What is resilience in the context of work environments where women face barriers as significant as career discrimination and harassment? In such a context, is resilience an individual responsibility? How can organizations contribute to and support employee resilience? And where is gender in this equation? This conceptual paper explores these questions using aviation, the skilled trades (i.e., carpentry, welding, plumbing) and the military as case studies to understand how gender inclusion could be better supported by resilient organizations. The barriers for women in male-dominated industries include social exclusion, marginalization, discrimination, harassment, and other forms of social closure. How these barriers can be overcome is not well understood. We argue that individual resilience plays a part in women thriving and developing enduring careers but can only occur in combination with support from gender inclusion strategies and organizational resilience. We have developed the Resilience for Gender Inclusion (RGI) model combining gender inclusion strategies with organizational resilience strategies. The RGI model demonstrates how employee and organizational resilience intersect and may lead to the transformative potential of inclusive cultures of diversity. This will improve employee wellbeing and self-efficacy and create a much needed sense of belonging and social inclusion for women in male-dominated occupations.

中文翻译：

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性别包容的弹性：为男性主导的职业中的女性开发模型

在女性面临职业歧视和骚扰等重大障碍的工作环境中，复原力是什么？在这样的背景下，复原力是个人的责任吗？组织如何促进和支持员工的弹性？这个等式中的性别在哪里？这份概念性文件使用航空、技术行业（即木工、焊接、管道）和军事作为案例研究来探讨这些问题，以了解弹性组织如何更好地支持性别包容。女性在男性主导的行业中面临的障碍包括社会排斥、边缘化、歧视、骚扰和其他形式的社会封闭。如何克服这些障碍尚不清楚。我们认为，个人复原力在女性蓬勃发展和发展持久的职业生涯中发挥着作用，但只有在性别包容战略和组织复原力的支持下才能发生。我们开发了将性别包容策略与组织弹性策略相结合的性别包容弹性 (RGI) 模型。RGI 模型展示了员工和组织的弹性如何相互交织，并可能导致包容性多元化文化的变革潜力。这将提高员工的幸福感和自我效能，并为从事男性主导职业的女性创造急需的归属感和社会包容感。我们开发了将性别包容策略与组织弹性策略相结合的性别包容弹性 (RGI) 模型。RGI 模型展示了员工和组织的弹性如何相互交织，并可能导致包容性多元化文化的变革潜力。这将提高员工的幸福感和自我效能，并为从事男性主导职业的女性创造急需的归属感和社会包容感。我们开发了将性别包容策略与组织弹性策略相结合的性别包容弹性 (RGI) 模型。RGI 模型展示了员工和组织的弹性如何相互交织，并可能导致包容性多元化文化的变革潜力。这将提高员工的幸福感和自我效能，并为从事男性主导职业的女性创造急需的归属感和社会包容感。