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)

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 (...) class='Hi'>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)

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, (...) 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)

This paper argues that it is necessary to focus on gender rather than exclusively on women in discussions on global poverty eradication. It argues firstly, that the drivers of poverty are complex and multifaceted leading to a least two different forms of deprivation – transitory and structural poverty – each requiring different forms of analysis and treatment. Transitory poverty can arise as a consequence of an event or shock that would diminish an individual’s capacity to retain or secure employment (...) and where a State lacks an appropriate form of social protection. Structural poverty, on the other hand, arises where groups are excluded from the workforce on a more permanent basis due to a wide variety of factors of discrimination such as sex, race, ethnicity, and age. Focusing on the sex of an individual alone cannot explain why some are more likely to experience different forms of poverty than others. Policies that protect women against transitory poverty, such as care related allowances, are not sufficient to eradicate structural poverty. Secondly, structural poverty prompts an examination of gender roles and relations. Unlike the category of ‘women’, the concept of gender demands consideration of a wider range of intersecting factors that influence life chances. The structure of contemporary gender relations, where women continue to experience higher levels of violence, and carry the greatest burden of responsibility for non-market based production activities, create the social conditions where domination and dependence thrive, and where persistently high rates of poverty seem inevitable. Such circumstances are generated by human agency. Thus, thirdly, it argues that these circumstances can and should be changed through human action. Knowledge of these circumstances gives rise to moral obligations for both men and women to avoid upholding values and practices that lead to domination and dependence as a matter of basic justice. (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)

This article examines whether recent immigrant women in the Israeli labor market are at a “double disadvantage”—first as immigrants and second as women—and whether and to what extent such disadvantages differ across ethnic and geocultural groups. Data were obtained from the last available population census. The analysis focuses on gender differences in employment opportunities among men and women who immigrated to Israel between 1979 and 1983. Data reveal that the double disadvantage of immigrant women is evident with regard (...) to both labor force participation and occupational attainment. Immigrant women are less likely than immigrant men to join the Israeli labor market, and they face much greater occupational loss. Data also reveal an interaction effect between gender and ethnicity. Immigrant women from the less developed countries in Asia and Africa constitute the most disadvantaged group. This group of women appears to be at a “triple disadvantage.”. (shrink)

Apparently it was claimed that organisations are often not build to accommodate women’s values, primarily because they entered organisations relatively late, and work in a relatively narrow range of occupations. Given this scenario, men and women experience organisational cultures very differently and perceive gender discrimination as an issue. The number of women with children participating in the paid workforce has increased markedly over recent decades, but many workplaces have not altered their expectations or provided work policies to allow women (...) to balance work and family responsibilities There is considerable and increasing agreement that what in fact keeps women back are invisible and artificial barriers that prevent qualified individuals from advancing within their organisations and reaching their full potential – the ‘glass ceiling’ phenomenon. Although women in Malaysia now represent 44.5% of the working population and are just as academically qualified as men, they are grossly under-represented at the senior management positions. This study attempts to discover the obstacles that keep women from rising above certain level in the organisations in an effort to raise both their individual self-worth and the level of their contribution to economic development. (shrink)

Women's small share of professional and managerial occupations compared with their share of the total labor force is examined for the 11 largest racial and ethnic minorities in the United States. Gender-related characteristics—women's labor force participation rates, marital status, and the sex ratio—influence women's share of the top jobs, as do class and ethnic variables such as place of birth, population size, and class of worker. Labor market gender inequality is greatest among the smaller, more affluent minorities, (...) many of whom are recent immigrants to this country. The larger, frequently indigenous, minority groups exhibit less of this kind of inequality. Minority and gender status intersect, so that men monopolize surplus resources among the more affluent minority groups and use these resources to secure a more advantaged labor market position. (shrink)

Despite the role women play in job creation, economic growth and society revitalization, especially in economies undergoing fundamental transformations, issues emerging from women in entrepreneurship have not received adequate attention in academic research. As a result, our understanding of women entrepreneurship in emerging markets as well as in nontraditional industries is even more limited. In this study, I attempt to partially fill the gap by comparing entrepreneurial orientations and venture performance between men and women entrepreneurs in electronics industry in Chinese (...) transition economy. I offer insights gained from statistical analyses based on a survey as well as case study. Results reveal that while women are influenced by the same factors that affect decision making among men and exhibit some similarities, they differ from men in their willingness to take more risks and make bolder moves in pursuit of greater returns and future competitive advantage. In addition, women entrepreneurs outperform their male counterparts. I compare these findings with existing literature and offer suggestions for future research. (shrink)

