Doirean Wilson

Developing women in a digital world

Discusses the findings of a recent study into the development of women managers, in the field of information technology (IT). Addresses the key question as to why few women are entering IT. Provides an insight into the perception of women working in IT, and their role in this “fast‐growing” technological area. Identifies four obstacles – gender stereotypes and attitudes, family responsibility, working time constraints, and lack of confidence – that have had a restrictive impact on the careers of female managers employed in this field. Albeit each of these obstacles has an overlap of common characteristics, it was decided that it would be better to explore each in individual context for the purpose of clarity. Also evaluates evidence taken from “personal interviews” carried out with 46 female delegates enrolled on a specialised IT training course, and 17 female managers from various companies. Uses structured questionnaire to elicit and record this data.

The unchanging perception of women as managers

Aims to disseminate the findings of an investigation into the perception of women as managers and the obstacles that they face in the workplace. Identifies the issues and problems faced by women from “multinational corporations” and the impact of operating across national boundaries. The three key issues are age, gender, and family responsibility. Reports on evidence found from conducting “personal interviews” and “focus group” discussions, showing that the ensuing implications have had a significant impact on women in the workplace. Argues that little has changed in terms of employers’ perception of working women so far. The study was supported from funds provided via the European Union under the European Social Fund Scheme.

Gender impact on Chinese negotiation: some key issues for Western negotiators

Utilises findings that relate to Chinese negotiation skills that can be used primarily as a guide for female Western negotiators wishing to do business with the Chinese. Evidence comes from observations and group discussions conducted with 31 female Chinese managers. Results show that there is a lot to consider when negotiating with the Chinese. The eight key characteristics which form an endemic part of Chinese culture are face, trust, friendship, ambiguity, patience, Guanxi networks, status, and Chinese protocols. Examines the gender impact of these characteristics on the negotiation process and assesses the ensuing implications for Western negotiators. Evidence suggests that first six characteristics are gender neutral while the latter two are gender biased. The women enrolled on the management programmes provided a “birds‐eye‐view” into the interactive behaviour and social upbringing of Chinese women, thus giving an insight into Chinese culture and customs. However, it is imperative to acknowledge that being a successful Chinese negotiator requires an “open minded” approach and heightened awareness of cultural differences.

Exploring the working life of a female politician

This explorative paper is based on the professional career of Councillor Gill Sargeant who completed her term of office as Mayor of the London Borough of Barnet, in May 2001. This paper chronicles the life of a twenty‐first century woman living and working in a “digitally” lead age, faced with the challenges of a traditional business environment. The paper also identifies the impact of key “drivers” and “barriers” to the development of womens careers such as, childcare responsibilities, technology, gender stereotypes and family friendly policies, as faced by a modern day Mayor.

New job, new millennium, “same deal” for women managers

Presents the findings of a survey by means of structured questionnaire, interviews and discussions with students on the Returners into Enterprise programme at Middlesex University. Attempts to discover the key issues relevant to women at work, particularly in management. Considers areas such as pay, gender disparity, age and family responsibilities before considering ways to over come these obstacles.

The moderating effects of single vs multiple-grounds of perceived-discrimination on work-attitudes: Protean careers and self-efficacy roles in explaining intention-to-stay

Purpose – Moving from a focus on a single aspect of diversity to multiple-diversity characteristics, the purpose of this paper is to develop and empirically test a model that examines whether self-efficacy (SE) and protean career (PC) measures relate to intention to stay (ITS), as a possible mediation of job satisfaction (JS). The authors then explored whether perceived discrimination – on single and multiple grounds – modify these relationships. Design/methodology/approach – A survey of 316 US managers, of which 95 reported perceived discrimination: 51 perceived discrimination on a single ground and a further 44 on multiple grounds. Findings – SE and PC are associated with increased ITS where there is higher JS. Furthermore, multiple discrimination results in more negative outcomes compared to a single source of perceived discrimination. Research limitations/implications – Employees with multiple diversities might be more prone to feelings of discrimination, which in an organizational context that lacks ...

