Operationalizing Intersectionality: an Approach to Uncovering the Complexity of the Migrant Job Search in Australia

This paper explores the complexities surrounding the lived experiences of skilled migrant women and men from non‐English speaking backgrounds (NESBs) who arrive in Australia and attempt to seek work. The paper will analyze the migrants' experiences using intersectionality theory as a framework. Drawing on Anthias's social relations framework, this research will contribute to the field by demonstrating how intersectionality theory can be operationalized to understand the complex lived experiences of disadvantaged groups. The research will reveal how being a new migrant in Australia, unfamiliar with local job search processes, complicates jobseeking. The paper will show how gender and family roles impact this process, especially when young families are involved. Both genders suffer downward occupational mobility, with men seeking any type of work to get by, and women gravitating towards insecure forms of employment, or exiting the labour force, in order to manage the family unit.     

Balancing caring and paid work in the UK: narrating ‘choices’ as first-time parents

Paid work is generally accepted as an important dimension of hegemonic masculinities and men's identities, which can become heightened when they become fathers. Changes in global economies together with educational shifts and other demographic patterns mean that paid work has become a significant feature of many women's lives too. Increasingly across Europe women who are mothers combine caring, domestic chores, and paid work. Using data from a qualitative longitudinal study on women's experiences of transition to first-time motherhood in the UK, this paper will explore how women narrate and reconcile their decisions either to return to paid work or not to, following the birth of their first child (Miller 2005). These findings are considered alongside a companion study on men's experiences of transition to first-time fatherhood (Miller 2011). The comparison shows that women articulate work and caring decisions in narratives which convey a sense of ‘guilt’, whilst the men are able to talk more freely – and acceptably – about ‘career progression’ and the importance of work to their identity and their new family. Even though recent research points to some changes in men's involvement in caring and women's increased activities in the work-place, particular aspects of these arrangements remain seemingly impervious to change.     

Consequences of Partner Incarceration for Women's Employment

Research has documented the limited opportunities men have to earn income while in prison and the barriers to securing employment and decent wages upon release. However, little research has considered the relationship between men's incarceration and the employment of the women in their lives. Economic theory suggests that family members of incarcerated individuals may attempt to smooth income fluctuation resulting from incarceration by increasing their labor supply. This study used data from the Fragile Families and Child Wellbeing Study (N = 3,780) to investigate how men's incarceration is associated with the number of hours their female partners work as well as variation in this association. Results showed that, on average, women's hours of work were not significantly impacted by the incarceration of their partners. However, there was a positive relationship between partner incarceration and employment among more advantaged groups of women (e.g., married women, White women).     

In search of the glass ceiling: gender and recruitment to management in Norway's state bureaucracy1

There are still fewer female than male managers in Norway's state bureaucracy. This article asks if there are organizational barriers which prevent women from entering these positions. Is there really a glass ceiling, or must one look outside the organizational environment to find an explanation? Is it rather the case that the scarcity of female managers is caused by women's own preferences or their life situations outside work? Or do both contribute to the situation? The study shows that female managers are treated just as well as male managers in central parts of the state bureaucracy. Employers give equal shares of respect and attention to both genders. Female managers are encouraged to apply for the same number of jobs as men and are offered an equal number of jobs as men when they apply; in fact, women are offered more jobs than men, when one controls for the number of job applications. This indicates that organizational barriers are not the problem. The study also shows that there are no differences in work orientation between male and female managers. Female managers are just as ambitious as male managers. Nor do female managers find it more difficult than male managers to combine work and family life. So, how can one explain the low number of female managers? The study shows that one reason can be that female managers apply for management jobs less often than their male colleagues. The cause of this seems to be anticipated discrimination rather than lack of ambition or self‐confidence. However, this slows down women's movement into higher management positions in the state bureaucracy.     

Contextualizing Gender and Migration: Galician Immigration to Switzerland

Focusing on two main aspects of the Spanish‐Galician migration experience, this article attempts to analyze how migrants' actions and discourses are shaped by notions of gender. First, the discourse of returning will question notions of family and how differently men and women define their positions as members of a family. While men seem to link their social identity to immovable goods of prestige back in Galicia, women are able to redefine their social identity as they base it on social relations. The second aspect deals with the fact that cleaning is defined as women's work, but at the same time it is — under certain conditions — performed by men.     

