The glass ceiling in science and engineering |
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| Institution: | 1. Post-Graduate Program in Internal Medicine and Health Sciences, Universidade Federal do Paraná, Curitiba, Brazil;2. Bacteriology Laboratory, Hospital de Clínicas, Universidade Federal do Paraná, Curitiba, Brazil;3. Faculdades e Instituto de Pesquisa Pelé Pequeno Príncipe, Curitiba, Paraná, Brazil;4. Laboratório Alerta, Universidade Federal de São Paulo, Brazil;5. Laboratório Especial de Microbiologia Clínica, Division of Infectious Diseases, Universidade Federal de São Paulo, Brazil;1. Business School, University of Shanghai for Science and Technology, Shanghai 200093, China;1. College of Computer and Information Engineering, Xiamen University of Technology, Xiamen 361024, China;2. School of Computer Science and Technology, Tianjin University, Tianjin, China;1. IPN, CNRS/IN2P3, Université Paris-Sud 11, Université Paris-Saclay, 91406 Orsay Cedex, France;2. INFN-LNS, Laboratori Nazionali del Sud, 95123 Catania, Italy |
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| Abstract: | This article examines the effects of race and gender on occupational status and promotions in American science and engineering using the 1989 Survey of Natural and Social Scientists and Engineers. Results indicate that, compared to whites, blacks and Asians were equally less likely to be a manager in 1982. However, the analysis shows that, during the period of 1982 and 1989, only Asians (especially females) had a relatively low tendency to be promoted to management. The assimilation thesis, the human capital model, and the differential placement perspective do not explain race/gender differences in occupational status and promotions. The results provide support for the double penalty thesis. There is also evidence of a race/gender hierarchy in science and engineering. |
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