The Lived Experiences of Queer* Teachers in İstanbul within the Scope of Institutionalized Heteronormativity and Neoliberal School Policies

Even though the challenges that Queer* employees face in the workplace because of their intersecting identities of gender, sexuality, race, and class continue to be one of the rarely studied topics in social sciences, there has been a resurgence of interest in recent years, concerning how Queer* teachers experience the conflation of their sexual and professional identities. Informed by the recognition that schools are one of the most representative prototypes of gendered organizations with their ever-adapting regimes of inequality, this study is motivated by the question of how Queer* teachers in İstanbul deal with the enduring institutionalized homophobia, which has only got worse in terms of its silencing and pathologizing mechanisms. Claiming one of the fundamental functions of schools to establish strictly heteronormative spaces of learning, where any form of gender nonconformity or sexual dissidence stands before disciplinary punishment or reprimand from other students and teachers, I have examined the current working conditions of Queer* teachers in İstanbul within the contexts of schools, which compel Queer* teachers to abide by their institutionalized rules and norms of compulsory heterosexuality. This study attempts to learn what kind of experiences Queer* teachers in İstanbul articulate regarding the conundrum of being forced into presenting themselves as non-sexualized and non-gendered professional figures, as neoliberal policies and capitalist expectations of a rigid separation between professional identities and personal lives of workers continue to negatively affect the occupational well-being of Queer* teachers. A careful analysis of the interviews has revealed that the Queer* teachers in İstanbul are burdened with the aesthetic labor they are constantly expected to perform due to the emergent neoliberal schemes of professionalism and that they suffer under closely monitoring mechanisms of heteronormative school policies and work climates.

Black Women’s Resiliency in Community College Leadership

Black women leaders in higher education face a double bind of gender and racial disparity and biases within the education workforce and their institutions. The literature does not fully articulate Black women's considerations when pursuing community college presidencies and the strategies they use to overcome the hurdles and discrimination they encounter. This research expands the literature by using critical race and Black feminist thought as theoretical frameworks to examine the ascension and succession of eight Black women leading community colleges and how they circumvented barriers associated with the male-dominated position. Findings reveal how three elements of resiliency—emotional intelligence, authenticity, and agility—contest and challenge the oppressive nature of White male privilege in gendered organizations. This newfound perspective has implications for the recruitment, retention, and persistence of faculty and administrators, leadership development programs, and succession planning at community colleges across the United States.

Family Structure, Gender, and Wages in STEM Work

Drawing upon work effort and gendered organizations perspectives and using data from the Current Population Survey, we examine how family structure types (i.e., combinations of marital and parental statuses) shape within- and between-gender variation in the earnings of highlyeducated men and women working in STEM and non-STEM occupations. We find that STEM and non-STEM women earn premia for marriage and for motherhood if they are married, with higher family-related premia for STEM women. Analysis of married men and women by specific STEM category reveals the largest parenthood premium is for women in engineering. Yet, STEM men and non-STEM men generally earn more than their counterpart women, with the largest between-gender wage difference for married parents in non-STEM occupations. Taken together, these findings provide a mixed picture of movement towards gender equality in work organizations.

Examining the gendered organizations: evidence of institutional discrimination

Purpose The purpose of this study is to examine how a group of special companies, i.e. highly acknowledged and awarded ones operating in Brazil handle the gender issue. Design/methodology/approach This investigation relies on historical analysis by addressing essentially a surface-level indicator (i.e. gender preferences). Rather, this study is grounded on data from the companies that were awarded as one of the best organizations to work for in Brazil by Época-Great Place to Work® Institute and Guia Você S/A lists (between 2012 and 2016). As a result, four organizations were selected, that is, the most representative examples of gender doing. Findings Overall, it found that the glass ceiling is apparently breaking down within at least some germane Brazilian organizations. However, data suggest that other sorts of institutional discrimination may be taking place, i.e. the one in which a feminist mindset may be permeating an organization or even a whole business sector. Under such a scenario, male workers will likely have only a few opportunities. Research limitations/implications The sample size of this study does not permit that the results be generalized. In addition, data were elicited from only a specific cohort of companies. Practical implications It was found no substantial evidence that these organizations are making strides toward at least mitigating the effects of their gender unbalance, although gender equality and, broadly speaking, diversity does not constitute a new management topic anymore. Originality/value Unlike other investigations, it encompasses a larger sample of companies, draws exclusively upon gender-based organizations and is grounded on multiple sources of information. Additionally, data revealed that gendered organizations may encompass different levels of salience.

On the Periphery: Examining Women’s Exclusion From Core Leadership Roles in the “Extremely Gendered” Organization of Men’s Club Football in England

In this article, we frame men’s club football as an “extremely gendered” organization to explain the underrepresentation of women leaders within the industry. By analyzing women’s leadership work over a 30-year period, we find that women’s inclusion has been confined to a limited number of occupational areas. These areas are removed, in terms of influence and proximity, from the male players and the playing of football. These findings reveal a gendered substructure within club football that maintains masculine dominance in core football leadership roles and relegates women to a position of peripheral inclusion in leadership roles. Through a discourse analysis of gender pay gap reports, we show that men’s football clubs legitimize women’s peripheral inclusion by naturalizing male dominance at the organizational core. These findings are significant because they demonstrate that men’s football clubs, as masculinity-conferring organizations, have excluded women from core roles to maintain their masculine character while superficially accepting women into roles that do not challenge the association of football with hegemonic masculinity. Therefore, organizational change may be possible only if women are granted greater access to core organizational roles. Here, we offer a new theoretical framework for “extremely gendered” organizations that can be applied to other sporting and male-dominated contexts to analyze women’s access to core leadership roles.

Preacher Woman

When people are committed to gender equality, what gets in their way of achieving it? Why do well-intentioned people reinforce sexist outcomes? Why does dissonance persist between organizational actors’ good intentions of equality and sexist outcomes? This book provides answers to these questions by applying the critical lens of gendered organizations to moderate-liberal congregations that separated from their mainline denomination in support of women’s equal leadership yet remain predominately male in positions of authority. This critical methodological study investigates congregations affiliated with the Cooperative Baptist Fellowship (CBF) with some dually aligned with The Alliance of Baptists. Although the CBF identifies the equal leadership of women as a core component of its collective identity and women are enrolling in Baptist seminaries at almost equal rates as men, only about 5% of CBF congregations employ women as solo senior pastors. This book provides an organizational analysis investigating gendered congregational processes on the individual, interactional, and organizational levels, including themes such as gendered hiring criteria, a perceived incongruence of women’s bodies and leadership, unconscious biases of organizational actors, and how women pastors’ experiences of discrimination influence their riskier approaches to leadership.

Introduction

This chapter begins with a narrative of gathering at the Nevertheless, She Preached conference. It offers a more personal connection to those experiencing gendered hurdles associated with the stained-glass ceiling, introduces the research setting, and presents the research questions. It also introduces the notion of sexism without sexists and connects this phenomenon to sexist patterns within progressive religious congregations as well as broader society. The chapter presents current national statistics demonstrating women pastors’ underrepresentation in other predominantly Christian denominations as well as the Cooperative Baptist Fellowship specifically, surveys existing research on the stained-glass ceiling, and identifies the gaps in the literature. Finally, this introductory chapter provides a historical overview of the theoretical framework of gender structure. Given that this book is intended for those studying gender as well as religious professionals and churchgoers, time is allowed for dismantling gender essentialism and explaining the concepts of gender, gendered organizations, and gender structure. Additionally, the introduction provides a description of the methodology and the congregations included in the study and concludes with chapter summaries.