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Exposing Gender Representation: a Critical Study of Canadian Social Work

Sarah Waddell & Jace LeBlanc
Jolene Wright RSW, BSW, MSW
SOWK 309: Field Practice
Red Deer College
March 20th, 2021

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Abstract
This paper critically examines the social work profession in Canada and the gender
representation in managerial roles across the country. Reviewing professional literature on
gender representation in the workplace, specifically in managerial or supervisory positions of
power. By critically exploring the unequal distribution of power to male presenting
individuals in a mostly female-dominated profession, we challenge the dominant paradigm of
male power and privilege in social work. Recommendations are made to create better gender
diversity and representation in power positions in a profession that seeks to empower others
and break down gender stereotypes in front line work. A theoretical perspective was
undertaken navigating sexism, internal segregation, and collective bias and stereotypes.
Although social work applies anti-oppressive practice, the imbalance of policy versus
expectation and practice versus reality is stark.
Keywords: Social work, managerialism, sexism, internal segregation, collective bias/
stereotypes, policy versus reality.

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Exposing Gender Representation: a Critical Study of Canadian Social Work
Traditionally, leadership positions have been viewed as masculine and the notion that
male presenting individuals are better equipped to handle leading has excluded female
presenting individuals even in female dominated professions, such as social work in Canada.
Using a critical anti-oppressive lens to examine the under-representation of female presenting
leaders inside the sphere of top-level leadership and management inside social work, it has
become clear that barriers still exist. In addition these barriers are encouraged through the
utilization of structural and gender norms developed through a neo sexism perspective.
The Double Bind
Through gender norms and expectations female presenting individuals face what is
known as the double bind when approaching leadership. The double bind is described as the
more intense pressures and expectations that female presenting people face when assimilating
to an occupational role, particularly one of power. Shen-Miller and Smiler (2015) describe
that “men lack competence to perform the more stereotypically feminine qualities of a job
(e.g. emotional labor) may belie (and/or impair) their true abilities to be successful.” Male
presenting individuals are perceived as not possessing the same stereotypical traits as those
female presenting, such as emotional capabilities which leads to those more masculine people
being placed in a more favourable position, such as management that requires emotional
stability. Stereotypically, male presenting individuals are viewed as incompetent within
female dominant roles, however, as described in FitzGerald and Hurst (2017) male presenting
individuals possess invisible advantages such as better pay, more respect and political power.
These advantages allow them to succeed in these fields. Further, public ideas of masculinity
may affect beliefs about the quality of care that male presenting people are capable of
providing; as well as, the practices and policies in which human resources undertake within

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agencies. Male succession within human service professions projects males within roles of
managerialism and not front line work. As described, male presenting individuals in human
services positions could affect the capacity of care provided however these same traits that
affect care negatively also benefit perceptions in positions of power. According to
Shen-Miller & Smiler (2015) stereotypical male traits restrict the level of professionalism due
to societal perspective; however, these traits make them desirable members in managerial
positions. “Men, therefore, may enter female-dominated jobs if they perceive an easier path
to leadership since competition with other men is minimized” (Yavorsky & Cohen & Qian,
2016, pg 735).
Referred to as the invisible hand or glass elevator male presenting people possess
unearned advantages. Behaviour, reward, and result lead male presenting people into
positions of power within female dominated fields. Yavorsky, Cohen and Qian (2016)
concluding that masculine individuals entering female dominated fields is inevitable “since
many of the jobs with the highest future occupational growth (e.g. healthcare and
service-sector jobs) are female-dominated; and, women as a group may not be able to meet
the total demand” of the occupation. As well, the “increased demand may incentivize more
men to enter these jobs.” (Yavorsky, Cohen & Qian, 2016, pg 754). This raises a social issue
identifiable as societal regression of gender equality in a radical feminist perspective.
Gender Representation Inside the Social Work profession
According to authors, social work is one profession leading the fight in gender
equality, but looking closer into the institutions and governing bodies, that does not appear to
be the case. With very little research being done in this field, particularly in Canada, it is
difficult to find accurate information regarding gender representation in leadership across the
country. Currently there is no exact number of registered social workers in Canada, however

