This thesis examines how organizational culture shapes gender equality
practices in male-dominated, technology-intensive organizations in Sweden.
The study is situated within contemporary societal challenges characterized by
technological development, the climate crisis, and persistent gender inequality,
where organizations are often portrayed as central arenas for change. At the
same time, previous research demonstrates that many technology-intensive
organizations are characterized by norms, hierarchies, and knowledge ideals
that reproduce inequality.
Drawing on feminist organization studies, organizations are understood as
gendered, and gender equality practices are conceptualized as situated,
relational, and culturally embedded processes through which gender is done.
The thesis consists of four studies in two interconnected yet organizationally
distinct contexts within Sweden’s technology-intensive landscape: technical
higher education and the financial technology (fintech) industry. The first
context is a technical university, where future engineers study, and technical
knowledge is produced and disseminated. The second context is the Swedish
fintech industry, with a particular focus on rapidly growing scale-up
organizations in which engineers work and technological innovation is
commercialized. Both contexts are numerically male-dominated and subject to
expectations to engage in gender equality and diversity work, yet are
characterized by different organizational logics and understandings of change.
Methodologically, the thesis employs a qualitative research approach combining
interviews, job shadowing, and document analysis. The first two papers analyze
gender equality practices in engineering education and demonstrate howandrocentric cultures shape both the scope of such practices and the
organizational conditions that enable them. The latter two papers focus on the
fintech industry and analyze how understandings of diversity are constructed at
the industry and organizational levels, and how gender equality practices are
integrated into, and constrained by, homosocial cultures.
By synthesizing the findings from the four studies, the thesis makes three key
contributions. First, it demonstrates that gender equality practices in these
contexts are shaped more by cultural norms than by strategic problem analysis,
resulting in initiatives that signal progress while leaving deeper power structures
intact. Second, it advances understanding of homosociality by showing how
men’s engagement is both enabled and constrained by the masculine legitimacy
they embody, positioning them as legitimate actors of change, yet often without
disrupting underlying hierarchies. Third, it contributes to research on
organizational change by revealing the inherent ambivalence of gender equality
practices: practices aimed at transformation may simultaneously reproduce
gendered power relations.