(Re)producing gender cultures: Theorizing gender in investment banking recruitment

Recent work within human geography and the social sciences more generally has attempted to explore and theorise the unfavourable gender relations within organizations which continue to produce a disadvantageous position for women. This paper argues that there is a need to implement a more spatially aware epistemology in the production of such theory. It develops a theoretical approach to organizational gender relations centred around the concept of ‘gender culture’, arguing that to understand gender in the workplace more effectively, it needs to be theorized through the daily social practices which occur in specific organizations. This argument is explored through a case study of the way in which investment banks in the City of London reproduce masculine ‘gender cultures’ through the recruitment process. Building on the recent work of McDowell (Capital culture: gender at work in the city. Oxford: Blackwell, 1997), the research presented considers the way in which the ‘pre-organizational gender culture’ of investment banking recruits contributes to the reproduction of masculine gender cultures in those organizations. It also explores how the recruitment process itself—in the shape of interviews, assessment techniques and selection criteria—is also imbued with masculine cultural attributes, and thus aids the reproduction of hegemonic masculinities within the investment banking workplace.