The concept of reproductive labor is central to an analysis of gender inequality, including understanding the devaluation of cleaning, cooking, child care, and other “women's work” in the paid labor force. This article presents historical census data that detail transformations of paid reproductive labor during the twentieth century. Changes in the organization of cooking and cleaning tasks in the paid labor market have led to shifts in the demographics of workers engaged in these tasks. As the context for (...) cleaning and cooking work shifted from the dominance of private household servants to include more institutional forms, the gender balance of this reproductive labor workforce has been transformed, while racial-ethnic hierarchies have remained entrenched. This article highlights the challenges to understanding occupational segregation and the devaluation of reproductive labor in a way that analyzes gender and race-ethnicity in an intersectional way and integrates cultural and structural explanations of occupational degradation. (shrink)

This article explores the process and meaning of occupational mobility among a selected sample of 40 immigrant and nonimmigrant women of Mexican descent in the San Francisco Bay Area who entered the secondary labor market of semiskilled clerical, service, and operative jobs in 1978-1979 and 1980-1981. This labor market was segmented along race and gender lines with few promotional ladders available as the work force became more nonwhite and female. When Chicanas and Mexicanas obtained jobs with (...) fewer Chicano coworkers and greater avenues for advancement, they reported escalating conflictual social relations at work. Occupational mobility contained both objective and subjective dimensions for the respondents. Often a woman felt mobile in a job that lacked the means for advancement because she compared herself to a local Chicano or Mexicano working-class reference group and a self-concept rooted in her class, race, and gender. (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, (...) class='Hi'>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)

The purpose of this article is to investigate how sex segregation, social class, and gender are analytically related to occupational stratification. Recent discussions of women and men in the labor force revolve around whether a sex-segregated model in which sex of the worker affects placement, a pure social class model using classical criteria, or a gendered social class model in which social organizational processes of a gendered social class structure affect positioning in the stratification system. This article addresses (...) the influence that social class and gender have on stratification in the labor market. Data from the 1972-82 General Social Survey on 371 occupations, representing 7,541 male and female workers, are used to formulate a social class scheme based on all workers' characteristics. In comparing the models, the analyses show that an integrated gendered social class perspective is consistent with the empirical differentiation found among women and men in the labor force. (shrink)

This study explores women’s and men’s perceptions of the specific barriers that prevent women from participating fully in the cultural labour market. To this end, an online questionnaire was administered to 375 cultural professionals in Catalonia regarding their perceptions of the barriers faced by women in a range of areas. The results show similar views between genders regarding the difficulties associated with the work–life balance as the most important obstacle preventing women from entering specific cultural fields and from (...) rising to decision-making positions. However, perceptions of the barriers impacting the recognition of women’s career achievements differed greatly between men and women. While men place more emphasis on issues of work–life balance, women more frequently mention the existence of a glass ceiling and their exclusion from networks of influence. Regarding the visibility of women’s artistic creations, although intersectionality is mentioned by both genders as the main limiting factor, there are marked differences between women’s and men’s perception of the other barriers. Men thus more frequently refer to the barriers of work–life balance and the association of creativity with maleness as the main factors limiting the visibility of women’s artistic creations. In short, this study provides evidence to stakeholders of the different perceptions that men and women have in relation to the main barriers that prevent women from climbing the career ladder; gaining recognition and visibility for their work; and, in some creative sectors, even from entering the labour market. (shrink)

Under what conditions do motherhood penalties emerge in countries undergoing transition from state socialism to capitalism? This analysis identifies the ways managers in global financial firms employ gendered assumptions in constructing and implementing labor practices among highly skilled professional workers in Hungary. Relying on 33 in-depth interviews with employers as well as interviews with headhunting firms, labor and employment lawyers, and analysis of antidiscrimination cases brought before Hungary’s Equal Treatment Authority between 2004 and 2008, we identify several strategies global employers (...) use to shed, demote, and marginalize professional mothers. By demonstrating the salience of motherhood as a status characteristic in the postsocialist labor market, our work contributes to existing scholarship on motherhood penalties. Our work also extends this scholarship by showing how the salience of motherhood is strongly conditioned by state-level arrangements that shape the opportunity context in which employers design and carry out employment practices. (shrink)

