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ed in the decentralization of the white male (Robinson,2000 :2) and a culmination of all these things could be attributed to a crisis in masculinity of sorts. In contrast Virginia Schein et al propose that men and women do not lead or manage any differently in the work environment, but that they are perceived in different ways and that effectiveness as a male in a leadership role is something which is automatically attributed to them. Whereas women who exhibit the same behaviours as men are not judged as being as authoritative or having the same skills, because this is what we traditionally perceive inherently about men and women. (Sinclair, 2005:25) And just as people can make themselves invisible in the work environment, so too can they make themselves visible. Being ‘visible' represents a tangible ‘surface' state, one in which someone can be seen to be visibly being excluded or different. At a deeper more conceptual level then there is a power to become ‘invisible', often as a consequence of trying to attain the male norm. (Simpson and Lewis, 2005:1253-1275)

Caution however must be exacted when considering these theories which could also be used as a means to essentially make excuses for racist or prejudice practices in the workplace. (Pierce, 2003:53-70)

Other theorists of invisibility consider this to be a covert way of preventing either women or black co-workers to progress. That the ‘backlash' felt by white male men is actually a means to subjugate ‘minorities' in the work place even further. Scholars such as Nicholson conform to theories such as the Patriarchal culture which is instilled in men and women through a process of socialization from a very early age. For example that men are better than women in sport, or that men make better surgeons etc. (Nicolson, 1996:108)

There is a definite counter-argument where some previous traditional theories of invisibility have evolved. For example some research determines that men have become to think of themselves as being without gender, largely because they are oblivious to, or choose to ignore that invisibility generates inequality. Thus the invisibility of gender experienced by men generates the inequalities that are constrained by gender. That essentially many men are in possession; for whatever reason, of a number of structural privileges and power within the organizations that they work in and that by confronting their participation in maintaining inequality between themselves and women, that they should take responsibility for liberating themselves rather than blaming their problems on women. (McKay, 1997:11) Many men continue to disregard the notion of male privilege creating an invisibility of the problem itself. The more this invisibility is encouraged the more gender problems will continue to escalate. (Johnson, 2005:157)

Basically there is a strong argument to suggest the very fact that men in the workplace are perpetuating patriarchy and gender inequality, is because they are in denial of it and therefore the problem itself becomes invisible.

Issues remain across all ‘minority' workplace discriminations. Barriers continue to exist despite western laws on equal opportunities and fair working practices. Essentially there should be no barriers to succeeding. And yet for black, disabled, gay, women or other traditionally marginalized workers there continues to be a significant problem where acquiring pr