Job evaluation systems are becoming increasingly important in Europe to counter sex‐discrimination, but evaluation criteria can themselves be discriminatory. Dr Jeanne de Bruijn is Professor in Women and Policy at the Free University of Amsterdam.

Implicit bias is one of the most successful cases in recent memory of an academic concept being translated into practice. Its use in the National Science Foundation ADVANCE program—which seeks to promote gender equality in STEM careers through institutional transformation—has raised fundamental questions about organizational change. How do advocates translate theories into practice? What makes some concepts more tractable than others? What happens to theories through this translation process? We explore these questions using the ADVANCE program as a case study. (...) Using an inductive, theory-building approach and combination of computational and qualitative methods, we investigate how the concept of implicit bias was translated into practice through the ADVANCE program and identify five key features that made implicit bias useful as a change framework in the academic STEM setting. We find that the concept of implicit bias works programmatically because it is demonstrable, relatable, versatile, actionable, and impartial. While enabling the concept’s diffusion, these characteristics also limit its scope. We reflect on implications for gender theories of organizational change and for practitioners. (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)

Methodology is often a point of contention in gender-based salary studies. Although this debate seems at first to be merely about technical issues, it also has an important conceptual dimension. We argue that there are two competing implicit conceptions of discrimination, one institutional and the other individual, that underlie many such debates. We first contrast the preferred methodologies advanced by each side, the policy capturing approach and the flagging approach, and explore the theoretical meaning of their statistical models. We then (...) describe a practical application of both methodological approaches in one specific salary inequity study. In conclusion, we reflect on the implications of such practical statistical choices, discuss how such models can be combined, and make suggestions for sociologists who act as statistical experts or work with them in gender-based salary inequity studies on their own campuses. (shrink)

In this article, the author addresses two feminist issues: first, how to conceptualize intersectionality, the mutual reproduction of class, gender, and racial relations of inequality, and second, how to identify barriers to creating equality in work organizations. She develops one answer to both issues, suggesting the idea of “inequality regimes” as an analytic approach to understanding the creation of inequalities in work organizations. Inequality regimes are the interlocked practices and processes that result in continuing inequalities in all work organizations. Work (...) organizations are critical locations for the investigation of the continuous creation of complex inequalities because much societal inequality originates in such organizations. Work organizations are also the target for many attempts to alter patterns of inequality: The study of change efforts and the oppositions they engender are often opportunities to observe frequently invisible aspects of the reproduction of inequalities. The concept of inequality regimes may be useful in analyzing organizational change projects to better understand why these projects so often fail and why they succeed when this occurs. (shrink)

The feminist goal of challenging inequality requires distinctive methods such as combining social action with research and using participatory approaches. These methods strengthen scientific standards of good evidence and open debate, but they conflict with elitism and careerism in academia and hence are rarely used. Nonhierarchical structures must be created.

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)

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)

Job evaluation systems are becoming increasingly important in Europe to counter sex‐discrimination, but evaluation criteria can themselves be discriminatory. Dr Jeanne de Bruijn is Professor in Women and Policy at the Free University of Amsterdam.

This article discusses female office workers' own definitions of information technology, based on a study with a group of Finnish office workers, in which they studied and evaluated information systems and analysed their work as well as making proposals for their IT systems. IT is considered as a textuality that is connected with the office workers' subjectivities and their organizational activities. For office workers, defining information systems means a struggle for their own subjectivities. Starting from the concrete practices and interviews (...) with the office workers, the article examines how their 'own' definitions of IT were constructed; how office workers' situated interpretations and textualities interacted; how organizational relations and textualities intervened in the definitions; and how women's mutual support made it possible to approach something that could be considered women's 'own' definitions. (shrink)

Abstract‘The Future of Legal Gender’ project has assessed the potential implications for feminist legal scholarship and activism of decertifying sex/gender. Decertification refers to the state moving away from officially determining or registering sex/gender. This article explores the potential impact of such moves on equal pay law and gender pay gap reporting. Equal pay and gender pay gap reporting laws provide an important focus for the project because they aim to address structural dynamics associated with persistent pay inequality that women experience (...) across occupations in the United Kingdom. These legal measures illuminate gendering as a large-scale social problem widely understood to operate structurally and systemically. What effect, then, could decertifying sex/gender have on the law and conceptual power of equal pay? Might decertification undermine the structure of equal pay law, with all hard-won gains it has brought for women? Or is it possible to imagine that decertification could accompany a more inclusive and effective legal architecture for equal pay? (shrink)

Desktop computerisation is a widespread phenomenon that affects many women office workers. So far, much of the discussion of this topic treats these workers as ‘users’ while the need for them to (re)design their work and information systems tends to be ignored.This paper applies both conventional and social analytic notions of information systems design to archetypal secretarial work groups, and argues that hitherto under-recognised elements of system design are endemic to desktop computerisation. Case studies which examine how office groups have (...) created information systems and associated work practices, largely through their own efforts, illustrate how this design work can be accomplished. The informal, localised processes of collaborative problem solving, development and sharing of local expertise are important ingredients in this achievement. Broader mobilisation efforts can also play a role. (shrink)

The gender-based wage gap in Swedish banks began to increase in 1983 after many years of decline. The growth in the gap between the wages of nonmanagerial women and men employees was particularly high. This article asks, How did this happen? Wage setting, part of the processes of control in capitalist economies, is accomplished through concrete practices under specific historical conditions. The author studied these practices and conditions to understand the increasing wage gap. Through interviews and examination of union and (...) management documents, the author constructs an account of a wage-setting process that, in spite of a strong union and centralized bargaining, allows management to make discretionary wage decisions that favor raises for men over raises for women. Since 1983, competition and deregulation in the banking sector as well as union strategies have created conditions in which an increasing proportion of annual wage increases have been distributed on a discretionary basis. This has led to an increase in the wage gap. The author concludes that policies to raise women's relative wages should pursue general, across-the-board bargaining rather than individualized wage setting. (shrink)

Explanations of productivity differences between men and women in science tend to focus on the academic sector and the individual level. This article examines how variation in organizational logic affects sex differences in scientists' commercial productivity, as measured by patenting. Using detailed data from a sample of academic and industrial life scientists working in the United States, the authors present multivariate regression models of scientific patenting. The data show that controlling for education- and career-history variables, women are less likely to (...) patent than men. However, in biotechnology firms—industrial settings characterized by flatter, more flexible, network-based organizational structures— women scientists are more likely to become patent-holding inventors than in more hierarchically arranged organizational settings in industry or academia. The authors discuss how the organization of scientists'work settings may influence enduring disparities between men and women in science and the implications of these findings for future work. (shrink)