Male-dominated Industries Research Articles

Broken rung roles in the female leadership deficit phenomenon in Indonesia

The underrepresentation of women in top management positions is marked by a decline in participation as the hierarchy rises. This study investigates the impact of the "broken rung" phenomenon—referring to unfair promotion systems as a key barrier to female career advancement—on the leadership deficit among women in Indonesia. Using a qualitative methodology and a phenomenological approach, data were collected through semi-structured in-depth interviews. The research analysis followed four stages of coding: open coding, axial coding, selective coding, and process coding. Findings reveal that gender stereotypes in certain industries and occupations contribute to the scarcity of female leaders. The shortage of female leaders initially stems from the limited presence of women in specific industries, influenced by these stereotypes. The "broken rung" is not the primary factor in Indonesia’s female leadership deficit, as there were already few women in specific sectors before unfair company systems impacted them. The root cause is not an unfriendly promotion system, but rather the unequal distribution of female workers across industries. Feminine-dominated sectors see higher female representation, while masculine-dominated sectors do not. Unfortunately, a significant portion of jobs are perceived as masculine, leading to an overrepresentation of male-dominated industries.

Alcohol culture and employee treatment

This paper examines the impact of corporate alcohol culture on employee treatment, and find that a rich corporate alcohol culture atmosphere is negative significantly associated with employee treatment. Mechanistically, the corporate alcohol culture increases the aggressiveness motivation of management, in turn increasing risk taking and management overconfidence. Furthermore, the corporate alcohol culture extends managing external social network rather than developing interpersonal relationships, which causes management to less focus on protecting employees' rights and interests. Notably, the inhibitory impact of corporate alcohol culture on employee treatment is particularly pronounced in non-state-owned enterprises (non-SOEs), male-dominated industries, and firms with high entertainment expenditure rates. These insights underscore the nuanced dynamics of alcohol culture within corporate settings and its implications for employee welfare and organizational behavior.

Navigating the Glass Ceiling: Women's Career Challenges in Nepal's Banking Sector

Background: Glass ceiling factors, such as organizational, social, and psychological barriers, continue to hinder women's career advancement, particularly in managerial roles. Despite increasing efforts to promote gender equality in the workplace, these factors still limit opportunities for women’s development, especially in traditionally male-dominated industries like banking in Nepal. This study investigates how these factors influence women’s perceptions of career development and whether they significantly impact their progress. Methods: The research employed a quantitative approach using a structured questionnaire distributed to 51 respondents in the banking sector. The survey measured perceptions of organizational, social, and psychological factors impacting women’s career development. Multiple regression analysis was used to assess the impact of these factors on personal factors related to career growth. Descriptive statistics and correlation analyses were also performed. Results: The findings indicate that social factors significantly influence personal factors (B = 0.257, p = 0.035), suggesting that social barriers are key determinants of women's career development. Organizational and psychological factors, while positively related to personal factors, did not show statistically significant effects (OFFF: B = 0.159, p = 0.164; PSFFF: B = 0.144, p = 0.275). The model explained 29.5% of the variance in personal factors, highlighting that additional unexamined factors may influence women’s career perceptions. Conclusion: Social factors have a significant impact on women's perceptions of career barriers, underscoring the need to address societal norms and biases that prevent women from advancing. Organizational and psychological factors, although relevant, were not statistically significant in this context. The study contributes to understanding the dynamics of the glass ceiling, particularly within Nepal’s banking sector, and provides insights for policy and organizational change. Novelty: This study offers a unique perspective on the glass ceiling in the Nepalese banking sector, providing empirical evidence of how social factors predominantly influence women's career progression. The findings suggest targeted interventions to address these barriers and promote more equitable career advancement opportunities for women in managerial roles.

Women in Coal Mining-Radiographic Findings of Women Participants in the Coal Workers' Health Surveillance Program 1970-2022.

Objective: To describe the work experience and respiratory health of women coal miners in the United States using Coal Workers' Health Surveillance Program (CWHSP) data. Methods: Analysis included CWHSP participants with self-reported sex of female between January 1, 1970, and December 31, 2022, and examined radiographic surveillance, demographics, and job history. National Institute for Occupational Safety and Health-certified physicians classified chest radiographs. Results: Among 8,182 women participants, most worked <10 years and a majority reported working in non-dusty jobs. Among 3,392 with ≥1 year of coal mining tenure, 18 (0.5%) had evidence of pneumoconiosis, with no cases of progressive massive fibrosis. Conclusion: Women coal miners participating in the CWSHP had short mining careers and low pneumoconiosis prevalence. Few worked in the most dusty jobs, indicating limited exposure to coal mine dust. This underscores the need to explore women's roles in mining, and for improved gender-specific employment reporting. Such changes can enhance health and work conditions for women in male-dominated industries.

