The issue of gender in organizations has attracted much attention and debate over a number of years. The focus of examination is inequality of opportunity between the genders and the impact this has on organizations, individual men and women, and society as a whole. It is undoubtedly the case that progress has been made with women participating in organizational life in greater numbers and at more senior levels than has been historically the case, challenging notions that senior and/or influential organizational and political roles remain a masculine domain. The Oxford Handbook of Gender in Organizations is a comprehensive analysis of thinking and research on gender in organizations with original contributions from key international scholars in the field. The Handbook comprises four sections. The first looks at the theoretical roots and potential for theoretical development in respect of the topic of gender in organizations. The second section focuses on leadership and management and the gender issues arising in this field; contributors review the extensive literature and reflect on progress made as well as commenting on hurdles yet to be overcome. The third section considers the gendered nature of careers. Here the focus is on querying traditional approaches to career, surfacing embedded assumptions within traditional approaches, and assessing potential for alternative patterns to evolve, taking into account the nature of women's lives and the changing nature of organizations. In its final section the Handbook examines masculinity in organizations to assess the diversity of masculinities evident within organizations and the challenges posed to those outside the norm. In bringing together a broad range of research and thinking on gender in organizations across a number of disciplines, sub-disciplines, and conceptual perspectives, the Handbook provides a comprehensive view of both contemporary thinking and future research directions.

'Understanding Gender and Organizations' provides an accessible, yet comprehensive and broadly critical overview of gender in organizations, and presents the complex and contradictory nature of gender patterns.

Talented women continue to have difficulty advancing their careers in organizations wordwide. Organizations and their cultures were created by men, for men and reflect the wider patriarchal society. As a consequence, some women are disadvantaged and fa

At a time when some corporate women leaders are advocating for their aspiring sisters to ‘lean in’ for a bigger piece of the existing pie, this book puts the spotlight on the deep structures of organizational culture that hold gender inequality in place. Gender at Work: Theory and Practice for 21st Century Organizations makes a compelling case that transforming the unspoken, informal institutional norms that perpetuate gender inequality in organizations is key to achieving gender equitable outcomes for all. The book is based on the authors’ interviews with 30 leaders who broke new ground on gender equality in organizations, international case studies crafted from consultations and organizational evaluations, and lessons from nearly fifteen years of experience of Gender at Work, a learning collaborative of 30 gender equality experts. From the Dalit women’s groups in India who fought structural discrimination in the largest ‘right to work’ program in the world, to the intrepid activists who challenged the powerful members of the UN Security Council to define mass rape as a tactic of war, the trajectories and analysis in this book will inspire readers to understand and chip away at the deep structures of gender discrimination in organizational policies, practices and outcomes. Designed for practitioners, policy makers, donors, students and researchers looking at gender, development and organizational change, this book offers readers a widely tested tool of analysis – the Gender at Work Analytical Framework – to assess the often invisible structures of gender bias in organizations and to map desired strategies and change processes.

This text provides perspectives on the way in which gender plays a role in leadership dynamics and ethics within organizations. It seeks to offer new theoretical models for thinking about leadership and organizational influence. Most studies of women’s leadership draw on an ethics of care as characteristic of the way women lead, but as such, it tends towards essentialist gender stereotypes and does little to explain the complex systemic variables that influence the functioning of women within organizations. This book moves beyond the canon in exploring alternative paradigms for thinking about leadership and gender in organizations. The authors draw on the literature available in systems thinking, systemic leadership, and gender theory to offer alternative perspectives for thinking about the ways women lead. The book offers invaluable theoretical perspectives and insightful narratives to graduate students and researchers who are interested in women’s leadership, gender and organization. It will be of interest to all women in leadership positions, but specifically to those interested in understanding the systemic nature of leadership and their role within it.

Research addressing sex and gender in work will be of interest to psychologists, sociologists, managers, and economics. This book brings together the traditional management perspectives with the recent feminist perspective.

This book examines key themes relevant to advancing women in organizations and the need for individual and organizational mechanisms to foster career agility, with a constant focus on how to bridge research to practice. Providing insights on gender inclusion, mentoring, team diversity, and female leadership, Creating Gender-Inclusive Organizations provides actual hands-on advice from experts on how to leverage human resource and organizational strategies to advance women and close the gender gap. It is a must-read for management leaders, HR professionals, and gender and diversity organizational scholars of all levels.