In this paper, I show that there is a bidirectional relationship between gender-based social norms and gender-segregated education policies that excludes girls from knowledge production within the Iranian school system. I argue that gender segregation in education reproduces hermeneutic inequality through the reinforcement of epistemic segregation as a form of epistemic injustice. In particular, I focus on gender-based instructional epistemic injustice, which refers to a set of epistemic practices that actively exclude a student or (...) an education professional in their capacity as a knower from the process of knowledge production within an education system based on gender dynamics, roles, norms, or expectations. This, in addition, has an impact on schoolboys through the reproduction of active ignorance. I conclude that in societies such as Iran, where highly gendered norms play out in the school system and are further reinforced by that system, the result is not limited to gender segregation itself, but extends beyond it to a form of epistemic injustice that wrongs students by reproducing and reinforcing those highly gendered norms. (shrink)

Previous research on gender-based economic inequality has emphasized occupational segregation as the leading explanatory factor for the gender wage gap. Yet the globalization of the U.S. economy has affected gender inequality in fundamental ways and potentially diminished the influence of occupational gender segregation. We examine whether occupational gender segregation continues to be the main determinant of gender earnings inequality and to what extent globalization processes have emerged as important determinants of inequality (...) between women’s and men’s earnings. We study factors contributing to the gender earnings ratio as well as the median earnings of men and women for 271 U.S. metropolitan areas. The results indicate that occupational segregation is still the leading determinant of gender earnings inequality, that its effects are only slightly diminished by the presence of globalization, and that various aspects of the global economy independently influence the gender earnings gap. (shrink)

Efforts to understand gender segregation within and among science disciplines have focused on both supply- and demand-side explanations. Yet we know little about how academic scientists themselves view the sources of such segregation. Utilizing data from a survey of scientists at thirty top U.S. graduate programs in physics and biology and semistructured interviews with 150 of them, this article examines the reasons academic scientists provide for differences in the distribution of women in biology and physics. In quantitative (...) analyses, gender is more salient than discipline in determining the reasons scientists provide for gender disparities between disciplines, suggesting that gender may act as a “master status,” shaping the experiences of scientists regardless of the gender composition of the discipline. Qualitative interviews confirm this interpretation and reveal that scientists also perceive mentoring, natural differences, discrimination, and the history of the disciplines to be important factors. Results contribute to research on the relationship between emotional labor and occupational gender segregation conducted in professions such as law and nursing. (shrink)

Concern has been raised that segregation of girls and boys into separate classes leads to increased gender stereotyping. We tested this in a sample of 365 seventh-grade students attending a junior high school that offers both gender-segregated (GS) and co-educational classes. It was found that for both boys and girls, the more GS classes they took in the fall, the more gender stereotyped they were in their responding in the spring (controlling for initial levels of (...) class='Hi'>gender stereotyping). We concluded that GS likely heightens the salience of gender in the classroom thereby reinforcing and increasing gender stereotypes. As such, we argue that GS is a misguided approach to addressing any educational difficulties girls and boys might be having. (shrink)

This article offers an account of organizational change to explain why women leaders are underrepresented compared to women athletes in many sports organizations. I distinguish between accommodation and transformation as forms of change: the former includes women without challenging binary constructions of gender, the latter transforms an organization’s gendered logic. Through a case study of the International Olympic Committee from 1967-1995, I trace how the organization came to define gender equity primarily in terms of accommodating women’s segregated athletic (...) participation. Key to this was the construction of women’s bodies as athletically able but inferior to men, an arrangement formalized in codified rules and procedures and legitimized by external stakeholders. Defined in these terms, gender equity did little to transform the organization’s binary and hierarchically gendered logic, which continued to shape the informal norms and procedures associated with the organization’s allegedly gender-neutral and meritocratic yet male-dominated leadership. I argue that the exclusion of women from ostensibly gender-integrated leadership positions allows organizations to avoid revealing gender similarity between men and women. This maintains a logic underpinned by notions of binary gender difference and masculine superiority. (shrink)

