ABSTRACT
Masculinities studies observe that there are multiple forms of masculinity: men of different races, classes and sexual orientations perform their masculinity in different ways and in relation to one another (Dowd 2008: 210, McGinley 2004). Masculinities theorists posit that gender is socially constructed; they consider how societal norms shape individual behaviour, how masculinities are imbedded in the structure of institutions, and how individuals and groups perform masculinities within those institutions (Connell 2005a, Kimmel 1997b, Martin 2003). While the term ‘masculinities’ has multiple meanings, as used in this chapter, it has three meanings that are relevant to work. First, it describes a complex social structure that is embedded in organizations and determines and reflects power relationships at work. Second, it refers to the construction of masculine identities at work through performance. Finally, the term describes a set of practices and the active engagement in these practices by men or women. The presence of masculine structures, performances and practices in the workplace creates barriers to entry and promotion and affects the terms and conditions of employment at work based on gender combined with race, national origin, class and other categories to which an individual belongs (McGinley 2004, 2008).
