Discrimination and Hostility Toward Women and Minorities in the IT Work Force

2011 ◽  
pp. 207-215 ◽  
Author(s):  
Peter Hoonakker ◽  
Pascale Carayon ◽  
Jen Schoepke
Keyword(s):  
Role Models ◽  
Work Force ◽  
The United States ◽  
Underrepresented Minorities ◽  
Informal Networks ◽  
Representation Of Women ◽  
Family Balance ◽  
It Workforce ◽  
It Workers ◽  
Work Family

There is substantial evidence for a critical shortage of skilled IT workers in the United States (Freeman & Aspray, 1999; ITAA, 2002). From 2000 to 2010, the occupation of computer specialists is projected to grow 69%, and the occupation of computer and information systems managers is projected to grow 48% (Hecker, 2001). Although demand for IT workers dropped in recent years (5% alone in 2001, ITAA, 2002), there is still a lack of qualified workers, referred to as the “gap” in IT workers. A large subset of this problem is the under representation of women and minorities in the IT workforce. It is possible that if women and minorities were represented in the IT workforce (ITWF) in proportion with their representation in the general population, the shortage of IT workers in the U.S. could be solved (CAWMSET, 2000; Freeman & Aspray, 1999). Some preliminary work has been done to identify barriers to the entrance and retention of women and underrepresented minorities in the ITWF (CAWMSET, 2000; ITAA, 2000), such as lack of role models and mentors, exclusion from informal networks, stereotyping and discrimination, an inhospitable atmosphere towards women, unequal pay scales and inadequate work/family balance (CAWMSET, 2000; ITAA, 2000; Panteli, Stack, Atkinson, & Ramsay, 1999).

Understanding the "Mommy Tracks"

2011 ◽  
pp. 164-181
Author(s):  
Jeria L. Quesenberry ◽  
Eileen M. Trauth ◽  
Allison J. Morgan
Keyword(s):  
Career Decisions ◽  
Theoretical Argument ◽  
Personal Lives ◽  
Family Balance ◽  
It Workforce ◽  
Family Issues ◽  
Geographical Regions ◽  
Work Family ◽  
The Individual ◽  
Gender And It

Despite the recent growth in the number of women in the American labor force, women are still underrepresented in the IT workforce. Key among the factors that account for this under-representation is balancing work-family issues. This article presents a framework for analyzing work-family balance from a field study of women employed in the American IT workforce. The findings are examined through the lens of the individual differences theory of gender and IT to show the range of ways in which work-family considerations influence women’s IT career decisions. The framework is used to support the theoretical argument that women exhibit a range of decisions regarding career and parenthood: the non-parent, the working parent, the back-on-track parent, and the off-the-track parent. These findings illustrate an identifiable theme that crosses geographical regions and timeframes; societal messages are complex and difficult to digest and are processed in different ways by different women, yet they contribute to the decisions women make about their professional and personal lives.

Understanding the Mommy Tracks in the IT Workforce

2011 ◽  
pp. 1178-1183
Author(s):  
Jeria L. Quesenberry ◽  
Eileen M. Trauth
Keyword(s):  
Maternity Leave ◽  
Family Balance ◽  
Women's Participation ◽  
It Workforce ◽  
Family Issues ◽  
Work Family Balance ◽  
Work Family ◽  
The Individual ◽  
Female Responses ◽  
Gender And It

Despite the recent growth in the number of women in the American labor force, women are under represented in the IT workforce. Key among the factors that account for this under representation is balancing work-family issues. Some researchers have speculated that IT work is not an ideal fit for working mothers because of long work hours, increased conflicts with family responsibilities, and the difficulty of returning after maternity leave to an industry with ever evolving technologies (Kuosa, 2000; Webster, 1996). This article reports on an empirical study that explored the influence of work-family balance on American women’s participation in the IT workforce by using the Individual Differences Theory of Gender and IT (Trauth, 2002; Trauth, Quesenberry, & Morgan, 2004; Trauth, Huang, Morgan, Quesenberry, & Yeo, 2006). In doing so, we summarize a work-family balance study presented in greater detail in Quesenberry, Morgan, and Trauth (2004) and Quesenberry, Trauth, and Morgan (2006) that articulates the ways in which individual and environmental factors influence female responses to issues of work-family balance.