In this article, we examine trends in women’s mobility among male-dominated, gender-neutral, and female-dominated occupations. Earlier research, largely employing data from the 1970s and early 1980s, showed that along with significant net movement by women into male-dominated fields, there was also substantial attrition from male-dominated occupations. Here, we build on previous research by examining how “gender-type” mobility rates have changed in recent decades. The findings indicate that while still quite high, levels of women’s occupational mobility among female, (...) class='Hi'>gender-neutral, and male occupations have decreased considerably over time. We suggest that this is the result of increasing differentiation among women. In particular, many women, especially those in high-status occupations, plan to pursue employment in a male-dominated field, succeed in gaining entry, and tend to remain in these fields more often than their counterparts in previous decades. We interpret these findings as evidence that gender segregation is maintained by an enduring but imperfect system of social control that constrains women’s choices before, during, and after entry into the labor market. The evidence presented here underscores the importance of studying gender-type mobility as a distinct dimension of labor market inequality. (shrink)

This study investigates whether the increasingly common trend of working long hours perpetuates gender segregation in occupations. While overwork is an expected norm in many male-dominated occupations, women, especially mothers, are structurally less able to meet this expectation because their time is subject to family demands more than is men’s time. This study investigates whether the conflicting time demands of work and family increase attrition rates of mothers in male-dominated occupations, thereby reinforcing occupational segregation. Using longitudinal data (...) drawn from the Survey of Income and Program Participation, I show that mothers are more likely to leave male-dominated occupations when they work 50 hours or more per week, but the same effect is not found for men or childless women. Results also show that overworking mothers are more likely to exit the labor force entirely, and this pattern is specific to male-dominated occupations. These findings demonstrate that the norm of overwork in male-dominated workplaces and the gender beliefs operating in the family combine to reinforce gender segregation of the labor market. (shrink)

Occupational gender segregation is an obdurate feature of gender inequality in the United States The “family plans thesis”—the belief that women and men deliberately adjust their early career decisions to accommodate their anticipated family roles—is a common theoretical explanation of this segregation in the social sciences and in popular discourse. But do young men and women actually account for their family plans when making occupational choices? This article investigates the validity of this central mechanism of the (...) family plans thesis. Drawing on in-depth interviews with 100 college students at three universities, I find that most women and men report no deliberate consideration of their family plans in their college major or post-graduation career choices. Only a quarter of men accommodate provider role plans in their choice of occupations, and only 7 of 56 women accommodate caregiving plans. Further, men who anticipate a provider role are not typically enrolled in more men-dominated fields, and women who seek caregiver-friendly occupations are not typically enrolled in more women-dominated fields. These findings question the validity of the family plans thesis and suggest instead that the thesis itself may reproduce segregation as a cultural schema that buttresses essentialist stereotypes about appropriate fields for men and women. (shrink)

Gender and public markets have long been intertwined in Peru. The vast majority of market-sellers are women, and significantly this kind of work has been intimately related to women’s empowerment and agency within a deeply patriarchal society. However, with the arrival of COVID-19 the woman-centred space of the marketplace became compromised. While once a place of female empowerment, during the pandemic the market became seen as a dangerous ‘viral vector’, with 79% of Lima market sellers testing positive for Coronavirus (...) during the first lockdown of 2020. Further still, a gender-segregated quarantine policy drove women to the markets en-masse; a policy that was withdrawn early due to its spectacular, although unsurprising, failure, causing a total inability to social distance on ‘women’s days’. As such, this paper investigates the extent to which the pandemic increased the ‘feminised burden of care’ to include deadly viral infection during the gender segregated quarantine. Applying an intersectional, post-colonial framework, the ‘feminised burden of care’ is approached as stratified along racial and class lines since markets are not spaces for all women. Furthermore, this paper will show how these intersecting structures of power that have persisted through time may become more visible and observable in times of crisis, such as through Peru’s short-lived gender segregated quarantine. With this in mind, it will be possible to suggest that the events of 2020 were more than just policymaker missteps, but a persistence and exacerbation of long-existing entangled structures of colonial and patriarchal powers. As such, it can be inferred that in an emergency, it is these power structures that were automatically adopted as the first port of call, and thereby perpetuate and strengthen them into the future. (shrink)

