Exploring collective costs and individual benefits of neoliberal feminism

A popular form of ‘neoliberal feminism’ promotes women’s resilience as individuals to advance gender equality in leadership and beyond (Rottenberg, 2014). Ostensibly inspiring, this focus can increase beliefs that women, rather than inequitable social structures, are to blame for ongoing inequality (Kim et al., 2018). In this research, we examine another potential downside: that messages promoting individual resilience reduce women’s collective-action intentions. Across three studies in the UK, undergraduate and graduate employed women (total N=940) read about gender inequality and then read messages either promoting individual resilience as a pathway to women’s career advancement, or not. In two of three studies, women who received resilience messages had lower collective-action intentions – a negative effect that was either indirect, via reduced perceptions of gender discrimination and reduced anger over inequality (Study 1) or direct (Study 3). Across studies, we did not find evidence of individual benefits, and in Study 2, women who read messages promoting individual resilience reported lower personal control and career ambition. Together, these studies contribute to evidence showing downsides of neoliberal feminism. We discuss alternative ways to promote gender equality, including through messages that mobilise supporters of gender equality to challenge structural impediments to women’s career advancement.

Women in Organizations

There has been a retreat from the “conventional” work organization to new forms of contemporary organizations. Parallel to this shift in organizational forms, the composition of the workforce also changed. Greater numbers of women entered the labour market and began occupying managerial positions. Despite the increase of women in the workforce, progress towards equality lagged behind. The intention of this chapter is to provide an overall picture of the representation of women in organizations and to acquaint the readers with some of the major issues that play role in women's career advancement. The chapter begins by introducing macro and micro level barriers that hinder representation of women in the contemporary workplace. Some of these major barriers, such as stereotypes attached to women, occupational segregation, the gender pay gap, and discrimination are then detailed and theoretical and practical implications are provided. The chapter also covers studies on the leadership of women in organizations and outlines the need to unravel the potential of women.

Understanding Career Barriers of Women Executives

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

One Group’s Advantage or Another Group’s Disadvantage? How Comparative Framing Shapes Explanations of, and Reactions to, Workplace Gender Inequality

Gender inequality is usually described as women’s disadvantage, only rarely as men’s advantage. Moreover, it is often illustrated by metaphors such as the glass ceiling—an invisible barrier to women’s career advancement—metaphors that often also focus on women’s disadvantage. Two studies ( N = 228; N = 495) examined effects of these different ways of framing gender inequality. Participants read about gender inequality in leadership with a focus on either women or men, and either without a metaphor ( women underrepresented vs. men overrepresented) or with a women-focused or men-focused metaphor ( glass ceiling/ labyrinth vs. old boys’ club). Metaphors caused participants to perceive gender inequality as (somewhat) more important. Regardless of metaphor use, women-focused descriptions led to more explanations of inequality focusing on women relative to explanations focusing on men, as well as to more suggestions of interventions targeting women at the expense of interventions aimed at systemic changes.

Women’s career advancement in hotels: the mediating role of organizational commitment

Purpose This study aims to uncover women’s career advancement (CA) in the hospitality industry, by examining the influence of female employees’ career expectation (CE) and work–family balance (WFB). It also investigated the extent to which organizational commitment (OC) mediates the relationships among women’s CE, WFB and CA. Design/methodology/approach A questionnaire was used to collect data. The data were collected from 525 hotel female employees in China. A structural equation model was conducted with all of the data to test the relationships between the constructs. The individual measurement model was tested using the exploratory factor analysis and confirmatory factor analysis. A structural model was estimated using analysis of moment structures to test all the hypotheses. Findings The results showed that women’s CE and WFB positively influenced their OC and CA. Women’s organizational commitment also positively influenced their CA. The results also confirmed that the indirect effect of CE and WFB on CA was mediated by OC. Originality/value This study examines how the CE and work–family relationships of female employees in the hospitality industry affect their OC and their CA. The results help female employees to overcome the glass ceiling effect and achieve greater career success. This study seeks to expand the research on the CA of female hotel employees by identifying the factors that influence their CA.

