Examining the gendered organizations: evidence of institutional discrimination

Abstract

Purpose

The purpose of this study is to examine how a group of special companies, i.e. highly acknowledged and awarded ones operating in Brazil handle the gender issue.

Design/methodology/approach

This investigation relies on historical analysis by addressing essentially a surface-level indicator (i.e. gender preferences). Rather, this study is grounded on data from the companies that were awarded as one of the best organizations to work for in Brazil by Época-Great Place to Work® Institute and Guia Você S/A lists (between 2012 and 2016). As a result, four organizations were selected, that is, the most representative examples of gender doing.

Findings

Overall, it found that the glass ceiling is apparently breaking down within at least some germane Brazilian organizations. However, data suggest that other sorts of institutional discrimination may be taking place, i.e. the one in which a feminist mindset may be permeating an organization or even a whole business sector. Under such a scenario, male workers will likely have only a few opportunities.

Research limitations/implications

The sample size of this study does not permit that the results be generalized. In addition, data were elicited from only a specific cohort of companies.

Practical implications

It was found no substantial evidence that these organizations are making strides toward at least mitigating the effects of their gender unbalance, although gender equality and, broadly speaking, diversity does not constitute a new management topic anymore.

Originality/value

Unlike other investigations, it encompasses a larger sample of companies, draws exclusively upon gender-based organizations and is grounded on multiple sources of information. Additionally, data revealed that gendered organizations may encompass different levels of salience.

Citation

Vasconcelos, A.F. (2023), "Examining the gendered organizations: evidence of institutional discrimination", International Journal of Organizational Analysis, Vol. 31 No. 5, pp. 1343-1363. https://doi.org/10.1108/IJOA-06-2021-2811