Gender and Sexuality in Male-Dominated Occupations Women Working in Construction and Transport /
| Huvudupphovsman: | |
|---|---|
| Institutionell upphovsman: | |
| Sammanfattning: | XV, 287 p. text |
| Språk: | engelska |
| Publicerad: |
London :
Palgrave Macmillan UK : Imprint: Palgrave Macmillan,
2016.
|
| Upplaga: | 1st ed. 2016. |
| Ämnen: | |
| Länkar: | https://doi.org/10.1057/978-1-137-50136-3 |
| Materialtyp: | Elektronisk Bok |
Innehållsförteckning:
- 1 Introduction
- 1.1 The policy context for addressing gender inequality at work
- 1.2 Progress on LGBT rights
- 1.3 The research
- 1.4 Outline of the book
- 2 Understanding gender, sexuality and occupation in male-dominated work
- 2.1 Occupational gender segregation
- 2.1.1 The effects of occupational gender segregation
- 2.1.2 Theories of occupational gender segregation
- 2.2 Women in non-traditional work
- 2.2.1 ‘One of the boys’
- 2.2.2 Sexuality and embodiment
- 2.2.3 Where are the lesbians?
- 2.3 LGBT experience at work
- 2.3.1 Disclosure of minority sexuality
- 2.3.2 Class and sexuality at work
- 2.3.3 The fluidity of sexual identities
- 2.4 Theories of sexuality
- 2.5 Intersectionality
- 2.6 Conclusion
- 3 Gender segregation in the construction and transport sectors
- 3.1 Women’s participation in construction and transport work
- 3.1.1 Women in UK construction and transport
- 3.1.2 International comparisons
- 3.2 Education, training and career choice
- 3.3 Working in construction and transport occupations
- 3.3.1 Working in construction
- 3.3.2 Working in transport
- 3.3.3 Work patterns and hours
- 3.4 Conclusion
- 4 Occupational choice, gender and sexual identity
- 4.1 Choosing non-traditional occupations
- 4.1.1 Occupational trajectories
- 4.1.2 Choice and material realities
- 4.1.3 Work choice and identity
- 4.2 Identities at work
- 4.2.1 Gendered bodies at work
- 4.2.2 Minority sexual identity at work
- 4.2.3 Empowerment, work and gender identity
- 4.3 Conclusion
- 5 Workplace interactions in male-dominated organisations
- 5.1 (Hetero)sexualised interactions
- 5.2 Minority sexuality in the workplace: reducing sexual tension?
- 5.3 Sexual and homophobic harassment
- 5.3.1 Heterosexual women’s experience
- 5.3.2 Lesbians’ experience
- 5.4 Managing men
- 5.5 Supportive workplace relations
- 5.6 Conclusion
- 6 Support and solidarity: networks and trade unions
- 6.1 Relations with female colleagues
- 6.2 Industry and professional networks for women
- 6.3 Staff networks
- 6.4 Trade unions
- 6.4.1 Union membership
- 6.4.2 Trade unions as sources of support
- 6.4.3 Attitudes towards women’s and LGBT separate organising
- 6.4.4 Challenging inequality within unions
- 6.5 Conclusion
- 7 Managing working hours and domestic life
- 7.1 Gender, sexuality and the division of labour
- 7.2 Working hours and flexibility
- 7.3 Negotiating work and domestic circumstances
- 7.4 The significance of earnings
- 7.5 An alternative division of labour?
- 7.6 Conclusion
- 8 Effective interventions for change
- 8.1 Attracting and recruiting women into non-traditional occupations
- 8.2 Retaining women in non-traditional work
- 8.2.1 Workpatterns and flexible working
- 8.2.2 Support
- 8.3 Setting employment equality objectives
- 8.4 The role of the law
- 8.4.1 Great Britain
- 8.4.2 South Africa
- 8.4.3 The United States
- 8.5 Conclusion
- 9 Conclusions
- 9.1 The value of an intersectional approach
- 9.1.1 Identities and occupational choice
- 9.1.2 Interactions at work
- 9.1.3 Use of support and networks
- 9.1.4 Managing work and home
- 9.2 The challenges of an intersectional approach
- 9.3 Prospects for the future
- Appendix: Table of women worker interviewees
- Bibliography.