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This paper contributes to understandings of how Athena SWAN (AS) is shaping contemporary equality work in the context of the neoliberal university, and whether it is contributing to performative ways of doing equality work. We center our research on the exploration of the question of how the gender‐agenda is being captured by the neoliberal agenda, drawing on 35 in‐depth qualitative interviews with AS champions across the UK and Republic of Ireland. The core aim of the study is to explore how AS has been co‐opted and mobilized as a vehicle for contemporary (neoliberal) equality work. We argue that rather than contributing to transformational change, AS serves as an effective tool for institutional reputation gains and (extended) virtue signaling, conceptualized and coined here as "institutional peacocking." This in turn, functions and is implemented in diverse institutional settings, with primarily institutional benefit, at the cost of AS champions who carry out gender equality work. We contribute empirically and conceptually to theorizations and current understandings of gender equality work in higher education, especially through AS champions' experience and the institutional benefits that present opportunity costs for some individuals, potentially serving to further entrench stereotyped perceptions of who should be doing equality work in universities, and critically, how institutions benefit. [ABSTRACT FROM AUTHOR]

This paper investigates how women leaders in the UK negotiate claims of being competitive by internalizing competition. Competition is a critical component in neoliberal contexts; yet its gendered implications are under research. Through analysis of 18 women leaders' narratives who directly characterize themselves as 'competitive with myself,' we theorize how and why competition is directed at the self. We understand articulations of 'I'm competitive with myself as a discursive strategy, which functions in the narratives in three interconnected ways. 'Competitive with myself' versus 'competitive with others' explains how women leaders internalize competition by rejecting competition with others and distancing from the conventional notion of zero‐sum game competition. 'Competing with myself for perfection' and 'Competitive with myself as a protective shield' explain why women leaders internalize competition—to perfect the self and navigate the double standards of a gendered neoliberal workplace. We argue that 'competitive with myself' as a discursive strategy enables women leaders to openly claim competitiveness, (an undesirable performance for women) and simultaneously distance themselves from it. The study contributes understandings of competition as gendered under neoliberalism and in patriarchal men‐dominated leadership roles and workplaces. Through a nuanced discussion of women leaders' narratives, we identify both an obligation to compete and a possible flexing of gender norms in relation to competition. [ABSTRACT FROM AUTHOR]

Reliance on fixed‐term contracts and a lack of adequate maternity provision for fixed‐term workers could be contributing to the loss of women from academia―the so called "leaky pipeline"―but evidence on this is lacking. This paper describes variation, between research intensive universities in the UK, in the maternity provision they offer to fixed‐term workers and presents preliminary staff data on the likelihood of returning to work following a period of maternity leave for academic and non‐academic staff on fixed‐term versus open‐ended contracts. A gendered lens is applied, investigating how the intersection between contractual status and maternity provision contributes to gender inequality in academia within the context of hierarchical neoliberal academic organizing and the masculinized "ideal" academic. Staff data was obtained using a Freedom of Information request made to the 24 Russell Group universities in the United Kingdom. The odds of returning to work after maternity leave were 59% lower for staff on fixed‐term compared to open‐ended contracts (pooled odds ratio: 0.41, 95% confidence interval: 0.26–0.64). Maternity provision for fixed‐term workers varied between institutions, with most operating policies that limit access to enhanced maternity pay for staff on fixed‐term contracts. Wider adoption of maternity policies that are more compatible with employment on fixed‐term contracts, including: no continuous service or return to work requirement, full financial support for staff facing redundancy during maternity leave, and appropriate signposting of redeployment obligations, could help to support more women to stay in academia. [ABSTRACT FROM AUTHOR]

Existing academic literature consistently points to a changing role for modern fathers in which they take an egalitarian role in the caregiving responsibilities for their children. Despite this, fathers are observed to continue to dominate the realms of full‐time working, aligning to more traditional breadwinning mentalities than such trends might suggest, raising questions around inequality. Fathers at work have previously been found to encounter challenges within the workplace when they alter, or consider altering their work patterns due to caregiving responsibilities. Employing a sample of working parents and managers, this paper explores how caregiving fathers are perceived within organizations and in considering their experiences, provides a nuanced and detailed understanding of the ways in which mistreatment for caregiving fathers manifests within contemporary UK workplaces. Caregiving fathers are found to face specific challenges termed "fatherhood forfeits" such as perceived idleness, suffering mockery, and being viewed with suspicion by male and female co‐workers. Actions are proposed to address "fatherhood forfeits" that include specific organizational training interventions and the importance of workplace role modeling. [ABSTRACT FROM AUTHOR]

