Abstract:
This diversity study explored faultline activation and hidden power to understand the triggers of gender discrimination in traditionally segregated occupations. This revealed the dimensions of power found in the South African mining context as well as the dynamic nature of gendered conflicts. Despite policy driving inclusion in historically gendered employment, societies are grappling to bring about real inclusion.
Most prior research considering gender was typically conducted by women, using women as the unit of analysis. In addition, such studies often focussed on women in the professions, at board level or women in politics. Due to the mixed findings in prior research, there has been a call for more nuanced studies that would reveal the hidden and complex power dimensions in diversity subgroups. This study explored gender discrimination by exploring men’s beliefs as the dominant group or so-called ‘in-group’.
Exploring the research topic – understanding faultline activation and gender discrimination in traditionally segregated occupations – three questions were explored, namely 1) Which hidden dimensions of power exist within the mining context? 2) Which antecedent conditions strengthen gender faultlines? 3) How does gender discrimination manifest from activated faultlines?
Semi-structured in-depth interviews with 30 men from three different mining companies in South Africa produced rich data. This sample was split into subgroups age, race and tenure. The extreme contextual setting of hazardous mining in South Africa was ideal because of its historical context. This society has experienced rapid changes over the past 25 years. Important contributions in the current study revealed the hidden effects of power in this extreme, real-world setting. Power dimensions’ influence why and how men discriminate against women, sometimes without realising it. Perpetual gendered conflicts create a simmering tension in mining, which negatively affects performance. Propositions linked to a conceptual framework offer opportunities to explore triggers of gender discrimination stemming from this extreme setting. This diversity management study extended the use of faultline theory by building a framework of antecedent conditions that incorporates conflicts and effects. Furthermore, the framework provides substantial practice value for the design of diversity management interventions that could lead to greater inclusion. This study also offers substantial societal value, highlighting the ongoing challenges for women entering traditionally segregated occupations.