This article conceptualizes labor force exits as a parallel option to employer changes in the gender-specific opportunity structure for employed young women. It argues that the same working conditions should predict both employment exits and employer changes. Family characteristics, rather than working conditions, should differentiate between job changers and job leavers. These hypotheses were tested with 1970-1980 data from the National Longitudinal Survey. Results from logit analyses showed that employment conditions do affect young women's decisions to change jobs or (...) exit the labor force, and influence them in similar ways, and that household factors affect labor force exits more strongly than they do job changes. While pregnant women are more likely to leave the labor force, both improved job conditions and existing preschool children enhance the likelihood of continuous employment for pregnant women. (shrink)

The article focuses on the persistent links between workplace stratification and gender ascription in the organization of flexible high-tech production. Using a comparative case study analysis of three multinational electronics firms in the Philippines, it examines three key organizational factors: firm nationality, product characteristics, and existing labor relations—that help drive variation in the gendering and gendered impact of technological upgrading. It also considers three extra-organizational factors—trends in flexible production, the role of the host state, and gender ideologies—that also (...) influence firm choices. The article assesses the variation in gendered processes and outcomes focusing on the fulfillment of workers’ practical needs versus strategic gender interests. The article finds that despite continued variation at the firm level, extra-organizational pressures will likely contribute to continued gender stratification as firms upgrade, leading to the potential masculinization of skilled high-tech work. (shrink)

Despite significant promotion of diversity in companies, as well as legislation for equal opportunities for women and men, it must be noted that women still remain largely in the minority in decision-making positions. This observation reflects the phenomenon of the glass ceiling that constitutes vertical discrimination within companies against women. Although the glass ceiling has generated research interest, some authors have pointed out that theoretical models have made little attempt to develop an understanding of this phenomenon and its (...) implications. Therefore, our study aims to fill this gap and to better understand the phenomenon of the glass ceiling by considering both its antecedents and its possible consequences. More precisely, we extend the model developed by Elacqua et al., proposing a more comprehensive model including organizational gender culture as a third factor in the emergence of the glass ceiling through the perception of differential treatment. We also investigated the glass ceiling’s consequences for organizational attitudes and well-being at work by considering work-to-family conflict as a possible mediator. We surveyed 320 women in managerial positions in a Belgian organization. Our study highlights the importance of all three factors in the emergence of the perception of differential treatment and, ultimately, the perception that a glass ceiling exists. Moreover, our results show that WFC fully mediates the effects of the glass ceiling on job strain and job engagement, and partially mediates the effects of the glass ceiling on job satisfaction and intention to quit. (shrink)

When women work in male-dominated professions, they encounter a “glass ceiling” that prevents their ascension into the top jobs. Twenty years ago, I introduced the concept of the “glass escalator,” my term for the advantages that men receive in the so-called women’s professions, including the assumption that they are better suited than women for leadership positions. In this article, I revisit my original analysis and identify two major limitations of the concept: it fails to adequately address intersectionality; in (...) particular, it fails to theorize race, sexuality, and class; and it was based on the assumptions of traditional work organizations, which are undergoing rapid transformation in our neoliberal era. The glass escalator assumes stable employment, career ladders, and widespread support for public institutions —which no longer characterize the job market today. Drawing on my studies of the oil and gas industry and the retail industry, I argue that new concepts are needed to understand workplace gender inequality in the 21st century. (shrink)

Although the proportion of women in leadership positions has grown over the past decades, women are still underrepresented in leadership roles, which poses an ethical challenge to society at large but business in particular. Accordingly, a growing body of research has attempted to unravel the reasons for this inequality. Besides theoretical progress, a central goal of these studies is to inform measures targeted at increasing the share of women in leadership positions. Striving to contribute to these efforts and drawing on (...) several theoretical approaches, the present study provides a contemporary examination of whether women and men differ in their levels of power motivation and whether potential gender differences in this motivation contribute to the unequal distribution of women and men in leadership positions. Results from four studies provide converging support for these assumptions. Specifically, we found that women consistently reported lower power motivation than men. This in turn mediated the link between gender and leadership role occupancy. These results were robust to several methodological variations including samples from different populations, diverse operationalizations of power motivation and leadership role occupancy, and study design. Implications for theory and practice, including ways to contribute to a more equal gender distribution in leadership positions, are discussed. (shrink)

