Beyond tokenism: Breaking the men's circle for gender equality at male-dominated jobs

Basit Öğe Kaydı
dc.contributor.authorKocanci, Mustafa
dc.contributor.authorAksoy, Beyhan
dc.contributor.authorNamal, Mete Kaan
dc.date.accessioned2026-01-24T12:31:19Z
dc.date.available2026-01-24T12:31:19Z
dc.date.issued2025
dc.departmentAlanya Alaaddin Keykubat Üniversitesi
dc.description.abstractIn T & uuml;rkiye, various efforts are being undertaken by public, private sector, and civil society initiatives to ensure gender equality in the workplace. However, significant steps remain to achieve full equality between women and men. This study aims to understand the impacts of organizational gender equality efforts on employees. To achieve this, it examines a project implemented to increase women's employment in male-dominated professions and evaluates the outcomes generated by this initiative. In the study, participants were selected using a purposive sampling method, comprising women working in male-dominated occupations and operating heavy machinery, and focus group interviews were conducted. The data were subjected to constant comparative and content analysis. In the study, 133 expressions were grouped under 13 different codes, and these codes were evaluated under the themes of gender equalities, conflicts and organizational issues, and women's specific struggles. According to the research findings, the current situation of women employed to increase the proportion of women in male-dominated jobs within the scope of the organization's gender equality policies is explained by the phenomenon of tokenism. Furthermore, it was observed that participants experienced gender inequalities shaped by the traditional gender roles and attitudes of managers and male colleagues. These inequalities arise from insufficient regulation of key processes like training, promotion, and resource allocation, exacerbating women's workplace struggles. These organizational deficiencies are reinforced by sexist attitudes and manifest as a solidarity pattern among men, which we conceptualize in this study as the men's circle, exhibiting a high tendency towards normalization. In the conclusion, individual, organizational, and socio-cultural ways of breaking the men's circle that fosters tokenism are discussed.
dc.identifier.doi10.1016/j.wsif.2025.103097
dc.identifier.issn0277-5395
dc.identifier.issn1879-243X
dc.identifier.scopus2-s2.0-105001483452
dc.identifier.scopusqualityQ1
dc.identifier.urihttps://doi.org/10.1016/j.wsif.2025.103097
dc.identifier.urihttps://hdl.handle.net/20.500.12868/5809
dc.identifier.volume110
dc.identifier.wosWOS:001461803200001
dc.identifier.wosqualityQ1
dc.indekslendigikaynakWeb of Science
dc.indekslendigikaynakScopus
dc.language.isoen
dc.publisherPergamon-Elsevier Science Ltd
dc.relation.ispartofWomens Studies International Forum
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanı
dc.rightsinfo:eu-repo/semantics/closedAccess
dc.snmzKA_WoS_20260121
dc.subjectGendered organizations
dc.subjectMale-dominated jobs
dc.subjectTokenism
dc.subjectMen's circle
dc.subjectNon-hegemonic masculinities
dc.titleBeyond tokenism: Breaking the men's circle for gender equality at male-dominated jobs
dc.typeArticle

Dosyalar

Koleksiyon

WoS İndeksli Yayınlar Koleksiyonu
Scopus İndeksli Yayınlar Koleksiyonu