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The Canadian Association of Social Workers (CASW) estimated there to be over 50,000 as
recently as 2016 (CASW, 2016). Of these it is estimated that nearly eighty-three percent of
registered social workers are female presenting and of those individuals holding a degree
(MSW) or higher (PHD) over eighty-six percent are female presenting (Social Work
Workforce, 2017). These numbers are startling in comparison to the percentages seen in
managerial and leadership positions across the country. With around only seventeen percent
of social workers in Canada presenting as male, they occupy an estimated eighty-six percent
of power positions (Hicks, 2015). With social work being often described as a
female-dominated profession it is still one in which men disproportionately occupy senior
roles. This over representation of male presenting individuals highlights the complex roles
and power dynamics throughout the profession and the need for more qualitative research
into critical structural social work practice in Canada.
Responsive Critical Social Work Practice
The responsible means of applying critical social work practice to these disparities, is
to recognize a number of social needs experienced by female presenting social workers. The
Canadian Association of Social Workers (CASW, 2005) and the Canadian Association of
Social Work Education (CASWE, 2014) both include gender representation and expression in
their standards of practice, but appear to be inconsistent in field practice as we continue to see
under representation of female presenting individuals in positions of power and formal
leadership. There is a paradox that comes to surface where the governing bodies of social
work, a practice which seeks social justice, in itself shows signs of sexist oppression. For
example in Alberta, the Alberta College of Social Workers regulates and maintains policy
through the standards of practice to be used as a guiding document for ethical practice.
Section G titled professional accountability transcripts that “Social workers will act to

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promote excellence in the social work profession.” (ACSW, 2015). The paradox is that if exo
level factors or policy claims to promote excellence then the inequality of gender
representation in managerial positions is a form of this excellence. It is this concept that
requires attention and clearly needs to be addressed.
Masculine Norms
Inequality and gender norms are closely tied to one another creating a divide inside
professions and households across the world. Masculine norms are traits traditionally viewed
as masculine in Western society including strength, courage, independence, leadership, and
assertiveness. The idea that these traits often associated with leadership, are considered
masculine, is inherently wrong and perpetuates the notion that female presenting individuals
do not belong and will not be accepted in powerful positions. While some individual female
presenting people may adhere to these masculine norms to succeed, changes to these
underlying structures continue to be limited and limiting for diverse staff and female
presenting individuals (Gander, 2018). Inequity has previously been attributed to various
factors such as homophily or the “love of sameness” which does not like to accept change in
a uniform or status quo, pipeline issues, individual career decision-making, lack of
confidence, lack of work-life flexibility policies, supervisor relationships,
organizational/workplace culture, the glass ceiling, recruitment practices, unconscious bias,
micro-politics, lack of mentoring support, culture, networks and so on. However, by using a
critical theory these factors become explicit as areas of symbolic violence which is created by
and spread throughout the profession while it entrenches and reproduces inequity (Gander,
2018). Further investigation into career capital and social capital means looking at all the
independent variables that could enhance career success in a society ruled by masculine
norms. The idea that an individual only needs to invest in their own productive skills through

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developing competencies in order to create a more successful career outcome and
opportunities for employment, is insulting to those facing barriers that no amount of personal
drive can address. The accumulation of these and other types of capitals, is seen as important
by senior staff for junior colleagues to accumulate in order to gain those promotions and
respect from those in more powerful positions that place a high value on meritocracy. In
“Men in Female-Dominated Vocations: a Rationale for Academic Study and Introduction to
the Special Issue” (Shen-Miller & Smiler, 2015) implies that males have the tendency to
utilize introspective occupation masculinity to shape to quotidian behaviour. Hegemonic
masculinity as well as other gender concepts, such as gender roles, have provided substantive
footing to examine the ways in which men use occupations to construct and maintain
masculinity within the perceived gendered demands of their work (Shen-Miller & Smiler,
2015). Due to these factors, when male presenting people enter a female dominated
profession they carry a sense of identity that cognitively directs toxic masculine behaviours
and they often rely on gender stereotypes that are consistent within societal
conceptualizations to reinforce these behaviours.
Conclusion
Worldwide issue of gender disparities has gained increased momentum as the
recognition of societal barriers and masculine norms grows with more female presenting
people entering the paid workforce annually (STATSCAN, 2014). As we continue to build a
more culturally aware and diverse country, the role of social workers cannot be overstated. In
a profession so focused on equity and anti-oppressive practice, we can no longer turn a blind
eye to the blatant perpetuation of masculine norms and gender norms in positions of power
inside the social work profession across Canada. The production of a qualitative study
focused on surveying professionals in the working field could assist in creating a more

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accurate description of gender biases commonly found in these institutions and pave the way
to better address the disparities discovered, creating a more equitable industry for
marginalized peoples of all walks of life.

References
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