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F. Gaspani – Gendered Organizations. The Case of Italian
Astrophysics
both horizontally (some kinds of job are seen as “men’s work” and others as
“women’s work”) and vertically segregated (women occupy lower grades
and status positions). The second involves gender as an experience.
Researching women’s experience «brings into focus many of the hidden
dimensions of the emotional and sexual regimes of organizations, which are
masked by the apparent rationality of organizational structures and by
dominant organizational ideologies»
(Newman, 1995b, p. 285)
. A third
approach, then, concerns organizational culture as a site of gendered
meanings and identities. In particular, social and cultural practices related to
gender can be considered as interpretative keys to investigate the structure of
power relations and the system of classification and identity, that encompass
multiple dimensions and refer to processes, practices and ideologies
embedded in thought, language, social structures and organizational facts.
Integrating these perspectives, in the following pages I examine the role
that gender plays in scientific career paths in the astrophysical sector. After
explaining the object and method of the research, I structure my arguments
into two parts. Firstly, I explore how the careers of women-scientists take
shape in a traditionally male-dominated field. Secondly, I analyse women-
scientists’ identity construction. Concluding remarks focus on the need to
redefine the relationships that both genders have established with the
political and social order of the scientific environment and with the rest of
everyday reality to achieve gender equality.
Object and Method
The aim of this study is to analyse the gender structuring and assumptions
which underpin Italian astrophysical organizations, bringing out scientists’
experiences of working life. The astrophysical scientific sector has the right
characteristics to attract at the educational level a higher number of women
compared to other “hard” sciences but, as in other disciplines, the
professional sphere is historically, culturally and numerically male-
dominated
1
(Urry, 2008; Cesarsky & Walker, 2010)
.
Gender is an important element in the development of scientists’ careers.
It denotes power relations between the sexes and refers to the social
Géneros – Multidisciplinary Journal of Gender Studies, 3(3) 487
characteristics whereby women and men exist in a dynamic relation to each
other, being «the effect of social definitions and internalizations and
reproductions of the meaning of being a man or a woman»
(Alvesson &
Billing, 2009, p. 21)
. Gender, then, is «an activity and a social dynamic,
something that we do in everyday reality, and something that we make
accountable to others»
(Gherardi & Poggio, 2001, p. 247)
and it prescribes
and defines the parameters of individual experience in which women’s lives
are different from men’s. The gender perspective I follow represents a key to
understand the relationship between individuals and social settings, and the
interdependencies between public and private spheres of life. It should be
seen as a basic orientation rather than a distinct and clearly elaborated
theoretical position. Through this general approach I describe and comment
on the gendered organizations rather than promoting distinct viewpoints. The
purpose is to collect the voices of scientists working into the same field,
studying experiences, practices, meanings and orientations expressed by
them. How do each gender rises through the organizational hierarchy?
Asking this question means considering bodily differences a decisive
distinction and accepting that women and men are robust categories.
However, gender is not simply a fixed element imported into the workplace.
It is an organizational accomplishment constructed in part through work,
culture and relations that influence the functioning of organizations and the
general way of thinking about aims, values, practices and so on. Therefore, I
follow a broader gender approach which also focuses on other questions.
Which are the predominant relations of power for men and women within
scientific organizations? How do the identity constructions of women-
scientists take shape?
To answer these questions we have to consider that the organizational
culture, especially in male-dominated professions, is a significant barrier to
change. It is defined «in terms of shared symbols, language, practices (…)
and deeply embedded beliefs and values. Each of these domains has to be
understood as gendered, and together they constitute an important field in
which gendered meanings, identities, practices and power relations are
sustained»
(Newman, 1995a, p.10)
. The gendered culture of organizations
defines «settings, tasks and behaviours specific to the men and women who
work within them» and presupposes «a set of already hierarchically normed