After reviewing the use of isolation in US prisons and public restrooms to confine transgender people in solitary cells and single‐occupancy bathrooms, I propose an explanatory theory of eliminative space. I argue that prisons and toilets are eliminative spaces: that is, spaces of waste management that use layers of isolation to sanctify social or individual waste, at the outer and inner limits of society. As such, they function according to an eliminative logic. Eliminative logic, as I develop it, involves three (...) distinct but interrelated mechanisms: 1) purification of the social center, through 2) iterative segregation, presuming and enforcing 3) the reduced relationality of marginal persons. By evaluating the historical development and contemporary function of prisons and restrooms, I demonstrate that both seek to protect the gender binary through waves of segregation by sex, race, disability, and gender identity. I further argue that both assume the thin relationality of, in this case, transgender people, who are conceived of as impervious to the effects of isolation and thus always already isolable. I conclude that, if we are to counter the violence of these isolation practices, we not only need to think holistically about eliminative spaces and logic, but also to richly reconceptualize relationality. (shrink)

Based on a multiyear study, this article analyzes the reproduction of adult gender segregation in two youth-sports organizations in which most men volunteers become coaches and most women volunteers become “team moms.” We use interviews and participant observation to explore how these gender divisions are created. While most participants say the divisions result from individual choices, our interviews show how gendered language, essentialist beliefs, and analogies with gendered divisions of labor in families and work-places naturalize this division (...) of labor. Observation reveals how patterned, informal interactions reproduce it as well. We show how nonreflexive informal interactions at the nexus of three gender regimes—youth sports, families, and workplaces—produce a gender formation with two interrelated characteristics: an ascendant professional class gender ideology that we call “soft essentialism” and a “gender category sorting system” that channels most men into coaching and most women into being “team moms.”. (shrink)

Using a unique data set, the author investigates gender segregation in voluntary organizations. Results indicate that women are more likely than men to belong to gender-segregated groups and women's groups primarily restrict members to contact with persons of the same age, education, and marital and work status. The article ends with a discussion of how segregated voluntary associations help perpetuate a social world that is substantially ordered by gender.

This article explores the effect of women’s movement into the labor market on the gender segregation of work, using the Current Population Survey from 1972 to 1993. The author includes as working those respondents who were “keeping house” and codes keeping house as an occupation. The results show higher estimates of gender segregation, and slightly steeper declines over time, than were seen in previous studies. Analysis of one-year longitudinal changes reveals less movement out of female-dominated occupations (...) when keeping house is included as an occupation. Finally, a decomposition of the segregation trend shows that the movement of women away from keeping house contributed as much to the overall decline in gender segregation as did the desegregation of paid occupations. The author concludes that the movement of women’s work from the household to the labor market has been a driving force in the changing nature of gender inequality. (shrink)

This article examines the interlinked impacts of gender and race on occupational prestige, segregation, and earnings. Included are occupations about which Bose and Rossi reported prestige ranks and about which the 1980 census reported earnings and relevant gender/race breakdowns. White men are used as the comparison group. Contrasted to them are the gender/race groups of white women, Black men, Black women, Asian-American men, Asian-American women, Hispanic men, and Hispanic women. Race has a more powerful impact than (...) gender on the prestige level a worker is likely to enjoy, but gender does affect prestige within particular racial groups. For segregation and earnings, the strongest effects are those of gender, although there are clear race effects too. Segregation examined in terms of the prestige of occupations in which different groups find themselves shows race and gender effects. Many researchers have pointed to the need for considering both gender and race in examining the American occupational structure. Our findings strongly support that call. (shrink)

Fringe benefits have been neglected as a source of job-induced gender inequality. Among full-time, private sector workers in the United States in 1979, women's health insurance coverage rate was 12 percentage points lower than men's. This article considers three models to explain such gender differences in the receipt of fringe benefits: the direct discrimination model, the occupational segregation model, and the industrial segregation model. Using data from the May 1979 Current Population Survey Supplement, we found the (...) magnitude of the gender gap in health insurance coverage in the United States to be related to industrial differences. We argue that industrial segregation of women workers may be more important than occupational segregation in determining gender differences in work rewards. (shrink)

Studies of occupational sex segregation rely on the sociocultural model to explain why some occupations are numerically dominated by women and others by men. This model argues that occupational sex segregation is driven by norms about gender-appropriate work, which are frequently conceptualized as gender-typed skills: work-related tasks, abilities, and knowledge domains that society views as either feminine or masculine. The sociocultural model thus explains the primary patterns of occupational sex segregation, which conform to these norms: (...) Requirements for feminine skills increase with women’s representation in the occupation. However, the model does not adequately explain cases of segregation that deviate from these norms or investigate the ways in which feminine and masculine skills co-occur in occupations. The present study fills these gaps by evaluating two previously untested explanations for deviations from the sociocultural model. The findings show that requirements for physical strength increase with women’s representation in professional occupations because physical strength skills co-occur with substantially higher requirements for feminine skills that involve helping and caring for others. These results indicate that the sociocultural model, and more generally explanations for how gender norms drive occupational sex segregation, can be improved by examining patterns of gender-typed skill co-occurrence. (shrink)