Where everybody knows your name: the role of social capital in resettlement after an employee relocation

This exploratory research investigates the process of adaptation that follows the intra-national migration of families moved for a professional employee's job. The research suggests the existence of ‘relocation enclaves’ or areas of residence that are densely populated by relocated families. Qualitative interviews with wives relocated for their husband's jobs reveal the importance of building social capital to rebuild families' lives and the positive role that relocation enclaves can play in offering that social capital. Additionally, findings suggest that, contrary to Putnam's proposition that an influx of relocated families into a community would contribute to the erosion of community connections, relocated women are highly active in their new communities and they invest time and inject new ideas into local schools and organizations.     

Men and infertility: Insights from the sociology of gender

This review explores the framing of men and infertility in recent interdisciplinary social science research. I illustrate how men's diverse institutional roles surrounding medicalized experiences of infertility are critical for understanding inequality in reproduction. Situating research on men and infertility in the theoretical framework of gender as social structure shows how men's secondary position in reproduction can be seen across institutional roles, which include men as patients, men as partners, men as sperm donors, and men as doctors. Men's experiences with reproductive medicine often reinforce men's marginal position in reproductive medicine through institutionalized arrangements; yet, men are intimately and structurally involved in reproductive decisions. I argue that bringing gender to the center of research on infertility could make clear the many structural ways women and women's bodies are controlled, regulated, and treated by reproductive medicine.     

Masculinity and Non‐Traditional Occupations: Men's Talk in Women's Work

Occupation segregation is a persistent aspect of the labour market, and scholars have often researched what happens when women and men enter into what are seen to be ‘non‐traditional’ work roles for their sex. Research on men within women's roles has concentrated mainly on the challenges to a masculine identity, while research on workplace language has focused on women's linguistic behaviour in masculine occupations. To date, there has been relatively little research into the linguistic behaviour of men working in occupations seen as women's work (e.g., nursing, primary school teaching). To address this gap, this article focuses on men's discursive behaviour and identity construction within the feminized occupation of nursing. Empirical data collected by three male nurses in a hospital in Northern Ireland is explored using discourse analysis and the Community of Practice paradigm. This paper discusses how the participants linguistically present themselves as nurses by performing relational work and creating an in‐group with their nurse colleagues by actively using an inherently ‘feminine’ discourse style.     

Poking a sleeping bear: the challenge of organizational recruitment for controversial topics

ABSTRACT

Researchers often approach employers to investigate employees’ work and family experiences. Organizational willingness to grant access to employees can vary, especially when the research topic is seen as controversial or contentious for the employer. This paper explores this methodological challenge using a research example from Manitoba, Canada, which explored the use of parental leave by male employees and the impact of managerial attitudes and corporate culture on usage. Sixty large employers were recruited with only seven of those organizations agreeing to participate. In this paper, the reasons organizations gave for declining to participate and the implications of their decisions for the research are examined. Although the final sample included 905 managers and employees, participating organizations tended to be employee-focused and family-friendly employers. Organizations declined participation for a variety of reasons: avoiding raising the issue with unions, awareness that their policies unfairly benefited female leave takers, and simply not seeing the relevance of a topic relating to men’s work–family experiences. A dialogue often absent from the literature, it is important to understand how employers can limit researchers’ access to employees on controversial topics. The existence of such barriers suggests alternative avenues to recruit participants directly when topics are contentious for employers.     

Narratives of Spousal Support for the Careers of Men in Managerial Posts

This article analyses the narratives of men managers to see how they perceive their wives' support in relation to their careers. Our aim is to focus on different forms of spousal support and explore how the support can evolve in the course of the men's careers. We are also interested in what kind of gender relations men produce when narrating their experiences of spousal support for their career. The research material comprises interviews with 29 managers who are fathers. In contrast to many previous studies, the results here suggest that spousal support is not a fixed or uncomplicated phenomenon but is constructed as various and flexible by men: negotiated, enriching and declining. The narrative analysis, in which we detected three different story‐lines — romance, ‘happily‐ever‐after’ and tragedy — shows that the most positive narratives in terms of life satisfaction and career success were those in which spousal support was constructed as negotiated and men were willing to be flexible and adaptable in their gender relations with their spouse. More attention to a father's work and family integration is needed in the field of management and organizations.     

