This piece of writing is a joint initiative by the participants in the Gender, Work and Organization writing workshop organized in Helsinki, Finland, in June 2019. This is a particular form of writing differently. We engage in collective writing and embody what it means to write resistance to established academic practices and conventions together. This is a form of emancipatory initiative where we care for each other as writers and as human beings. There are many author voices and we aim to keep the text open and dialogical. As such, this piece of writing is about suppressed thoughts and feelings that our collective picket line allows us to express. In order to maintain the open-ended nature of the text, and perhaps also to retain some 'dirtiness' that is essential to writing,

This piece of writing is a joint initiative by the participants in the Gender, Work and Organization writing workshop organized in Helsinki, Finland, in June 2019. This is a particular form of writing differently. We engage in collective writing and embody what it means to write resistance to established academic practices and conventions together. This is a form of emancipatory initiative where we care for each other as writers and as human beings. There are many author voices and we aim to keep the text open and dialogical. As such, this piece of writing is about suppressed thoughts and feelings that our collective picket line allows us to express. In order to maintain the open-ended nature of the text, and perhaps also to retain some ‘dirtiness’ that is essential to writing, the article has not been language checked throughout by a native speaker of English.

This piece of writing is a joint initiative by the participants in the Gender, Work and Organization writing workshop organized in Helsinki, Finland, in June 2019. This is a particular form of writing differently. We engage in collective writing and embody what it means to write resistance to established academic practices and conventions together. This is a form of emancipatory initiative where we care for each other as writers and as human beings. There are many author voices and we aim to keep the text open and dialogical. As such, this piece of writing is about suppressed thoughts and feelings that our collective picket line allows us to express. In order to maintain the open-ended nature of the text, and perhaps also to retain some ‘dirtiness’ that is essential to writing, the article has not been language checked throughout by a native speaker of English.

'A lot of things need to be repaired and a lot of relationships are in need of a knowledgeable mending. Can we start to talk/write about them?' This invitation - sent by one of the authors to the others - led us, as feminist women in academia, to join together in an experimental writing about the effects of COVID-19 on daily social practices and on potential (and innovative) ways for repairing work in different fields of social organization. By diffractively intertwining our embodied experiences of becoming together-with Others, we foreground a multiplicity of repair (care) practices COVID-19 is making visible. Echoing one another, we take a stand and say that we need to prevent the future from becoming the past. We are not going back to the past; our society has already changed and there is a need to cope with innovation and repairing practices that do not reproduce the past.

This study was conducted in one of the subsidiaries of a large Swedish industrial corporation, which is a world leader within the metal and manufacturing industry. In order to protect the identity of this organization, from this point on, I will refer to it as ‘MO’, manufacturing organization.

The manufacturing subsidiary (MO) has a history in the local community that can be traced back to 1893. Within this particular manufacturing subsidiary there are about 180 employees, 75% of whom are blue collar, with six Team Managers and 25 Team Leaders. Residents in the small city where MO is located view the company not only as a business entity but an important part of their lives. Many families have members who have been employed by this company for generations.

In the autumn of 2017, when I began the research project on this organization, the organization was undergoing a period of difficulty due to the implementation of a new digital program for integrated information management. Individuals occupying different roles in the organization explained to me how they organized their daily work, how they overcome technical obstacles, the types of changes they underwent, as well as their views on leadership/management and the future development of digitalized work. I interviewed and observed the work of 15 people including six operators (workers), three Team Leaders, one Team Manager, five managers (from the management team) and the Plant Manager of this subsidiary.

In this report, I will present the material (interview and observational) collected in MO. I will begin by demonstrating the two-dimensional technology development – i.e. automation and digitalization that takes place simultaneously in this organization.  I will present how change of technology enables the work process and provides opportunities while altering ideas and practices of work as well as challenging the concept of work (e.g. Kagermann, 2014:24) and management/leadership in the organization – by illustrating narratives from different perspectives. Following this, I identify opportunities and challenges that MO is facing. I analyse MO’s digital development and provide implications for future actions by relating to the literature of Change Management, Human Resource Management and Organizational Culture. Finally, I will discuss the future of digitalization by focusing on research possibilities in leadership, gender equality and diversity.

Although the focus of this research project is the practices around technology renewal in terms of digitalization, the material shows that in the process of digitalizing industrial operations, the company faces multi-faceted challenges including technology renewal, changes in the nature of work, identity orientation, cultural shift, age paradoxes, coexistence of ‘old’ and ‘new’ methods etc. In this report, I also seek to provide implications based on the themes extracted from the material with the aim of helping the company to prevent unexpected, undesired social and cultural consequences resulting from the digitalizing process.

