Storming the Last Bastions: Women Entering High Prestige Male-Dominated Occupations

2020 ◽  
Vol 2020 (1) ◽  
pp. 12409
Author(s):  
Alison M. Konrad ◽  
Mateo Cruz ◽  
Regina Dutz ◽  
Amy Randel ◽  
Mihwa Seong ◽  
...  
Keyword(s):  
2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.


2019 ◽  
Vol 20 (4) ◽  
pp. 541-552 ◽  
Author(s):  
Cherisse L. Seaton ◽  
Joan L. Bottorff ◽  
John L. Oliffe ◽  
Kerensa Medhurst ◽  
Damen DeLeenheer

2012 ◽  
Vol 5 (2) ◽  
pp. 153-174
Author(s):  
Christina D. Weber ◽  
Angie Hodge

Using dialogues with our informants, as well as with each other, we explore how the men and women in our research make it through their mathematics coursework and, in turn, pursue their intended majors. Our research focuses on how students navigate what we call the gendered math path and how that path conforms to and diverges from traditional gender norms. Common themes of women's lower than men's self-perception of their ability to do mathematics, along with the divergent processes of doing gender that emerged in men's and women's discussions of their application of mathematics, reminded us of the continued struggles that women have to succeed in male-dominated academic disciplines. Although self-perception helps us understand why there are fewer women in STEM fields, it is important to understand how different forms of application of ideas might add to the diversity of what it means to do good science.


2019 ◽  
Author(s):  
Ángel V. Jiménez ◽  
Alex Mesoudi

Cultural evolutionary theories define prestige as social rank that is freely conferred on individuals possessing superior knowledge or skill, in order to gain opportunities to learn from such individuals. Consequently, information provided by prestigious individuals should be more memorable, and hence more likely to be culturally transmitted, than information from non-prestigious sources, particularly for novel, controversial arguments about which pre-existing opinions are absent or weak. It has also been argued that this effect extends beyond the prestigious individual’s relevant domain of expertise. We tested whether the prestige and relevance of the sources of novel, controversial arguments affected the transmission of those arguments, independently of their content. In a four-generation linear transmission chain experiment, British participants (N=192) recruited online read two conflicting arguments in favour of or against the replacement of textbooks by computer tablets in schools. Each of the two conflicting arguments was associated with one of three sources with different levels of prestige and relevance (high prestige, high relevance; high prestige, low relevance; low prestige, low relevance). Participants recalled the pro-tablets and anti-tablets arguments associated with each source and their recall was then passed to the next participant within their chain. Contrary to our predictions, we did not find a reliable effect of either the prestige or relevance of the sources of information on transmission fidelity. We discuss whether the lack of a reliable effect of prestige on recall might be a consequence of differences between how prestige operates in this experiment and in everyday life.


2019 ◽  
Vol 43 (3/4) ◽  
pp. 339-353 ◽  
Author(s):  
Siham Lekchiri ◽  
Cindy Crowder ◽  
Anna Schnerre ◽  
Barbara A.W. Eversole

Purpose The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace. Design/methodology/approach Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data. Findings The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem. Practical implications Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures. Originality/value This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.


2021 ◽  
Vol 108 (Supplement_2) ◽  
Author(s):  
C Wong ◽  
W H Lim ◽  
S R Jain ◽  
C H Ng ◽  
C H Tai ◽  
...  

Abstract Introduction Gender discrimination remains pervasive in surgery, significantly impacting current and future surgeons and population health. This study analyses the gender barriers and critical retention factors for female surgeons and trainees in surgery. Method Five electronic databases were searched till May 2020. Titles and abstracts were sieved, followed by a full text review. Data synthesis and inductive thematic analysis were conducted using the Thomas and Harden methodology. Result 14 articles were included, involving 528 participants. Four themes were generated–unfavourable working environment, male-dominated culture, societal pressures and progress towards gender equality. Females in surgery often faced harassment, disrespect and perceptions of incompetence, resulting in hostile work conditions, which were aggravated by the inadequate support and mentorship. The persistence of male-dominated cultures was observed, with females facing prejudice and exclusion from professional and social circles. Differential treatment and higher expectations of female surgeons also arose from entrenched societal pressures. Despite these, increased acceptance of motherhood and greater recognition of contributions by female surgeons were reported, indicating some progress in gendered culture. Conclusions There is a need to increase female surgical leadership and allocate resources to address the deep-rooted causes of biased surgical culture and ingrained perceptions, to achieve greater gender equality in surgery.


2021 ◽  
pp. 095001702110042
Author(s):  
Aleksander Å Madsen ◽  
Idunn Brekke ◽  
Silje Bringsrud Fekjær

This study explores women’s attrition from male-dominated workplaces based on Norwegian public administrative records, covering individuals born 1945–1983, in the period between 2003 and 2013. It examines sex differences in rates of attrition and tests the significance of two commonly proposed explanations in the literature, namely the degree of numerical minority status and motherhood. It also investigates whether these explanations vary by occupational class. Selection into male-dominated workplaces is accounted for by using individual fixed effects models. The results show that attrition rates from male-dominated workplaces are considerably higher among women than among men. Moreover, the risk of female attrition to sex-balanced workplaces increases, regardless of occupational class, with increases in the percentage of males. Childbirth is associated with an increased risk of attrition to female-dominated workplaces, while having young children (⩽ 10 years old) lowered the risk. This association, however, was primarily evident among working-class women in manual occupations.


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