Family Matters: an Arendtian Critique of Organizational Structures

Abstract

In this paper, we use Hannah Arendt's conception of praxis and her critique of family to diagnose how praxis and diversity initiatives may suffer when family is used as an organizing principle. As an organizing principle, notions of family function to promote hierarchical sameness within organizations, thereby suppressing diversity. In response to hierarchical sameness, Arendtian praxis can destabilize homogenizing tendencies, and effect social change by challenging ‘business as usual’. Further, because praxis is situated within a diverse, plural community of actors, it is able to appreciate diversity within organizations. Hence, we suggest that organizations can ‘do’ diversity better with a structure that enables praxis to emerge. In addition, we point to ways in which family as an organizational principle privileges a narrow conception of family that obscures gender, racial, sexual and class‐based inequities. This project contributes to the feminist scholarship on diversity and organizational inequities.

Liberal gender equality and social difference: an institutional ethnography

“…The laws pertaining to maternity benefits, the organization's interpretation and implementation of the maternity benefits laws, along with creche policy, sabbatical policy, leave policy, international travel policy and agile methodology-based work organization, penalized maternity in terms of career disruption. The organizational policies mention that only married women are eligible for maternity benefits, thereby excluding women who are not married (Gardiner and Fulfer, 2017). The creche policy is applicable to only women employees, discriminating against men who may also need creche facility for their children (Gardiner and Fulfer, 2017).…”

“…The organizational policies mention that only married women are eligible for maternity benefits, thereby excluding women who are not married (Gardiner and Fulfer, 2017). The creche policy is applicable to only women employees, discriminating against men who may also need creche facility for their children (Gardiner and Fulfer, 2017). Although this may not be significant issue in India now, this discriminates against single women thinking of adopting and raising a small child.…”

“…State policies that mandate organizations to implement women-friendly work environment often fail, as they do not account for the social, cultural and organizational contexts (Ali and Syed, 2017). Family as the governing principle could homogenize organizational work practices, masking diversity among employees, especially about women (single, married, married with young children), perpetuating inequalities based on gender (Gardiner and Fulfer, 2017). The heteronormative basis of work-life balance policies and practices, which are often subject to managerial discretion for their implementation (Daverth et al, 2016;Todd and Binns, 2013), sustains gender distinctions in organizations, even if they result in some tangible gains in improved gender ratios (Eriksson-Zetterquist and Renemark, 2016).…”

Ethical Responsibility - An Arendtian Turn

“…From an Arendtian perspective, praxis does not make anything, because this is the job of poiēsis. 59 Alejo José G. Sison argues that "leadership is akin to action or praxis, and is thus superior to poiēsis." 60 Because of the boundless nature of action, the full extent of a leader's acts cannot be foreseen or controlled in the manner in which we construct a building.…”