This article highlights the extent to which finding a job without actively searching sustains workplace sex segregation. We suspect that unsolicited information from job informants that prompts fortuitous job changes is susceptible to bias about gender “fit” and segregates workers. Results from analyses of 1,119 respondents to the 1996 and 1998 waves of the National Longitudinal Survey of Youth are generally consistent with this expectation. Gender “misfits”—individuals employed in gender-atypical work groups— are more likely to move (...) into gender-typical work groups than neutral ones. Women misfits are more likely to move into male-dominated than neutral work groups without a job search, but they join mostly desegregated occupations and receive lower job rewards than men misfits who change jobs without searching. We conclude that the nonsearch process serves as an important mechanism that sustains sex segregation and workplace inequality. (shrink)

The article is based on the argument that labour market segregation is an important factor contributing to women’s inequality in the labour market. Therefore, any equal opportunities policy has to be combined with a policy to reduce segregation. But up to now segregation has been extremely persistent, as is shown in a short empirical overview of segregation in the Austrian labour market. It is argued that the roots of this phenomenon lie in the assignment of men (...) and women to the market area and the reproduction area according to the breadwinner model. Labour market segregation by sex can be seen as a transformation and continuation of the asymmetrical gender relation in the family to the labour market. Most of the mechanisms and processes that occur every day in the labour market work together to preserve sex segregation. Strategies to reduce segregation should look at these historical roots of segregation and at the connection with the overall gender division of labour. Different perspectives on a reduction of labour market segregation are presented. (shrink)

In this article, I develop a framework for re-imagining gender-based violence not as an outgrowth of patriarchy but as a response to the threat of gender integration and the inversion of the gendered hierarchy. I argue that this reconceptualization is critical to re-envisioning not just research but also prevention and intervention strategies. I begin by identifying two reasons for the stalled revolution in reducing rates of gender-based violence: the focus on intimate partner violence and sexual violence as (...) distinct rather than as similar tools that are simply deployed in different spaces, and the de-centering of Black feminist voices and the obscuring of the similarities between gender-based violence and racialized violence. Finally, I conclude with recommendations to transform policies and hegemonic ideologies that limit the impact of gender-based violence—including by holding perpetrators accountable—and render it socially unacceptable, thus creating the foundation for building social institutions that are diverse, inclusive, and equitable. (shrink)

Gender affects us, but we also affect gender. This study reveals some of the ways women in two types of occupations—furniture sales and secretarial—shape the system of gender. As they struggle to define their identities within a segregated occupational structure, these women evoke notions of their differences from men and from other women, as well as their similarities to each group, in ways that are consistent with feminist theoretical positions on these issues. I argue that the ways (...) these women define themselves have consequences for the shape of the system of gender. Many women inadvertently reinforce gender either by upholding traditional gender categories or by devaluing women. Yet some women create a powerful opportunity to dismantle gender by appreciating the work women have done and aligning themselves with these women to break out of staid gender categories. (shrink)

Recent research indicates that among young women, Blacks have lower employment rates than whites. Evidence is provided about whether young Black women's lower employment rates stem from structural features of the labor market, discrimination, or changing family or individual characteristics. Data show that Black women exit full-time employment at higher rates because they are more likely to be laid off, to leave because they work in temporary/seasonal jobs, and to leave for other reasons. Structural features of the labor market are (...) key in explaining Black women's higher rates of lay-offs, exits from temporary/seasonal work, and exits for other reasons. Individual characteristics and discrimination play a role in Black women's higher rates of lay-offs and exits for other reasons while family characteristics are important in explaining Black women's higher rates of leaving temporary/seasonal work and leaving for other reasons. Evidence suggests that Black women's higher exit rates are indicative of disadvantage in the labor market. (shrink)