Embracing the symbolic interactionist view of the notion of self, applying dramaturgical theories of self-presentation, thisstudy unpacks the linkage between leaders’ lifestyle behaviours (in athletic endeavours) and the formation of their senseof self as occupants of the leadership role from a self-expressive perspective. I conducted a study of a group of sportytop managers in Sweden. With interviews and observations, I anchored the research focus in verbal expressions withinstorytelling and in performative expressions of the top managers. Drawing on social interpretations of sport and athleticismand with a dramaturgical analytical frame, I examine how the sporty top managers interpret their athletic endeavours toexpress important values, beliefs and concerns to express ‘whom they want to become’ as occupants of the leadership role.

The analysis shows that lifestyle behaviours in athletic endeavours serve as a new source of self-meanings with whichthe sporty top managers create and express wishful notions about themselves as occupants of the leadership role. By incorporating athletic values with their distinctive understanding of a ‘good leader’, the top managers seek to presentthemselves with an idealized image of ‘athletic leaders’. In this process, the top managers outline a role-script that is mainlycharacterized with self-disciplinary qualities and masculine values, they define the leadership context with athleticism inthe centre, and they express an overt intent to elevate some people and exclude others in organizational processes basedon athletic values in which they personally believe. Hence, the process of formation of self as ‘athletic leaders’ is not only‘self-relevant’, but it is personally, interpersonally and socially (organizationally) meaningful. The analysis also shows thatthe top managers seek to give legitimacy and an elitist status to the idealized view of self by using expressive strategies toappropriate their appearances, regulate emotions and bodily senses, and mould a gendered self-image.

This thesis contributes to leadership studies in several ways. First, the study expands on extant literature theorizingthe linkage between lifestyle behaviours and the formation of sense of self as occupants of the leadership role from anew angle. It contends that lifestyle behaviours such as athletic endeavours have become a prime site where businessleaders express creative narratives regarding an idealized view of themselves. Second, this study further advocates that theformation of sense of self of leaders is not a simple outcome of different forms of regulative discursive regime. Rather, thisprocess involves creative self-reflexive activities that address individuals’ personally held values, their distinctive pursuitsin becoming an idealized leader, relations with others, and some prevailing leadership notions that they believe to be closelyassociated with the nature of lifestyle behaviours in which they engage and commit. Third, this study confirms the notionthat the formation of the understanding of self of leaders is not only a function of verbal expressive devices, but that it alsoinvolves individuals’ performative strategies in ‘expressive control’ (e.g. Down & Reveley, 2009; Goffman, 1959). Thisthesis adds to understanding this point of view through a discussion of self-presentational practices in non-work relatedactivities. Finally and most importantly, this study suggests that the process of formation of the sense of self of businessleaders is expressive of meanings on personal, interpersonal and social dimensions in its own right. That is, through creatingnew self-meanings in micro-level practices in lifestyle behaviours, the occupants of the leadership role define the situationalcharacteristics (the leadership context), express intentions to enact the power feature of inclusion and exclusion of others;generate new understanding of the leadership role, and they reproduce and strengthen some prevailing leadership ideals.

This study challenges the prevailing collaboration norms within academia, which predominantly adhere to meritocratic principles favoring masculine and individualistic values. These principles often result in a productivity paradigm centered on publications and high research performance. We contend that such collaboration norms perpetuate exclusionary practices, limiting the participation of women and individuals who do not neatly conform to the criteria of high productivity. Drawing inspiration from Long and colleagues' work in 2020, and guided by relational care ethics, we developed the notion that collaboration as a feminist strategy represents a transformative process of reflexive becoming and co-learning, emphasizing connectedness and generativity through care. Our findings highlight that through the lens of care, we transcended differing viewpoints, transitioning from self-centeredness to an other-oriented approach characterized by empathy, mutual understanding, and acceptance. Emotions emerged as embodied forms of knowledge, enriching the process of co-learning and co-becoming. Based on this, we propose a new constellation of Feminist Caring Collaboration in the academy, emphasizing the inclusivity of diverse participants and their varied skills and competencies, with full consideration of individuals' needs and future growth opportunities. Furthermore, we advocate for a broader acknowledgment of emotions such as satisfaction, joy, friendship, and pleasure in the knowledge production process, recognizing their significance in individuals' fulfillment in work and various life circumstances.

This study challenges the prevailing collaboration norms within academia, which predominantly adhere to meritocratic principles favoring masculine and individualistic values. These principles often result in a productivity paradigm centered on publications and high research performance. We contend that such collaboration norms perpetuate exclusionary practices, limiting the participation of women and individuals who do not neatly conform to the criteria of high productivity. Drawing inspiration from Long and colleagues' work in 2020, and guided by relational care ethics, we developed the notion that collaboration as a feminist strategy represents a transformative process of reflexive becoming and co-learning, emphasizing connectedness and generativity through care. Our findings highlight that through the lens of care, we transcended differing viewpoints, transitioning from self-centeredness to an other-oriented approach characterized by empathy, mutual understanding, and acceptance. Emotions emerged as embodied forms of knowledge, enriching the process of co-learning and co-becoming. Based on this, we propose a new constellation of Feminist Caring Collaboration in the academy, emphasizing the inclusivity of diverse participants and their varied skills and competencies, with full consideration of individuals' needs and future growth opportunities. Furthermore, we advocate for a broader acknowledgment of emotions such as satisfaction, joy, friendship, and pleasure in the knowledge production process, recognizing their significance in individuals' fulfillment in work and various life circumstances.

