Masculinity at Work: The Experiences of Men in Female Dominated Occupations

Author Information

  • Title: Masculinity at Work: The Experiences of Men in Female Dominated Occupations

  • Author: Dr. Ruth Simpson

  • Institution: Brunel University, School of Business and Management

  • Location: Uxbridge Campus, Uxbridge, UB8 3PH, UK

  • Email: r.simpson@brunel.ac.uk

  • Position: Professor of Management at Brunel Business School

  • Research Interests: Gender and management development; gender in organizations

Abstract

  • Research Focus: Implications of men's non-traditional career choices for experiences within organizations and gender identity.

  • Methodology: 40 in-depth interviews with male workers in four occupational groups:

    • Librarianship

    • Cabin crew

    • Nurses

    • Primary school teachers

  • Typology Identified:

    • Seekers: Actively seek the career (e.g., cabin crew).

    • Finders: Discover the occupation while making general career decisions (e.g., librarians).

    • Settlers: Transition from primarily male-dominated occupations and settle into the new career (e.g., teaching and nursing).

  • Benefits of Minority Status:

    • Enhanced leadership perceptions (Assumed authority effect)

    • Differential treatment and special considerations (Special consideration effect)

    • More careerist attitudes towards work (Career effect)

    • Comfort in working with women (Zone of comfort effect)

  • Masculinity Re-establishment: Men adopt strategies to reestablish masculinity, including:

    • Re-labeling

    • Status enhancement

    • Distancing from feminine-associated work

  • Theoretical Implications: Discusses the dynamics of maintaining masculinities in non-traditional settings amidst gender and work theorization.

Introduction

  • Study Overview: Investigates motivations and experiences of male workers in non-traditional occupations, focusing on gender identity implications.

  • Literature Background:

    • Extensive research exists on ‘token’ women in male-dominated fields, but scant research on men in female-dominated sectors.

    • The literature has recently started to address issues of masculinity within organizational contexts.

  • Research Gaps: The need for more understanding on men in ‘female’ roles, including motivations, experiences, and conflicts with gender identity.

  • Aims: To explore three primary questions regarding men's motivations, minority status significance, and gender identity implications resulting from their occupational choices.

Recent Research

  • Historical Context:

    • Early gender and organizational studies presumed men as the normative standard (Collinson and Hearn, 1994).

    • Critiques of this model have led to diverse theoretical frameworks.

  • Theoretical Frameworks:

    • Hegemonic Masculinity: Concept by Connell (2000) focusing on the culturally exalted form of masculinity that sustains male dominance.

    • Investigates constructions of masculinity as they are expressed and negotiated in work and organizational contexts.

  • Dominant Frameworks:

    • Psychoanalytical approaches: Focus on psychological investments in dominant discourses.

    • Social relations perspective: Views masculinity as a set of distinct practices of gendered social relations (Carrigan et al., 1985).

    • Post-structuralist perspectives: Emphasizes complexity, fluidity, and agency in the construction and experience of masculinity.

Gender and Occupational Dynamics

  • Workplace Construction: Organizations are key sites for forming gender identities and task definitions (Morgan, 1992).

  • Challenges for Men: Men entering ‘female’ domains face different expectations, compared to women entering male-dominated sectors.

    • Compromised Femininity: Easier for women to enter men's jobs while maintaining femininity, challenging legacy views.

    • Expectations of Men: Male encroachments into female roles disrupt traditional notions of masculinity, provoking scrutiny and skepticism about authenticity.

Methodology

  • Study Design:

    • Conducted 40 in-depth semi-structured interviews with men from four professions: teaching, flight attendance, librarianship, and nursing.

    • Interviewee demographics: Includes varying levels of roles such as assistant librarians, primary and senior teachers, and nursing staff across specialties.

  • Sampling Technique:

    • Combination of self-selecting participants through adverts and personal contacts, allowing for rich qualitative data.

    • Acknowledged limitations in sample representation due to self-selection biases.

Results

Motivations and Aspirations

  • Common Motivations:

    • Librarians: Interest in books and information.

    • Primary Teachers: Love working with children and enjoying stable professions.

    • Cabin Crew: Desire for travel and intercultural interaction.

    • Nurses: A strong intrinsic motivation to care for others.

Experiences Shaped by Token Status

  • Identified Themes:

    • Career Effect: Perceived advantages in career mobility due to minority status.

    • Assumed Authority Effect: Men were often seen as more authoritative, leading to better discipline in classrooms and less hassle at work.

    • Special Consideration Effects: Male employees reported receiving preferential treatment in various roles due to their gender.

    • Comfort Zone Effect: Many men felt at ease working with women, enjoying positive relations without feelings of isolation.

Strategies for negotiating Masculinity

  • Image Management:

    • Re-labeling jobs to emphasize technical and masculine aspects.

    • Focusing on competencies associated with masculinity, such as strength and authority.

  • Distancing from Femininity:

    • Some participants attempted to separate themselves from ‘feminine’ tasks, thereby claiming cultural distinctions in their professional environments.

Discussion

  • Typology of Male Workers: The research identifies seekers, finders, and settlers, reflecting different motivations and career paths.

  • Positive Outcomes for Minority Status: Male workers in non-traditional jobs often experience various advantages not available to female counterparts.

  • Gender Work: Examining how men construct their identities to align with existing masculinity norms while performing traditionally female roles.

  • Cultural Context: Emphasizes the intersection of gender with social constructs and cultural expectations, showing how men's identities are intricately tied to their work experiences.

Conclusion

  • Conceptual Understanding: Findings support the view that gender relations are complex and multi-dimensional, as espoused by post-structuralist frameworks.

  • Implications for Future Research: Appropriate differentiation among men in non-traditional occupations enhances understanding of gender dynamics in workplaces.

References

  • This section includes a comprehensive list of scholarly works cited throughout the paper, emphasizing foundational literature on gender, masculinity, and professional roles.