Men’s resistance to women in non-traditional sectors of employment

appendix. table of contents of the final rEPORT¹⁸⁶

introduction 3

the legal frameWORK of employment equity in QuEbec 4

The outcomes of this regime 7

Method of case studies 8

successES and flaws - Summary of the findings 9

Exclusion mechanisms and the resistance of male colleagues 12

Exclusionary watchwords and boycotting: the pressure exerted on the women by a common front of peers and foreman 12

The pressure exerted on men by their peers 13

Pornographic posters 14

Obligatory supervised compliance 16

Sexist harassment and the effectiveness of policies against harassment 17

Necessary self-censorship 19

Gratuitous violence 20

discussion 20

Differences and similarities among the settings 20

Similarity: Various positions among colleagues towards new female recruits 20

Different voicing strategies among the settings 20

Expression of sexuality as an illustration 23

Tolerating women’s behaviors 25

The cultural understanding of the differences 25

Can the notion of organizational culture be of any help? 25

Switching from organizational culture to organizational cultures 26

The coming out of sex in organizational theory 27

The anthropological light on cultures: Different objects in constant movement 31

Women’s entry into traditionaly male sectors as an illustration of coexisting cultures in action 31

And then turning to the grounds of gendered organizational subcultures 32

The economic understanding of the differences 35

Labor market segmentation 35

Making a labor market dual: the role of the union 36

Keeping a dual labor market dual 39

Means to keep your market from invaders: old world, new world 42

New uses of old tricks 44

bibliography 52

appendix. table of contents of the final rEPORT 56

1 As will soon be explained in the following section.

2 See for instance Marshall (1984), p. 4.

3 I thank the Social Sciences and Humanities Research of Canada (SSHRC) for a grant from the Targeted Research Program, dedicated to partnership research with private organizations or community-based agencies.

4 Depending on which level of government the organization is accountable to – the former coming under the Quebec government and the latter the federal government.

5 I do not know how that term sounds to your ears but it is not quite well suited in French and some people dislike it. I will however use it because it is part of the official legal glossary of equity in Quebec.

6Legault (1998), p. 155.

7 Action travail des femmes (ATF) vs. Canadian National Railway Company (CN) (1987) 1 SCR 1114.

8Commission des droits de la personne et des droits de la jeunesse du Québec (1998).

9Each year, Human Resources and Development Canada publishes the Employment Equity Act Annual Report, which provides data from the annual reports of the organizations that are subject to that law, namely organizations that hire 100 employees or more and come under federal jurisdiction according to the Canadian Constitution.

10 Commission des droits de la personne et des droits de la jeunesse du Québec (1998), p. 18.

11 Employment Equity Act Annual Report 2000.

12 Cohen & Braid (2000a), p. 2, (2000b), p. 72; Eisenberg (1998), p. 3-4.

13 For each HRM department and each UEO committee concerned, the investigation was intended to identify the success and failure factors in the experiences related and to propose action to be taken. For this reason, they were given final reports of the conclusions, containing more than 100 pages, which were presented by theme and anonymously.

14 Not only in Legault (2001a), but also in many other analyses: Chicha-Pontbriand (1989), Comité consultatif sur les PAÉ pour les femmes dans le secteur privé (1990), Lamarche (1990), Legault (1991).

15 O’Farrell & Harlan (1982).

16 O’Farrell & Harlan (1982), p. 258.

17 O’Farrell & Harlan (1982), p. 258-9; other findings quoted p. 254.

18 O’Farrell & Harlan (1982), p. 252; other studies quoted, p. 252.

19 Legault (2001a).

20 O’Farrell & Harlan (1982), p. 261.

21 O’Farrell & Harlan (1982), p. 263.

22 For other illustrations of the same phenomenon, see Berthelot & Coquatrix (1989), p. 30-31.

23Cohen & Braid (2000b), p. 95.

24 See also O’Farrell & Harlan (1982), p. 254, for a literature review on that matter.

25 Legault (2001b).

26 Maddock (1999), p. 80.

27 Cohen & Braid (2000b), p. 92.

28 Cohen & Braid (2000b), p. 93.

29 Many illustrations can be found in Legault (2001b).

30 Cohen & Braid (2000b), p. 93.

31 Cohen & Braid (2000b), p. 92-93.

32 Cohen & Braid (2000b), p. 94.

33 Cohen & Braid (2000b), p. 93.

34 See O’Farrell & Harlan (1982) for a literature review on that matter.

35 The analysis used the same model as the stressful event scales used by Dohrenwend, Krasnoff, Askenasy & Dohrenwend, 1978, and Lazarus, DeLongis, Folkman & Gruen, 1985.