While women represent the vast majority of participants in religious organizations in the United States, their participation in top leadership positions within Christian congregations remains remarkably low. In this article, the author uses the National Congregations Study to examine the situations that lead to this “stained glass ceiling” effect, prohibiting women from attaining top congregational leadership positions. The author also investigates similar barriers that exist at other levels of congregational leadership. The results suggest that while a queue-like process appears, (...) the specifically religious nature of these organizations produces barriers that are quite different from the traditional glass ceiling conceptualization. (shrink)

This research focuses on women in corporate positions “above the glass ceiling” and explores their perceptions on corporate mobility and strategies for success in elite positions. Through interviews with 16 men and women corporate presidents and chief executive officers in Southern California, it is found that while white men promote the dominant ideology of individualism and patriarchal gender ideology as explanations of corporate mobility and success, white women emphasize alternative perspectives by confirming the importance of social networks and (...) peer similarities for succeeding in elite positions. These women strategically attempt to increase their cultural capital to negotiate male-dominated networks and maintain their high-status positions through such measures as obtaining advanced educational degrees or modifying speech and behavior. (shrink)

Invisible work is neither defined nor recognized as labor and is not compensated as such. Studies show that manifestations of invisible work at home flow into the marketplace. What is lacking is systematic conceptualization and measurement of invisible work in the labor market built upon women’s and men’s knowledge and experiences. In this study, I address this lacuna using mixed-method sequential analysis. Twelve group interviews of employed women and men of varied socioeconomic locations in Israel yielded diverse expressions of (...) invisible practices in the workplace and their gendered meanings. Based on that knowledge, a typology of invisible work types was deduced, and an instrument was developed and distributed through a survey to a representative sample of the Israeli labor force. Regression analyses revealed that women and other disadvantaged groups do more invisible work at work than men and more advantaged groups do, regardless of occupation and managerial position. Beyond that, there are varied relations between labor market position and performing invisible work, across different types of practices. The study develops a typology of invisible work as a heuristic device contributing to office housework theory. I argue that invisible work should be conceived as an integral part of the labor market that needs to be considered when studying gender inequality. (shrink)

This article borrows from the intersectionality literature to investigate how legal status, labor market position, and family characteristics structure the labor supply of immigrant Latinas in Durham, North Carolina, a new immigrant destination. The analysis takes a broad view of labor force participation, analyzing the predictors of whether or not women work, whether and how the barriers to work vary across occupations, and variation in hours and weeks worked among the employed. I also explicitly investigate the extent to which (...) family constraints interact with other social characteristics, especially legal status, in shaping women’s labor market position. Results highlight that immigrant Latinas experience multiple, interrelated constraints on employment owing to their position as low-skill workers in a labor market highly segregated by gender and nativity, as members of a largely undocumented population, and as wives and mothers in an environment characterized by significant work–family conflict. (shrink)

Purpose. The purpose of the study is to define the negative impact of gender inequality on the global economy and public health. Theoretical basis. Unequal treatment of individuals based on gender discrimination has led to negative consequences in various areas of society. Gender inequality is very costly for the world due to the lack of representation of women in the labor market, gender income inequality situation, glass ceiling effect that have the negative impact on (...) the world economy. Outdated gender roles, which are inconsistent with the new reality and the idea of human progress, have a significant impact on life expectancy, health, mortality and disease, access to health care and medical care. Originality. The vector of the development of the human society changes its direction, which leads to a renewal of an individual status-role framework, the creation of the new systems of values, theories and ideologies that require a new field of opportunities and free human self-identification and gender-identification. Conclusions. The results show that gender inequality has a negative impact on economic growth and development, as well as on physical and mental health. Strictly fixed gender roles limit free human development. Everyone should have the right to determine her/his gender, her/his interests and behavior patterns, while having the right to personal respect and respect for their honor, convictions, and gender practices. (shrink)

