Contrapower sexual harassment occurs when the target of harassment possesses greater formal organizational power than the perpetrator. Traditional conceptualizations of power underlying sexual harassment have either focused on location within organizational hierarchies or sociocultural status differences between men and women. We suggest the utility of simultaneously considering the influence of gender, race, and class on power dynamics at organizational, sociocultural, and interpersonal or individual levels. Using qualitative data obtained from 8 focus groups, 20 interviews, and 1 in-depth case study, we (...) examine how gender, race, and class influence varied sources of power available to perpetrators and targets in workplace contrapower situations. We argue that the exploration of the dynamics involved in contrapower sexual harassment can illuminate broader processes of doing gender and power in the workplace. (shrink)

The authors argue that women's dependence on men plays a key role in muting challenges to gender inequality, and they explore that argument through an analysis of gender-related attitudes in five countries. Women's dependence at both the societal and the individual levels is associated with less egalitarian gender attitudes; such dependence especially affects women's attitudes, drawing them toward men's less egalitarian views. Societal-level dependence also strengthens the impact of individual-level dependence on egalitarianism. The authors conclude that women's dependence discourages egalitarian (...) gender attitudes, thus suppressing challenges to the gendered status quo and legitimating gender inequality. (shrink)

This article examines the limitations of the sociological research on feminist identities and ideologies that ignores the intersection of race and gender. Drawing from multiracial feminist theorizing, the author asks, Is self-identification as feminist a biased indicator of the salience of feminism in African American women's lives? Do women's racial statuses mediate the relationship between particular life events and experiences and the extent to which they embrace feminism? and To what extent are racial differences important when considering what women understand (...) feminism to be? To answer these questions, the author conducted multiple group analyses of structural equation models to analyze data from the 1996 General Social Survey. Her findings are consistent with multiracial feminist theories and suggest a need to rethink traditional approaches to feminist research so that women's differences are no longer marginalized. (shrink)

According to the perspective developed in this article, widely shared, hegemonic cultural beliefs about gender and their impact in what the authors call “social relational” contexts are among the core components that maintain and change the gender system. When gender is salient in these ubiquitous contexts, cultural beliefs about gender function as part of the rules of the game, biasing the behaviors, performances, and evaluations of otherwise similar men and women in systematic ways that the authors specify. While the biasing (...) impact of gender beliefs may be small in any one instance, the consequences cumulate over individuals’ lives and result in substantially different outcomes for men and women. After describing this perspective, the authors show how it sheds newlight on some defining features of the gender system and illustrate its implications for research into specific questions about gender inequality. (shrink)

This study uses a comparative framework to examine the relationship between individual-level attributes and gender-role attitudes in a state-market society and in a capitalist society. Data from the 1988 International Social Science Program indicate significant differences in attitudes between the two populations. Both women and men in the United States were more supportive of women's employment than their counterparts in Hungary, despite the Hungarian government's policy of full employment during communist rule. Nevertheless, the level of agreement between women and men (...) was uniform across national contexts: Women were more supportive of women's employment than men. We also found that individual-level attributes, such as employment status and marital status, differentially affected gender-role attitudes in the two countries. This study contributes to a broader dialogue about the dynamic relationship between social structure and gender ideology. (shrink)

From the perspective of African American women firefighters, the authors examine the social interactions that make them excluded “outsiders within” their firehouses and different from not only dominant white men but also other subordinated groups of Black men and white women firefighters. Drawing on extensive survey data from 24 Black women career firefighters nationwide and detailed interviews with 22 of these, the authors found persistent and pervasive patterns of subordination through the exclusion of Black women, reflected in insufficient instruction, coworker (...) hostility, silence, close supervision, lack of support, and stereotyping. Perceived differences of Black women from white and Black men as well as white women created strained relations, especially when Black men and white women gained some acceptance by virtue of their gender and race, respectively, and thus reportedly distanced themselves from Black women. The experiences of African American women firefighters highlight the omnirelevance and intertwining of race and gender. (shrink)