This article explores “determining gender,” the umbrella term for social practices of placing others in gender categories. We draw on three case studies showcasing moments of conflict over who counts as a man and who counts as a woman: public debates over the expansion of transgender employment rights, policies determining eligibility of transgender people for competitive sports, and proposals to remove the genital surgery requirement for a change of sex marker on birth certificates. We show that criteria for (...) determining gender differ across social spaces. Gender-integrated spaces are more likely to use identity-based criteria, while gender-segregated spaces, like the sexual spaces we have previously examined, are more likely to use biology-based criteria. In addition, because of beliefs that women are inherently vulnerable and men are dangerous, “men’s” and “women’s” spaces are not policed equally—making access to women’s spaces central to debates over transgender rights. (shrink)

Women working in academic environments that are male dominated are subjected to high levels of occupational stress due to the so called stereotype threat (ST) (Steele, 1997). Stereotype threat is a social-psychological threat that arises when one is in the situation of doing something for which a negative stereotype about his/her group applies. For women's university teaching staff stereotype threat is a source of anxiety that affects their performance, career commitment and overall job satisfaction. Additionally ST accounts, partly, for the (...) horizontal and vertical gender segregation that is found in many fields. In order to overcome these problems we have proposed a preventive intervention program based on Rational Emotive Behaviour Therapy principles. (shrink)

The segregation of the sexes in sport still seems to be regarded as a matter of course. In contrast to other performance classes, e.g., age and weight, which are constructed on the grounds of directly relevant performance features, in the case of gender it is dealt with the merely statistical factor that women on average perform less well than men. And yet unlike weight or age classes, which can be interchanged if the required performances are provided, the (...) class='Hi'>segregation between the sexes in many types of sport seems to be quite impermeable. Contrary to popular beliefs women were not excluded from the beginning of modern sport. Hence, the meaning of gender differences varies in the course of time and in types of sport. Thus, this paper firstly gives a short summary of the different relevance of gender differences in high performance competitions of various types of sport. Then the historical construction of gender as central dimension in modern sport will be illustrated by using the example of soccer. Here in this paper, the elaborate processes of reproducing this incommensurability between women and men in sport is the main focus: At first big sport organisations tried to exclude women whose performances were well above the expectations by establishing so called “Gender verifications” which suspected them of fraud. Although it became certain that there is no clear differentiation between the sexes, gender segregation was not abolished. Instead new regulations have been invented to treat and “normalise” people who are difficult to categorise, e.g., transsexuals and women with Hyperandrogenism, in order to subsume them into the existent gender categories. So finally, gender segregation in sport seems to be just another example for Goffman’s institutional reflexivity: While the separation of the competitions are said to be a natural consequence of the differences between men and women, it actually is just a tool to create those differences. (shrink)

Gender segregation in baccalaureate degree fields declined rapidly in the first half of the period from 1971 to 2002; at the same time, women's representation among baccalaureate degree recipients increased most rapidly relative to men's. The desegregation of the early period resulted mainly from women's increased entry into business-related fields and declining proportions of women majoring in traditional fields such as education and English. Men did not contribute to integration by moving toward fields numerically dominated by women. Fixed-effects (...) regression models suggest that feminization of fields discourages later cohorts of men from entering them, as predicted by the devaluation perspective. The stalling of desegregation came from a combination of men's disinclination to enter fields that are “too” filled with women, and the slowdown in women making less traditional choices. (shrink)

In homes, schools, and workplaces, women and men are often separated in ways that sustain gender stratification by reducing women's access to socially valued knowledge. The fact that these spatial arrangements may be imperceptible increases their power to reproduce prevailing status differences. I use cross-cultural and historical examples to illustrate that the more pronounced the degree of spatial gender segregation, the lower is women's status relative to men's. The advantages of such a spatial perspective are its interdisciplinary (...) foundations and its creation of avenues for change. (shrink)

Psychologists believe grade schoolers' free play in the United States is universally biased toward single-gender groups. In a study of grade schoolers in a children's museum, already-acquainted kindergartners to sixth graders were observed at three exhibits. While boys chose more automobile play and girls more supermarketing, one-quarter of each group played in settings dominated by the other gender. Boys had no group-size preference; girls had a strong preference for small groups. That preference accounts for most of the (...) class='Hi'>gender differences found in children's gender sorting in a novel environment. However, the ubiquity of gender segregation in large groups of grade schoolers was disconfirmed for this setting. (shrink)

