Managerial Careers: Gendered and Racialised? Research Paper by Hans

A discussion on whether professional and managerial careers can be considered gendered and racialised.
# 151659 | 3,591 words | 14 sources | APA | 2012 | GB

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This paper considers to what extent one may consider that certain professional and managerial careers suffer from being either "gendered" or "racialised" in nature. Here the paper considers that the issue of genderisation or racialisation of a career path refers to the concept that an individual may suffer or benefit from advantages or disadvantages in a given occupational pathway owing to elements relating to gender or ethnic origin rather than based purely on the merit of the individual alone. The paper concludes that given both theory and empirical evidence, it would appear that certain career paths within the professional and managerial careers do effectively still display signs of being gendered or racialised in their nature. The paper further discusses how this can be seen in a wide range of contexts from those of civil engineering and managerialism dominated by the male gender to other industries such as the caring and accountancy professions in which certain ethnic groups have come to be over represented.

From the Paper:

"One interesting study in the area which seeks to explain the reasons for such radicalisation within given professions and career paths is presented by Kirton (2009). Here Kirton (2009) gives a two factor analysis of the problem of racialism within various career paths considering the role that is played by both managers and institutions on the one hand and the aspect of the role of individuals and employees or prospective employees on the other. In the first instance, similar to the issue of gender, employees and prospective employees within any given career path have access to legal protection and remedial action where there is the consideration that such individuals have been directly disadvantaged in relation to ethnic, religious or racial based traits (Torrington et al, 2008). However, such legislation may be seen as only partially effective given the empirical evidence which is considered in the previous paragraph (Conner et al, 2004)."

Sample of Sources Used:

  • Bratton, J, Gold, J. 2007. Human resource management theory and practise. 4th ed. Basingstoke: Palgrave Macmillan.
  • Conner, H, Tyers, C, Davis, S, Djan, T, N. 2004. Minority ethnic students in higher education: Interim report. London: Department for education and skills.
  • Dale, A, Shaheen, N, Fieldhouse, E, Kalra, V. 2002. The labour market prospect for Pakistani and Bangladeshi woman. Work employment and socity. Vol. 16. No. 1. pp5-25.
  • Hussein, S, Manthorpe, J, Stevens, M. 2011. Exploring the potential of refugees and asylum seekers for social care work in England: A qualitative study. Health and social care in the community. Vol. 19. Iss. 5. pp468-475. Available online at: [Accessed on 22/11/11].
  • Kirton, G. 2009. Career plans and aspirations of recent black and minority ethnic business graduates. Work employment and socity. Vol. 23. Iss. 12. pp12-29.

Cite this Research Paper:

APA Format

Managerial Careers: Gendered and Racialised? (2012, August 23) Retrieved January 16, 2021, from

MLA Format

"Managerial Careers: Gendered and Racialised?" 23 August 2012. Web. 16 January. 2021. <>