Ilaria Boncori is Professor in Management and Marketing at the University of Essex (UK). Her current research is concerned with the articulation of inequality in organizations, and particularly regarding experiences located at the intersections of gender, race, foreignness and sexual orientation. She is a critical management scholar and a qualitative researcher with a strong interest in the exploration of embodied and aff ective dynamics in the workplace, investigated mainly through ethnographic and narrative methods.BUP Copyright Material: Individual use only. Not for resale.vi I would also like to qualify my use of the term 'Feminism', although I will discuss this more in detail in Part I of this book. My acception of the term Feminism is not exclusively inclusive to women and their rights, but it has a strong focus on them. When I speak about women, I do not just refer to those who were assigned a biologically female gender at birth: I speak about all women. My understanding of Feminism is intersectional across categories of being and being seen. These categories include but are not restricted to race, sexual orientation, disability, class and nationality. Although I could use the plural term 'feminisms' instead, I have chosen to adopt 'Feminism' as a collective uncountable noun that includes the nuances of meaning mentioned above and diff erent schools of thought or strands of feminism. As an advocate for feminist perspectives, I pride myself in calling myself a Feminist, although I am not claiming to be a 'typical' one (is there even such a person?) or a representative for all feminist scholars in the fi eld of management and organization studies. This book, however, is fi rmly rooted in feminist values and care-ful approaches to researching and inhabiting academia.Also, it is important to explain that in using the adjectives masculine and feminine, I do not merely refer to biological diff erences between people. Instead, I use these throughout this book in their broader sense referring to behaviour, approaches and sociocultural understandings traditionally associated with men or women. Although my studies in what was called 'oriental languages and cultures' over two decades ago have opened up a myriad of meanings and understandings of the word 'masculine' from diff erent sociocultural perspectives, my use of 'masculine' and its counterpart in this book is deeply aff ected by my original European roots and centred around white Western patriarchal contexts. As such, these two adjectives are not used to reinforce a binary view of gender identity, but to question such traditional perspectives in a broader sense.Other interconnected and contested terms such as equality, equity, diversity and inclusion are used in diff erent ways across diff erent fi elds of research, national contexts and languages. The word 'equality' can be understood as referring exclusively to the feminist agenda of providing equal opportunities to everyone through the provision of equal treatment within a given system, which often links to ...