Much feminist work on women and computing has identified the difficulties women experience in gaining entry into and acceptance in this important and developing field. Socially constructed relations of education, training and workforce participation tend to perpetuate systems of disadvantage. Yet as the social relations of particular societies differ so the experience of women in different societies can reveal fissures in an apparently seamless terrain of reproduction. This study compares experience in Australia, Finland and Sweden and finds that there are (...) possibilities which can be gleaned from cross-cultural research for women to break with patterns of gender segregation in computing work. (shrink)

In spite of feminist recognition that hierarchical organizations are an important location of male dominance, most feminists writing about organizations assume that organizational structure is gender neutral. This article argues that organizational structure is not gender neutral; on the contrary, assumptions about gender underlie the documents and contracts used to construct organizations and to provide the commonsense ground for theorizing about them. Their gendered nature is partly masked through obscuring the embodied nature of work.jobs and hierarchies, common (...) concepts in organizational thinking, assume a disembodies and universal worker. This worker is actually a man; men's bodies, sexuality, and relationships to procreation and paid work are subsumed in the image of the worker. Images of men's bodies and masculinity pervade organizational processes, marginalizing women and contributing to the maintenance of gender segregation in organizations. The positing of gender-neutral and disembodied organizational structures and work relations is part of the larger strategy of control in industrial capitalist societies, which, at least partly, are built upon a deeply embedded substructure of gender difference. (shrink)

Using data from the 1979 to 1998 waves of the National Longitudinal Survey of Youth, the author explores how gender, family, and class alter the impact of self-employment on earnings. Fixed-effect regression results show that while self-employment positively influences men’s earnings, not all women similarly benefit. Professionals receive the same self-employment earnings premium, regardless of gender. However, self-employment in nonprofessional occupations negatively affects women’s earnings, with wives and mothers incurring the greatest penalties. The high concentration of nonprofessional self-employed (...) women in child care accounts for much of these penalties. Results are robust despite inclusion of controls for human capital and labor supply, job characteristics, occupational and industrial gender segregation, and demographic characteristics. The compensating differentials argument, that women with greater family responsibilities trade earnings for the family-friendly aspects of self-employment, is discussed in light of these findings. While this argument may explain women’s returns to nonprofessional self-employment, it is less persuasive for interpreting women’s returns to professional self-employment. (shrink)

As men and women increasingly share access to state power, there has been a question of whether women’s rising descriptive representation leads to substantive change, and a sizable body of literature suggests it does. As a mechanism for this effect, I theorize legislatures as gendered organizations that build gender into their institutional operation, as enmeshed in legislative committee systems. Using case studies of Germany, Sweden, and the United States, I examine 40 years of data collected on legislative committees and (...) memberships. This study reveals some similarities, where all committee systems emphasize gender-typed roles, particularly female legislators’ greater segregation into social issue committees. Yet, gender is constructed differentially across these organizations, and the nations vary in the gender structure of their committee systems, degree of gender segregation and typing, and gendered relations of power and prestige. Implications for integrating theories of gender as an institution, gendered organizations, and feminist institutionalism are discussed. (shrink)

This research critically analyses patriarchal practices of male family members in terms of social relationships in businesses of women. The extant literature, which seeks to explore the negative influences of the family on women’s entrepreneurship, mostly revolves around the impact of patriarchal segregation of work on businesses. As such, it concentrates almost exclusively on the aspect of material gains through domestic responsibilities and childcare of women at the household sphere. This feminist study takes the debate forward with novel insights (...) on how menfolk of the family dominate, oppress and exploit women by directly getting involved in small businesses of women in a highly patriarchal developing nation, Bangladesh. From the interviews of the women business-owners, it is established that businesses of some women are adversely affected by male relatives’ social practices that are not tied to the domestic modes of production. Thus, the article significantly contributes to the understanding on gender subordination in women’s entrepreneurship from the narrow concentration on material gains of male family members to a more nuanced view of social practices. (shrink)

This article focuses on how men's sexualization of work relations and the workplace contributes to job-level gender segregation among coal miners. The findings suggest that sexualization represents men's power to stigmatize women in order to sustain stereotypes about them as inferior workers. In particular, supervisors use stereotypes to justify women's assignments to jobs in support of and in service to men. Once in these jobs, men's positive evaluations of women workers become contingent upon their fulfillment of men's gendered (...) expectations. These processes foster the gender typing of jobs and lead to the gendered division of labor underground. (shrink)

