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Gendering, Courtship and Pay Equality - 31st ISBE Conference Presentation

Gendering, Courtship and Pay Equality - 31st ISBE Conference Presentation

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Presentation by Dr Rory Ridley-Duff to 31st International Small Business Conference, Belfast, 5th-7th November 2008.
Presentation by Dr Rory Ridley-Duff to 31st International Small Business Conference, Belfast, 5th-7th November 2008.

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Gendering, Courtship and Pay Equality

Developing Attraction Theory to Understand Work-Life Balance and Entrepreneurial Activity
Presentation to 31st ISBE Conference, Belfast, 5th-7th November
Dr Rory Ridley-Duff, Centre for Individual and Organisational Development (CIOD), Sheffield Hallam University

Full Paper available from: http://shura.shu.ac.uk/749/
r.ridley-duff@shu.ac.uk

Introduction
• Rationale for the paper • Paradigms in gender research • Attraction Theory • Gender-based theory of entrepreneurial options

• Implications

Rationale for the paper
• Extend understanding of work-life balance issues by investigating women's and men's entrepreneurship.

• Discussions with colleagues about applying theoretical perspectives from my PhD (RidleyDuff, 2005) • Discussions with colleagues about contradictions in studies of work-life balance and gendered power.

Paradigms in Gender Research
• Traditional gender perspective
– 1960s – 1980s (Friedan, 1963; Rowbottom, 1974). – Male domination 'twice over' (Hearn and Parkin, 1987). – Work, pay and position as 'power' (Cockburn, 1991, 2001). – Family life as 'powerlessless' (Segal, 1990).

• Emerging counter perspective
– 1980s – now (Farrell, 1988, 1994, 2001, 2005). – Exclusion from family life = 'powerlessess' (men in divorce). – Higher risk, higher pay = 'high stress' (Krantz, 2002).
(male suicides, growing life-expectancy gap between men and women, homeless and prison population mostly men)

What underpins the counter-perspective?
• Figure 5 – Increase in Male to Female Suicides (1974-2000)

United Kingdom Male Suicides v Female Suicides (1974 - 2000) Source: Office of National Statistics 250% 200% 150% 100% 50% 0%

1974

1976

1978

1980

1982

1984

1986

1988

1990

1992

1994

1996

1998

2000

Paradigms in Gender Research
• Employment
– Up to 30% gap in average pay rates (Doherty and Stead, 1998). – Poor representation at senior levels (Wilson, 2003).

• Entrepreneurship
– 30% of enterprises majority-owned by women (Bruin et al., 2006). – Only 6% of equity capital invested the above. – Discursive practices reproduce negativity (Ahl, 2006).

Paradigms in Gender Research
• Employment
– Part-time women working 24-29 hours earn 40% more than part-time men (US Census 2003). – Men in "full-time" employment commute further and work longer hours (Farrell, 2005).

• Entrepreneurship
– Male entrepreneurs average 38.6 hours per week, compared to women's 29.9 hours. – Male entrepreneurs commute average of 169 miles a week compared to women's 115.
(US Census 2004, cited Farrell, 2005:134)

Problematizing Theory
• Power as the capacity of a person to access five things in line with their desires:
– – – – –

External rewards (e.g. income, possessions, status) Internal rewards (e.g. emotional release, positive self-image) Interpersonal contact (e.g. attention, affection, love and recognition) Physical health (e.g. well-being, attractiveness, intelligence) Sexual fulfilment (e.g. satisfaction of desire and sensual pleasures).

By reconceptualising power as control over our own lives, we can ask questions that illustrate the limitations of our traditional view of power - as status, income and control over others. Does a company president who has never known how to be intimate have power? Does a thirteen-year-old Olympic gymnast who has never known whether she is loved for herself or for how she performs have power? Does a boy who must register for the draft at eighteen and is shot through the face in Vietnam have power? Does a beautiful woman who marries a doctor have power, when she never discovers her own talents? Which of these people have power over his or her own life?
Farrell, 1988:10

Problematizing Theory
• Power as the capacity of a person to access five things in line with their desires:
– – – – – External rewards (e.g. income, possessions, status) Internal rewards (e.g. emotional release, positive self-image) Interpersonal contact (e.g. attention, affection, love and recognition) Physical health (e.g. well-being, attractiveness, intelligence) Sexual fulfilment (e.g. satisfaction of desire and sensual pleasures).

• Key Question:
– How do entrepreneurial and employment choices empower and disempower people in each of the five dimensions of power?

Theoretical Problem Areas
• Contradictions
– Men found at both top and bottom of social hierarchies – …and class does not explain the data…

• Wealth Generating Context
– – – – Linked to childraising expectations/responsibilities One parent oriented towards tasks (wealth creation) Other prioritises relationships (social cohesion) …OR a delicately negotiated / fiercely contested balance…

• Organisation Structures…
– Reflect relationship aspirations / commitments – Reflect the relationships people are prepared to defend – Facilitates (hidden) development of emotional commitments

• Requires updated theory?