Representation of Women in Pain Medicine Fellowships in the United States, 2017–2018

Pain Medicine ◽  
2019 ◽  
Author(s):  
Tina L Doshi ◽  
Hira C Richter ◽  
Mariam Salisu ◽  
Christelle Samen
Keyword(s):  
United States ◽  
Role Models ◽  
The United States ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Pain Medicine ◽  
Fellowship Program ◽  
Representation Of Women ◽  
Fellowship Programs ◽  
And Gender

AbstractObjectiveTo quantify the representation of women trainees and faculty and to explore associations between them at Pain Medicine (PM) fellowship programs in the United States.SettingPM fellowship programs accredited by the Accreditation Council for Graduate Medical Education.MethodsAll PM programs approved for at least four fellows as of December 2017 were identified. Websites of these programs were reviewed to determine the number and gender of current fellows and faculty, and programs were contacted to verify the information.ResultsA total of 56 PM programs were eligible; of these, 48 PM programs (86%) provided information about the gender distribution of fellows. Women comprised ∼25% of PM fellows. PM programs with a female rather than male fellowship program director (PD) had 2.40 times increased odds of a female trainee. Proportion of female faculty and division chief gender were not significantly associated with trainee gender composition. The adjusted odds of a faculty member being female was 1.99 times greater for PM programs with a female vs male PD and 3.13 times greater for programs with a female vs male division chief.ConclusionsWomen are underrepresented throughout all levels of academic pain medicine. The presence of women in leadership roles is associated with higher proportions of female trainees and faculty, highlighting the need for more female role models in academic pain medicine.

scholarly journals Recruiting Underrepresented Minorities to Chiropractic Colleges

2006 ◽  
Vol 20 (2) ◽  
pp. 123-127 ◽  
Author(s):  
Alana Callender
Keyword(s):  
United States ◽  
Minority Students ◽  
Role Models ◽  
Underserved Populations ◽  
The United States ◽  
Underrepresented Minorities ◽  
Minority Populations ◽  
Underrepresented Minority ◽  
Minority Communities ◽  
Student Groups

Background: Admissions departments at chiropractic colleges across the United States are under continual pressure to recruit students. The underrepresented minority populations in the United States are potential markets for chiropractic patients, students, and doctors. Objective: To assess the current diversity recruiting practices of the chiropractic colleges. Methods: Directors of admissions of the chiropractic colleges were polled to identify recruiting programs and their success. Results: Sixteen of the 17 colleges were polled. Nine of the respondents had no program for targeted underserved populations and seven did have such a program. Five colleges employed several methods to work with universities to recruit underserved populations. Other strategies included outreach via student groups and alumni recruiters. Conclusion: Programs to attract minority students can be created and infrastructure can be provided but they are nearly useless without role models. Encouraging alumni participation to raise awareness of chiropractic in minority communities may be a step toward a profession more reflective of America's population.

Introduction

2018 ◽  
Author(s):  
Catherine Rottenberg
Keyword(s):  
United States ◽  
Cultural Context ◽  
The United States ◽  
Popular Imagination ◽  
Liberal Feminism ◽  
The Past ◽  
Family Balance ◽  
The Us ◽  
Work Family

Providing the cultural context for the rise of neoliberal feminism in the United States, the introductory chapter of The Rise of Neoliberal Feminism begins by laying out the book’s key conceptual terms, such as human capital, work-family balance, affect, and happiness. It then maps out the way in which feminism has been represented in the US popular imagination over the past hundred years, differentiating among classic liberal feminism, postfeminism, and neoliberal feminism, while underscoring the book’s theoretical contributions. Finally, it provides an overview of the book’s overall trajectory, offering a chapter-by-chapter outline, highlighting each chapter’s major arguments, contributions, and assumptions.

