2023-09-28 14:46:10 +00:00
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abstract: 'The struggle for sex equality at work has largely been achieved in the
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developed world, it is claimed. The number of well-qualified young women
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entering white-collar employment and achieving promotion to first-line
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and middle management positions now matches or exceeds their male peers.
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Many young women have high career aspirations and argue that sex
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discrimination no longer exists. However, this perception is
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over-optimistic. Major sex inequalities persist at senior management
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level in the salaries and benefits offered to female and male staff and
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in access to certain favoured occupations and sectors of employment.
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Questionnaires, interviews and documentary evidence from three Turkish
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and six British banks and high street financial organizations showed
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that their claimed commitment to equal opportunities by sex was not
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matched by their practices. Members of managerial elites (who were
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almost exclusively male) held firm views about the characteristics of
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`the ideal worker'', which informed organizational ideologies, including
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human resource policies and practices concerning recruitment and
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promotion. They also permeated organizational cultures, which affected
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employees'' working practices and experiences. The outcome of these
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internal negotiation processes was to differentiate between a favoured
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group of staff seen as fully committed to the companies'' values, who
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were promoted and rewarded, and an `out'' group, whose members were
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denied these privileges. This distinction between `belonging'' and
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`otherness'' is gendered not only along the traditional lines of class,
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age, sexual orientation, religion and physical ability but also along
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the new dimensions of marriage, networking, safety, mobility and space.
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Despite local and cross-cultural differences in the significance of
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these factors, the cumulative disadvantage suffered by women staff
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seeking career development in the industry was remarkably similar.'
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affiliation: 'Ozbilgin, MF (Corresponding Author), Queen Mary Univ London, Ctr Business
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Management Human Resource Management, Mile End Rd, London E1 4NS, England.
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Queen Mary Univ London, Ctr Business Management Human Resource Management, London
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E1 4NS, England.
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Napier Univ, Res Off, Edinburgh EH10 5DT, Midlothian, Scotland.'
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author: Ozbilgin, MF and Woodward, D
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author-email: 'm.ozbilgin@gmul.ac.uk
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D.Woodward@napier.ac.uk'
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author_list:
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- family: Ozbilgin
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given: MF
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- family: Woodward
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given: D
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da: '2023-09-28'
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doi: 10.1111/j.1468-0432.2004.00254.x
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eissn: 1468-0432
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files: []
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issn: 0968-6673
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journal: GENDER WORK AND ORGANIZATION
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keywords: 'sex equality; financial services sector; Turkey; Britain; belonging and
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otherness; banking'
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keywords-plus: WOMEN
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language: English
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month: NOV
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number: '6'
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number-of-cited-references: '65'
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orcid-numbers: 'Ozbilgin, Mustafa F/0000-0002-8672-9534
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'
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pages: 668-688
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papis_id: 2aafa3eee139bbbc02d68f4c56225230
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ref: Ozbilgin2004belongingotherness
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researcherid-numbers: 'Ozbilgin, Mustafa F/A-1343-2008
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Ozbilgin, Mustafa/H-1398-2012'
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times-cited: '65'
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title: '`belonging'' and `otherness'': Sex equality in banking in Turkey and Britain'
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2023-10-01 08:15:07 +00:00
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type: article
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2023-09-28 14:46:10 +00:00
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unique-id: WOS:000224511600004
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usage-count-last-180-days: '0'
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usage-count-since-2013: '41'
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volume: '11'
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web-of-science-categories: Management; Women's Studies
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year: '2004'
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