Marjorie Lewis draws on her own experience of breaking through the glass ceiling to become the first woman President of the United Theological College of the West Indies. Through this, she considers the theological and biblical perspectives on gender equality, internalized and unrecognized inequality, naming and exorcising abuse in institutional relationships and strategies to survive and thrive. At the heart is a rejection of the notion that all suffering is to be embraced unchallenged as part of the Christian (...) experience and that it is the particular calling of women. This can lead to overwork, burn out and a lack of self care. (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)

In this study, we use a mixed methods research design to investigate how national cultural forces may impede or enhance the positive impact of females’ economic and political empowerment on increasing gender diversity of corporate boards. Using both a longitudinal correlation-based methodology and a configurational approach with fuzzy-set qualitative comparative analysis, we integrate theoretical mechanisms from gender schema and institutional theories to develop a mid-range theory about how female empowerment and national culture shape gender diversity on corporate (...) boards around the world. With our configurational approach, we conceptually and empirically model the complexity that is associated with the simultaneous interdependencies, both complementary and substitutive ones, between female empowerment processes and various cultural dimensions. Our findings contribute unique insights to research focused on board gender diversity as well as provide information for firm decision makers and policymakers about possible solutions for addressing the continuing issue of the underrepresentation of women on corporate boards. (shrink)

In this article, we discuss the relationships between discrimination, harassment, and the glass ceiling, arguing that many of the factors that preclude women from occupying executive and managerial positions also foster sexual harassment. We suggest that measures designed to increase numbers of women in higher level positions will reduce sexual harassment. We first define and discuss discrimination, harassment, and the glass ceiling, relationships between each, and relevant legislation. We next discuss the relationships between gender and sexual harassment, (...) emphasizing the influence of gender inequality on sexual harassment. We then present recommendations for organizations seeking to reduce sexual harassment, emphasizing the role that women executives may play in such efforts and, importantly, the recursive effects of such efforts on increasing the numbers of women in higher level positions in organizations. (shrink)

Distinctive features of culture industries suggest that women culture workers face formidable barriers to career advancement. Using longitudinal data on the careers of screenwriters, we examine gender inequality in the labor market for writers of feature films. We hypothesize and test three different models of labor market dynamics and find support for a model of cumulative disadvantage whereby the gender gap in earnings grows as men and women move through their careers. We suggest that the transition (...) of screenwriting from a mixed to a male-dominated occupation parallels the “empty field” phenomenon described in a study by Tuchman of nineteenth-century novelists. The institutionalization of male dominance of the film industry in the 1930s and the typecasting of women writers has had a lasting impact on gender inequality, which shows little change through the early 1990s. (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)

The general-case glass ceiling hypothesis states that not only is it more difficult for women than for men to be promoted up levels of authority hierarchies within workplaces but also that the obstacles women face relative to men become greater as they move up the hierarchy. Gender-based discrimination in promotions is not simply present across levels of hierarchy but is more intense at higher levels. Empirically, this implies that the relative rates of women being promoted to higher levels (...) compared to men should decline with the level of the hierarchy. This article explores this hypothesis with data from three countries: the United States, Australia, and Sweden. The basic conclusion is that while there is strong evidence for a general gender gap in authority—the odds of women having authority are less than those of men—there is no evidence for systematic glass ceiling effects in the United States and only weak evidence for such effects in the other two countries. (shrink)

The demand for female labor is a central explanatory component of macrostructural theories of gender stratification. This study analyzes how the structural demand for female labor affects gender differences in labor force participation. The authors develop a measure of the gendered demand for labor by indexing the degree to which the occupational structure is skewed toward usually male or female occupations. Using census data from 1910 through 1990 and National Longitudinal Sample of Youth data from 261 contemporary (...) U.S. labor markets, the authors show that the gender difference in labor force participation covaries across time and space with this measure of the demand for female labor. (shrink)

This article explores how anticipations of parenthood differentially affect the career aspirations and choices of women and men who have not had children. Drawing from in-depth interviews conducted separately with 60 coupled young adults, I find that women in my sample were disproportionately likely to think and worry about future parenthood in their imagined work paths. Moreover, women were more likely than men to alter or downshift their present-day career goals in anticipation of the changes in preferences and responsibilities that (...) accompany new parenthood. Because men were unlikely to engage in the mental work of anticipating parenthood, they were also free from its emotional and behavioral consequences. In this way, gendered anticipations of parenthood, which begin relatively early in an individual’s career path, are likely to play a key role in reproducing patterns of labor market inequality even before the real constraints of parenthood have set in. (shrink)