“Real People”: A Fifth-Grade Class Investigates the Lives of Mathematicians

1995 ◽  
Vol 1 (4) ◽  
pp. 274-278
Author(s):  
Jean Morrow ◽  
Connie Schrock ◽  
Debbie Buchman
Keyword(s):  
Role Models ◽  
National Research Council ◽  
Work Force ◽  
The United States ◽  
Fifth Grade ◽  
College Degrees ◽  
White Males ◽  
The People ◽  
Real People

By the end of the twentieth century, only 15 percent of the people entering the work force in the United States will be white males. Today, white and Asian males make up 95 percent of the recipients of college degrees in mathematics, science, and engineering (National Research Council 1989). Consequently, we must prepare females and minorities to fill this coming void. One way to encourage young women and minority students is to offer them role models who have been successful in mathematics. As the Curriculum and Evaluation Standards for School Mathematics (NCTM 1989, 5) states, “Students should have numerous and varied experiences related to the cultural, historical, and scientific evolution of mathematics so that they can appreciate the role of mathematics in the development of our contemporary society.…”

How Superwoman Became Balanced

2018 ◽  
Author(s):  
Catherine Rottenberg
Keyword(s):  
The United States ◽  
Cultural Transformation ◽  
Equal Rights ◽  
The Public ◽  
Liberal Feminism ◽  
Family Balance ◽  
Good Wife ◽  
Work Family ◽  
Popular Television ◽  
And Behavior

This chapter tracks the cultural transformation in conceptions of “progress” for middle-class women in the United States, as well as how liberal feminism has undergone a reorientation: from struggling for equality to advocating balance and happiness. Examining Anne-Marie Slaughter’s famous Atlantic article “Why Women Still Can’t Have It All” in conjunction with popular television series such as The Good Wife, the chapter argues that progress has come to signify women’s ability to successfully balance work with family. This transformation is the result of an intensifying crisis in liberalism’s construal of space, namely, the public-private divide, and is predicated precisely upon the erasure of terms such as freedom, equal rights, and social justice. In their stead, the notion of a felicitous work-family balance has increasingly become a feminist goal and a normalizing ideal, which helps govern women by shaping their desires, aspirations, and behavior.

Family matters: The impact of family functioning on co-worker outcomes

2020 ◽  
pp. 001872672093006
Author(s):  
Merideth J Thompson ◽  
Dawn S Carlson ◽  
K Michele Kacmar
Keyword(s):  
Job Satisfaction ◽  
Family Functioning ◽  
Organizational Citizenship ◽  
The United States ◽  
Task Interdependence ◽  
Full Time ◽  
Mediated Effects ◽  
Family Balance ◽  
Work Family ◽  
The Impact

Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdependence moderates the mediated effects of WFB on the relationship between family functioning and these outcomes. Our sample was 226 married job incumbents living in the United States who work full time, along with responses from both their spouses and co-workers. We found that WFB mediates family functioning’s relationship with the co-worker’s job satisfaction, job incumbent’s incivility, and job incumbent’s task-focused organizational citizenship behaviors. Task interdependence moderated family functioning’s indirect effect on co-worker job satisfaction and the incumbent’s incivility through WFB. There were no significant effects of job incumbent family functioning on co-worker organizational commitment. Thus, family does matter as positive family functioning not only allows the employee to reap the benefit of WFB, but also co-workers benefit through increased job satisfaction and the job incumbent performing more helpful and collegial behavior toward the co-worker.

scholarly journals Work-Family Balance and Psychosocial Adjustment of Married International Students

2018 ◽  
Vol 8 (2) ◽  
pp. 1079-1107
Author(s):  
Gökçe Bulgan ◽  
Ayşe Çiftçi
Keyword(s):  
Social Support ◽  
Gender Roles ◽  
Personality Traits ◽  
Psychosocial Adjustment ◽  
The United States ◽  
Equation Modeling ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

The authors investigated how work-family balance mediated the relationship between personality traits, gender roles, social support, and psychosocial adjustment. Data were collected from 243 married international graduate students (MIGSs) studying in the United States. Results of structural equation modeling indicated that personality traits influence the psychosocial adjustment process. In addition, being extraverted, agreeable, and conscientious contributed to balancing academic and family life, whereas having neurotic tendencies such as experiencing depression and anxiety diminished work-family balance. Work-family balance did not mediate the relationship between personality traits, gender roles, social support, and psychosocial adjustment. The authors discussed the findings by considering clinical implications and making suggestions for future research.

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