Flexible working arrangements (FWA) “for all, from the CEO down”, have begun to be promoted in Australia, heralded as a means to finally achieve gender equity in the workplace. However, workplaces are gendered spaces in which masculine traits and unconstrained availability are usually highly valued, as encapsulated in the notion of the ideal worker, and women are seen as lacking or “other”. We undertook a study to examine how upper level managers in large, male-dominated organizations endorsing FWA for all perceived and reflected on the use of FWA within their organizations and by themselves. Interviews were undertaken with 12 upper level managers (9 men). Applying a social constructionist perspective and critical theoretical lens informed by theories of Acker and Ahmed, qualitative analysis suggested that, despite being “for all” in organizational rhetoric, FWA remains viewed as “for women”, and appropriate to lower level, routinized roles. Upper level managers described themselves and other men as able to be “flexible about their flexibility” thus maintaining their standing as ideal workers. This framing of flexibility has implications for men, women and society. It enabled ongoing positioning of women as other in workplace settings, rendering invisible structural inequality. Thus, FWA for all does not necessarily transform workplace gender equity.

中文翻译：

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“所有人”的工作场所灵活性和性别结果的关键考虑因素：男性对其灵活性的灵活性

“从首席执行官到所有人”的灵活工作安排 (FWA) 已开始在澳大利亚推广，被誉为最终在工作场所实现性别平等的一种手段。然而，工作场所是性别化的空间，其中男性特征和不受限制的可用性通常受到高度重视，正如理想工人的概念所包含的那样，而女性则被视为缺乏或“其他”。我们进行了一项研究，以检查大型男性主导的组织中的高层管理人员如何认可 FWA，并对其组织内和他们自己使用 FWA 的看法和反映。采访了 12 名高层管理人员（9 名男性）。应用阿克和艾哈迈德理论所提供的社会建构主义观点和批判性理论视角，定性分析表明，尽管在组织修辞上是“适合所有人”，但 FWA 仍然被视为“适合女性”，适用于较低级别的常规角色。上层管理人员将自己和其他人描述为能够“灵活应对他们的灵活性”，从而保持他们作为理想员工的地位。这种灵活性的框架对男性、女性和社会都有影响。它使女性在工作场所环境中的持续定位成为可能，从而呈现出无形的结构性不平等。因此，所有人的 FWA 并不一定会改变工作场所的性别平等。妇女与社会。它使女性在工作场所环境中的持续定位成为可能，从而呈现出无形的结构性不平等。因此，所有人的 FWA 并不一定会改变工作场所的性别平等。妇女与社会。它使女性在工作场所环境中的持续定位成为可能，从而呈现出无形的结构性不平等。因此，所有人的 FWA 并不一定会改变工作场所的性别平等。