Gendered Constructions of Luck at Work: The Case of Career Narratives of Female and Male Managers

• Published in: Gender issues Vol. 41; no. 1; p. 6
• Main Authors: Poorhosseinzadeh, Mahan, Özbilgin, Mustafa F., Strachan, Glenda
• Format: Journal Article
• Language: English
• Published: New York Springer US 01.03.2024; Springer Nature B.V
• Subjects: Career advancement; Careers; Chance; Decision making; Egalitarianism; Equality; Expected values; Females; Gender equity; Gender inequality; Gender Studies; Leadership; Locus of control; Males; Managers; Narratives; Occupational achievement; Original Article; Social privilege; Social Sciences; Sociology; Women; Female; Gender; Discourse analysis; Australia; Luck; Career narratives
• ISSN: 1098-092X; 1936-4717
• DOI: 10.1007/s12147-024-09323-x

There is a ubiquitous assumption that luck is a gender-neutral and equally distributed phenomenon. Drawing on 50 interviews with female and male managers, we examine their constructions of luck at work and demonstrate the gendered construction of luck in career narratives. Despite the dearth of attention to luck in the career literature, luck often features in the career narratives of professional workers. In line with the literature, we define the construct of luck as something outside the locus of control of individuals. Yet, we identify that luck is a gendered construct in career narratives. We demonstrate that while female managers define luck as receiving equality of opportunity in the process of their careers, male managers define luck as structures of support that offer them opportunities above and beyond their merit at work, which is a privilege that men appear to enjoy. The perception and interpretation of luck have far-reaching effects on addressing and comprehending gender disparities in career advancement, decision-making, negotiation and organisational leadership. Recognising the gender-specific impact of luck is vital in promoting gender equality and offering equitable chances for the career progression of women and non-privileged employees. It offers a persuasive option to challenge the dominant meritocratic assumptions on equality of chances, structures and the distribution of resources.