Gender subtext revisited

• Published in: Equality, Diversity and Inclusion: An International Journal Vol. 31; no. 3; pp. 225 - 235
• Main Authors: Benschop, Yvonne, Doorewaard, Hans
• Format: Journal Article
• Language: English
• Published: Birmingham Emerald Group Publishing Limited 01-01-2012
• Subjects: Corporate culture; Employment; Equality; Female employees; Femininity; Gender; Gender equity; Inequality; Job design; Masculinity; Organization; Organization theory; Organizational behavior; Organizational change; Organizational culture; Power; Regulation; Resistance; Sex discrimination; Sex inequality; Social interaction; Studies; Theory; Women; Workers; Gender subtext; Management power; Intersectionality; Gender processes; Organizational structures; Power
• ISSN: 2040-7149; 2040-7157
• DOI: 10.1108/02610151211209081

Purpose - This paper aims to examine if the notion of gender subtext is still a useful concept to study the implicit processes of gender distinctions in organizations. It also aims to confront the authors' earlier elaboration of the concept of gender subtext with recently developed insights on how organizational processes produce gender at work.Design methodology approach - The paper reviews the literature that was used to develop the notion of gender subtext. Then it turns to the new insights, concepts and theories that should be included in the update of the notion of gender subtext. The discussion focuses on three elements in particular: the entrance of intersectionality, the disappearance of the layered processes and the prevailing persistency of power.Findings - The paper concludes that the original concept of gender subtext as a power-based set of arrangements that reproduce gender distinctions can benefit from the recent theorizing on gender in organizations. The new notion genderplus subtext takes the interference of multiple inequalities into account. Gender is one important part, but not the only, or even the most important, form of inequality at work. To understand the dynamic process of (re)production of these inequalities, the paper points to the interplay between structural, cultural, interaction and identity processes in organizations, and to the hybrid power processes of compliance, accommodation, resistance and counter-resistance.Practical implications - The authors hope that this updated version may trigger more debate about the reproduction and, more importantly, about change of gender inequalities in organizations.Originality value - The paper reconceptualizes gender subtext, bringing a new perspective to the understanding of the power processes that produce or alter complex inequalities in organizations.