Academic Attainment, Assimilation and Feminism in Canadian
Schools of Business

Orser, Barbara

doi:10.1108/09649429210011336

Cited by 9 publications

(11 citation statements)

References 13 publications

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“…While Adam Smith's theories may work in the field of accountancy, this is not the experience in academe or business and industry. Orser (1992) finds that while close to half of current undergraduate and graduate students in Canadian schools of business are female, only 17 percent of full-time faculty are women and they are clustered at the lower levels of the academic ladder. Likewise, Allen (1991) notes that, while women have made gains from 1985 to 1990 in attaining management positions overall, they are still somewhat underrepresented at the middle levels and substantially underrepresented at the senior levels in Canadian corporations.…”

Section: Alternativesmentioning

confidence: 99%

A Marketing Perspective on Women in Management: An Exploratory Study

Foster

Orser

1994

Can J Adm Sci

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Previous research on women in management has concentrated on defining the problem and analyzing situational determinants. Theoretical perspectives presented in the academic and popular press accounting for lack of female representation in management include attitudinal obstacles, structural barriers, labour force discrimination, and the feminist viewpoint. The authors argue that while this research has made a significant contribution, like other areas of management research, solutions offered reflect the bias of the individual author's theoretical and political perspective. This paper suggests that through the adoption of a marketing perspective on women in management, solutions can be considered from the viewpoint of the target audience, and the case presented will reflect the benefits corporations want to derive. Since profit and other financial indicators are the gold standard for measuring corporate performance, this paper uses a sample of 61 major Canadian corporations to explore the relationship between the number of women in management and profit. While this approach has a number of methodological and conceptual limitations, it suggests that a marketing perspective, focusing on the benefits corporations can expect from more women in management, is worthy of future investigation. Résumé Les recherches antérieures concernant les femmes dans le domaine de la gestion ont surtout tenté d'identifier le problème et d'en analyser les causes. La théorie la plus souvent proposée dans la presse universitaire ou autre pour expliquer le manque de représentation féminine dans le domaine de la gestion comprend l'attitude en milieu de travail, des obstacles structuraux, la discrimination et la perspective féministe. Bien que les auteures reconnaissent la validité de ces recherches, tout comme toute recherche en gestion, elles maintiennent que les solutions proposées reflètent trop la position politique et théorique de l'auteur. Cette étude suggère que grǎce à l'adoption d'une politique appropriée aux femmes dans le domaine du marketing, les solutions proviendront des opinions émises par le public visé (les femmes) et que les cas présentés refléteront les intérěts de la compagnie. Puisque les profits et d'autres indices financiers représentent l'étalon or qui permet de mesurer le succès dans les affaires, cette étude se basera sur un échantillon de 61 grandes sociétés canadiennes afin de déterminer le lien existant entre les profits et le nombre de femmes dans la gestion. Bien que cette approche ait elle‐měme des limites conceptuelles et méthodologiques, une perspective du marketing mettant l'accent sur les avantages apportés à un nombre accru de femmes en gestion mérite considération.

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Section: Alternativesmentioning

confidence: 99%

A Marketing Perspective on Women in Management: An Exploratory Study

Foster

Orser

1994

Can J Adm Sci

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“…However, there has been no fundamental change. In spite of the inflow of women into the world of science, curriculum changes have been slow (Evans 1995;Schuster and Van Dyne 1985), the gender imbalance in scholarship has remained (Winnifred and Hamilton 1988) as well as the marked sex inequality at the higher levels of academic hierarchies (see for example , Acker 1994;Foster 1994;Martin 1994;Orser 1992;Robbins and Kahn 1985;Stolte-Heiskanen 1991). We feel that to be able to offer insights into why this is so, instead of studying open gender discrimination we must now turn to the more discrete modes of discrimination taking place in our work communities.…”

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confidence: 99%

A Serious Researcher or Just Another Nice Girl?: Doing Gender in a Male‐Dominated Scientific Community

Katila¹,

Meriläinen²

1999

Gender Work & Organization

109

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This paper explores how we as female researchers are constructing our professional identities in a male-dominated scientific world. In particular, we focus on the extent to which patriarchal articulations of professional identities influence female academics' self-concept and consciousness of their own abilities. We believe that the business school in which we work reproduces certain inequalities systematically, if unintentionally. We are especially interested in the way in which we, as part of the scientific community, are ourselves discursively producing and reproducing the gender division based on differences of sex. In other words, how we 'do gender' in a particular organizational setting and when assuming a particular organizational role.The argument of this paper rests on the belief that the social construction of gender identities is not taking place only in the interaction of persons but also in the discourses within which those interactions occur. Identity and the meaning it implies are located here especially in language use. Discourses not only constitute meanings for terms and practices, but they also engender personal identities. Identity is not seen as fixed but rather as actively negotiated and transformed in discourse.

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“…37 Additionally, Orser has concluded that "an absence of women in senior academic positions contributes to biased research and funding, weakens the tenure review process, and contributes to the lack of feminist research in the administrative sciences." 38 Moreover, the results of this study have important implications for academic administrators. Many institutions periodically evaluate salary differentials between male and female faculty; however, a more extensive investigation would involve efforts to expose the possible existence of an academic glass ceiling.…”

Section: Discussionmentioning

confidence: 94%

A Comparison of Gender and Gender-Related Issues in the Business Disciplines

Lanier¹,

Tanner²,

Guidry³

2009

Public Personnel Management

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The study described the situation of female professors within the business disciplines of accounting, economics, management, and marketing in order to collect information concerning gender-specific employment experiences. Results indicate that gender inequity within academia still exists. For example, the percentage of female faculty has increased to only 24.3% of the total. Furthermore, those surveyed were asked to respond to questions concerning their discriminatory experiences with regards to gender. The majority of women had encountered gender-related discrimination. However, the percentage of respondents (N = 707) in the senior ranks (50%) was much greater than the AACSB national averages, which show females making up only 36.5% of senior business faculty. Implications of these findings are discussed at the end of this article.T he industrial revolution changed the way the U.S. economy operates, and, with this change, more women have chosen to work and supplement family income. While many women continue to work in traditionally "female" occupations such as teaching and nursing, the most significant change has been the increased percentage of women in traditionally male-dominated professions such as law, medicine, university teaching, and managerial specialties. 1 By 2003, close to 60% of all women aged 16 and older were in the labor force. The U.S. Department of Labor has projected that this figure will reach nearly 63% by the year 2015. One of the most significant changes that took place in the 20th century was the rise of women managers. In 1900, only 4.4% of managers were women. By 1999, more than 45% of all managers were women, a tenfold increase. In fact, over the last 20 years, women have increased their representation in nearly all professional occupations. 2 One of the professional occupations that has experienced a shift in female participation is postsecondary education. In 1983, approximately one-third of those faculty members employed in colleges and universities were women. By 2002, that number had increased to 42.7%. Similarly, in the business disciplines, over the same time period, female participation has increased from approximately 36% to 42%. 3

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Academic Attainment, Assimilation and Feminism in Canadian Schools of Business

Cited by 9 publications

References 13 publications

A Marketing Perspective on Women in Management: An Exploratory Study

A Marketing Perspective on Women in Management: An Exploratory Study

A Serious Researcher or Just Another Nice Girl?: Doing Gender in a Male‐Dominated Scientific Community

A Comparison of Gender and Gender-Related Issues in the Business Disciplines

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