Organisational behaviour, sexualization, gender disparities, inequalities, workplace
In the context of this work, we wanted to examine a particular aspect of organisational behaviour, namely gender disparities in relation to the organisation. To this end, we felt that the article by Guillén, Kakarika and Heflick was relevant for analysing and critiquing this theme insofar as it provides an account of a very topical issue concerning inequalities within the organisation. With a length of 19 pages (including notes) and published very recently (September 2023), this article was logically of interest. This article aroused our interest because it was published in Wiley, a specialist journal on organisational behaviour.
[...] Secondly, the article's main interest, in our view, is to understand how the sexualisation of one woman can have an impact on another job applicant subsequently assessed. In this context, the 'knock-on effect of sexualisation', according to the terminology used by the authors, is crucial to understanding what might be declared detrimental a posteriori for women in general within the organisation. In other words, a self-sexualising woman allows greater permissiveness in her relationship with others. It is therefore of interest to document this phenomenon insofar as this article clearly sets out to fill this gap in research by investigating the consequences of sexualisation in the context of work for another woman at a later professional event. [...]
[...] Conclusion This is a very readable article, with intellectual jargon that is easy to understand, and it remains entirely relevant to an analysis of behaviour within organisations. In our view, it is very important to be able to reflect on these themes, even if the profusion of references sometimes made the reading a little cumbersome. Finally, by focusing on this article, we were able to continue investigating this theme by trying to find similar studies in other companies, as was the case in France with the study by Nathalie Lapeyre1 (2018). [...]
[...] At the end of their article, the authors put forward recommendations for improving the situation. The first of these is that organisations should be able to manage the consequences of sexualisation at work, particularly in terms of human resources. The authors feel that it is essential to raise awareness throughout an organisation's hierarchy. Secondly, according to the authors, it would be good if organisations could place greater emphasis on guaranteeing that women are treated better, i.e. fairly and with respect. [...]
[...] In fact, the whole point of this contribution is to be able to understand prejudice in hiring within an organisation. To do this, the three authors conducted a major review of the literature on the subject. Indeed, it remains crucial to be able to better appreciate the prejudices that allow comparisons between male and female candidates, particularly in the fact that candidates are not judged in the same way according to gender. It is for this reason that the authors will use the sexualisation of an individual as a way of highlighting a person's sexual appearance. [...]
[...] Finally, the last result is the way in which the effects of these perceptions can have an impact on future female recruitment within an organisation, resulting in further barriers to entry for a whole category of individuals. However, in order to objectivise our discussion, it is crucial to take a step back in order to crystallise a reflective stance on this article. Indeed, this article mentions what is not necessarily perceptible when it comes to individuals' involvement in the workplace. [...]
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