Organizational Culture and Gender Minority

International Journal of Civic Engagement and Social Change ◽

10.4018/ijcesc.2014070103 ◽

2014 ◽

Vol 1 (3) ◽

pp. 26-42 ◽

Cited By ~ 2

Author(s):

Richa Vij

Keyword(s):

Organizational Culture ◽

Gender Discrimination ◽

Female Group ◽

Compelling Evidence ◽

Gender Minority ◽

Female Employees ◽

And Gender

Organizational culture has long been shaped and dominated by male orientations and therefore focus on change in the organizational culture can help in addressing the issue of discrimination and isolation of women in organizations. The present paper aims at identifying the attributes of organizational culture in respect of which the perceptions of female employees differ significantly from those of male employees in State Bank of India. The study is based on the data relating to 54 variables for measuring the attributes of organizational culture. The results indicate that though there were differences between the perceptions of Female group employees and Male employees of State Bank of India regarding many of the attributes of organizational culture, they were not statistically significant. The study points out that despite the compelling evidence in support of the belief that gender discrimination does exists in most firms, some firms have been able to develop an organizational culture that is perceived to be non-discriminatory in nature by the gender minority.

Download Full-text

Power and Gender

Handbook of Research on Women in Management and the Global Labor Market - Advances in Logistics, Operations, and Management Science ◽

10.4018/978-1-5225-9171-9.ch005 ◽

2019 ◽

pp. 91-112

Author(s):

Zahra Khamseh

Keyword(s):

Organizational Culture ◽

National Culture ◽

Working Women ◽

Cultural Dimensions ◽

Direct Influence ◽

Organizational Life ◽

Cultural Aspects ◽

Personal Experiences ◽

Female Employees ◽

And Gender

The chapter seeks to explore the roots of gender inequality through the personal experiences of working women in senior positions which are extracted from their stories about their families, societies, and organizations. To conduct the research, Hofstede's cultural dimensions were employed as a tool to determine the national culture which has direct influence on organizational culture which dominates the workplace and influences immensely every sphere of women's activities in the workplace. In this research, consideration is given to cultural aspects through data gathered from educated Iranian, Malay, and Turkish female employees illustrating their organizational life.

Download Full-text

Gender and Its Inter-Sectional Dimension in International Minority Law

International Journal on Minority and Group Rights ◽

10.1163/157181110x512179 ◽

2010 ◽

Vol 17 (3) ◽

pp. 469-490 ◽

Cited By ~ 1

Author(s):

Ilias Bantekas

Keyword(s):

Gender Discrimination ◽

Female Group ◽

Ethnic Cleansing ◽

Minority Status ◽

Legal Documents ◽

Group Members ◽

And Gender ◽

Gender Specific ◽

Domestic Level ◽

Evolutionary Interpretation

AbstractIntersectional gender discrimination in the field of minority law encompasses discrimination not only in respect of one's minority status, but additionally on account of that person being a woman. Such discrimination many times affects female group members only, as in the case of ethnic cleansing through rape, and is thus inapplicable to men. Although the two forms of discrimination (i.e. minority and gender) are not treated as a single act in the relevant international legal documents, the recent practice of United Nations human rights rapporteurs is to identify a unified violation that is gender-specific. This has not yet trickled down to the domestic level, but I argue that a purposive and evolutionary interpretation of the law should move towards recognition of a single violation.

Download Full-text