Sex Composition,Masculinity Stereotype Dissimilarity and the Quality of Men's Workplace Social Relations

Previous research suggests that the quality of men's work group social relations varies depending on the sex composition of the work unit. Previous studies also suggest that men derive different benefits from working with other men than with women and that the higher status associated with men and masculinity advantages men in their relations with women workers. Previous sex composition studies tell us little, however, about the extent to which the quality of men's work group social relations with women and other men depends on how well a man fits dominant masculinity stereotypes. Drawing on sex composition and gender constructionist approaches to gender and work I investigate in this study the effects of men's individual similarity to masculinity stereotypes on the affective quality of their social relations with coworkers, given the sex composition of their work groups. The data for this study consist of male, mostly white, non‐faculty employees of a public university in the northwest United States. I discuss my results in terms of both individual outcomes and implications for understanding sex and gender inequalities in work organizations.     

IMPLICATIONS OF INTERNET TECHNOLOGY FOR MEDICAL SOCIOLOGY IN THE NEW MILLENNIUM

This research examines how parental heterosexism—negative attitudes toward homosexuals and homosexuality—and other family characteristics relate to the development of children's attitudes toward people with HIV/AIDS (PWA). Attention is directed to the overall relationship between parents’ and children's attitudes and to the potential mechanisms through which these linkages are manifested. Based on social learning theories of childhood socialization, a range of mechanisms is considered, focusing on heterosexist attitudes in parents and communication with children about AIDS. Findings indicate that parental attitudes concerning homosexuals influence children's attitudes toward PWA, implying that there can be negative as well as positive consequences of parents’ beliefs on children's attitudes. The possibility of negative parental effects on children's prejudices toward PWA suggests that in-school HIV/AIDS education at younger ages is more important than previously thought.     

Agricultural body-building: Incorporations of gender,body and work

This paper is concerned with gendered embodiment of agricultural work, particularly the connection between women's gender identity and the body at work. Focussing on how the body enters into relations with the tools of work, four processes are identified by which women's bodies, work and machinery are incorporated into each other and give each other meaning. In the first category women's embodied competences are merged with the qualities of machinery much the same way as men. The second shows how women work to uphold a definition of their bodies as feminine despite the fact that they operate machinery. The third process shows that when machine work is incorporated into farm women's traditional work on the farm, neither the definition of women's bodies nor the tractor change. Finally, when women do not operate machinery as part of their work, the traditional conception of gendered, embodied farm work is maintained. The analysis establishes that there is no one to one relationship between work and the meaning of the embodied self, and highlights the complex and ironic relationship between machinery and femininities.     

Self-identifying as a caregiver: Exploring the positioning process

There is a huge body of research focused on family caregivers. Underpinning this body of knowledge is the assumption that there exists some distinct entity known as a ‘caregiver’. Drawing on data generated through in-depth qualitative interviews with forty seven family caregivers, this paper will examine the usefulness of this self-identification to family members. Questions asked of the data included: how does one come to self-identify as a caregiver, what does it mean to be a caregiver, and how does affiliation with this self-identity influence the experience of caring for an older or frail family member. The analysis suggests that a recognition of oneself as a caregiver is produced primarily through interactions with others; without external influence, family members will often see the work they are doing as simply an extension of their relational role. Affiliating oneself as a family caregiver appears to have positive benefits which include promoting effective use of community support services and creating a sense of belonging and connection to a broader community. This can be empowering. However, an unintended consequence of assuming the position of caregiver may be the inadvertent discounting and marginalization of the person requiring care. Positioning theory is introduced as a useful conceptual frame for understanding the process and implications associated with self-identifying as a caregiver.     

Women,work, and family in the Czech Republic—and comparisons with the West

What are the work-family experiences of Czech women, and to what extent are there similarities and differences with women in the West? Drawing on a cross-national survey and other findings, this paper points out that unlike the extensive part-time employment of many Western European women, most Czech women in the post-Communist era have continued to combine full-time employment with family roles. Maternity and parental leaves, kindergartens, and other policies have been important supports. It is argued that employment and economic independence remain important to Czech women, and although gender differentiation in women's domestic activities and men's preponderance in upper-level jobs in the economy and government is recognized, Western attributions of patriarchy have been resisted. Since family life is highly valued, many have seen women as advantaged in their greater family involvement and integration of both family and employment roles. Rather than opposition between men and women, Czechs generally point to partnership and overall social equality. During Communism Czechs learned that ‘time at work’ does not equal productivity, and women practiced an informal flextime to aid work-family integration. This ‘self-management’ of work time and of work and family activities is cited as a component of Czech women‘s sense of efficacy and gender equality. An interesting question for the post-Communist success of Czech women and work organizations is whether women's interest in self-management will be met by the support of managers and of workplace cultures and structures.     

