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Let the right one in: A Bourdieusian analysis of gender inequality in universities’ senior management

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  • Michelle Gander

Abstract

This article examines the lack of gender diversity in senior management positions in professional staff in universities. These results are analysed via a Bourdieusian analysis of economic, social, cultural and symbolic capital. Through a purposeful sample of senior professional staff working in universities in three countries: Australia, Canada and the UK, six career‐enhancing strategies needed for career success were determined. The article critiques the resource‐based view of career capital and argues that capitals accumulation for career success can be understood by considering the concepts of symbolic violence and habitus as a way of understanding intra‐cohort differences. It proposes that by considering both the subjective and objective cultural constructs via habitus, and by acknowledging the importance of symbolic capital and symbolic violence towards women, this may be one way of increasing female representation in senior management.

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  • Michelle Gander, 2019. "Let the right one in: A Bourdieusian analysis of gender inequality in universities’ senior management," Gender, Work and Organization, Wiley Blackwell, vol. 26(2), pages 107-123, March.
    • Handle: RePEc:bla:gender:v:26:y:2019:i:2:p:107-123
    DOI: 10.1111/gwao.12327
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    References listed on IDEAS

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    1. Doyle , Gabriel & Srivastava, Sameer B. & Goldberg, Amir & Frank, Michael C., 2017. "Alignment at Work: Using Language to Distinguish the Internalization and Self-Regulation Components of Cultural Fit in Organizations," Institute for Research on Labor and Employment, Working Paper Series qt3z83b0x0, Institute of Industrial Relations, UC Berkeley.
    2. Hancock, Meg G. & Hums, Mary A., 2016. "A “leaky pipeline”?: Factors affecting the career development of senior-level female administrators in NCAA Division I athletic departments," Sport Management Review, Elsevier, vol. 19(2), pages 198-210.
    3. Mathias W. Nielsen, 2016. "Limits to meritocracy? Gender in academic recruitment and promotion processes," Science and Public Policy, Oxford University Press, vol. 43(3), pages 386-399.
    4. George Gordon & Celia Whitchurch, 2007. "Managing Human Resources in Higher Education: The Implications of a Diversifying Workforce," Higher Education Management and Policy, OECD Publishing, vol. 19(2), pages 1-21.
    5. Meg G. Hancock & Mary A. Hums, 2016. "A “leaky pipeline”?: Factors affecting the career development of senior-level female administrators in NCAA Division I athletic departments," Sport Management Review, Taylor & Francis Journals, vol. 19(2), pages 198-210, April.
    6. Sibel Yamak & Ali Ergur & Mustafa F. Özbilgin & Ozan Nadir Alakavuklar, 2016. "Gender as Symbolic Capital and Violence: The Case of Corporate Elites in Turkey," Gender, Work and Organization, Wiley Blackwell, vol. 23(2), pages 125-146, March.
    7. Jyrkinen, Marjut, 2014. "Women managers, careers and gendered ageism," Scandinavian Journal of Management, Elsevier, vol. 30(2), pages 175-185.
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    Cited by:

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