Marjut Jyrkinen

Gender, age and ageism: experiences of women managers in Finland and Scotland:

This article explores the intersectionality of gender and age in work and careers of women managers. Interviews were conducted with women senior managers in two EU countries, namely Finland and Scotland. These countries have demographic and economic similarities, but there are differences in welfare regimes, economies and employment policies. Using the approach of biographical matching the article compares how women managers in these countries encounter gendered ageism in the different stages of their careers. Data illustrate the myriad ways in which women experience ageism and lookism. The conclusion reflects upon these processes of gendering management which persist across these two labour markets.

Early to mid-career women managers: experiences of gendered age, care and work

5 The importance of how you look for getting in and getting on in the workplace 91 Dennis Nickson 6 Size does matter: the impact of size on career 105 Patricia V. Roehling, Mark V. Roehling and Austin Elluru 7 ‘She’s got the look’: examining feminine and provocative dress in the workplace 116 Joy Van Eck Peluchette and Katherine Karl 8 The perils of pretty: effects of personal appearance on women’s careers 129 Stefanie K. Johnson, Ksenia Keplinger, Jessica F. Kirk and Elsa T. Chan

Career, Care, and Time: Female Top Managers in the Intersections of Age, Gender, and Work–Family

This chapter addresses the intersections of age, gender and work–family relations, and how these intersections relate to careers, care, and the structuring of time more generally in the lives of wo ...

Top Men in Transnational Companies

In light of the so-called globalization of business life and the expansion of transnational organizations, the concept of “transnational business masculinity” has been developed to describe a new form of masculinity among globally mobile managers. This chapter engages with this debate by focusing on gender and masculinities in the context of transnational corporate labor markets and specifically large transnational companies that are involved primarily or very substantially in knowledge work. The chapter examines the intersections of gender relations, local/national context, and transnational processes within knowledge work and management. It interrogates the complex interrelations of gender, specifically constructions of men and masculinities, with national-transnational intersections – in and between both professional knowledge work and its management and everyday lives and work-life boundaries.

Top men in transnational companies: the construction of men, masculinities, and work-family intersections within “gender-neutral” contexts

In light of the so-called globalization of business life and the expansion of transnational organizations, the concept of “transnational business masculinity” has been developed to describe a new form of masculinity among globally mobile managers. This chapter engages with this debate by focusing on gender and masculinities in the context of transnational corporate labor markets and specifically large transnational companies that are involved primarily or very substantially in knowledge work. The chapter examines the intersections of gender relations, local/national context, and transnational processes within knowledge work and management. It interrogates the complex interrelations of gender, specifically constructions of men and masculinities, with national-transnational intersections – in and between both professional knowledge work and its management and everyday lives and work-life boundaries.

MyManagement: women managers in gendered and sexualised workplaces

The authors report on research with women managers, documenting their strategies in response to gendered and sexualised working life. The paper aims to offer a conceptual framework and suggest ways in which employing organisations and workers might recognise and address the myriad forms of discrimination.,A qualitative design was pursued with 15 one-to-one interviews and two focus groups involving 12 women managers aged from their 30s to 60s. Data were collected in Finland. Women were recruited through business networks. Participants worked in a range of private sector and voluntary sector organisations.,Finland is a country which enjoys an international reputation for gender equality, but across the data, women recounted numerous examples of how they navigate working life to manage sexualised and discriminatory encounters and comments. Women reported feeling under constant surveillance for their looks, dress and behaviours in and outside the workplace. Further, ageing brought with it challenges to remain energetic and youthful and enhance the image of the organisation.,Although a considerable body of research exists on (gendered) aesthetic labour at work in service and hospitality work, there are limited data on this in business and middle management. With an ageing workforce, and women continuing to encounter pressures with their physical appearance, behaviours and dress, they continually develop ways to negotiate their careers. The authors propose the concept of “MyManagement” as a self-technology to denote the ways how women manage workplace relationships, working life and career development as organisational practices remain gendered.