Using data from the General Social Survey and the National Organizations Survey, this study assesses the extent to which job search methods affect gender composition in a job. In contrast to past research and the popular notion that networking maximizes job search outcomes, it is found that women who use informal job search methods had jobs with more women in them compared to not using such methods. Women using formal job search methods had jobs with fewer women in them compared (...) to not using these methods. For men, job search methods were not associated with the gender composition of the job. (shrink)

We develop an evidence-based theoretical account of how widely shared cultural beliefs about gender, race, and class intersect in interpersonal and other social relational contexts in the United States to create characteristic cultural “binds” and freedoms for actors in those contexts. We treat gender, race, and class as systems of inequality that are culturally constructed as distinct but implicitly overlap through their defining beliefs, which reflect the perspectives of dominant groups in society. We cite evidence for the contextually contingent interactional (...) “binds” and freedoms this creates for people such as Asian men, Black women, and poor whites who are not prototypical of images embedded in cultural gender, race, and class beliefs. All forms of unprototypicality create “binds,” but freedoms result from being unprototypical of disadvantaging rather than advantaging statuses. (shrink)

In this article, I analyze survey data from more than 1,000 financial services employees to understand how gender inequality manifests itself in employees' informal networks. I found that even when Black and white women had jobs in which they controlled organizational resources and had ties to powerful employees, they received less work-related help from their network members than did white men. Drawing on status characteristics theory, I explain that network members were less likely to invest in women than in white (...) men because of cultural beliefs that rank women below that of white men. While past research has documented how employers use gender to rank workers and distribute rewards unequally, my research indicates that workers use gender to categorize and rank their network members as well. (shrink)