Institutional logics influence on organisational female career progression: a study of the British and German public sector

Both countries show similarities concerning gender norms and work, e.g. traditionally fostering a predominantly male breadwinner model. The analysis incorporates data from 41 semi-structured interviews in five public sector case study organisations in the UK (three organisations, 17 interviews) and Germany (two organisations, 24 interviews) with Human Resources Managers, Line Managers, woman workers and Employee Representatives.

Thematic analysis findings point towards similarities and differences across countries. Country differences existed in terms of the communication between members of different hierarchical levels; openness of discussion around gender equality policy issues; and the willingness to share information and admit wrongdoing in this respect. Cross-country similarities included the perspective that HR policy was seen as an integral part of achieving gender equality.

In implementing such policies findings point towards the existence of “logic zones”, where organisational needs and tasks, and the logics that governed them, were viewed and navigated differently among individuals belonging to upper and lower hierarchical levels, respectively. This resulted in an uncoupling of shared working realities and thus led to the creation of markedly inept equality practices as policy creators held an interpretation of organisational culture divergent from those in junior roles – thus leaving fundamental aspects suppressing female workers transitioning into senior roles largely unacknowledged. <br>