The opaque gendered lens : barriers to recruitment and career development

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The opaque gendered lens : barriers to recruitment and career development

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Publication Article, peer reviewed scientific
Title The opaque gendered lens : barriers to recruitment and career development
Author Scholten, Christina ; Witmer, Hope
Research Centre Centre for Work Life and Evaluation Studies (CTA)
Date 2017
English abstract
Abstract Purpose – This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology/approach – The paper is based on qualitative semi-structured interviews, which have been analyzed using a gender analytic framework to identify how senior management, Human resource management and leadership trainees are discussing leadership and career development. Findings – Three themes were identified as clouding the issue of gender-equal leadership practices thereby creating an opaque gendered lens of who is defined as eligible for leadership positions. The three themes were: symbols as gendered images, counting heads – preserving the existing system and illusive gender inclusion. Research limitations/implications – Recruitment practices were identified as contributors to homosocial practices that perpetuate male-dominated leadership representation. However, specific recruitment practices were not fully explored. Practical implications – The potential use of gender equality as a sustainable management practice for competitive organizations to recruit and develop talented people. Social implications – To create resilient and gender-equal recruitment and leadership development practices. Originality/value – This research offers an original perspective on gender representation at the senior management level in global companies by revealing gendered leadership constructs in the leadership recruitment and development process as antecedents to unequal gender representation in senior management positions.
DOI https://doi.org/10.1108/GM-09-2015-0082 (link to publisher's fulltext.)
Link http://www.emeraldinsight.com/doi/full/10.1108/GM-09-2015-0082 .Icon
Publisher Emerald
Host/Issue Gender in Management;1
Volume 32
ISSN 1754-2413
Pages 47-65
Language eng (iso)
Subject Gender equity
Leadership development,
Corporate culture
Humanities/Social Sciences
Research Subject Categories::SOCIAL SCIENCES
Handle http://hdl.handle.net/2043/22668 Permalink to this page
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