Analysis of Gender Diversity Initiatives to Empower Women in the Australian Construction Industry

Organizations play an essential role in fostering a diverse and inclusive work environment. Despite attempts to encourage gender diversity in the workplace, the construction industry in Australia remains one of the most male-dominated industries. Existing research tends to focus on identifying barriers to gender equality and women’s career development, with limited exploration of organizations’ current initiative implementation. To fill this research gap, this study aims to examine how organizations implement initiatives affecting gender equality and women’s career development in the Australian construction industry. This study applied the women’s empowerment framework and conducted a thematic analysis of diversity, inclusion, and equality policies, strategies, action plans, corporate reports, annual reports, and websites within the context of gender equality and women’s career development in construction companies. Through a comprehensive analysis, the study identifies prevalent practices and initiatives related to gender equality initiatives in the construction industry, synthesizing them into six themes: flexible working arrangements, inclusive and anti-discriminatory culture, promoting career development, recruitment, and promotion, shared caring responsibility, and strategic commitments. The findings also revealed areas for improvement, giving recommendations on how to further empower women in the construction industry through enhanced gender diversity initiatives. This study sheds light on the current state of gender diversity and inclusion efforts within construction companies and provides practical recommendations for policymakers, industry stakeholders, and organizational leaders who seek to foster more inclusive and equitable work environments.

Seeking a “Supportive” Leader: Gendered language in leadership job postings and women’s leadership identification

Evidence suggests that women are underrepresented in leadership positions in Canada (MacDougall et al., 2021). While past research has shown that masculine wording reduces job attractiveness for women, few scholars have examined the effect of gendered language in a leadership context. First, we conducted a directed content analysis to assess the prevalence of gendered language in existing Canadian leadership job postings. This revealed that gendered language exists in job postings at expected levels, with masculine language occurring more frequently, especially in male-dominated industries. Second, we explored how gendered language impacts women’s intentions to apply for leadership positions and the potential roles of stereotype threat and perceived self-efficacy. Results indicated that, for women with lower self-efficacy, feminine language in job advertisements leads to greater application intentions through its effect on leadership identification. These findings suggest that more inclusive, feminine language in leadership job advertisements may encourage more women to apply

The impact of female chief executive officers, ownership, and globalization on ASEAN manufacturers' technical efficiency performance

The premature deindustrialization of Association of Southeast Asian Nations(ASEAN) economies has impeded their development by restricting all prospects for growth, including economies of scale, human capital development, and worker productivity. In male-dominated industries, sexism and discrimination may prevent women from attaining leadership positions, especially in manufacturing. This is especially apparent where women are viewed as less technical in ASEAN manufacturing. Therefore, this study employs the beta regression model to examine the impact of female CEOs and those with ownership on the technical efficiency and performance of ASEAN manufacturers. The impact of economic globalization via foreign direct investment (FDI) and exports on technical efficiency is also examined in this study. FDIs are found to enhance ASEAN manufacturers’ technical efficiency. This study also found that firms operated by female CEOs are more technically efficient, implying that they prefer stewardship-driven management strategies over agency-driven approaches. Female CEOs with ownership are likely to decrease technical efficiency, confirming the entrenchment hypothesis that their interests are not aligned with shareholders’ interests. In addition, skilled labor, ISO certification, IT use, and firm size boost their technical efficiency.

Femininity penalties and rewards: obstacles and opportunities for Chinese female entrepreneurs in gender-segregated industries

PurposeThis study aims to answer two questions: (a) what obstacles and opportunities do Chinese female entrepreneurs face when doing business? And (b) how do they negotiate their entrepreneurial careers and gender identities in different gender-segregated markets?Design/methodology/approachThis study uses qualitative research methods of participant observation and in-depth interviews with 41 female entrepreneurs in China and the theoretical lenses of gender role theory and doing gender in entrepreneurship.FindingsThe study findings reveal that Chinese female entrepreneurs face different obstacles and opportunities in gender-segregated industries. Their experiences vary in industries that are mainly occupied by males and females. On the one hand, women in female-dominated industries may be supported by a feminine working environment that is coherent with their domestic roles. However, they may also be questioned on the cultural impurity implied in some industries, which harms their class-based feminine virtue. On the other hand, women in male-dominated industries may be challenged and marginalized due to their gender. However, some find ways to turn the disadvantaged feminine characters into favourable conditions and break out of the stereotypical gender constraints in doing business.Originality/valueThis study contributes to the literature on gender and entrepreneurship in general. More specifically, it contributes to the study of doing gender in gender-segregated markets, and it also illustrates women’s gendered opportunities and constraints in Chinese society that are affected by the long-lasting traditional gender norms.

