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Recruiting Managing Directors: Doing Homosociality
KTH, School of Industrial Engineering and Management (ITM), Industrial Economics and Management (Dept.), Gender, Organisation and Management. (Fosfor/ Organisation, ledning och förändring)ORCID iD: 0000-0001-6587-5711
2013 (English)In: Gender, Work and Organization, ISSN 0968-6673, E-ISSN 1468-0432, Vol. 20, no 4, 454-466 p.Article in journal (Refereed) Published
Abstract [en]

This article examines homosociality in the context of top management recruitment in Sweden, drawing on interviews with chairmen of the board and three recruitments of managing directors. The analysis suggests that homosociality is done through two main practices: (re)defining competence and doing hierarchy, resulting in a preference for certain men and the exclusion of women. It is argued that the preference of men can be understood as an unreflexive practice, which can explain why many Swedish male managers are aware of the adverse conditions women face and claim to be pro-equality but continue to recruit men for management positions. In light of this, it is also argued that homosociality and gender discrimination can be seen as two sides of the same coin.

Place, publisher, year, edition, pages
Wiley-Blackwell, 2013. Vol. 20, no 4, 454-466 p.
Keyword [en]
gender, management, homosociality, recruitment
National Category
Social Sciences
Identifiers
URN: urn:nbn:se:kth:diva-92125DOI: 10.1111/j.1468-0432.2012.00595.xISI: 000319021700008Scopus ID: 2-s2.0-84877822603OAI: oai:DiVA.org:kth-92125DiVA: diva2:512224
Note

Updated from "Epubl" to "Published" QC 20130625

Available from: 2012-03-26 Created: 2012-03-26 Last updated: 2017-12-07Bibliographically approved

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