36 Landrine & Klonoff (1997), chap. 3.

37 Landrine & Klonoff (1997), p. 75.

38 Landrine & Klonoff (1997), p. 74.

39 Landrine & Klonoff (1997), p. 43 & 122-4. These events account for 36.3% of the variation in symptoms.

40 Landrine & Klonoff (1997), p. 3-18.

41 Landrine & Klonoff (1997), p. 122-6.

42 Trompenaars (1993), p. 29, quoted in Maddock (1999), p. 97-8.

43 Maddock (1999), Morley (1993).

44 Marshall (1984), p. 107.

45 See Marshall (1984, 1992, 1993).

46 Marshall, 1993. See also Tannen, 1992 & Brown, 1994.

47 Gutek (1989), p. 58-9.

48 Gutek (1989), p. 59.

49 Gutek (1989), p. 59-60.

50 Gutek (1989), p. 59-60.

51 Gutek (1989), p. 61.

52 Gutek (1989), p. 61.

53 Gutek (1989), p. 63.

54 Braid (1981).

55 Tancred-Sheriff (1989), p. 52; DiTomasso (1989).

56Braid (1981).

57 Marshall (1984), p. 101, lying mainly on Kanter (1977).

58 See Garon (1993), p. 87, since this finding was not exclusive to this investigation.

59 Mills (1988), p. 360.

60 Maddock (1999), p. 85-7; Hofstede (1980); Calas & Smircisch (1989); Ouchi (1980); Peters & Waterman (1982); Kanter (1977); Van Maanen & Barley (1984); Shein (1996).

61 Marshall (1984), p. 100.

62 Burrell & Hearn (1989), p. 1, 9, Burrell (1997), p. 4-5 & 15; Mills (1989), p. 29; Hearn & Parkin (1983, 87, 88). This is not to say that all organizational analysts were gender-blind. One can see, for instance, how much Kanter (1977) was aware of gendered behavior in organizations before these, to name only one. But a sociological theorization of the phenomenon integrated in organizational theory is what is new.

63 Mills (1989), p. 29; Smircich (1985), p. 67.

64 Clegg (1981), Clegg & Dunkerley (1980).

65 Mills (1988b), p. 360.

66 Morgan (1986), p. 129.

67 Tancred-Sherriff (1989), p. 46; Edwards (1979).

68 Mills (1988b), p. 355-6. Many examples are provided.

69 In such a perspective, culture definitely stands next to ideology; this is too far-reaching an assertion, however, for me to develop here.

70 Clegg (1981), p. 558).

71 Mills (1988a), p. 4.

72 Clegg (1981), p. 545.

73 Maddock (1999), p. 88-90.

74 Mills (1988b), p. 365.

75 Pollert (1981), p. 234-5.

76 Maddock (1999), p. 90. Also on the same matter: Marshall (1984), Hearn et al (1989).

77 As recommended by Burrell & Hearn (1989), p. 18.

78 Maddock (1999), p. 90.

79 Maddock (1999), p. 90 & 93; Mills (1988).

80 Morgan (1986), p. 131.

81 Burrell & Hearn (1989), p. 14.

82 Van Maanen & Barley (1984), p. 49.

83 Burrell (1984).

84 Maddock (1999), p. 90.

85 See Phillips & Phillips (2000), chap. 4, for a good overview of the various authors and analytic frameworks.

86 Maddock (1999), p. 84.

87 For instance Milkman (1986).

88 Maddock (1999), p. 65.

89 Maddock (1999), p. 65.

90 Maddock (1999), p. 66.

91 Maddock (1999), p. 70, White & al. (1993).

92 Maddock (1999), p. 80.

93 Maddock (1999); Cockburn (1991), for example p. 66-7.

94 Miller & Wheeler (1992), Schwartz (1989), Rosin & Korabik (1990), Marshall (1991, 1994).

95 Maddock (1999), p.65; Gutek (1989); Kanter (1977); Broverman et al. (1975).

96 Maddock (1999), p. 66, 71 & 73; Kanter (1977); Halford (1993).

97 Maddock (1999), p. 66.

98 Maddock (1999), p. 68; Cockburn (1991), p. 67.

99 Maddock (1999), p. 68;

100 Cockburn (1991), p. 98; Maddock (1999), p. 93; Mills (1988a & b).

101 Maddock (1999), p. 74.

102 See Phillips & Phillips (2000), chap. 5.

103 As suggested by Mills (1989), p. 35.

104 See Phillips & Phillips (2000).

105 For a picture of sexual division in the current Quebec job market, see Legault (1998), chap. 1.

106 Phillips & Phillips (2000), p. 90.

107 Phillips & Phillips (2000), p. 89.

108 Employment and Immigration Canada (1990).

109The Amalgamated Construction Association of BC and Employment and Immigration Canada (1990).

