theory with professional skill and career advancement of women. We argue that a gender imbalance has prevailed for centuries affecting women's careers; and, the transformation of accounting technologies, corporate structures, and the amalgamation of cultures have exacerbated gender inequality. Women's lack of self-motivation and men's dominance in accounting contexts keep women subordinate to men in accounting workplaces. We propose that offering courses on gender issues to business and accounting disciplines taught at university would subsequently shift the paradigm of hegemony and subordination in an accounting workplace.

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Section: Gender Segregation and Gender Equality At Workmentioning

confidence: 99%

Section: Accounting Workplace Environments and Familymentioning

confidence: 99%

Women’s skills and career advancement: a review of gender (in)equality in an accounting workplace

Din

Cheng

Nazneen

2018

Economic Research-Ekonomska Istraživanja

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“…By and large, the impact of long working hours has been studied primarily in the West, while South Asian research has focused so far on sociocultural, religious and institutional challenges facing working women in (Haq, 2013; Saifuddin, Dyke, & Rasouli, 2013; Srinivasan, Murty, & Nakra, 2013). This article focuses on the impact of long working hours in Sri Lanka, a subject that has not been studied so far.…”

Section: Literature Reviewmentioning

confidence: 99%

Working Long Hours and Its Impact on Family Life: Experiences of Women Professionals and Managers in Sri Lanka

Kodagoda

2018

Indian Journal of Gender Studies

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Worldwide studies of professional and managerial dual-earner couples in specific professions have indicated that with the double burdens of work and family, working long hours limit women’s career aspirations. Based on in-depth, semi-structured interviews with 40 respondents, this article examines how long working hours in the banking and health sectors impact professional and managerial mothers’ family life and health, and how the latter perceive motherhood roles. Though there was evidence of negative effects of long hours especially on childcare and children’s cognitive development, while rationalising their decision on combining motherhood and paid work, mothers interviewed valued their full-time employment.

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“…Also, women are focusing on their career, marrying later, and waiting for a longer time before having children. 20…”

Section: New Trends In Career Breaks and Career Re-entrymentioning

confidence: 99%

Working Women: Career Breaks and Re-entry in a Fast-changing Business Environment

Gwal¹

2016

Metamorphosis: A Journal of Management Research

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Many reports on working women talks about new trends in career break and re-entry of these women; the experience they have, taken time off from the workforce, and their desire to be re-engaged in employment. Exploring the recent trends in career break and re-entry of working women provides proactive recommendations and practical and positive ways for the employers to facilitate their re-entry and help address the female brain drain. These talented returners, after re-entry, cannot find meaningful and challenging full-time work. This study focuses on the reasons for the re-entry, and shows that women returners are not a homogeneous group and that the length of their career break appears to play a key role in the re-entry process; the longer the break the greater the impact. Women who interrupt their careers experience downward mobility in salary and status. Also, such career breaks counteract career development due to the lack of support mechanisms, such as flexi-time schemes, part-time work, and insufficient training. The reasons for working for identified categories of working women are not same as tested using Z-test. Also, the major trends in career breaks and career re-entry identified are measured on Likert scale and ranking is done using weighted mean. Executive SummaryThe article titled "Working Women-Career breaks and reentry in a Fast-Changing Business Environment" talks about New Trends in Career Break and Re-entry of working women (both married and unmarried) from Indore City. The bulk of families can no longer afford to live on one wage. Working is now a necessity for most mothers (separated/divorcee/married/) and unmarried women. The study focuses on the reasons of re-entry of such working women who tried to once again engage in full time employment after voluntarily or involuntarily taking time off from the workforce. Hypothesis was framed and tested to infer that Married women work for different reasons compared to Separated/Divorcee/ Unmarried Women. Trends in Career breaks were identified and ranking was done. Suggestions facilitating re-entry of working women and scope for further research is highlighted.

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Intersectionality of gender and other forms of identity

Cited by 53 publications

References 18 publications

Women’s skills and career advancement: a review of gender (in)equality in an accounting workplace

Women’s skills and career advancement: a review of gender (in)equality in an accounting workplace

Working Long Hours and Its Impact on Family Life: Experiences of Women Professionals and Managers in Sri Lanka

Working Women: Career Breaks and Re-entry in a Fast-changing Business Environment

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