Attraction Theory
• "The premise of Attraction Theory is that selecting sexual partners and raising children involves navigating two conflicting perspectives that shape our epistemological and ontological assumptions about the purpose and nature of work. One is grounded in the concept of social rationality, the other in economic rationality. A socially rational perspective prioritises human reproduction and strong personal relationships: from this view, work is the means by which we support the development of children and satisfying personal relationships. An economically rational perspectives is task-focussed, prioritising wealth creation and sees (or uses) personal relationships and family policy to support the career advancement of key workers, promote economic efficiency and profit-maximisation."
p. 8

Economic Rationality
Economically Rational View of Social Life (Work Centred)

Economic Life
Delegate Work (if desired) Managerial Class Business Class

Social Life
No Need to Do Caring

Male

Secondary Caring Role
(Necessity)

Professional Class Administrative Class

Primary/Secondary Caring (Choice) Primary Caring Role (Necessity)

Wealth Creation

Female

Female

Labouring Class

Primary/Secondary Caring (Choice)

Male
Underclass (no paid work / illegal trading) Dispossesed No Caring Role

Social Rationality
Socially Rational View of Economic Life (Person Centred) Social Life
Delegate Caring (if desired) Primary Carer
Celebrity Elite

Economic Life
No Need to Do Paid Work Part-Time Paid Work (Necessity)

Female

Secondary Carer

Full-Time Paid Work (Necessity) Human Reproduction

Male

Male

No Dependents

Full/Part-Time Paid Work (Choice)

Female
No Family Life Dispossesed No paid work / illegal trading

Some Evidence
• "A social enterprise is a business with primarily social objectives

whose surpluses are principally reinvested for that purpose in the business or in the community, rather than being driven by the need to maximise profit for shareholders and owners."

DTI (2002) A Strategy for Social Enterprise, London: HM Treasury, p. 7.

• "Interestingly, women are almost as likely as men to be social entrepreneurs, and in some regions are more likely to be social entrepreneurs than men. This is in stark contrast to mainstream entrepreneurial activity where men are twice as likely to be setting up a business than a woman."

Source: GEM 2004 Study (Harding and Cowling, 2004:11)

Some Evidence
Figure 6 – Entrepreneurial Representation by Gender and Sector

60% 50% 40% 30% 20% 10% Consumer Oriented Business Services Transforming Extraction

All

Women

All

0%

Women

Men

Early Stage

Established

• Sources: GEM 2007 Report on Women and Entrepreneurship (data for women's enterprises) GEM 2006 Global Monitor (data for all enterprises)

Men

Implications
• "By defining social power in a way that bridges the spectrum of work-life issues, it is possible to interpret the academic literature in new ways. For example, there is a paradox that in a patriarchal society, women are more satisfied at work than men (see Asadullah & Fernandez, 2006). By recognising that women dominate some forms of power, we can understand that some jobs empower women (through the promotion of interpersonal contact and emotional well-being) and that they will not trade these for different jobs that do nothing to increase their attractiveness. Men, on the other hand, will trade these forms of power because higher pay increases their attractiveness."
p. 12

Implications
• Theoretical framework for understanding entrepreneurial constraints:
– Options open to attractive 'females' (celebrities with high sexual value) are different from those available to attractive 'males' (business / political elites). – Options for marginalised 'males' will be different from those adopted by a marginalised 'females' (i.e. security-military v prostitution-sex industry) .

• Theorises the social value of different entrepreneurial / employment choices:
– What is the sexual / social value of setting up in business? – Or, pursuing a particular career path? – Or, accepting a particular job?

Conclusions
• Contributes to theorisation of:
– the family context for entrepreneurship – community contexts for entrepreneurship

• New paradigm for understanding barriers and enablers of work-life balance:
– In entrepreneurial contexts – In employment contexts
• "Attraction Theory provides a new theoretical framework within which the connections between work, entrepreneurship and sexual relations can be discussed, without abandoning the goals of the 'long agenda' set out by Cockburn (2001)."

References
• • • • • • • Ahl, H. (2006) “Why research on women entrepreneurs needs new directions”, Entrepreneurship, Theory and Practice, 30(5), 595-623. Allen, E., Elam, A., Langowitz, N. and Dean, M. (2007) Global Entrepreneurship Monitor: 2007 Report on Women and Entrepreneurship, The Centre for Women’s Leadership: Babson College. Asadullah, M. N. & Fernandez, R. M. (2006) “Job flexibility and the gender gap in job satisfaction: New evidence from matched employer-employee data”, Working Paper Bruin, A., Brush, C. G., Welter, F. (2006) “Introduction to the Special Issue: Towards Building Cumulative Knowledge on Women’s Entrepreneurship”, Entrepreneurship, Theory and Practice, 30(5): 585-593. Cockburn, C. (1991) In the way of women: Men’s resistance to sex equality in organizations, London: Macmillan. (2001) “Equal Opportunities: the long and short agenda”, Industrial Relations Journal, pp. 213-224. Doherty, L. and Stead, L. (1998) “The Gap between Male and Female Pay: What Does the Case of Hotel and Catering Tell Us?”, The Service Industries Journal, 18(4): 126-144. DTI (2002) A Strategy for Social Enterprise, London: HM Treasury. Farrell, W. (1988) Why Men Are the Way They Are: The Definitive Guide to Love, Sex and Intimacy, New York: Bantam Books. (1994) The Myth of Male Power: Why Men Are the Disposable Sex, New York: Berkley Books. (2001) Father and Child Reunion, New York: Tarcher/Putnam. (2005) Why Men Earn More, New York: Amacom. Friedan, B. (1963) The Feminine Mystique, Harmondsworth: Penguin. Harding, R. & Cowling, M. (2004) “Social Entrepreneurship Monitor United Kingdom 2004 (GEM)”, London Business School. Hearn, J. & Parkin, W. (1987) Sex at work: The power and paradox of organisation sexuality, Brighton: Wheatsheaf. Krantz, L. (ed) (2002) The Jobs Rated Almanac (6th Edition), New York: Ballantine Books. Ridley-Duff, R. J. (2005) Communitarian Perspectives on Corporate Governance, Phd Thesis, Sheffield Hallam University, available at http://www.scribd.com/doc/3271344/ Rowbottom, S. (1973) Women’s Consciousness, Man’s World, Harmonsworth: Penguin. Segal, L. (1990) Slow Motion: Changing Masculinities: Changing Men, London: Virago. Wilson, F. (2003) Organizational Behaviour And Gender (2nd edition), Aldershot: Ashgate.

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