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首页> 外文期刊>International Journal of Social Economics >The deadly elasticity of heteronormative assumptions in South African organisations
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The deadly elasticity of heteronormative assumptions in South African organisations

机译：南非组织中异规范假设的致命弹性

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PurposeThe purpose of this paper is to critically analyse the discourses of gender empowerment in South African organisations to determine the extent to which they reify or resist the entrenched oppressive gender binaries.Design/methodology/approachMultiple case studies design and critical discourse analysis were employed to collect and analyse the data. Research entailed critical analysis of 36 published documents containing information on gender and gender empowerment. Semi-structured interviews were also conducted with six transformation managers as change agents who are tasked with the responsibility of driving gender empowerment in the selected organisations.FindingsThe authors found that gender in studied organisations was insularly defined within the confines of the malefemale gender binaries. Consequently, designed gender empowerment strategies and ensuing initiatives mainly focussed on promoting the inclusion of heterosexual women in and on protecting these women from heterosexual men. Thus, gender empowerment systematised heteropatriachy in organisational culture and processes while invisibilising and annihilating the possibility of existence of alternative genders outside these naturalised binaries. Transformation managers, as change agents, fell short of acknowledging, challenging and changing these entrenched ideologies of patriotic heterosexuality.Research limitations/implicationsThe paper uses Galtings (1960) and Paul Farmers (2009) concept of structural violence and Richs (1980) notion of deadly elasticity of heterosexual assumptions, to theorise these gender empowerment discourses as constituting and perpetuating violence against queer bodies and subjectivities.Practical implicationsThe paper recommends that corporates need to broaden their conceptions of gender and to design and entrench gender discourses that promote gender justice and equality.Social implicationsThis inquiry proves Joan Ackers (2006) and Bakers (2012) views that inequality and injustice are produced and entrenched in a reciprocal relationship between society and the workplace.Originality/valueThis paper focusses on constructions of gender in organisations. By doing so, it links the observed violence against women and gender binary non-conforming people in society with organisational discourses of gender that perpetuate such violence instead of challenging and changing it so that democracy can be realised for all.
机译：目的本文的目的是批判性地分析南非组织中增强性别权能的话语，以确定他们在何种程度上具体化或抵制根深蒂固的压迫性性别二元论。设计/方法论/方法采用了多个案例研究设计和批判性话语分析来收集并分析数据。研究需要对包含有关性别和性别赋权信息的36份公开文件进行严格分析。还对六个变革管理者（作为变革推动者）进行了半结构化访谈，这些变革管理者的任务是在选定的组织中推动性别赋权。发现作者发现，被研究组织中的性别在男女性别二进制文件的范围内被孤立地定义。因此，设计的增强性别权能战略和随后的举措主要侧重于促进将异性恋女性纳入其中，并保护这些女性免受异性恋男性的侵害。因此，赋予性别权利的制度化了组织文化和过程中的异性恋，同时使这些归化的二进制文件之外的另类性别不存在并消除了这种可能性。作为变革推动者的变革管理者没有承认，挑战和改变这些根深蒂固的爱国异性恋意识形态。研究局限/启示本文使用了Galtings（1960）和Paul Farmers（2009）的结构性暴力概念和Richs（1980）的致命概念。异性假设的弹性，以将这些赋予性别权力的话语理论化为构成并持续存在的针对酷儿团体和主观性的暴力行为。实践意义本文建议，公司需要拓宽其性别观念，并设计和巩固促进性别公正和平等的性别话语。含义这项研究证明了Joan Ackers（2006）和Bakers（2012）的观点，即不平等和不公正是在社会与工作场所之间的相互关系中产生和根深蒂固的。原创性/价值本文着重于组织中性别的建构。通过这样做，它将观察到的针对妇女的暴力行为和社会中性别二元不合格者与性别的组织话语联系起来，这种话语使这种暴力永存，而不是挑战和改变这种暴力，从而使所有人都能实现民主。

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