Enduring disparities in choice of college major constitute one of the most significant forms of gender inequality among undergraduate students. The existing literature generally equates major choice with career choice and overlooks possible variation across student populations. This is a significant limitation because gender differences in major choice among liberal arts students, who attend college less for specific career training and more for broader learning objectives, are just as great as among those choosing pre-professional majors. This study addresses this gap (...) by examining how privileged men and women at an elite, liberal arts university select their fields of study. Drawing on in-depth interviews, findings contradict the prevailing assumption of a unitary model of major choice as career choice by revealing a plurality of gendered meanings around choosing a field of study. Majors may play an important part in the construction of an intellectual identity as much as a means of career preparation. How students approach the choice relates to both gender and social background. For privileged students, traditional gendered associations with bodies of knowledge hold salience in their decision making as well as expectations of reproducing future elite family roles. This research also illuminates how gendered processes of choosing fields of study take place in relationship to particular institutional contexts. (shrink)

Gender differences in children’s and adults’ time use are well documented, but few have examined the intervening period—young adulthood. Because many Americans navigate higher education in young adulthood, college time use provides insight into how gendered behaviors evolve during this critical life stage. Using three years of time use data from the National Longitudinal Survey of Freshmen and latent transition analysis, I examine gender differences in time use within and across the college years for those in selective institutions. Among students (...) whose time use is consistent throughout college, I find that women exhibit academically-oriented time use more often, and men exhibit socially oriented time use more often. However, many men transition from social time use at the beginning of college to academic time use toward the end—to the extent that gender gaps in academic time use converge by the third year. I argue that men and women construct distinct college pathways, and that men, in particular, must reroute their time use to accommodate gendered expectations for the transition to adulthood. (shrink)

The author, a feminist writer and professor, shares insights and strategies on teaching.

According to the perspective developed in this article, widely shared, hegemonic cultural beliefs about gender and their impact in what the authors call “social relational” contexts are among the core components that maintain and change the gender system. When gender is salient in these ubiquitous contexts, cultural beliefs about gender function as part of the rules of the game, biasing the behaviors, performances, and evaluations of otherwise similar men and women in systematic ways that the authors specify. While the biasing (...) impact of gender beliefs may be small in any one instance, the consequences cumulate over individuals’ lives and result in substantially different outcomes for men and women. After describing this perspective, the authors show how it sheds newlight on some defining features of the gender system and illustrate its implications for research into specific questions about gender inequality. (shrink)

Gender scholars use the metaphor of the “glass escalator” to describe a tendency for men in women-dominated workplaces to be promoted into supervisory positions. More recently, scholars, including the metaphor’s original author, critique the glass escalator metaphor for not addressing the intersections of gender with other relevant identities or the ways that work has changed in the twenty-first century. I apply an intersectional lens to understand how gender and race shape women’s career paths in tech work, where twenty-first century changes (...) to the organization of workplaces are common. I build on theories of raced and gendered labor and the glass escalator to make sense of women’s careers in a contemporary field dominated by men. I find some evidence that white women, but not women of color, experience something similar to a “glass escalator” where they are promoted into management, but those promotions are a smaller step up—more step stool than escalator. These promotions move women out of technical positions and towards business and management, releasing engineering teams from the pressure to fully incorporate women. (shrink)

They do not need to be rescued from masculinity."--BOOK JACKET.

Using an ethnographic and longitudinal interview study of college women and in-depth interviews with their parents, I argue that mid-tier flagship universities still push women toward gender complementarity—a gender-traditional model of economic security pairing a career oriented man with a financially dependent woman. Combining multilevel and intersectional theories, I show that the infrastructure and campus peer culture at Midwest University supports this gendered logic of class reproduction, which reflects an affluent, white, and heterosexual femininity. I argue that this logic may (...) only work for a minority of students, and plays a role in reinforcing class inequities among women. (shrink)