Navigating the labyrinth : A Bourdieuian analysis of gendered and racialised power structures in organisational practices

Abstract

This research project aimed to explore the issue of gender and racial inequality within the London Ambulance Service through the lens of Pierre Bourdieu’s concepts, such as field, capital, habitus, and symbolic violence. The findings of the study highlighted how existing structures, gendered practices, and racial biases shaped the career experiences of women and employees from Black, Asian, and Minority Ethnic (BAME) backgrounds. By conducting in-depth interviews with 23 individuals working at the London Ambulance Service, this research revealed dynamics across different aspects of the organisation. The competitive nature of the ambulance service created an environment where certain cultural capital was highly valued but predominantly held by men. Consequently, those lacking capital faced disadvantages in their advancement. Furthermore, leadership practices reinforced norms that hindered efforts towards equality while subjecting minorities to heightened scrutiny and penalising behaviour among women. The study also found that the recruitment and promotion process perpetuated biases favouring traits traditionally associated with masculinity and leadership styles. Additionally, these processes framed women and BAME employees' capabilities as deficiencies. Exclusionary social networks concentrate decision-making power within dominant groups sharing privileged backgrounds and conforming to normative values. However, it is important to note that this study also sheds light on how women and BAME employees employ approaches to gain leadership capital by regulating their identity performance and leveraging support networks among peers who share experiences. These strategies help counterbalance their exclusion from privileges typically associated with proximity to identities. However, managing one’s identity constantly takes a toll on well-being. This highlights the necessity for reforms rather than relying solely on individual negotiations. The research illustrates how Bourdieu’s theoretical concepts can help us better understand the dynamics of inequality within public service organisations. It suggests that by disrupting barriers and going beyond surface-level diversity initiatives, we can bring about cultural change. Conducting research could provide valuable insights into how complex identities contribute to the experiences of minority women facing compounded symbolic violence. Ultimately, this study emphasises the significance of approaches that challenge structures by acknowledging diverse capabilities and promoting inclusive cultures.