110 Statistics Canada (1996), Table 13.

111 Statistics Canada (1996), Table 2.

112 Bernier (2000), Table 3.1.

113 Phillips & Phillips (2000), p. 95-6.

114 Phillips & Phillips (2000), p. 96.

115 Phillips & Phillips (2000), p. 96.

116 Phillips & Phillips (2000), p. 98.

117 Phillips & Phillips (2000), p. 98.

118 One can refer to it as the ‘pink-collar’ ghetto.

119 Phillips & Phillips (2000), p. 97.

120 Phillips & Phillips (2000), p. 99.

121 For Canada and Quebec figures, see Legault (1998), chap. 1.

122 Phillips & Phillips (2000), p. 100.

123 Phillips & Phillips (2000), p. 100.

124 Cohen & Braid (2000b), p. 79.

125 Cohen & Braid (2000b), p. 80.

126 Cohen & Braid (2000b), p. 80.

127 Cohen & Braid (2000b).

128 Phillips & Phillips (2000), p. 89.

129 O’Farrell & Harlan (1982), p. 263.

130 Cohen & Braid (2000b), p. 79.

131 Phillips & Phillips (2000), p. 89.

132 Briskin & McDermott (1993), p. 7-8.

133 Cohen & Braid (2000b), p. 72.

134 Briskin & McDermott (1993), p. 9.

135 Cockburn (1987), p. 67.

136 Briskin & McDermott (1993), p. 11.

137 Mills (1989), p. 39.

138 Carter (1997), p. 187-8.

139 Clegg (1981), p. 558.

140 Legault (1998, 2001a).

141 Legault (2001a), Lippé case.

142 See also Legault (2001a & b).

143 Tancred-Sheriff (1989), Gutek (1985, 1989).

144 In juridical terms, we are talking about criteria that do not fit the Bona fide occupational qualifications (BFOQ) test: 1) job requirements must be laid down in good faith, not for any other purpose than due process of work and 2) they must be rationally connected to the work, clearly required for the actual working conditions and to its prompt, safe and economical execution.

145 Cohen & Braid (2000a), p. 1, (2000b), p. 92-96.

146 Marshall (1984), p. 93.

147 Marshall (1984), p. 94.

148 Marshall (1984), p. 93.

149They certainly can set up an informal network of their own, as can any target group, but we are talking here of the dominant network, the majority’s network.

150 Marshall (1984), p. 94-7.

151 Marshall (1984), p. 102.

152 Marshall (1984), p. 104.

153 Mills (1989), Tancred-Sherif (1985), Weeks (1986).

154 Eldrige & Crombie (1974), p. 114.

155 See Rosener (1995), Coward (1984), p. 78.

156 Morgan (1986), p. 178.

157 Chodorow (1978).

158 Cooper & Davidson (1982).

159 Borisoff & Merrill (1985).

160 Dubeck (1979).

161 Mills (1989), p. 35, Bilton & al (1983), Hochschild (1983).

162 Morgan (1986), p. 178.

163 Burrell (1984), Ferguson (1984).

164 Landrine & Klonoff (1997), quoted later, arrived at this same conclusion (p. 160 et seq.).

165 See also O’Farrell & Harlan (1982), p. 254 for a literature review on that matter.

166 Cohen & Braid (2000b), p. 95.

167 Marshall (1984), p. 100.

168 Marshall (1984), p. 100, lying mainly on Kanter (1977).

169 Marshall (1984), p. 102-3, lying mainly on Kanter (1977).

170 Marshall (1984), p. 105.

171 See O’Farrell & Harlan (1982) on that matter.

172 Phillips & Phillips (2000), p. 102.

173 Calvert (1997).

174 Cohen & Braid (2000a & b).

175 Cohen & Braid (2000b), p. 75-77.

176 Describing the context would take far too long here; see Cohen & Braid (2000a & b).

177 Cohen & Braid (2000b), p. 100.

178 Cohen & Braid (2000b), p. 73 & 79-81.

179 Kanter, 1977.

180 Cohen & Braid (2000b), p. 92.

181 Cohen & Braid (2000b), p. 91.

182 Cohen & Braid (2000b), p. 97.

183 Legault (1998).

184 See O’Farrell & Harlan (1982) on that matter.

185 Cohen & Braid (2000b), p. 98.

186 Legault (2001a).