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.     

In search of family-friendly careers? Professional strategies,work conditions and gender differences in work–family conflict

The aim of this paper is to investigate whether women in a dual-earner context acquire family-friendly jobs as a strategy to keep work–family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n?≈?2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more family-oriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work–family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women’s lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid ‘family-unfriendly’ requirements for constant availability. To some extent, this enables them to limit their work–family conflict but due to their lower control over work, women still experience more conflict than men in the same occupation.     

Taking Pressure Off Families: Child‐Care Subsidies Lessen Mothers’ Work‐Hour Problems

We use the Philadelphia Survey of Child Care and Work to model the effect of child‐care subsidies and other ecological demands and resources on the work hour, shift, and overtime problems of 191 low‐income urban mothers. Comparing subsidy applicants who do and do not receive cash payments for child care, we find that mothers who receive subsidies are 21% less likely to experience at least one work hour–related problem on the job. Our results suggest that child‐care subsidies do more than allow women to enter the labor force. Subsidies help make it easier for mothers in low‐wage labor both to comply with employer demands for additional work hours and to earn the needed wages that accompany them.     

Long Working Hours and the Corporate Gender Divide in Japan

While the workplace custom of working long hours has been known to exacerbate gender inequality, few have investigated the organizational mechanisms by which long working hours translate into and reinforce the power and status differences between men and women in the workplace. Drawing on 64 in‐depth interviews with workers at financial and cosmetics companies in Japan, this article examines three circumstances in which a culture of long working hours is disadvantageous for women workers, and the consequences of those circumstances: (a) managers in Japanese firms, reinforcing gender stereotypes, prioritize work over personal and family lives; (b) non–career‐track women experience depressed aspirations in relation to long working hours and young women express a wish to opt out due to the incompatibility of work with family life; and (c) workers who are mothers deal with extra unpaid family work, stress such as guilt from leaving work early, salary reduction and concerns over their limited chances for promotion. The article argues that the norm of working long hours not only exacerbates the structural inequality of gender but also shapes employed women's career paths into the dichotomized patterns of either emulating workplace masculinity or opting out.     

Gender differences in the reemployment status of displaced workers human capital as signals that mitigate effects of bias

Data from the Current Population Survey's Displaced Workers Supplement for year 2000 indicate that after job loss, women become reemployed less frequently than do men. To explain this difference, we test sets of hypotheses derived from Human Capital and Gender Queuing theories. The results support the theory that in their hiring of displaced workers, employers tend to place men in a higher labor queue than women. Net of human capital factors, women are significantly less likely than men to be reemployed following the loss of a job. However, results also show that for women only, certain human capital characteristics substantially improve their reemployment chances. Unmarried women displaced from full-time and white-collar high-level occupations were significantly more likely to become reemployed than were women without these characteristics. The results suggest that queuing processes interact with human capital characteristics in a gender specific manner. Because employers lack perfect information about job applicants, they rely on certain human capital characteristics that signal the extent to which women in the labor market depart from prevailing negative stereotypes about women workers. To employers, unmarried women displaced from full-time managerial and professional jobs may appear more productive and committed to work than do women lacking these types of human capital. Thus, the possession of certain types of human capital among women can mitigate the effects of gender bias in the hiring of displaced labor.     

Seeking Liberation,Facing Marginalization: Asian Americans and Pacific Islanders' Conditional Acceptance in Hip‐Hop Culture

Using interview data with Asian American and Pacific Islander (AAPI) hip‐hop participants, we analyze how respondents construct hip‐hop as a liberating space where they can circumvent limiting racial and ethnic stereotypes. However, an intersectional lens reveals the constraints that hip‐hop's hypermasculinity places on AAPI men as well as the ethnosexualized expectations that AAPI women must negotiate. The experience of AAPI men and women in hip‐hop due to their unique position in racial and gender hierarchies interacts with stereotypical notions of AAPI people in wider society to relegate these participants to the margin rather than center of hip‐hop culture. Thus, we find respondents' constructions of hip‐hop less an indicator of hip‐hop culture's openness than a statement of how constricting the mainstream U.S. culture is for AAPI Americans, rendering hip‐hop's conditional acceptance preferable by comparison.     

