Beyond Glass Ceilings and Brick Walls - International Labour ...

More documents

Recommendations

Info

Glossary of Conceptual Terms Affirmative Action: originally to mean an institutional policy decision to tip evenly balanced scales in favour of a candidate from an under-represented group. This includes preferential hiring and quota systems. Can also mean taking into account gender differences in organizational policy and practice so that the existent oversights, gaps, and outright discrimination are rectified. Androcentric: male-centredness. Assumption that the experiences of men are generalizable to women; that the male is the norm that provides ‘the objective criteria’ through which women’s experiences can be organised and evaluated. Brick Walls: metaphor to signify the ideological and structural barriers preventing the horizontal and divisional mobility of women within the workplace. Gender: socially, culturally and individually constructed notions of what it is to be or expected of a man or woman in terms of roles, responsibilities, characteristics, behaviour patterns, morality, professions, dress codes, rights and so on. Gender Division of Labour: the differentiation and distribution of the tasks involved in the production of goods and services—paid work by men and unpaid family labour by women. Gender Equality: a state or position of being the same, especially in terms of social status or legal/political/employment opportunities and rights. To extend to women the same rights and privileges as men and vice versa. Gender Equity: recognizing and accounting for the gender differences between men and women (especially the hitherto ignored needs and interests of women) through policy, structural and practical interventions. Gender Segregation: gender divisions of labour within the paid labour force. Gender Stereotypes: a standardized and sometimes pejorative idea or image held about a person on the basis of gender. Glass Ceiling: metaphor to signify the ideological and structural barriers preventing women’s upward mobility (especially into management) in the workplace. Micropolitics: the conflicts, anxieties, pressures, resentments, competing needs and interests as well as power imbalances which influence the everyday transactions of work institutions. Organizational Substructure: intangible interactions and practices of an organization such as gender relations, conventions of behaviour, family/work splits, and moral codes etc. 101
Organizational Superstructure: institutional arrangements such as work/ management tiers, promotional ladders, labour/financial exchanges, corporate practices, and institutional mechanisms. Patriarchy: the literal meaning being the rule of the father of patriarch. Is used to name the system whereby men generally dominate women. Refers to the structural as well and ideological subordination experienced by women in terms of the law and its implementation, religious and political ideologies and practices, cultural and moral values and practices, relations between men and women within the family and outside, reproductive, economic and labour power, sexuality, violence against women, daily events, and so on. Practical Gender Needs: needs centred on practical necessities such as living conditions, food, employment, sanitation, etc. Sex: the biological difference between men and women founded on the different male and female reproductive organs as well as the differences in body features and psychological makeup. Sexual Harassment: Any unwanted sexual attention including leering, pinching, patting, repeated comments, jokes and insults, lewd gestures, the exhibition of (male) organs, rubbing, suggestions of a sexual nature (even on the telephone), the display of pornographic material, pressure for sexual favours and bribes. It can take the form of attempted and actual rape. Strategic Gender Needs: needs centred on the subordinate position of women such as better pay, measures to combat sexual harassment, control over the body etc. Transgender: complex movement towards transcending a person’s existing sexual and gender identity through cross-dressing, scientific and surgical interventions and so on. 102
Page 1 and 2:
Beyond Glass Ceilings and Brick Wal
Page 3 and 4:
The Wages Board Ordinance No. 27 of
Page 5 and 6:
An assault may include any act that
Page 7 and 8:
The most recent gender disaggregate
Page 9 and 10:
Table 2 indicates the major occupat
Page 11 and 12:
Table 5: Private Sector Employment
Page 13 and 14:
Aside from the survey of 100 compan
Page 15 and 16:
men in the public sphere working ou
Page 17 and 18:
to higher education (including thos
Page 19 and 20:
The inequalities and inequities cem
Page 21 and 22:
Unfortunately, these entitlements a
Page 23 and 24:
One interviewee stated how the mark
Page 25 and 26:
Employee Mobility 24 Training Respo
Page 27 and 28:
doubtful that management was aware
Page 29 and 30:
There were facile explanations in r
Page 31 and 32:
Some examples of conditions for wor
Page 33 and 34:
such as secretaries, who may be pro
Page 35 and 36:
There are, of course, many other wo
Page 37 and 38:
Women who undergo sexual harassment
Page 39 and 40:
out to be the victim. (He had also
Page 41 and 42:
worker dissatisfaction. This in tur
Page 43 and 44:
Workers Rights and Unionization Non
Page 45 and 46:
and family balance, the needs of wo
Page 47 and 48:
linked to the type of product or se
Page 49 and 50:
Women’s dress is also taken to si
Page 51 and 52: Language is also utilized in unders
Page 53 and 54: 2) There is organizational prejudic
Page 55 and 56: 54 PART II
Page 57 and 58: undertaken for the purpose of pinpo
Page 59 and 60: III Strategic Management In today
Page 61 and 62: The concept of “quality of work l
Page 63 and 64: • Successful organizations will r
Page 65 and 66: is rising. People today see more op
Page 67 and 68: 1. Social Expectations and Gender S
Page 69 and 70: Centralized, hierarchical, top-down
Page 71 and 72: organizational cultures can be deve
Page 73 and 74: posts will be mutually beneficial.
Page 75 and 76: 1. Soft toy manufacturing 2. Tea tr
Page 77 and 78: In the ten companies selected for t
Page 79 and 80: Such situations can be avoided if c
Page 81 and 82: In the IT service provider company,
Page 83 and 84: The inability or reluctance to trav
Page 85 and 86: In such a framework, persons with a
Page 87 and 88: to be provided with opportunities f
Page 89 and 90: women are treated by male colleague
Page 91 and 92: I. At Policy Levels • Articulate
Page 93 and 94: within an organization needs to be
Page 95 and 96: III. Training and Development • I
Page 97 and 98: V. Promotions • Improve advanceme
Page 99 and 100: 98 systems and the underdevelopment
Page 101: developing an enabling environment
Page 105 and 106: Employment of Women, Young Persons
Page 107 and 108: Sage Publications, (London / Thousa
Page 109 and 110: Contents Foreword Acknowledgments I
Page 111 and 112: Foreword Today, women are active ev
Page 113 and 114: I wish to express my sincere apprec
Page 115 and 116: Introduction This book is written w
Page 117 and 118: Moreover, these same gender unequal
Page 119 and 120: Hence, a majority of workplaces do
Page 121 and 122: Moreover, gender roles and responsi
Page 123 and 124: IT, hotels and travel. There is als
Page 125 and 126: This is followed by a more localize
Page 127: PART I
show all

Beyond Glass Ceilings and Brick Walls - International Labour ...

Create successful ePaper yourself

Delete template?

Save as template?