In this article, the authors operationalize the intersection of gender and race in survey research. Using quantitative data from the Multi-City Study of Urban Inequality, they investigate how gender/racial stereotypes about African Americans affect Whites’ attitudes about two types of affirmative action programs: job training and education and hiring and promotion. The authors find that gender/racial prejudice towards Black women and Black men influences Whites’ opposition to affirmative action at different levels than negative attitudes towards Blacks as a group. Prejudice (...) toward Black women has a larger effect on Whites’ policy preferences than does prejudice toward Black men or Blacks in general. In future research, survey methodologists should develop better intersectional measures to further document these gender/racial attitudes. (shrink)

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)

This article examines changes in men's attitudes toward the family provider role using data from the National Opinion Research Center, General Social Surveys for 1972 through 1989. Men's attitudes have become more egalitarian over this period; however, men approve more of sharing provider-role enactment than of sharing provider-role responsibility. Cohort succession was a more important source of change than change within cohorts. Differences among men in attitudes toward the provider role were associated with differences in men's provider-role experiences, although there (...) was a time lag between change in actual experience and change in attitudes. The findings suggest that structural change in the economy of the family that has changed men's experience as breadwinners is the major force altering gender expectations about family roles. Attitudes among some groups of men, those not directly affected by these changes and married men who gain privileges from the breadwinner status, however, continue to reflect past ideology. (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)

This article explores the meanings of manhood as articulated by Afro-American men. Conceptualization and Q-sort methods are used to examine men's construction of manhood and men's ratings of the importance of selected attributes to being a man. Manhood emerged as a multidimensional construct with four major domains and 15 distinct clusters of ideas. The cluster of attributes rated as most important to being a man paralleled the conceptualization of manhood derived from the open-ended interviews for both professional and nonprofessional men. (...) Men's ratings of attributes in the areas of ownership, manliness, spiritual and religious, and power varied by occupational status. (shrink)

Research on the intersection of race and gender suggests that, for African Americans, racial inequality is more salient than gender inequality. However, theoretical perspectives on the multiplicative effects of status positions and “outsider within” models suggest that minority group membership can be a catalyst for the development of feminist attitudes. This article examines three issues central to feminism: recognition and critique of gender inequality, egalitarian gender roles, and political activism for the rights of women. The authors found that support for (...) feminist ideology was common for both African American women and men, although the level of support varied depending on the issue and by gender. Factors predicting the endorsement of feminist ideology also varied depending on the issue and by gender. The authors found partial support for the race saliency hypothesis, but there was also evidence of the multiplicative effects of status positions on African Americans' feminist attitudes. (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)

Theorists have posited that investment in production has a radical impact on women's gender-role attitudes, whereas investment in reproduction exerts a conservative influence. Informed by an interactive approach to understanding the effects of racism and sexism, this article explores the commonalities and differences in Black and White women's gender-role attitudes, and assesses the applicability to Black women of the investment-in-production and investment-in-reproduction hypothesis. The data in part supported the contention that this hypothesis would be more valid for White than Black (...) women. The article concludes that the exclusion of race from our analyses impedes and distorts the development of feminist theory. (shrink)