This article analyzes feminist organizations as a species of social movement organization. It identifies 10 dimensions for comparing feminist and nonfeminist organizations or for deriving types of feminist organizations and analyzing them. The dimensions are feminist ideology, feminist values, feminist goals, feminist outcomes, founding circumstances, structure, practice, members and membership, scope and scale, and external relations. I argue that many scholars judge feminist organizations against an ideal type that is largely unattainable and that excessive attention has been paid to the (...) issue of bureaucracy versus collectivism to the neglect of other organizational qualities. The varieties of ideology, form, and strategy that feminist organizations embody should be analyzed in relation to outcomes for women, the women's movement, and society. As has recently begun to occur, feminist scholars are encouraged to claim the topic of feminist organizations for themselves. (shrink)

Despite widespread knowledge that fraternity members are frequently involved in the sexual assaults of women, fraternities are rarely studied as social contexts-groups and organizations-that encourage the sexual coercion of women. An analysis of the norms and dynamics of the social construction of fraternity brotherhood reveals the highly masculinist features of fraternity structure and process, including concern with a narrow, stereotypical conception of masculinity and heterosexuality; a preoccupation with loyalty, protection of the group, and secrecy; the use of alcohol as a (...) weapon against women's sexual reluctance; the pervasiveness of violence and physical force; and an obsession with competition, superiority, and dominance. Interfraternity rivalry and competition-particularly over members, intramural sports, and women-encourage fraternity men's commodification of women. We conclude that fraternities will continue to violate women socially and sexually unless they change in fundamental ways. (shrink)

Recently, the study of gender has focused on processes by which gender is brought into social relations through interaction. This article explores implications of a two-sided dynamic—gendering practices and practicing of gender—for understanding gendering processes in formal organizations. Using stories from interviews and participant observation in multinational corporations, the author explores the practicing of gender at work. She defines practicing gender as a moving phenomenon that is done quickly, directionally, and nonreflexively; is informed by liminal awareness; and is in concert (...) with others. She notes how other conceptions of gender dynamics and practice inform the analysis and argues that adequate conceptualization of harmful aspects of gendering practices/practicing will require attention to agency, intentionality, awareness, and reflexivity; positions, power, and experience; and choice, accountability, and audience. She calls for incorporating the “sayings and doings” of gender into organization theory and research. (shrink)

This case study of unobtrusive mobilizing by Southern California Rape Crisis Center uses archival, observational, and interview data to explore how a feminist organization worked to change police, schools, prosecutor, and some state and national organizations from 1974 to 1994. Mansbridge's concept of street theory and Katzenstein's concepts of unobtrusive mobilization and discursive politics guide the analysis. SCRCC's theme of “All We Do Comes from Victims” reflects the source of its initiatives, that is, victims who came to them for help. (...) Employing strategies of discursive politics and “occupy and indoctrinate,” members used a narrative method of “storytelling” to mobilize support and produce change. Our results increase understanding of how institutionalized women's movement organizations mobilize over time as they create meaning and commitment for members and outsiders. The authors call for more research on narrative as a women's movement strategy and on feminist organizations that are situated inside institutional contexts. (shrink)

American leaders in four realms were studied to assess their views on the helpfulness to workers with family obligations of employers' policies and services. The realms were corporate management, labor unions, the pro-family movement, and the feminist movement. The data were analyzed by leadership realm and gender in relation to policies of two types: scheduling and work arrangements and services and benefits. Gender accounted for the respondents' views better than class or social movement did. Except for feminist men, the men (...) held similar views regardless of leadership realm. The pro-family women differed from the other women in failing to view most services and benefits as particularly helpful to employees. Union and corporate women's favorable views on services and benefits suggest that fundamental change in workplace supports for workers' family obligations could develop if more women became leaders in unions and corporations. (shrink)