We argue that the healthy, fit and athletic body plays an essential role in the waycontemporary managerial identities are construed. Drawing on insights from JudithButler, we study these bodily identities as a form of regulation in organizations. Weidentify the cultural basis of regulation, show how it operates through specific norms,and detail how it implies gender. Based on an empirical study of men and womenin management who are passionate about their healthy and fit bodies and athleticlifestyles, we demonstrate how norms set by managerial athleticism – understood asa particular regulative regime – operate through three discursive practices: perfectingthe body, advocating against non-fit bodies, and becoming a role model. We showhow the norms operate in both explicit and abject fashion and how they are implied inmasculine language and materialized in physical (athletic) bodies. We offer new insightson how bodily identity regulation occurs and elucidate the gendered complexity andcontradictions inscribed in managerial athleticism

Keywordsbody, fitness, gender, health, identity, management, managerial athleticism, regulation,sportsCorresponding

AbstractWe argue that the healthy, fit and athletic body plays an essential role in the waycontemporary managerial identities are construed. Drawing on insights from JudithButler, we study these bodily identities as a form of regulation in organizations. Weidentify the cultural basis of regulation, show how it operates through specific norms,and detail how it implies gender. Based on an empirical study of men and womenin management who are passionate about their healthy and fit bodies and athleticlifestyles, we demonstrate how norms set by managerial athleticism – understood asa particular regulative regime – operate through three discursive practices: perfectingthe body, advocating against non-fit bodies, and becoming a role model. We showhow the norms operate in both explicit and abject fashion and how they are implied inmasculine language and materialized in physical (athletic) bodies. We offer new insightson how bodily identity regulation occurs and elucidate the gendered complexity andcontradictions inscribed in managerial athleticism.

This paper explores tensions related to using representation to signal diversity and inclusion on and behind the stage in a performing arts organization in Sweden. Drawing on a recognition-based approach to inclusion, we analyze how minority and majority organisational members negotiate tensions related to representing, and being made to represent, diversity. Our ethnographic study illustrates how increased representation gives rise to conflicting experiences when collective or individual heterogeneity is negated and directs attention to the interpersonal and organisational relations that condition these experiences. We contribute to the critical literature on diversity and inclusion, and to research on recognition-based inclusion, by elucidating the interplay between recognition and misrecognition that shapes how representation is negotiated. We critically examine the complexities of using representation to promote diversity and inclusion and discuss its implications for creating more equal conditions of participation in culture and arts.

This paper explores tensions related to using representation to signal diversity and inclusion on and behind the stage in a performing arts organization in Sweden. Drawing on a recognition-based approach to inclusion, we analyze how minority and majority organisational members negotiate tensions related to representing, and being made to represent, diversity. Our ethnographic study illustrates how increased representation gives rise to conflicting experiences when collective or individual heterogeneity is negated and directs attention to the interpersonal and organisational relations that condition these experiences. We contribute to the critical literature on diversity and inclusion, and to research on recognition-based inclusion, by elucidating the interplay between recognition and misrecognition that shapes how representation is negotiated. We critically examine the complexities of using representation to promote diversity and inclusion and discuss its implications for creating more equal conditions of participation in culture and arts.

This article explores how ethical agency, as other-oriented caring, emerged from feelings of being different in a cultural organization by drawing on feminist ethics of care. By analyzing interview material from an ethnographic study, we centralize the relationship between feelings of being different, vulnerability and the development of sensibilities, practices and imaginaries of care. We elaborate on how vulnerability serves as a ground for caring with rather than for others, and illustrate how it allowed individuals to challenge both organizational, normative diversity discourses and essentialization of differences. We contribute to the literature on critical diversity management by furthering problematizations of instrumental diversity management from the perspective of care, and to the organizational literature on feminist care ethics by empirically exploring how ethical agency emerges from tensions related to feeling different. While previous studies have shown how marginalized individuals use their sense of otherness to negotiate, conform to and resist organizational norms, practices and discourses, we provide further insights on how it also can drive concern and care for others, and thus serve as possible ground for ethical change initiatives within organizations.

Touch mediates relations between self-other, writers, and readers; it is material and affective. This paper is the outcome of writing touch as a collaborative activity between eight women writers across different times and locals. In sharing experiences of touch during and beyond the pandemic, we engage with collaborative writing articulated here as colligere, involving the assembling of writing in a holding space. The meanings and feelings of touch arise from our distinct writer positionalities as we think, work, and write in and about life, research, organizations, and organizing. We suggest that writing that reflects on/through touch presents epistemic vulnerability and openness to unknowing in the nexus of intercorporeal relationships. Writing touch contributes to writing and doing academia differently, particularly by offering sensorial encounters that reframe the ethico-political conditions of academic knowledge creation.