wow-inequalities/02-data/intermediate/wos_sample/69e8553c0f650040be225df2bcd3d95e-ozbilgin-mf-and-woo/info.yaml

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