Gender Inequality in Workplace: A Perspective of Gender Narrative

The prejudice and discrimination toward femininity lasted from the ancient world to today's workplace. Women frequently faced judgments, with a particular focus on anti-feminity, this study explores the gender differences in career expectations, the unequal distribution of career opportunities, and disparities in unemployment rates which all contribute to this pervasive imbalance. Firstly, this research investigates how societal norms and stereotypes shape gendered career expectations. By analyzing the pressures that steer individuals towards specific career paths, it becomes evident that femininity was often marginalized, leading to limited career choices for women. Secondly, this research examines the unequal distribution of career opportunities, revealing how institutional and structural factors perpetuate gender disparities. The scarcity of women in leadership positions and male-dominated industries further entrenches the absence of femininity within workplace narratives. Lastly, the study uncovers the gender-based disparities in unemployment rates, highlighting the systemic biases that hinder women's access to stable employment, particularly during economic downturns.

A systematic review of the literature: Gender-based violence in the construction and natural resources industry.

Gender-based violence (GBV) poses a significant concern in the construction and natural resources industries, where women, due to lower social status and integration, are at heightened risk. This systematic review aimed to identify the prevalence and experience of GBV in the construction and natural resources industries. A systematic search across databases including PubMed, OVID, Scopus, Web of Science, and CINAHL was conducted. The Risk of Bias Instrument for Cross-sectional Surveys of Attitudes and Practices by McMaster University and the Critical Appraisal of Qualitative Studies by the Center for Evidence Based Medicine at the University of Oxford were used to assess the studies included in the review. Six articles were included after full-text analysis. GBV was reported in the construction, mining, urban forestry, and arboriculture sectors. Workplace GBV was measured differently across the studies, and all studies examined more than one form of GBV. The main forms of GBV discussed in these studies were discrimination, sexual harassment, and sexism. The studies provided some insight for demographic factors that may or may not be associated with GBV, such as age, region of work, and number of years working in the industry. The review also suggests that workplace GBV has a negative impact on mental health and well-being outcomes, such as higher levels of stress and lower job satisfaction. The current research has not established the effectiveness of interventions, tools, or policies in these workplaces. Thus, additional research should include intervention studies that aim to minimize or prevent GBV in male-dominated workplaces. The current study can bring awareness and acknowledgement towards GBV in the workplace and highlight the importance of addressing it as this review outlines the negative consequences of GBV on mental health and well-being in these male-dominated industries.

Brokerage performance drivers amongst married working women in an emerging real estate market

PurposeA perusal of extant literature suggests asymmetric devotions in empirical research that overlooks unique social and industrial dynamics of married working women in highly competitive male-dominated industries. Drawing on the social role theory, the study addressed this asymmetry by proposing a multivariate regression model that examined performance drivers of married female real estate brokers, as mediated by organizational, cognitive and social influences.Design/methodology/approachThe study employed a descriptive design. A structured electronic questionnaire was used to collect data from a sample of 256 married female brokers who are active on online messaging platforms. Snowball sampling was used to reach the research participants. Collected data were subjected to multivariate regression analysis.FindingsThe results infer that social influences were the most significant drivers of married female brokers in the real estate industry (r = 0.932, p < 0.05, F = 556.581). Significant interventions of diversity management, work-life balance, family support and access to economic opportunities were found.Practical implicationsIn acknowledging the societal stereotype and culturally imposed burdens married women face in emerging economies, the study advanced theoretical, practical and policy initiatives for a more inclusive, supportive and learning-oriented work environment.Originality/valueThe novelty of the paper lies in its exposition of the unregulated real estate brokerage market in an emerging economy and the dynamic organizational, cognitive and societal influences of married female brokers.

Liman İşletmelerinde Kadın Yönetici Algısı: Güney Marmara Limanlarında Bir Araştırma

The participation of women in the workforce is increasing day by day. In many sectors, women are competing at the management level alongside men. However, the maritime sector remains one of the male-dominated industries despite the increasing number of female employees. This study aims to examine perceptions regarding the participation of women in port management, specifically in the male-dominated maritime sector and port operations. Three major port enterprises operating in the South Marmara region constitute the sample of the study. A survey was conducted to measure the perceptions of female managers in port management. The data were subjected to Exploratory Factor Analysis, and the results were analysed using t-tests to determine whether perceptions differed based on the management level of the participants. As a result of the research, the majority of participants rejected the commonly accepted belief that the sector is not suitable for women. Research results do not show any difference at the manager and officer levels. The research findings are considered a positive and inspiring outcome that challenges dominant perceptions of women in leadership positions at the management level.