In the study of women in academia, the focus is often particularly on women’s stark underrepresentation in the math-intensive fields of natural sciences, technology, and economics. In the non-math-intensive of fields life, social and behavioral sciences, gender issues are seemingly less at stake because, on average, women are well-represented. However, in the current study, we demonstrate that equal gender representation in LSB disciplines does not guarantee women’s equal opportunity to advance to full professorship—to the contrary. With a cross-sectional (...) survey among N = 2,109 academics at mid-level careers in the Netherlands, we test the hypothesis that in LSB, female academics perceive to hit a “thicker” glass ceiling—that is, they see a sharper contrast between the high representation of women at the lower compared to the top levels. We test whether this predicts female academics’ lower estimated chances to reach full professorship relative to men in LSB. We introduce a novel perceived glass ceiling index, calculated based on academics’ perceptions of the share of women and men in their direct work environment minus their perceptions of gender ratio among full professors in their field. Results confirm that the perceived glass ceiling is thicker in the non-math-intensive LSB compared to math-intensive NTE fields. Furthermore, only in LSB, women perceived a thicker glass ceiling than men. Moreover, only among female academics, the thicker the perceived glass ceiling, the lower their estimated chances to become full professor 1 day. Combined, a moderated mediation showed that for women only, a thicker perceived glass ceiling in LSB compared to NTE disciplines predicted their lower estimated chances to advance to full professor level. No such mediation occurred for men. We conclude that women’s higher numerical representation in LSB disciplines does not negate a male-dominant normative standard about academic leadership and success. Paradoxically, the perceived odds for female academics to reach the top of their field are lower in fields where they are relatively highly represented, and this may pose unique barriers to women’s perceived opportunities for career success. (shrink)

The matter of salary levels and professional advancement is much discussed and debated today in business and academe. This paper examines the matter of salary determinants for law professors in colleges of management in the U.S. with an emphasis on examining how gender might affect professorial salary and rank. By focusing on one discipline in today''s academe and in a college having great student demand (management) coupled with a professed commitment to women''s rights and by holding constant variables relevant (...) to salary and rank, this study, addresses the matter of whether gender is a factor in determination of academic rank and salary. This study used correlation and path analysis in arriving at our conclusions. Our sample size meets statistically acceptable parameters. Our results corroborate earlier research which finds significant pay differences between women and men, but they show that at least for the sample of legal studies professors in this study, these pay differences are attributable to the number of years spent in academe. If women have only recently enjoyed opportunities for careers in this discipline, they do not have as much seniority, on average as men. Consequently, if universities pay salaries at least partly according to seniority, women''s salaries are likely to be lower than men''s salaries, as our study indicates. At the same time, however, even after controlling for seniority and other factors that might affect rank, there are still significantly fewer women in the higher ranks. These results point to the operation of a glass ceiling which restricts promotional opportunities for women in other fields. (shrink)

To what extent do the mother's and father's jobs and occupational sex-typing influence the status and sex-typing of their children's occupation at first entry into the labour market? Referring to a database containing 5027 respondents of two merged Dutch surveys held between 1992 and 1995, this study finds that the effect of the mother's occupational status on her daughter's is significant, but smaller than either the effect of father's status on his son's or his daughter's status. (...) The mother's occupational sex-typing is related to her daughter's occupational sex-typing. The more female sex-typed the daughter's occupation, the lower her occupational status. In the same way, the father's occupational sex-typing is related to his son's occupational sex-typing. While the extension of the classical status attainment models by the mother's occupation and occupational sex-typing leads to interesting and new coefficients, the authors conclude that the more elementary classical model is not invalidated by these new perspectives. (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)

This article examines the ways that managers in a rapidly globalizing industry use gendered discourses of skill to justify and frame their search for inexperienced workers in low-wage regions, using a case of a U.S.-based apparel firm that relocated and subcontracted its sewing operations in the 1990s. It uses feminist theory to examine managers' claims that women's sewing skills in the United States were disappearing and that they needed to seek out these skills in parts of the world where women (...) were not yet active participants in labor markets. Feminist researchers have long understood the ways that naturalization of skill cheapens women's labor. The case presented here highlights the way in which the portrayal of certain skills as naturally occurring resources justifies the movement of capital in search of new pools of workers without labor market experience or union representation. (shrink)