This paper explores how organizations within the fertility treatment sector in the UK discursively construct (cis) male infertility and whether, in so doing, they reinforce or reproduce prevailing institutionalized discourses and practices of masculinity. We seek to address the gender disparity in contemporary understandings of reproductive health in Organization Studies (OS) where women's experience of infertility and its impact is well researched, but only occasionally does this extend to issues of male infertility. Specifically, we build on existing literature in the social sciences and OS on male infertility and expand it by investigating the organizations that treat fertility issues. We examine and discuss how they may inadvertently contribute to this neglect, by reflecting and reproducing the masculine norms that surround male infertility. We employ a thematic analysis to examine texts produced by organizations involved in the fertility sector and find that male infertility is discussed and presented through three intersecting lenses: (a) a hegemonic masculinization of infertility; (b) male infertility as an othering experience; and (c) disembodied masculinity. We highlight how these gendered organizational narratives (re)produce prevailing norms and practices of masculinity, and how an organizational shift within the sector needs to take place if substantial changes toward more caring, relational, and collective approaches to gender and reproductive health are to be achieved. [ABSTRACT FROM AUTHOR]

Contributing to scholarship on diversity and inclusion (D&I) and careers within UK retailing, this paper documents the lived experiences of minority‐ethnic women working in retail. Given the extensive research on both the career obstacles faced by women in a highly feminized sector and the disadvantages experienced by minority‐ethnic workers in the UK labor market more broadly, consideration of social identity categories beyond gender and their impact on retailing careers in the existing literature is limited. Here we use intersectionality theory to explain how individual‐level identity categories, such as gender, ethnicity and religion, intersect with wider organisational practices, which disadvantage the career progression of minority‐ethnic women in UK retail. In a service‐driven sector dependent upon consumers, we conclude that there is a need to consider intersectional identity experiences and power relations within the customer‐employee relationship, as this disproportionately affects minority‐ethnic women and the realization of their career goals in retail. [ABSTRACT FROM AUTHOR]

Women from working‐class backgrounds face a multiplicative earnings penalty in Britain's elite occupations. In this paper, I explore one driver of this "double disadvantage"; a strong gender divide in who discusses and displays a working‐class identity in the workplace. Drawing on data from the 2019 UK Civil Service People Survey (n = 300,788) and 104 interviews with civil servants, I find that men from working‐class backgrounds are more likely (than women) to identify as coming from a working‐class background, to talk openly about their background, and to feel comfortable displaying embodied markers of their origin. For some men such "origin talk" can even confer advantage, allowing them to resist dominant behavioral codes or "brand" themselves as senior leaders with a unique perspective. In contrast, women from working‐class backgrounds overwhelmingly choose to conceal their backgrounds at work, presuming that such disclosures will only leave them vulnerable to negative judgment. Such suppression often leaves a significant emotional imprint, with many women reporting a lingering sense of shame and inferiority. It can also have implications for their careers; feeling unable to inhabit one's "authentic self" at work often elicits a sense of withdrawal and self‐elimination from the stakes of career progression. [ABSTRACT FROM AUTHOR]

This paper contributes to debates on the intersections between organizations, the body, and reproduction by exploring how the non‐reproductive female body is discursively (re)constructed by organizations which provide fertility treatment, such as private clinics and fertility magazines. Organization studies has neglected the non‐reproductive body, despite a fair amount of research on its reproductive counterpart, especially pregnant and maternal bodies. Equally, these discussions privilege the employment relationship – for example, how women are enjoined to manage their bodies at work – whereas we concentrate on the marketplace, or the field of fertility treatment, and the organizations therein. These organizations, while focused on reproducing bodies, also influence, compound, and challenge notions of the bodies they are involved with. Through a Critical Discourse Analysis of texts produced by UK fertility organizations, we present three discourses of the non‐reproductive female body that (re)generate subject positions where the absence of reproduction is a medical condition, an emotionally distressing experience, and something that needs to be cared for. Our argument suggests how the texts can operate as a form of Foucauldian governmental biopower, emphasizing how they hail the infertile female subject. [ABSTRACT FROM AUTHOR]