反对性别歧视五十年：通过承认和日常抵抗削弱根深蒂固的性别弊端

IF 4.5 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2024-09-26 DOI:10.1177/00187267241279216

Sarah Gilmore, Nancy Harding, Jackie Ford

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引用次数: 0

摘要

本文纪念英国《性别歧视法》（1975 年）通过 50 周年。英国提供了一个重要的历史案例研究，说明此类法律是如何付诸实践的。该法案的成功有喜有忧：虽然取得了进展，但仍有许多工作要做。在本研究中，我们试图了解已经发生变化（尽管有限）的机制，目的是确定继续推进平等的战略。我们采用女权主义的方法，在记忆档案中以不同的方式进行研究，并借鉴女权主义精神分析理论家杰西卡-本杰明（Jessica Benjamin）未被充分利用的研究成果，发现妇女参与了涉及日常抵抗策略的微观革命。随着时间的推移，这些策略不断积累并带来变化，我们可以在此基础上继续发展。这篇文章首先提出了妇女作为静悄悄的革命者的机构理论；其次，它推动了女权主义的认可理论；最后，它推进了以不同方式进行研究的方法。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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Fifty years of fighting sex discrimination: Undermining entrenched misogynies through recognition and everyday resistance

This article marks the 50th anniversary of the passing of the UK’s Sex Discrimination Act (1975). The UK offers an important historical case study of how such laws are, or are not, translated into practice. The success of the Act is mixed: there has been progress but much more needs to be done. In this study, we seek understanding of the mechanisms through which changes, albeit limited, have been made, with the aim of identifying strategies for continuing progress towards equalities. Using a feminist methodology of researching differently within an archive of memories, and the underutilized work of feminist psychoanalytical theorist Jessica Benjamin, we identify that women engaged in micro-revolutions involving everyday strategies of resistance. Over time, these accumulate and bring about changes on which we can continue to build. The article, first, contributes a theory of women’s agency as quiet revolutionaries; second, it pushes forward feminist theories of recognition; and, finally, it advances methods of researching differently.

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来源期刊

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.