Feminized care work occupations have traditionally paid lower wages compared to non–care work occupations when controlling for human capital. However, when men enter feminized occupations, they often experience a “glass escalator,” leading to higher wages and career mobility as compared to their female counterparts. In this study, we examine whether men experience a “wage penalty” for performing care work in today’s economy, or whether the glass escalator helps to mitigate the devaluation of care work occupations. Using data from the Survey (...) of Income and Program Participation for the years 1996-2011, we examine the career patterns of low- and middle-skill men in health care occupations. We found that men in occupations that provide the most hands-on direct care did experience lower earnings compared to men in other occupations after controlling for demographic characteristics. However, men in more technical allied health occupations did not have significantly lower earnings, suggesting that these occupations may be part of the glass escalator for men in the health care sector. Minority men were significantly more likely than white men to be in direct care occupations, but not in frontline allied health occupations. Male direct care workers were less likely to transition to unemployment compared to men in other occupations. (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)

Research on gender inequality has posited the importance of gender discrimination for women’s experiences at work. Previous studies have suggested that gender stereotyping and organizational factors may contribute to discrimination. Yet it is not well understood how these elements connect to foster gender discrimination in everyday workplaces. This work contributes to our understanding of these relationships by analyzing 219 discrimination narratives constructed from sex discrimination cases brought before the Ohio Civil Rights Commission. By looking across a variety of actual work (...) settings, the analysis sheds light on the cultural underpinnings and structural contexts in which discriminatory actions occur. The analyses reveal how gender stereotyping combines in predictable ways with sex composition of workplaces and organizational policies, often through interactional dynamics of discretionary policy usage, to result in discrimination. The findings suggest the importance of cultural, structural, and interactional influences on gender discrimination. (shrink)

How does gender affect work rewards for professionals in a state-run economy? Using surveys from physicians in Estonia in 1991, the authors first found that the gender of the physician did not affect the level of formal rewards. However, because the state allocated formal rewards on the basis of professional purity, which was negatively correlated with feminization, specialties that had the greatest proportion of women also had the lowest formal rewards. These findings contrast with the author's findings for the level (...) of informal “black market” rewards. Women were less likely to receive informal rewards than men, especially if they worked in subfields high in professional purity. The authors conclude that the link between professional purity and feminization is critical in explaining pay differences informal work rewards while gender itself is the critical factor in explaining informal reward differences. (shrink)

Mainstream theory and research in the field of social movements and political sociology has, by and large, ignored the influence of gender on social protest. A growing body of feminist research demonstrates that gender is an explanatory factor in the emergence, nature, and outcomes of all social movements, even those that do not evoke the language of gender conflict or explicitly embrace gender change. This article draws from a case study of the postpartum depression self-help movement to outline the relationship (...) between gender and social movements. Linking theories of gender to mainstream theories on social movements allows us to recognize gender as a key explanatory factor in social movements and, in turn, to identify the role that social movements play in the social construction of gender. (shrink)

The purpose of this article is to assess Rosabeth Moss Kanter's work on tokenism in light of more than a decade of research and discussion. While Kanter argued that performance pressures, social isolation, and role encapsulation were the consequences of disproportionate numbers of women and men in a workplace, a review of empirical data concludes that these outcomes occur only for token women in gender-inappropriate occupations. Furthermore, Kanter's emphasis on number balancing as a social-change strategy failed to anticipate backlash from (...) dominants. Blalock's theory of intrusiveness suggests that surges in the number of lower-status members threaten dominants, thereby increasing gender discrimination in the forms of sexual harassment, wage inequities, and limited opportunities for promotion. Although Kanter's analysis of the individual consequences of tokenism was compelling to researchers and organizational change agents, continued reliance on numbers as the theoretical cause of, and as the solution to, gender discrimination in the workplace neglects the complexities of gender integration. (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)

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)

Considerable attention has been paid recently to the gendering of organizations and occupations. Unfortunately, the gendered-organizations approach remains theoretically and empirically underdeveloped, as there have as yet been few clear answers to the question central to the perspective: What does it really mean to say that an organization itself, or a policy, practice, or slot in the hierarchy, is “gendered”? Reviewing literature in the gendered-organizations tradition, the author discusses three of the most common ways the perspective has been applied and (...) argues that all of these definitions pose potential problems for the project of meaningful social and organizational change. The article concludes with some suggestions about how a more useful conception of the gendered organization might be built. (shrink)