Gender differences have been observed regarding many political and social issues, yet we lack comprehensive evidence on differences in perceptions on a wide range of security issues increasingly important to voters: military threats, criminality, and terrorism. Previous research suggests that when women are highly politically mobilized, as they are in Sweden, gender differences in political opinion are large. On the other hand, Swedish politicians have worked hard to reduce gender stereotypical thinking. This prompts the question: Are there (...) gender differences in attitudes on security issues in Sweden, and if so, in what ways do the attitudes differ? This study is based on comprehensive data from focus groups and a large-scale survey. The results show that women were more prone to respond with an “ethic of care,” across security issues. Women were more inclined to understand security problems as structural, explained by macho culture, segregation, and injustice. Women tend to support preventive measures that provide individuals with opportunities to choose “the right path,” such as education and economic investment in deprived areas. When asked about national security, women believe more in diplomacy and dialogue. In general, women are less inclined to support various repressive solutions. (shrink)

In this article, gender-differentiated employment practices are examined with a focus on different mechanisms of labor control in the South Korean textile industry, a prototypical Third World industry based on export-oriented industrialization. The analysis focuses on how labor control mechanisms, such as gender segregation in jobs and authority relations in the factory, the nature of worker dependency, and subcontracting interact with gender and produce different outcomes for men and women workers in spinning and weaving and clothing (...) industries. These practices are used to maintain the competitiveness of the South Korean product in the international market as well as for the maximization of profit in the textile industry. (shrink)

This paper analyses the gender pay determinants between top and lower level of Portuguese employees. A relatively large data pool, for 2003, covering business functions hitherto neglected, sheds a new light into the factors that lead to the earnings of men and women. Our analysis combines human capital with internal-labour-markets theories. Our findings allow the identification of jobsegregation as one important source of the gender pay gap. Moreover, they confirm that earnings are determined by different factors and suggest (...) a reasonable opportunity for women to combine career and family. (shrink)

Because the Israeli kibbutz is innovative in collective ownership, production, consumption, and child care, and in part also because it is erroneously assumed to have once had a gender-egalitarian ideology and structure, it is taken to be a valid test case for many theories explaining or justifying gender inequality or gender equality. This article argues that the kibbutz cannot serve as a test case for theories that blame inequality on the family as such, on the exclusivity of (...) infant rearing by women, on the precultural differences between the sexes, or on compulsory heterosexuality for women. Kibbutz experience refutes theories that blame the inferior social status of women on material inequality, on private ownership of the means of production, or on the inferior ritual evaluation of women's activities. Kibbutz experience is indeed a unique test case for, but also a refutation of, theories that base gender equality on maximal participation of women in work in the public sphere or on the maximal socialization of housework and child care. Finally, kibbutz experience corroborates the theory that gender equality depends on equal control over surplus resources and, conspicuously so, the theory that in modern society, gender equality depends on the full abolition of the gender segregation of all social roles, especially work roles, whether performed in the private sphere or in the public sphere, whether paid for or unpaid. (shrink)

Gender imbalances persist throughout the world, particularly at leadership level, and equally also visible in the case of trade unions. This article focuses on CGTP-IN, the largest Portuguese trade union confederation, and sets out analysis incorporating both figures from this organisation and accounts by female members of CGTP-IN unions. Results confirm the existence of gender asymmetries, especially at the highest leadership levels. Analysis of the discourses of these women leaders reveals some awareness of the influence of gender (...) on professional relations, placing women at a disadvantage, especially where leadership is concerned. Furthermore, four reasons driving the persistence of these gender asymmetries in trade union leadership/decision-making roles were identified: family responsibilities, gendered professional segregation, masculine trade union cultures and traditional gender stereotypes. Nevertheless, the interviewees resist to means of affirmative action such as gender quotas, and instead prefer to prioritise education and raising awareness around gender equality. (shrink)

Vital events, such as widowhood and retirement, are broadly accepted as points of inflection in the lives of older adults that often differ according to gender. In this study, we analyzed the influence of gender differences in meaningful leisure among older adults through the integration of qualitative and quantitative findings. The use of joint displays revealed that: (1) there is no significant difference between the influence of retirement and widowhood on the two genders, (2) the ethic of care (...) is a constraining factor in older women’s leisure, (3) women are more innovative in their leisure in older age, and (4) volunteer activities are highly segregated by gender. The use of joint displays helped illuminate these four phenomena in light of quantitative and qualitative data. (shrink)

