Gendered identification: between idealization and admiration

While much of the literature on gender focuses on role models, this paper extends the understanding of gendered professional identification processes by exploring these processes through the lenses of idealization and admiration. Using the method of discourse analysis to analyse MBA students' accounts of people with whom they identify, this paper explores discourses of idealization, defined as aggrandizing a person, and of admiration, which means discussing positive as well as negative and neutral characteristics of a person. It is shown, first, that most male and female MBA students idealized the self-made ‘authentic’ CEO or founder of an organization and, second, that women mainly admired other women through naming their positive, neutral and negative attributes. The paper thereby adds to understanding of how gendered identification processes are structured by idealization and admiration.The authors would like to thank Rachel Dunkley Jones for helping to collect the material. The research was financially supported by the research consortium on Generation Y, convened by the Lehman Brothers Centre for Women in Business at London Business School. The consortium included the following partner companies: Accenture (Founding Partner), Allen & Overy, Barclaycard Business, Baxter International, Cargill, IBM, Johnson & Johnson and KPMG. Thanks also to Judy Wajcman, Lynda Gratton and Julia Nentwich for their constructive feedback on earlier versions of this paper. The authors would also like to thank the anonymous reviewers and the Editor of the British Journal of Management for their patience in developing this paper

Femininities at work: How women support other women in the workplace

Recent research has highlighted the negative intra-gender relations that occur between women in organisations, focusing on aspects such as micro-violence, the queen bee syndrome, negative intra-gender relations, and competition and distance between women. Through a thematic analysis of interviews with 16 women, we draw on material where women were asked to consider their intra-gender relationships at work. We suggest that women are actively supporting each other and aligning themselves with each other; they are ‘mobilising femininities’ to help negotiate dominant hegemonic masculinity. However, the women also demonstrate contested femininities, creating distance from women who are not displaying an appropriate femininity. The article thereby examines the affiliated and contested femininities that women bring to bear in the workplace. It makes a contribution towards understanding mobilising femininities, the extent to which this is a conscious or liminal process for women and how, through mobilising femininities, gender as a social practice is demonstrated

Towards a topology of 'Doing Gender': an analysis of empirical research and its challenges

‘Doing gender’ is a much used term in research on gender, work and organizations. However, translating theoretical insight into empirical research is often a challenging endeavour. A lack of clarity with regard to the conceptualization and operationalization of key terms in turn often limits the theoretical and empirical purchase of a concept. The aim of this article is therefore to provide a systematization of empirical approaches to ‘doing gender’. This systematization leads to a topology of five themes that is derived from empirical research in the field. The five themes identified are structures, hierarchies, identity, flexibility and context specificity, and gradual relevance/subversion. Each theme explores a different facet of ‘doing gender’. This topology helps empirical researchers to be more specific about which aspects of ‘doing gender’ they are referring to. This in turn can help to unfold the theoretical potential of the concept of ‘doing gender’

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

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

A rights-based approach to board quotas and how hard sanctions work for gender equality

This article examines whether progress in women’s access to decision-making positions is best achieved through increased levels of development or targeted actions. Drawing on European data for the period 2006–2018, the article examines the association between how gender equal a country is and legislated measures such as board quotas with women’s representation on boards. The analysis then explores how this can be nuanced by differentiating between hard sanctions, soft sanctions and codes of governance. It shows that board quotas cannot be relied upon as instruments of progress independently of a contextual environment that is more gender equal. Furthermore, board quotas with hard sanctions work best, followed by codes of governance, particularly when associated with higher gender equality. However, board quotas with soft sanctions are associated with results that are only marginally better than not having any measure in place. The article concludes that for further and faster progress to be made, introducing legislated board quotas shows great potential, though only in combination with striving for a gender equal society and using hard sanctions. The results call for organizations not to lose focus on ‘rights’ at the expense of the more palatable ‘business case’ for board quotas when striving for equality on corporate boards

Splitting and blaming: The psychic life of neoliberal executive women

The aim of the article is to explore the psychic life of executive women under neoliberalism using psychosocial approaches. The article shows how, despite enduring unfair treatment and access to opportunities, many executive women remain emotionally invested in upholding the neoliberal ideal that if one perseveres, one shall be successful, regardless of gender. Drawing on psychosocial approaches, we explore how the accounts given by some executive women of repudiation, as denying gender inequality, and individualization, as subjects completely agentic, are underpinned by the unconscious, intertwined processes of splitting and blaming. Women sometimes split off undesirable aspects of the workplace, which repudiates gender inequality, or blame other women, which individualizes failure and responsibility for change. We explain that splitting and blaming enable some executive women to manage the anxiety evoked from threats to the neoliberal ideal of the workplace. This article thereby makes a contribution to existing postfeminist scholarship by integrating psychosocial approaches to the study of the psychic life of neoliberal executive women, by exploring why they appear unable to engage directly with and redress instances of gender discrimination in the workplace

The Inclusive Leader, The Smart Strategist and The Forced Altruist: Subject Positions for Men as Gender Equality Partner

This article explores how men are conceptualised as partners in gender equality processes in organisations against the backdrop of a postfeminist sensibility. Drawing on interviews that formed part of organisational ethnographies, the article highlights three subject positions that men are encouraged to adopt: the inclusive leader, the smart strategist, and the forced altruist. All three subject positions entail the construction of men as disadvantaged through a focus on women. While theorists of postfeminism have shown how women are made responsible for their own success and failure with structural gender inequalities being disavowed, the opposite logic seems to operate for men; if men do not succeed, it is due to unequal gender structures that favour women. Alternative subject positions could focus on making men’s privilege visible or on that men who support gender equality might accelerate their careers. The article also shows that gender equality is still seen as a women’s issue rather than an issue that concerns both women and men

17q21 variant increases the risk of exacerbations in asthmatic children despite inhaled corticosteroids use

_To the Editor,_ Approximately 25% of the asthmatic children suffer from uncontrolled asthma despite regular use of inhaled corticosteroids (ICS). Variation within the 17q21 locus is the strongest genetic determinant for childhood‐onset asthma. Recently, the influence of this locus on treatment outcomes has been shown in several studies. The Pharmacogenomics in Childhood Asthma (PiCA) consortium is a multiethnic consortium that brings together data from ≥14 000 asthmatic children/young adults from 12 different countries to study the pharmacogenomics of uncontrolled asthma despite treatment. In 14 PiCA populations (with over 4000 asthmatic patients), we studied the association between variation in the 17q21 locus, and asthma exacerbations despite ICS use. We specifically focused on rs7216389, a single nucleotide polymorphism (SNP) in the 17q21 locus strongly associated with childhood asthma and initially identified by Moffatt et al. [...