The dual labor market theory is one of the primary explanations for the gender differences in earnings. It shows that gender inequality and stereotypes lead to employment of men and women in different segments of the labor market characterized by various incomes. This theory is based on the hypothesis that such markets are divided into segments, which are divided by different rules of conduct for workers and employers. Differences also include production conditions, terms of employment, productivity (...) of employees, and the characteristics of the workers’ jobs. This labor division is related to employee characteristics such as gender, age, and race that define their work environment and lifestyle. (shrink)

In this article, we examine the factors determining the representation of women on boards of directors by considering three main questions. The first question deals with the relationship between characteristics of ownership and governance on one side, and female directorship on the other. The second major question concerns the demographic attributes of women directors, such as nationality, foreign experience, educational level, business expertise, and connections to external sources. The third important question refers to women in senior positions on French boards (...) (e.g., as independent members or board subcommittee members) in relation to firm characteristics and women’s demographic attributes. Our study focuses on French large- and mid-capitalized companies belonging to the SBF120 stock market index during a 5-year period running from 2000 to 2004. First, our results give evidence that the appointment of women directors is strongly related to family ownership and board or firm size. Second, the appointment of women directors is related to their professional services, valuable skills, and network links. Furthermore, we show that women face a double glass-ceiling problem, and note that French firms rely more on the demographic attributes of their women directors when they are appointed to senior board positions. Our study sheds light on issues concerning the law that comes into force in 2016, which imposes quotas of women members on boards of directors in French companies. (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)

This study analyses television news coverage of female politicians in Flanders. Women politicians receive less coverage than their male colleagues do. We investigate whether this gender bias can be explained by political differences between men and women or whether a real media bias exists. We examine ten possible explanations, which can be divided into two groups: characteristics of female politicians, such as their function, and of news features, such as the theme of the item. Overall, the lower level functions (...) of female politicians largely determine their limited television news coverage. Nevertheless, female politicians still get less speaking time, even when controlling for all ten variables. Thus, in addition to political gender differences, a real gender bias exists in Flemish television news: Female politicians receive less news coverage compared to male politicians with a similar political status. (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)

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)

This article uses Public Use Microsample data drawn from the 1990 census to explore the relationship between military presence, defined as the percentage of the local labor force in the active-duty armed forces, and women's employment and earnings across local labor market areas in the United States. Comparisons of local rates of unemployment and mean women's earnings are made between those LMAs in which the military plays a disproportionate role in the local labor market and those in which (...) military presence is low. Results suggest that women who live in labor market areas with a substantial military presence have, on average, lower annual earnings and higher rates of unemployment than their counterparts who live in nonmilitary LMAs. The argument is made that through the interaction of several socially situated conditions—including gender, family, labor markets, human capital, and place—the military emerges as a source of inequality in labor market outcomes for women working on or around military installations. (shrink)

This article uses 18 months of ethnographic observations with formerly incarcerated black women to contend that they are subjected to what I term rehabilitation labor—a series of unwritten state practices that seek to govern the transformation of formerly incarcerated people from criminals to workers. I reveal that employment is subjectively policed by state agents and must meet three conditions to count as work: reliable, recognizable, and redemptive. I find that women who are unable to meet these employment conditions are framed (...) by state agents as failing to demonstrate an appropriate commitment to their moral—and therefore criminal—rehabilitation, and consequently experience perceived threats of reincarceration. Building a theory of intersectional capitalism, I argue that rehabilitation labor is situated within a broader historical project of making black women legible to the state through the labor market. (shrink)

Comparable worth is a limited remedy for occupational segregation and the wage gap: It is compatible with meritocratic values, argued for in conventional labor market terms, and may increase tensions among men and women workers. But, while it relies on liberal political discourse, it has also improved the wages of women workers, broadened public thinking about discrimination, and stimulated cross gender wage comparisons unthinkable even a few years ago. This comment explains the limitations of comparable worth, not (...) in terms of the discourse proponents relied upon, but in relation to a specific political agenda and to a historical and political struggle over the control of the debate over comparable worth. As social science advocates for a more radical political agenda, it is our obligation to think more realistically about how we build a radical politics to accompany our discourse. (shrink)