Covergalls Incorporated

Social implications The case study will help improve systemic gender-related challenges for women in STEM, male-dominated nontraditional workplaces, such as mining, and contribute to CASE FOR WOMEN database of women-centered business teaching cases. Learning outcomes The learning objectives are as follows: discuss gender issues in nontraditional science, technology, engineering, mathematics (STEM)–related male-dominated industries; conduct a strategic competitive strengths and weaknesses, the opportunities and threats analysis and political, economic, social, technological, legal and environmental analysis; evaluate relevant information and decision criteria to assess the options; provide recommendations for strengthening vision mission and strategy; and analyze the business model using the Business Model Canvas. Case overview/Synopsis Alicia Woods (she/her), founder of Covergalls Inc., was facing an unexpected challenge during the COVID-19 worldwide pandemic restrictions and lockdowns which had created an unprecedented disruption to her business. Should Covergalls continue on its current path, or was it time to branch out? Complexity academic level This case is suitable for diversity, equality and inclusion, strategic management, entrepreneurship, marketing or leadership courses at the undergraduate BBA and graduate MBA level on campus or online. Supplementary materials Teaching notes are available for educators only. Subject code CCS 3: Entrepreneurship.

Fit-for-work: mental health and alcohol indicators in male-dominated industries

PurposeRisky alcohol use can reduce productivity at work and impact employees’ mental health and wellbeing. Several risk factors converge in male-dominated industries, which can increase risky drinking and deteriorate mental health. This paper aims to explore the prevalence of risky drinking and psychological distress in a male-dominated industry compared with that in the general population.Design/methodology/approachData were collected from four manufacturing sites in Australia. In total, 450 workers were invited to participate in a survey that measured drinking behaviours using AUDIT-C and psychological distress using the K10, along with demographics including age, gender, job role and ethnicity. The observed outcome measures were compared with general population data available through publicly available data sets.FindingsSurveys were returned by 341 employees, of which 319 completed AUDIT-C. AUDIT-C and K10 scores were significantly correlated (R = 0.31, p < 0.0001). Hazardous drinking was more prevalent among workers than in Australian general population (66.1% vs 23.6%). Binge drinking was greater among workers than in the general population (25.4% vs 26.5%). The difference was higher among female workers than among male workers (35.1% vs 10.8%).Originality/valueThe findings of this study show a significantly greater risk of alcohol-related harm among workers in male-dominated industries compared with that in the general population. This risk is more pronounced among women, who also experienced greater rates of moderate and high psychological distress compared with those experienced by the general population. A fitness-for-work approach is proposed to minimise alcohol-related harm among workers in male-dominated industries. Moreover, male-dominated industries are proposed to consider the interconnectivity of other workplace health and safety factors.

The reproduction and perpetuation of workplace gender inequality in male-dominated industries through biased executive ideologies: a study of the Australian transport and logistics industry

ABSTRACT Workplace gender inequality remains a major cause of workplace and employment disadvantage for women, particularly in traditionally male-dominated industries. We draw on a study of the Australian transport and logistics industry to examine the conundrum that despite growing awareness of, pressure against, and supposedly increasing policy action against workplace gender inequality, little progress has been made over many decades. This study is premised on the view that understanding, and addressing, the root cause is the key to effective solutions. We applied Wynn’s executive ideology on gender inequality theoretical framework to investigate the core factors sustaining workplace gender inequalities in the industry. We find that particular unconscious biased executive conceptualisations of workplace gender inequalities shape organisational gender policies. Consequently, instead of eradicating, they reinforce and reproduce embedded attitudes and processes through the policies they adopt. We argue that to effectively address workplace gender inequality, it is the organisation and the industry, rather than the individual and society that must be the primary focus of executive strategy and action.

Discriminatory Lending: Evidence from Bankers in the Lab

We implement a lab-in-the-field experiment with 334 Turkish loan officers to document gender discrimination in small business lending and unpack mechanisms. Officers review multiple real-life loan applications in which we randomize applicant gender. While unconditional approval rates are the same, officers are 26 percent more likely to require a guarantor when we present the same application as coming from a female instead of a male entrepreneur. A causal forest algorithm to estimate heterogeneous treatment effects reveals that discrimination is concentrated among young, inexperienced, and gender-biased officers. Discrimination mainly affects female loan applicants in male-dominated industries, indicating how financial frictions can perpetuate entrepreneurial gender segregation across sectors. (JEL C93, G21, G32, J16, L25, L26, O16)

Occupational and Environmental Challenges for Women.