Gender Differences in the Effect of Job Characteristics on Work‐to‐Family Conflict in Japan: Application of the Job Demands‐Resources Model into Japanese Population1

This article uses the job demand‐resources (JD‐R) model to analyze the Japanese population and gender differences in work‐to‐family conflict in Japan. Using data from the International Social Survey Programme in 2015, the study addresses four main questions: (i) does the JD‐R model apply to the Japanese population? (ii) which gender is more likely to experience work‐to‐family conflict? (iii) does gender moderate the relationship between work‐related factors and work‐to‐family conflict? and (iv) do different factors predict work‐to‐family conflict between men and women? The findings show that the JD‐R model applies in part to the Japanese population, and women are more likely to experience a higher level of work‐to‐family conflict than men. There are also different factors predicting work‐to‐family conflict by gender, even though gender does not moderate the relationship between work‐related factors and work‐to‐family conflict. This article points out the peculiar Japanese social and cultural contexts that lead to gender differences in work‐to‐family conflict. It offers two solutions: (i) legal regulations to reduce working hours and the frequency of working on weekends to prevent work from intruding on family life; and (ii) changes to the work environment to make women workers more comfortable at work because of the male‐dominated workplace and Japanese culture on family gender roles in Japan.     

Humorous Assaults on Patriarchal Ideology*

Humor is a significant weapon in interpersonal and intergroup conflict and competition. Over the centuries, males have used humor and jokes to create and perpetuate patriarchal ideals, relationships, and structures. Today, feminists and other proponents of gender equality use humor to deconstruct patriarchal ideologies and sexist stereotypes. This exploratory study analyzes a collection of over 1,700 jokes identified as feminist and women's humor to discover what these jokes suggest with regard to the male‐dominant structure in society and how these jokes are subversive in attempting to disrupt gender stereotypes and roles. We find that the humor of women and feminists seeks, in part, to discredit assumptions of males’ superiority, masterfulness, sexual prowess, and extraordinary value to women and society. These jokes may, however, also work to reinforce stereotypes associated with men and women: “If they could send a man to the moon, why not just send all of them?”     

Cultural stereotypes and the gendering of senior management

This paper asks whether place is significant in understanding the gendering of senior management and how it might be integrated into existing theories. Drawing on interviews and focus group discussions with women and men in senior management in Wales, it compares the gendering of senior management in Wales with other regions of the UK. The situation in Wales is explained by the historical legacy of a peripheral economy dependent on male‐dominated heavy industries and the gender relations and stereotypes associated with this. There is a relative lack of senior managerial positions, for both women and men, and women are under‐represented in middle management compared with women elsewhere. There is evidence that paternalistic masculinites are widespread in managerial cultures and that although women may find this form of masculinity easier to deal with than a more aggressively 'macho' masculinity, it casts them in a subordinate role at work. Cultural stereotypes such as the 'Welsh mam' operate in contradictory ways, in some instances holding women back and in others furthering their careers, and there is evidence that women are challenging existing gender stereotypes. A lack of geographical mobility and associated attachment to place affects progress into senior management and creates stability at middle‐management level. Place needs to be taken into account in explaining the gendering of senior management because of the spatial distribution of production and the cultural patterns and stereotypes associated with different economic structures.     

