Persistence and Change of Gendered Practices

Heiskanen, Tuula; Rantalaiho, Liisa

doi:10.1007/978-1-349-25285-5_12

Cited by 7 publications

(5 citation statements)

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“…Interestingly, supporting previous findings [78,79], most participants believed that women can handle their work pressure. Conversely, participants also believed that pregnancy can be a deterrent to further employment opportunities, substantiating the findings of Heiskanen and Rantalaiho [80] on how organizations unconsciously lay rules and practices that are more convenient to male employees who have fewer responsibilities compared to women and when the latter are unable to meet by deadlines, they are considered as less desirable for certain opportunities. Similarly, Choroszewicz [81] postulates that the equality of opportunity is a well-covered myth given that women themselves try to limit their opportunities to "provide them with greater flexibility to reconcile professional and family responsibilities".…”

Section: Gender-based Stereotypes and Personality Traits Among Legal ...supporting

confidence: 59%

Mapping Personality Traits and Gender-Based Stereotypes on Perceived Negotiation Skills

Moty,

Putteeraj,

Somanah

et al. 2024

Businesses

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Implementing effective dispute resolution strategies such as negotiation has proved to be quite effective whenever there is a divergence of interest between two conflicting groups. This study aims to see if gender-based stereotypes or specific personality traits can positively or negatively influence negotiation skills in an attempt to improve the negotiation process, whereby individuals could be trained to adopt specific behaviors to obtain more favorable negotiation results. Using the expectancy violation theory (EVT) to analyze how individuals respond to unanticipated violations of social norms and expectations whilst negotiating, a quantitative study was carried out among legal officers working in private, public, and parastatal organizations in Mauritius. The sample size, 270, was calculated based on a population size of 899 as per records of the Mauritius Bar Council. The results demonstrate most legal officers were equipped with good negotiation skills, with no significant difference between males and females (U = 1138.50, p > 0.05), while a high level of neuroticism was indicative of poor negotiation skills (τb = −0.167, p > 0.05). These findings demonstrate that participants agreed that their negotiation skills were influenced in gender-dominated meetings which align with the principles of the EVT, the violation of certain expected negotiation behavior based on gender impact negotiation outcomes. Since negotiation skills were significantly associated with negotiation outcomes (χ2(4) = 37.963, p < 0.05), this provides pointers to businesses on how to improve and optimize negotiation outcomes by choosing a negotiator with the most apt personality traits.

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Section: Gender-based Stereotypes and Personality Traits Among Legal ...supporting

confidence: 59%

Mapping Personality Traits and Gender-Based Stereotypes on Perceived Negotiation Skills

Moty,

Putteeraj,

Somanah

et al. 2024

Businesses

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“…In her research, people used apologetic constructions to argue that gender does not matter in their workplace, constructing themselves and their colleagues as competent ICT consultants whose gender had no bearing on their work. Heiskanen and Rantalaiho (1997) highlighted the fact that gender discrimination was recognized but simultaneously discounted in their research on countries in northwestern Europe. They talked about "gender disabilities," suggesting not that women are a disabled group of people, but rather that organizations are disabled in respect to gender.…”

Section: Gender Neutrality and Gender Discriminationmentioning

confidence: 97%

Gender fatigue: The ideological dilemma of gender neutrality and discrimination in organizations

2009

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“…This research resonates strongly with the concept of postfeminism in which it is presumed that liberatory discourses like feminism are no longer needed in times when gender equality is supposedly achieved (Coppock, Haydon and Richter, ; McRobbie, ). Ignoring the shaping power of gender is seen as unpopular and unmodern (Lewis, ) and instead it is believed that gender equality has already been achieved (Heiskanen and Rantalaiho, ). This often happens through showing gender awareness which is acknowledged but at the same time disavowed (Gill, ).…”

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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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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Persistence and Change of Gendered Practices

Cited by 7 publications

References 0 publications

Mapping Personality Traits and Gender-Based Stereotypes on Perceived Negotiation Skills

Mapping Personality Traits and Gender-Based Stereotypes on Perceived Negotiation Skills

Gender fatigue: The ideological dilemma of gender neutrality and discrimination in organizations

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

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