Organizational cultures, women managers and exclusion

Rutherford, Sarah

doi:10.1108/eum0000000006289

Cited by 72 publications

(73 citation statements)

References 22 publications

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“…As Rutherford (2001) has observed, an organisational culture supporting long working hours tends to have an unintended effect on women in the workplace. Women are less likely and able to comply with those expectations because they do not have as much access to the resource of time as men do.…”

Section: Gender In the 'Field' And Social Contextmentioning

confidence: 99%

Microfinance and Loan Officers’ Work Experiences: Perspectives from Zambia

Siwale

2016

The Journal of Development Studies

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The article studies the challenges faced by microfinance institutions in Zambia, whose remit it is to provide financial services to the poor. It focuses on loan officers -the agents of delivery on the ground. With reference to loan officers' experiences and words, the paper examines how gender and class shape and structure their day to day encounters. The study finds that different social spaces -'the office' and 'the field' -and wider context explains the gendered, culturally complex and multidimensional nature of developmental work at grassroots level. Social expectations emerge as major pressure points more for female loan officers than their male counterparts, making them less suitable for microfinance work, which has traditionally targeted poor women. However, in the process of delivering financial services, managers and clients not only come to depend on loan officers to maintain the quality of services provided, but also place varied and often conflicting expectations on them. Notwithstanding loan officers' critical role in the functioning of microfinance, less scholarship has focused on their work realities and how their everyday encounters at the grassroots with borrowers can leave them disillusioned with the seemingly 'noble' work of microfinance. Little is known, for example, about how social factors such as education, gender and location influence and complicate the work of loan officers in extending credit and other financial services to the poor. In addition, less is known about whether male and female loan officers consequently perform or are judged differently.As the analysis of two Zambian MFIs will show, these social factors do structure loan officer-client encounters and are capable of adding complexities to an already difficult jobespecially for female loan officers. Examining how education, gender and location intersect 1 Other titles such as field staff, credit officers and fieldworkers have also been used to refer to such MFI employees. This study adopts the title of loan officers. 2 Microfinance generally includes a range of financial services, including loans, savings deposits, insurance and money transfers provided to low income clients who lack formal financial access (Tomaselli et al., 2013). In this study we focus on provision of microcredit in a group-based lending methodology.

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Section: Gender In the 'Field' And Social Contextmentioning

confidence: 99%

Microfinance and Loan Officers’ Work Experiences: Perspectives from Zambia

Siwale

2016

The Journal of Development Studies

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“…Our results confirm other research that provides evidence that male networks are often an informal field where selection for high level and important board positions takes place. Rutherford (2001) found that limited access to men's networks is the greatest barrier for women in attaining management positions and that women managers are often unaware of these exclusionary practices. Sheridan and Milgate (2003) found that similar criteria were used to recruit men and women members for corporate boards, but that high visibility played a greater role in the selection of women than of men.…”

Section: Toward Recruitment and Selection Processesmentioning

confidence: 99%

“…Although explanations for women's lack of interest in board membership are often framed as reflecting their own preferences and choices, structural and cultural contexts obviously play a significant role and may keep many women out of high-level positions of leadership in sport. Rutherford (2001) argued that women are more likely to want and to attain positions of leadership in organizational cultures that emphasize and create equal opportunities than in organizational cultures where gender differences are denied. The women involved in the current study were also aware of the gendered dynamics of board membership at such a high level and how they had to negotiate stereotypes to be considered a good 'fit.'…”

Section: Strategies Of the Subordinate Groupmentioning

confidence: 99%

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Finding a ‘Normal’ Woman: Selection Processes for Board Membership

Claringbould

Knoppers

2007

Sex Roles

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The higher the organization level, the lower the percentage of women in governance. The purpose of the present study was to explore how men and women negotiate women's 'fit' as candidates for boards of national sport organizations. We based our analysis on in-depth interviews with male chairs and female board members. The results provide evidence that men can control boards by affirming and negating affirmative action policies and by framing the process of recruitment and selection in such a way as to reproduce the male-dominated culture in the board. Women, in their turn, tend to negotiate their entry by distancing themselves from their gender and proving their 'fit.'

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“…Por esto, la forma en la que están organizados los tiempos laborales ha sido considerada como un freno que bloquea la promoción de las mujeres a puestos de mayor responsabilidad (Rutherford, 2001). Esta forma de entender el compromiso con el trabajo es una de las contradicciones del actual discurso de la igualdad, ya que al mismo tiempo que en la mayoría de las empresas se adoptan políticas de igualdad y conciliación, se mantienen unos horarios que perpetúan la tradicional división de roles.…”

Section: Discusión Y Conclusionesunclassified

Estereotipos de género, maternidad y empleo: un análisis psicosociológico

2018

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Introducción: en las últimas décadas se ha producido un cambio sustancial en la posición de las mujeres en el mercado laboral, aunque no puede hablarse todavía de un reparto equitativo del trabajo entre hombres y mujeres. Por una parte, existen aún claros indicios de discriminación laboral de las mujeres, y por otro, la participación de los varones en el trabajo doméstico no ha crecido al ritmo al que lo ha hecho la de la mujer en el trabajo remunerado.Objetivo: reflexionar sobre las bases ideológicas en las que se sustenta esta desigualdad mediante el análisis del peso que los estereotipos de género tradicionales, y específicamente aquellos que se construyen alrededor de la maternidad, tienen en la carrera laboral de las mujeres jóvenes.Metodología: los datos proceden de un estudio cualitativo en el que se entrevistó a una muestra de jóvenes con diferentes posiciones dentro del mercado de trabajo.Resultados: en general, los discursos sobre la maternidad y la crianza se caracterizan por un marcado esencialismo biológico y psicológico que atribuye a las mujeres una mayor capacidad natural para el cuidado de los hijos.Conclusiones: los estereotipos de género que se construyen alrededor de la maternidad son uno de los principales factores ideológicos que mantienen la discriminación de las mujeres dentro del mercado laboral.

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Organizational cultures, women managers and exclusion

Cited by 72 publications

References 22 publications

Microfinance and Loan Officers’ Work Experiences: Perspectives from Zambia

Microfinance and Loan Officers’ Work Experiences: Perspectives from Zambia

Finding a ‘Normal’ Woman: Selection Processes for Board Membership

Estereotipos de género, maternidad y empleo: un análisis psicosociológico

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