Preparing,Working, Recovering: Gendered Experiences of Night Work among Women and their Families

The negative physiological consequences of night work are well evidenced, but there has been limited research on the gendered consequences of night work for partnered women with children. This paper examines women's experiences of night work by drawing on qualitative interview and audio sleep diary data with 20 UK female nurses working non‐regular rotating shifts, together with interview and diary data from their male partners and children. The analysis shows how the lived experience of women's night work is characterized by three phases, which we discuss within a timescape perspective. Alongside changes to paid work and sleep during the period of night shifts, the ‘preparation’ and ‘recovery’ phases of women's night work involve intense periods of considerable additional unpaid and unrecognized work and anxiety. Gendered expectations for household management and family wellbeing mean that women night workers undertake considerable responsibility for complex planning before night shifts begin, and re‐enter established domestic routines within hours after night shifts end. Women maintain continuity for their families by actively managing the impacts of night work. This enables the fulfilment and ‘display’ of successful and normative gendered patterns of domestic responsibility, which appears to be central to women's own coping with night shifts.     

Fathers' employment in a father-friendly welfare state: does fatherhood affect men's working hours?

An important aim of Norwegian work–family policies is to enhance the family role of fathers. Time-use surveys show a slight increase in fathers’ family work, but we still know little about the relationship between men's family circumstances and working hours. On the one hand, policy measures encourage the greater involvement of fathers in family life. On the other hand, men are the main providers in most couples and employment and breadwinning are still important components of men's fathering identity. In this paper, we examine the relationship between fatherhood and working time, with a particular focus on the possible effects of the number and ages of children. Utilizing the Norwegian Labour Force Survey 2005, we find that men's contractual working hours are not significantly affected by their parental status, but men do curtail their actual working hours when they have young children, and particularly if there is only one child in the household. However, men with school-aged children actually work longer hours than non-fathers and men with young children.     

Paternal incarceration and the family: Fifteen years in review

Since the turn of the 21st Century, research has highlighted the use of the American criminal justice system as a forager of young, low‐income, low‐educated, men of color, but less is known about how these men exist within such realities and construct meaningful relationships in their families. Research in the early 2000s has focused on how paternal incarceration affects these men, their partners, and their children. However, there is limited research about how these men understand fatherhood and the mechanisms for how paternal incarceration disrupts relationships and exacerbates inequality in the larger family system. Highlighting the consequences to family and child well‐being, the incarceration literature is beginning to focus on the variational and complicated experiences that families cope with when a father is incarcerated. This paper reviews the literature since the early 2000s, tracing what is known about incarcerated fathers and consequences for their children and families. In doing so, this paper discusses both the evolution of the literature and how more research about family processes is needed to understand the dynamic experiences of families and caregivers who manage periods of confinement during the age of mass incarceration in America.     

Family size,father's education,and children's educational attainment in intact white families

One body of previous research has documented a negative relationship between family size and educational attainment (Blau and Duncan 1967; Sewell et al. 1980; Coleman 1988). Another body of research has argued that because parents are likely to act as potential equalizers of attainment gaps among their children, this relationship is likely to vary depending on the level of parental education (Johnson 1972; Zajonc 1976; Griliches 1979). In an attempt to integrate these two bodies of research, this study examines recent GSS data on white men and women from intact families and aged 25 and over. This research finds support for both arguments. The findings suggest that although there is a direct negative relationship between family size and educational attainment, it varies across levels of father's education. The effect of family size on educational attainment turns positive for men when the father's education is at least high school. For women, it is positive only when the father's education is at least a B.A. Additionally, this relationship holds for men born after 1950 and for women born before 1950. This study rationalizes that changing labor market conditions and cultural pressures to be educated have contributed to such differential impacts of father's education on children's educational attainment across cohorts.