Rethinking how we work with Acker's theory of gendered organizations: An abductive approach for feminist empirical research

Abstract

In this article I demonstrate the methodological value of working abductively with Joan Acker's theory of gendered organizations, as an approach for feminist empirical research. Although the value of Acker's theory is acknowledged, I note it is most frequently used to legitimize the idea that organizations are gendered, not to test whether they are. Few use her theory fully or as it was originally intended. Fewer still have questioned it. This, I argue, contributes to the stagnation of her ideas and results in blindness toward, or disregard for, data that does not support her theory. To realize the analytical potential of Acker's theory, I call for future studies to work abductively with data unaccounted for in the expectations and predictions set by Acker, while operationalizing her five‐dimensional framework in its entirety. Abduction is about discovering new concepts, ideas, and explanations by working with surprising phenomena or data that cannot be explained by pre‐existing knowledge. To demonstrate the utility of this approach, I draw upon a qualitative case study of one atypical Australian trade union. I outline the creative process of drawing inferences to best explain anomalous observations using other theoretical resources in the gender studies field, which together with Acker, constitute a plausible explanation for questions that arose during analysis. This analysis not only surfaces how masculine power is maintained by having women in leadership positions, who serve as “role models” while quieting “others,” but that women and men cooperated as a “team” to support a feminine public impression of the union that was knowingly contradicted in private, indicating a more “truthful” performance.

Passing as resistance through a Goffmanian approach: Normalized, defensive, strategic, and instrumental passing when LGBTQ+ individuals encounter institutions

“…Institutions may espouse specific gender, ethnic, religious, and sexual orientation norms and discriminate against those who do not comply with those norms (Bates, 2021; Daum, 2020). For example, even when LGBTQ+ individuals are supposedly recognized and their identities are legitimated in their workplaces, they may not be treated equally as others (Cech & Rothwell, 2020).…”

The Limits of Congregational Support for Working Women

“…Gendered organizations are not comprised of one gendered assumption but an interlocking set of practices/structures that reproduces gendered disadvantage (Bates 2022). The churches in this study provide an ideal example of gendered organizational logic.…”

“…But this label can obscure the mechanisms by which organizations maintain gender differences and reinscribe inequality. As a corrective, Bates (2022) encourages scholars to use Acker's (2006) full framework to test how organizations act as gendered. According to this framework a gendered organization meets five criteria.…”

The holding pattern of the worker Bs: how bifurcation of consciousness impacts female academic career progression

“…Approaches to RTA are flexible around choices regarding deduction and induction. Ultimately, the approach adopted in this study straddled both induction and deduction, in abduction (Bates, 2022). An abductive approach “rests on the cultivation of anomalous and surprising empirical findings against a background of multiple existing sociological theories” (Timmermans and Tavory, 2012, p. 169) and recognises the role of the researchers by embracing their prior phronesis and experiences, as inevitable and indispensable elements in the research process (Conaty, 2021).…”