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)

This study uses data from the National Longitudinal Survey of Youth to explore the intersections of gender and race on fathers' labor market outcomes. Fixed-effects models reveal that for married whites and Latinos, the birth of a child is associated with an increase in hourly wages, annual earnings, and annual time spent at work. For married Black men, the birth of a child is associated with a smaller increase in hourly wages and annual earnings but not associated with an increase (...) in annual time spent at work. Furthermore, married Black men do not experience an increase in hourly wages or work hours because of a reduction in their wives' work hours. In contrast, married whites and Latinos earn more when their wives work less. These findings imply that gendered workplace and family experiences differ among fathers and that not all men benefit from specific family formations in exactly the same way. (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 article examines the interlinked impacts of gender and race on occupational prestige, segregation, and earnings. Included are occupations about which Bose and Rossi reported prestige ranks and about which the 1980 census reported earnings and relevant gender/race breakdowns. White men are used as the comparison group. Contrasted to them are the gender/race groups of white women, Black men, Black women, Asian-American men, Asian-American women, Hispanic men, and Hispanic women. Race has a more powerful impact than gender on the prestige (...) level a worker is likely to enjoy, but gender does affect prestige within particular racial groups. For segregation and earnings, the strongest effects are those of gender, although there are clear race effects too. Segregation examined in terms of the prestige of occupations in which different groups find themselves shows race and gender effects. Many researchers have pointed to the need for considering both gender and race in examining the American occupational structure. Our findings strongly support that call. (shrink)

The practice of law is an occupation that has historically been dominated by white men. In recent decades, however, a small but growing number of Chicanas have entered this field. Their entry raises a number of questions regarding their occupational incorporation and mobility. This article analyzes the findings from qualitative interviews with 15 Chicana attorneys. These women identify organizational practices embedded in law firms that reinforce racism, sexism, classism, and homophobia. These structural and interactional dynamics often limit opportunities for professional (...) advancement of Chicana attorneys who “cross the border” into this white, male-dominated occupation. This research also illuminates innovative tactics employed by Chicanas to achieve their own definitions of professional “success.” My analysis reveals key mechanisms in workplace structure and interaction that reinforce racially gendered “borders” created by co-workers and supervisors who “nunca toman en cuenta ” the presence of successful Chicanas. (shrink)