Women’s status in the Western world has improved enormously, but the revolution that would make women and men truly equal has not yet occurred. I argue that the reason is that gender divisions still deeply bifurcate the structure of modern society. Feminists want women and men to be equal, but few talk about doing away with gender divisions altogether. From a social constructionist structural gender perspective, it is the ubiquitous division of people into two unequally valued categories that undergirds the (...) continually reappearing instances of gender inequality. I argue that it is this gendering that needs to be challenged by feminists, with the long-term goal of doing away with binary gender divisions altogether. To this end, I call for a feminist degendering movement. (shrink)

Gender inequity is prevalent in the workplace. It violates the principle of equal treatment for all employees, and often leads to problems with retention, morale, and performance. Individuals, however, may have different perceptions of gender inequity. In this study, we examined the relationship between individual and organizational level variables and perceived gender inequity for a sample of church workers. Regression analysis was used to test several hypotheses informed by social psychological theories. The results showed that (1) individuals perceived gender inequity (...) in the workplace; (2) organizational level variables had more effect on perceived gender inequity than individual level variables; and (3) compared to men, women perceived greater gender inequity favoring males. Discussion, limitations, and suggestions for future research are provided. (shrink)

This article focuses on key features of the use of sex and gender in titles of articles about women, science, and engineering over an important forty-six-year period. The focus is theoretically and empirically consequential. Theoretically, the paper addresses science as a critical case that connects femininity/masculinity to social stratification; and the use of sex and gender as an enduring, analytical issue that reveals perspectives on hierarchies of femininity/masculinity. Empirically, this article identifies the emergence, development, and stabilization of published articles about (...) women, science, and engineering that use sex and gender in their titles. The distinctive method involves search, retrieval, and review of 23,430 articles, using intercoder reliabilities for inclusion/exclusion. This results in a uniquely specified and comprehensive set of articles on our subject and the identification of titles with sex and gender. Findings point to the growth of gender titles, their increase in every field, differing concentrations of sex and gender titles in journals, a span of telling topic areas, and higher citation rates of gender, compared to sex, titles. Broader implications appear in reasons for the growth of gender titles, meanings of topic areas that occur, insights into social inequalities and science policies, and emerging complexities of nonbinary categories of sex/gender. (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)

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)

A long-standing debate in social theory concerns the relative merits of structural approaches versus those that highlight the social actor. This article examines how various feminist approaches to gender inequality have incorporated assumptions about structure and agency, and suggests that existing perspectives could be improved by linking gender as a structural property of social organization and as a property of actors. Suggestions for an alternative conception of gender that acknowledges both dimensions of social life are discussed.

This article applies two explanations of sexual harassment—gender dominance and sex-role spillover—in multivariate analyses of perceptions of two forms of harassment of women in legal settings by male judges and attorneys. Regression analyses of data from statewide samples of Florida judges and attorneys support the age/spillover hypothesis: Older cohorts of men are markedly less likely than are other respondents to perceive male judges' and attorneys' gender-typing behavior. Some support is also found for the age/dominance hypothesis, which predicts that younger women (...) will be especially aware of more serious forms of sexual harassment by male judges and attorneys. Younger women judges, particularly those with a feminist orientation, show markedly greater awareness of sexual advances and other dominance behaviors by male judges. (shrink)

The dictate in feminist intersectional theory to not “count oppressions” is difficult to reconcile with the experience of many lesbians of color that “not all differences are created equal” inside social movement organizations. Meso-level factors, such as organizational structure and sociopolitical environment, may result in the perception of individuals or groups that one form of structural inequality is more oppressive than others. The author focuses on the experiences of lesbian staff and clients at Bienestar, a large Latino health organization in (...) Los Angeles focusing primarily on HIV/aids prevention and education. This study demonstrates that oppression can be experienced as additive and that counting and ranking oppressions may remain a common practice and important political strategy in the context of some social movement organizations. This article also responds to the need for more research that builds on the gendered organizations approach by examining some of the factors that contribute to change in organizational gender ideology and practices. (shrink)

