Syed, Jawad and Murray, Peter A. (2008) A cultural feminist approach towards managing diversity in TMTs. Equal Opportunities International, 27 (5). pp. 413-432. ISSN 0261-0159
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Official URL: http://dx.doi.org/10.1108/02610150810882288
Identification Number or DOI: doi: 10.1108/02610150810882288
Purpose – The purpose of this paper is to challenge the customary emphasis on masculine values in top management teams (TMTs) and offer a cultural feminist approach to improving women's participation in leadership roles in organisations. Design/methodology/approach – The paper builds on the theory of diversity and 'difference', instead of 'sameness', to demonstrate the relationship between feminine values, team member diversity, and team effectiveness. The paper develops a three-tier approach to making better use of gender diversity in TMTs: unravel masculine hegemony in the workplace; create awareness of distinct values offered by women as team members and team leaders; and progress team diversity from the customary token representation to gender inclusive team structures and routines. Findings – The paper suggests that TMTs benefit when learning to accommodate and integrate feminine values, along with masculine values, into an inclusive work culture that enhances teams'performing capacities. Research limitations/implications – Token representation is only one dimension of gendered disadvantage. Several complex forms of gendered disadvantage reside at macro-level or extraorganisational layers of life. Therefore, tackling masculine hegemony should involve a multilevel approach that tackles gendered disadvantage in domains as wide as work, organisation, and society. Practical implications – Through the three-tier framework for managing diversity in TMTs, the paper offers a practical way forward, moving beyond the current functional-structured approach towards TMTs. Originality/value – The paper argues that conventional diversity management practices remain influenced by a hegemonic masculine approach towards increasing women’s participation in employment. Furthermore, a narrow emphasis on 'sameness' instead of 'diversity' of women and men reinforces male hegemony, contributing to the perpetuation of low numbers of women in TMTs.
|Item Type:||Article (Commonwealth Reporting Category C)|
|Additional Information:||Author version not held.|
|Uncontrolled Keywords:||cultural studies, feminism, equal opportunities, gender, leadership, senior management|
|Fields of Research (FOR2008):||15 Commerce, Management, Tourism and Services > 1503 Business and Management > 150399 Business and Management not elsewhere classified|
15 Commerce, Management, Tourism and Services > 1503 Business and Management > 150305 Human Resources Management
|Socio-Economic Objective (SEO2008):||B Ecomonic Development > 91 Economic Framework > 9104 Management and Productivity > 910402 Management|
|Deposited On:||10 Dec 2010 14:25|
|Last Modified:||01 Nov 2011 11:58|
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