The impact of gender culture on women's career trajectories: an Australian case study

Purpose
– The aim of this paper is to examine the influence of gender culture and gender subtext on
the career trajectories of women. It examines the organization as an arena in which underlying cultural
processes maintain gender distinctions and barriers, thereby limiting the efficacy of policies specifically
designed to increase the number of women at senior levels.
Design/methodology/approach
– This paper draws on the findings of a qualitative case study of
the perceptions of women’s career trajectories in an Australian financial services organization. by
examining the gender subtexts of organizational documentation we analyse the impact of gender
culture, specifically the gender structure of the organization, gender identities of women managers and
gender symbolism in organizational texts.
Findings
– The findings highlight the way an organization’s gender culture legitimate continuing
gender distinctions and impose pressure on women to comply with masculine behavioral norms, while
accepting gender distinctions and arrangements that reproduce inequalities.
Research limitations/implications
– The findings illustrate that despite the case study
organization being awarded for “best practice” in gender equity, the masculine gender culture of the
organization indicates that systemic change to support the advancement of women is still strongly
needed. Given that this case study is used as an illustrative example, future research should be mindful
of the uniqueness of this particular context.
Originality/value
– These findings provide insights into the way the goals of equity legislation,
policies and programs can be undermined by the distinct gender culture of an organization.