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

Many employers assess their workforces with gendered and racialized imagery that can put groups of workers and applicants at a disadvantage in the labor market. Based on 78 interviews with white employers in Atlanta, the author reveals that some employers use a complex but widely shared stereo-type of Black working-class women as single mothers to typify members of this group. These employers use this single-mother image to explain why they think Black women are poor workers, why they think Black women (...) are reliable workers, and why they think Blacks are poorly prepared for the labor market. In focusing on these white employers' claims, the author concentrates not on the well-documented out-comes of labor market discrimination, such as differential rates of pay and promotion, but on how employers construct and use the images that may from the basis of it. This is especially relevant amid current attacks on affirmative action programs. (shrink)

How do technically-skilled women negotiate the male-dominated environments of technology firms? This article draws upon interviews with female programmers, technical writers, and engineers of diverse racial backgrounds and sexual orientations employed in the San Francisco tech industry. Using intersectional analysis, this study finds that racially dominant women, who identified as LGBTQ and presented as gender-fluid, reported a greater sense of belonging in their workplace. They are perceived as more competent by male colleagues and avoided microaggressions that were routine among conventionally (...) feminine, heterosexual women. We argue that a spectrum of belonging operates in these occupational spaces dominated by men. Although white and Asian women successfully navigated workplace hostilities by distancing themselves from conventional heterosexual femininity, this strategy reinforces inequality regimes that privilege male workers. These findings provide significant theoretical insights about how race, sexuality, and gender interact to reproduce structural inequalities in the new economy. (shrink)

Although ever-increasing numbers of women in the United States have been choosing small-business ownership in an apparent attempt to escape their well-documented inequality in the labor market, in this country, small businesses owned by women tend to be less successful than those owned by men. This article brings together the scattered pieces of data available in order to shed light on women's inability to gain greater parity with men in the small-business arena in the United States. Analysis suggests that U.S. (...) women's influx into small capitalism results from their movement into expanding, but highly competitive, industrial niches that are relatively unattractive to men. The authors find that these woman-owned businesses are concentrated within traditionally female-typed fields with lower average business receipts than male-typed fields. Moreover, even within the same industrial subcategories, women owners achieve less economic success than men owners. Although some of the immediate barriers faced by U.S. women in the small-business arena-such as lack of access to capital and government contracts-differ from those that confront women employees, the underlying causes are similar. The authors' discussion suggests that women in the United States carry their labor market disadvantage with them to the small-business sphere, where it is compounded by new manifestations of the same institutional barriers. (shrink)

This article examines gender discrimination in earnings and promotions in a sample of 451 computer professionals employed by 14 organizations in a western Canadian city. The data suggest that women computer professionals do less well than their male counterparts in terms of income and job status; the differences are largely attributable to differences in work experience. Strength apparently does not lie in numbers, however. Organizations that hire relatively more women computer professionals seem to choose those who are less well educated (...) and less experienced than their male employees; they reward them correspondingly less well. The authors argue that the different proportions of women are the result of predictable strategies of recruitment aimed at limiting women's access to positions of authority. (shrink)

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)

The authors explore how urban versus rural community location shapes the extent to which various individual, relational, and structural factors affect the gender gap in small business success. Building on previous research on gender and small business success, gender queuing theories, and gendered organization/institution theories, they develop a place-specific theory of the gender gap in small business success. The findings, based on small business data collected in urban and rural Iowa, support queuing arguments and raise questions about the effectiveness of (...) crowded-sector explanations. They indicate that the gender gap in small business success operates such that men-owned businesses are more successful in both urban and rural settings but that men-owned businesses are even more successful than women-owned businesses in urban than rural communities. The authors discuss the causes and consequences of the gender gap in small business success in rural and urban places and identify key issues for further research. (shrink)

In this article the authors seek an answer to the question: does the percentage of women working in an industry have an effect on earnings distinct from the effect of sex at the individual level? On the basis of the `comparable worth' approach, the authors hypothesized that, controlling for education, experience and sex, the percentage of women working in an industry would have a negative effect on earnings. This hypothesis was tested by performing multi-level analyses using data from 12 countries. (...) The hypothesis was confirmed: the multi-level analyses showed a significant negative effect of the percentage of women in an industry on individual earnings, when individual characteristics were controlled for. This effect applied equally for men and women working in an industry. Part, though not all, of the effect could be accounted for by the fact that female-dominated industries are less unionized and more characterized by small firms than male-dominated industries. (shrink)