Time to care: socioeconomic,family, and workplace factors in men and women’s parental leave use

ABSTRACT

Parental leave has important benefits for women, men, and families. This study examines how individual, family, and workplace factors are associated with the length of parental leaves taken by workers in diverse jobs and work contexts, but with the same employer, focusing on gender differences in the factors associated with longer parental leaves. The data are the result of a collaboration between university researchers and a municipal employer. We find that gender was a major driver of the duration of parental leaves for these workers, who must use their accumulated paid time off or take unpaid leave for parental leave; women’s leaves were almost three times longer than men’s. We also find gender differences in the factors associated with leave duration. For women, socioeconomic status seemed to matter most, while for men, family and workplace context influenced leave length. The results indicate the centrality of financial considerations in parents’ leave decisions, reinforcing the importance of having a dedicated paid parental leave policy. We argue that paid parental leaves would help reduce disparities between and within genders at work and in the family.     

The Transformation of Gendered Work: Dualistic Stereotypes and Paradoxical Reality

The article focuses on the paradoxes of gender stereotypes: how they need to be understood in order to make sense of the situation and how at the same time and for the same reason they need to be dissolved. Three stories derived from an ethnographic study of a Swedish housing company provide insights into both the absurdity and necessity of gender stereotypes. The process of men entering traditionally female work was neither the same nor the reverse process as women entering male arenas. Totally different patterns emerged when men entered traditionally female work arenas from when women entered traditionally male ones. Also, in this transformation process, traditional dualistic gender stereotypes were present and absent, being the very ground and dissolved at the same time. The stories challenge traditional dichotomous views of gender; to highlight this, three genders are introduced. Through this narrative device of creating three genders, a paradoxical process of resistance to change and real change becomes clearer. This article regards gender stereotypes as an invisible interpretive screen enabling theoretical sense-making; such a screen is both real and not real, functioning as resistance to change and allowing change to occur at the same time. Through this paradoxical complexity, the stories become as easy to understand as they actually are from a more practical, ethnographic perspective.     

Placing Gender in Social Work: The Local and National Dimensions of Gender Relations

This paper argues that as well as being sensitive to wider discourses of gender relations, social workers need to consider the ways in which gender is localised. It is argued that to some extent gender practices vary according to local culture, that gendered identities are often localised and that social workers tend to construct their clients according to images of local men and women. These images tend to be stereotypical but some do also reflect dominant local gendered practices. The paper draws on data from qualitative interviews with social workers and probation officers, as well as the experience of teaching social work students, to illustrate these arguments. Whilst it is argued that the localising of gender is of general relevance, the data come from Wales alone. The author's conclusion is that (amongst other things) anti‐oppressive practice involves recognising the important influence of local stereotypes and challenging them, whilst also acknowledging that gendered practices do vary from place to place.     

Thinking about gender, thinking about a common space of observation and discussion of the work activity of the other: the case of bus drivers

The work activity of urban bus drivers is held in the public space and characterized by a constant vigilance, but the moments of observation the colleagues' work are scarce. This fact results in a paradox--it is a work activity that is more visible to "outsiders" than to "insiders"--which has an important impact on the debate of the work activity from a perspective of gender and the women's work in a predominantly male context. Ergonomic analysis of work and semi-structured interviews were conducted with 32 urban public transport drivers, 16 women and 16 men. The results reveal the lack of conditions for the drivers' knowledge of the activity of another, especially when that other is a woman--while men attribute characteristics to women based on gender stereotypes and an extension of their role in the private sphere, women relate them with the need to prove their competence and be recognized. It is proposed the development, in the context of training, of a space for debate and knowledge of the activity of the other and for the creation of conditions for another integration of women in the profession and for another visibility of their work.     

More or Less Unequal? Evidence on the Pay of Men and Women from the British Birth Cohort Studies

Gender pay differences are not merely a problem for women returning to work and part‐time employees, but also for those in full‐time, continuous careers. In data from cohort studies, the gender wage gap for full‐time workers in their early thirties fell between 1978 and 2000. This equalization reflects improvements in women’s education and experience rather more than a move towards equal treatment. Indeed, had the typical woman full‐timer in 2000 been paid at men’s rates she would have actually received higher pay than the typical man. Within one cohort, passing from age 33 to 42, gender inequality increased. This was partly due to differences in the qualifications and experience of the women in employment at those points, but unequal treatment also rose among women employed full time at both ages.     

