In the Way of Women: Men’s Resistance to Sex Equality in by Cynthia Cockburn

By Cynthia Cockburn

How are males responding to feminism? specifically, at paintings facing the problem to their strength and privilege represented via confident motion for intercourse equality? The Nineteen Eighties observed many firms, from significant businesses to left-wing neighborhood councils, take motion to enhance women's probabilities. The learn on which this publication relies evaluates the a part of males within the equality technique. the writer demonstrates the social mechanisms by which women's aspirations for switch are thwarted and attracts classes from event for feminist activism in companies within the Nineties. '...an very important and invaluable contribution to the examine of corporations, to an research of gendered social techniques, and to people who actively stay dedicated to making a greater international for women.' Jalna Hanmer, occasions greater schooling complement. '...an engrossing learn of resistance to the implementation of equality rules in numerous forms of organizations.'Elizabeth Meehan, Queen's college, Belfast '...the publication has the triple virtues of accelerating really good wisdom, compelling the eye of readers as a rule attracted to politics and society and being relocating for all who're serious about human dignity'. Elizabeth Meehan, Queen's collage, Belfast '...essential examining for somebody attracted to organisational improvement usually and equivalent possibilities specifically. hugely recommended...' - administration schooling and improvement

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Additional resources for In the Way of Women: Men’s Resistance to Sex Equality in Organizations

Sample text

Bureaucracies get their authority in the eyes of those who work in them and have business with them from the sense not of dealing with some despotic ruler but belonging to a rational technical order. Max Weber, in his seminal work on bureaucracy, defined it as an order legitimated not by the charisma of a leader nor the weight of tradition but from observance of a code, written or unwritten, of rational precepts and rules (Weber 1947). The formal diagrams of authority described by Weber, however, have long been recognized as an incomplete picture of power in organizations since they were not able to reveal the cross-weaving of the structure by less formal relations of power, the 'values and patterns of behaviour which are independent of these formal rules 48 In the Way of Women and which develop out of the interaction of persons in groups in the organization' (Clegg and Dunkerley 1980:132).

By the end of the 1970s only a few had declared themselves to be 'equal opportunity employers' and most of those meant little more than that they were observing the letter of the law (Robarts 1981). By 1986 there was a handful of initiatives to cite: a few progressive local councils, inspired by the Greater London Council, led the way. A few private-sector employers were experimenting: Weekend Television and Thames TV, Austin Rover (Stamp and Robarts 1986). Nor were the unions proving much help.

Indeed member states were expected to institute and pursue such measures until such time as the right of women to equality with men proclaimed by the United Nations had been achieved (Vogel-Polsky 1989). This convention introduced into the internal legal systems of signatory states (of which the United Kingdom is one) a concept that was new for most of them: positive or affirmative action for women. In the context of Europe, the European Economic Community's founding document, the Treaty of Rome of 1957, enshrined the principle of sex equality.

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