The number of women occupying male-dominated blue-collar jobs continues to be very low. This study examines segregation in the blue-collar trades, taking into consideration both structural and individual factors. Using nationally representative data for 25 countries, the study shows that segregation in the blue-collar sector does not vary with the strength of vocational education and training programs. At the individual level, findings reveal higher degrees of social reproduction among working-class families, but parental background alone does not fully account (...) for the gender composition of the sector in which children end up working. Overall, the findings point to the existence of a socializing mechanism that entrenches horizontal segregation in the blue-collar sector. The study indicates that to reduce segregation in the blue-collar fields, policies must address this prior mechanism, both at the structural and individual level. (shrink)

The goal of the paper is to consider whether women are vulnerable or protected on the labour market during the pandemic crisis, seeking answers in the wider context of previous downturns and economic theory. In times of crisis, female employment is likely to be more susceptible to cuts, for several reasons explained i.a. by the flexible buffers hypothesis or sex segregation hypothesis. Since the pandemic crisis is still unfolding, many of its effects are still unknown but it can be (...) expected that the COVID-19 crisis may have an unequal impact on women and men. Additional challenges in this crisis can be found in the home. Gender effects vary across EU countries, however, it is essential to develop at both the European and national level effective policy responses leading to gender balance in various dimensions. (shrink)

Based on the case of Caster Semenya, I argue in this paper that the practice of Gender Verification Testing (GVT) in professional sports is unethical and pointless. The presumed benefit of GVT—ensuring fair competition for female athletes—is virtually nonexistent compared to its potential harms, in particular the exposure of individual athletes to a largely interphobic public. GVTs constitute a serious incursion on the athlete’s dignity, autonomy, and privacy; an incursion that cannot be justified by the appeal to fairness. My (...) argument will proceed in four steps. In sections 1-5, I provide background information on the definition of intersexuality, the history and methods of Gender Verification Testing, and the performance gap between men and women in professional athletics. In sections 6 and 7, I develop my main argument against GVT. In section 8, I offer a supplementary argument against GVT from the history of “gender engineering” in professional sports in the 1970s and 1980s. In section 9, I briefly consider the suggestion that the presence of intersex athletes in professional sports would force us to abandon gender segregation. (shrink)

Male-dominated and sex segregated elite professional and amateur sport1 in North America constitutes a "sport nexus" (Burstyn, 1999; Heywood & Dworkin, 2003) that combines economic and cultural influence to reinforce and perpetuate gender injustice. The sport nexus is an androcentric sex-segregated commercially powerful set of institutions that is highly visible and at the same time almost completely taken for granted to the extent that its anti-democratic impetus goes virtually unnoticed. The sport nexus’s hegemonic role in defining sporting norms (Coakley (...) & Donnelly, 2004) means that its role in shaping lower level amateur and recreational sporting institutions and cultures is highly significant. Fraser (2007) defines gender justice, and hence democracy, in terms of "participatory parity," that is, material and cultural equality for women. The sport nexus itself is characterized by highly gendered occupational segregation (Coventry, 2004). It further contributes to gender injustice, homophobia and transphobia by promoting the ideology of the two sex system (Fausto-Sterling, 2000) and gendering citizenship as fundamentally male (Burstyn, 1999). Feminist strategies for sport reformation attempt to reduce or eradicate the role of the sport nexus in legitimating and perpetuating gender injustice. In this article I consider the potential of these strategies and conclude with a set of recommendations for transforming organized sport at both elite and recreational levels. (shrink)

A growing literature examines the organizational factors that promote women’s access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women’s greater representation in leadership positions associated with less gender segregation at lower organizational levels? We explore this question by drawing on Cohen and Huffman’s conceptual framework of women leaders as either (...) “change agents” or “cogs in the machine” and analyze a unique multilevel data set of workplaces nested within Fortune 1000 firms. Our findings generally support the “agents of change” perspective. Women’s representation among corporate boards of directors, corporate executives, and workplace managers is associated with less workplace gender segregation. Hence, it appears that women’s access to organizational power helps to undo the gendered organization. (shrink)