Constructing the Deviant Other: Mothering and Fathering at the Workplace

Gender stereotyping is a widely described and documented process that permeates working life in western societies. It is characterized by ascribing greatly simplified attributes to women and men and forging a dualistic view of gender in which women and men are conceptualized as antipodes to each other. Through this ongoing reproduction of simplistic views; contradictions, variations and complexities are concealed, together with the richness of individuals’ competence and experiences. Intimately related to this gender stereotyping are assumptions that distinct kinds of jobs and positions fit either men or women. In this article I investigate the constructions of motherhood and fatherhood as important elements in the processes of gender stereotyping. I argue that the production of stereotypes is part of an inter‐discursive contest which has a significant impact on gender relations and women's opportunities. My discussion derives from an anthropological study of one workplace.     

Barriers to Women's Advancement in Underground Coal Mining

Abstract This paper uses a middle‐range feminist theory by Reskin and Roos (1987) to examine how the sexualization of work relations, along with formal practices governing promotion at a large coal mine in central Appalachia, has led to job‐level sex segregation underground. Analyses of qualitative data from nonparticipant observation, in‐depth interviews with 10 coal mining women, and company documents reveal that sexualization represents men's power to stigmatize women as inferior workers and to maintain the stereotypes for assigning work to women. Formal practices, particularly training, seniority, and posting and bidding procedures, legitimize the process of matching women workers with gender‐typed jobs. Coal mining women's resistance is reflected in their awareness of how men's stereotypes are used and in their continual individual efforts to prove their competence as coal miners.     

Firm friends: exploring the supportive components in gay men's workplace friendships

Research shows that friendships are among the most important sources of support for gay men. Despite insights into how friends can be significant providers of emotional, practical and affirmational support, particularly when gay men 'come out' or experience discrimination on the basis of sexual orientation, scholars have rarely considered the role of work friends in supporting gay men in the workplace. This is remarkable given that work organisations remain challenging arenas for sexual minority employees to fashion a meaningful sense of self. Drawing on in-depth interview data with twenty-eight gay men employed in the UK, this article argues that gay men can rely on work friends for different forms of support in helping them to negotiate and sustain a viable sense of self. The findings show how the gender and sexuality of organisation influences which men and women are available as work friends, and the types of support they might give. Also, the affirmational support received from work friends is important not only for validating participants' sexual identities, but also identities of class and parenthood. The study aims to complicate stereotypes of men's workplace friendships as sources of support used largely for advancing careers and personal gain.     

The Effects of Gender Role Congruence and Statistical Discrimination on Managerial Advancement

This paper makes the argument that themanagerial advancement process is different for womenand men. Men in management who choose to participatemore fully in family labor experience gender rolecongruence pressures and are penalized in the workplace.Women in management experience statisticaldiscrimination, meaning that they are viewed withsuspicion and that their commitment and competence isover-tested. Findings from data collected in two large firmssupported the gender role congruence and statisticaldiscrimination perspectives. Specifically, effortexpended on paid work was more strongly positively associated with advancement for men than forwomen. Participating in household labor hurt men sadvancement more than it did women s. Demonstratingcompetence in a series of internal organizationalexperiences was more strongly associated with advancementfor women than for men. Implications for theory,management, and future research are discussed.     

Social Support to Parents‐in‐Law: The Interplay of Gender and Kin Hierarchies

Using data from a representative sample of middle‐aged married persons, we compare men's and women's contact and assistance to older parents‐in‐law and parents. Women have more visits and phone contact with their parents than do men, and men talk on the phone more with their in‐laws than do women. There are no gender differences in assistance patterns. Multivariate analysis shows that women contact and help parents more than in‐laws, whereas for men there are no such differences. There is little direct evidence that the presence of one set of parents affects relations with the other. Our findings suggest that although women clearly give priority to relations with their own parents, men experience pulls in both directions.