CAREER DEVELOPMENT SUPPORT MODEL FOR WOMEN AFTER CHILDBIRTH

The article addresses the problem of obstacles to use the labour potential of women after childbirth. The aim of the study is to develop a post-natal career development support model for modern women, based on research on barriers to women's career advancement and promoting the balance of life between women's integration into the labour market and child upbringing. The study was developed in the Latvia University of Life Sciences and Technologies, the Institute of Education and Home Economics within the Master study programme Career Counsellor. A study on barriers to women's career development after childbirth were involved 647 respondents. An expert evaluation of the career development model for women was carried out with the participation of 4 experts in the field of career counselling. As a result of the study, the main obstacles for working age women / mothers were: lack of childcare services (245 respondents' answers); number of vacancies in the place of residence (151 respondents); insufficient partner support (110 respondents' answers). Experts' assessment allowed to conclude that the Career Development Support Model developed by the authors promotes a work-life balance between family life and work for women after childbirth. Results of the research could be used in the work of adult career counsellors.

Women managing women: hierarchical relationships and career impact

PurposeThis paper explores the experiences of women in Saudi Arabia who have been managed by other women, and examines how junior women perceive senior women's role in advancing their career.Design/methodology/approachThe paper is based on qualitative data gathered using in-depth semi-structured interviews undertaken with 30 women working in Saudi public organisations.FindingsThis study's findings shows that the hierarchical relationships between women and their woman manager are complex due to a multifaceted web of contextual factors including sociocultural values, family values, religious beliefs and organisational cultures and structures. These factors shape the quality of relationships between senior women and their women subordinates. Also, this study reveals that there is solidarity and ‘sisterly’ relationship between women in the workplace that plays a role in facilitating women's career development and advancement. In addition, this study shows that despite senior women's having supported other women's career advancement, this support tended to be conditional and limited. This can have an influence on women-to-women work relationships, where such relationships can be described as being disconnected and fragile. Furthermore, the study depict that there is evidence of the existence of ‘Queen Bee’-like senior women who distance themselves from other women and block their career advancement. The Queen Bee phenomena can actually become a form of hierarchy that mimics the patriarchal structure and excludes women from serving at top management levels.Originality/valueThis paper provides an in-depth understanding of the hierarchical relationships between women in the workplace and how these relationships have an influence on women's career advancement. Therefore, the paper makes a valuable contribution to the scarce knowledge that currently exists within the field of management research in relation to women's career development – and the advancement of such research within the Arab Middle Eastern context. Also, the findings of this study could potentially inform practitioners and HR department personnel within organisations about the connections between women's hierarchical workplace relationships and women's career development and advancement.

Women’s Career Advancement Barriers in A Matrilineal Society: The Case of Minangkabau

This study seeks to examine and to compare the patterns of women’s and men’s career advancement in a municipal government located within traditional area of the biggest matrilineal society in the world, the Minangkabau. This research employed a qualitative approach through a case study and suggests that the higher the position, the less the number of women occupying it. Further, this study also aims to explore thebarriers that impede career advancement of the female employees. Women face barriers that become more significant as they climb the hierarchical structure, including lack of experience, job segregation, work-family conflicts, and stereotypes. Applying newpolicies such as a quota system and flexible work arrangements can be implemented to address these issues. This research only studied one municipal region within the Minangkabau. Future and more extensive research can provide a more comprehensive understanding of the situation by observing more local governments

Indonesian Women in Public Service Leadership: A Rapid Review

Masculinist contours have legitimized male domination in Indonesia’s upper public service ranks. However, some women have managed to crack the glass ceiling. A systematic search was undertaken of seven academic databases and the Google Scholar search engine to identify facilitative features of women’s career advancement through Indonesia’s echelon ranks. Fourteen articles, representing nine studies, were identified. While policy initiatives exist to increase women’s representation and career advancement, studies consistently identified little application to practice. Patterns across the studies located women’s career advancement as an individual concern and showed that women wanting careers were expected to manage the double burden of productive and reproductive life, obtain permissions from husbands and extended family, and adopt masculine leadership traits to garner colleagues’ support. Barriers frequently outweigh opportunities for career advancement; these including entrenched homo-sociability asserting that men make better leaders. Consequently, the blocking of women’s opportunities invoked personal disappointments, resulting in women’s public denial of their leadership ambitions.