The prevalence of women in the global workforce is increasing. Women increasingly participate in nontraditional employment settings in previously male-dominated industries and manually intensive professions, such as military service, emergency response, health care, aviation, space, agriculture, and technical trades. Limited occupational and environmental hazard data specific to women exist for these work environments. Physiologic and biomechanical differences between sexes create unique workplace challenges specific to women. This article will summarize challenges confronting women working in nontraditional employment and identify strategies to mitigate risk within these populations.

Online mental health training program for male-dominated organisations: a pre-post pilot study assessing feasibility, usability, and preliminary effectiveness

PurposeThe emergence of digital health interventions for mental ill-health in the workplace is expansive. Digital interventions delivered in male-dominated settings are less so. This pilot study aimed to assess the usability, feasibility, acceptability, and preliminary effects of an online intervention in a male-dominated organization. We focus on male-dominated as mental ill-health is frequently unrecognized and underdiagnosed among males.MethodsUnwind, a 7-week internet-based program with stress-management components, was tested in a pre-post pilot study. Unwind gets users to identify and understand their stress triggers and assists them to develop adaptive ways to manage these and their stress. Participants were Australian adults employed in a mining company. Follow-up assessment occurred 8 weeks after baseline. The primary outcome measure was change in stress symptoms, with secondary outcomes; change in depression, anxiety, insomnia, well-being, and alcohol use. User feedback and program data were analyzed to assess usability, engagement, and intervention adherence.ResultsEligible participants n = 87 showed significant reductions in stress (g = 0.46, p < 0.001), depression (g = 0.47, p < 0.001), anxiety (g = 0.50, p < 0.001), insomnia (g = 0.44, p < 0.001), and well-being (g = 0.32, p = 0.004) post-intervention. Significant improvements were observed in both well and unwell (mental ill-health) and male and female participants. There was no gender effect on outcomes. A dose–response was observed as the number of modules used was related positively to improvement in anxiety (F1,86 = 5.735, p = 0.019; R2 = 0.25). Overall users rated Unwind as useful and engaging.ConclusionThis study presents evidence base that Unwind is a feasible and acceptable approach to reducing employees’ mental health-related symptoms in typically difficult-to-reach male-dominated industries. Unwind is feasible for larger scale delivery within male-dominated industries.

Retention over Attraction: A Review of Women’s Experiences in the Australian Construction Industry; Challenges and Solutions

Despite substantial investments and efforts by governments, construction organisations, and researchers, the construction industry remains one of the most male-dominated industries in Australia, with women being underrepresented numerically and hierarchically. Efforts to attract and retain women in construction have been implemented inconsistently on an ad hoc basis. As part of a larger research project that focuses on retaining women in the Australian construction industry, this research conducts a systematic literature review (SLR) in accordance with the PRISMA guidelines. The objective is to explore the factors that influence women’s careers and their experiences in the Australian construction industry that have been identified in the literature over the past three decades. Additionally, the findings are anticipated to inform future efforts to evaluate the effectiveness of current initiatives to retain women and develop a framework for enhancing women’s experiences and retaining them in this profession. This SLR revealed that excessive and rigid work hours, gendered culture and informal rules, limited career development opportunities, and negative perceptions of women’s abilities are the main factors and issues that cause women to leave the industry. Among these, rigid and long work hours seem to be the foremost factor to be prioritised. Understanding the roles of key variables in driving this cultural change is important to ensure that concrete progress is made. The paper draws three major aspects from the literature in which solutions and policies can be researched, designed and implemented.

Women in leadership, gender inequality in Nigeria, diversity and new trend of women in leadership positions in industries around the world

Background: Leaders are the people who help to define the aims and goals of groups and organizations and then help to channel the energy of the group or organisations’ members to achieve those stated aims. Many women are rising to positions of leadership around the world and in traditionally male-dominated industries. There is an upsurge in women leadership, however gender inequality, bias and discrimination still exist. Objective: This paper has reviewed the concept of women leadership, gender inequality in Nigeria and around the world, exploring the situation in the different continents and sub-continents of the world in a snapshot manner. The paper also reviewed diversity in the workplace and the different way that men and women lead their organizations. Conclusion: Despite the rise of women leaders, more inclusion and diversity in the work place, disparities still exists and is widespread around the world. This is worsened by poverty. A society that has more gender equality, diversity, and inclusiveness is better and would lead to a sustainable and meaningful growth in the economy. It is hoped that companies and governments around the world would take reducing gender inequality and promotion of women leaders seriously for a better equal and just society