Diversity and inclusion depend on effective engagement

Purpose – Highlights some of the things that can be done to ensure that organizations embed diversity and inclusion. Design/methodology/approach – Considers the need for effective engagement, the importance of performance indicators for diversity and inclusion and the key role of sharing stories. Discusses, too, how critical race theory could help to bring about improvements. Findings – Advances the view that a transformational process that supports employees with the knowledge and sustainable skills needed to improve business performance via ethical means will form a significant part of future-proofing organizations. Practical implications – Argues that, to achieve this organizations have to drive home the message that diversity and inclusion are everyone’s business. Social implications – Advances the view that a unified approach to diversity and inclusion, which is embedded in the business ethics of the organization, can have a sustainable positive impact on the health and well-being of individuals, business and society. Originality/value – Considers diversity and inclusion from diverse perspectives and draws conclusions that can help organizations to perform better in these areas.

Maintaining ‘Respect for Spirituality’ in a Secular Work Environment: A Biographical Account of the Career-Life Journey of a Black Female Practitioner of Declared Faith

Today’s global environment bears the mark of the beast namely, Volatility Uncertainty Complexity and Ambiguity (VUCA). Hence why changes are occurring in the working lives of leaders and employees who now seek to integrate their spirituality at work. Perhaps this is due to society’s need for spiritual solutions to better respond to the turbulence triggered by the VUCA climate that has instigated societal, geopolitical and business changes; as a means to enable them to cope and survive. This argues why interest in spirituality, a term viewed as nebulous and with skepticism, is omnipresent and growing. Spirituality discourses span many issues, yet limited written works exist that explore it from an intersectionality perspective, regarding teaching spirituality in management programs or within businesses. A gap in knowledge of how spirituality impacts on the careers of e.g., women leaders of faith in secular work environments exists. This makes it difficult to ascertain how spirituality manifests in the management practice of such leaders. Furthermore, there is no substantive evidence to show that this issue is explored from the viewpoint of black-female-leaders’ who become of faith while in masculine secular environments. This chapter aims to plug these gaps by reviewing the intersectionality of discrimination regarding the sales career-life-journey of Reverend Jessica Meade .

For Richer or Poorer in Sickness for Wealth: What Price Consumerism?

Abstract Affluence and material goods of varying types are portents of a millennium age consumer culture that encourages the masses to voluntarily participate in the need to buy, buy and buy! This trend to spend creates a purchasing fervour that preoccupies many consumers with the ongoing yearning to shop until they drop. Clever marketing tactics such as enticing smells, catchy jingles, prize-draw entries, lucrative sales, discounts and the recruitment of celebrities to advertise a range of different wares are just some of the ploys adopted by vendors and retailers to maintain the sustainability of this cycle of consumer spending. This scenario promotes what could be perceived as a never-ending desire to procure yet more products and merchandise, which can create social dilemmas such as personal debt due to, for example, impulse buying, excessive spending and unnecessary borrowing. Retailers and manufacturers are driven by a quest to sell so constantly tout their goods to tempt consumers including those with a need for personal and social respect, to take the bait in order to encourage them to keep buying. This, coupled with the rapid advances in technology over recent decades, has made it easier for consumers to shop, order, obtain and pay for their goods from the comfort of an armchair or via handheld devices, and all at a tap of a button. In essence, technology has added to, or even exacerbated, the materialistic consumer trend as witnessed across many global societies today – from the east and the west to the north and the south. But what impact does consumerism have on the well-being of humankind and, in turn, the environment? This chapter adopts a comparative approach to answer this question by exploring the implications of consumerism as a means for broadening the topic’s framework and to contribute to debates regarding consumerism, well-being, social dilemma, sustainability and techno-economics.

The moderating effects of single vs. multiple grounds of perceived discrimination on work attitudes: the role of protean careers and self-efficacy in explaining intention to stay?

Purpose – Moving from a focus on a single aspect of diversity to multiple-diversity characteristics, the purpose of this paper is to develop and empirically test a model that examines whether self-efficacy (SE) and protean career (PC) measures relate to intention to stay (ITS), as a possible mediation of job satisfaction (JS). The authors then explored whether perceived discrimination – on single and multiple grounds – modify these relationships. Design/methodology/approach – A survey of 316 US managers, of which 95 reported perceived discrimination: 51 perceived discrimination on a single ground and a further 44 on multiple grounds. Findings – SE and PC are associated with increased ITS where there is higher JS. Furthermore, multiple discrimination results in more negative outcomes compared to a single source of perceived discrimination. Research limitations/implications – Employees with multiple diversities might be more prone to feelings of discrimination, which in an organizational context that lacks ...