Ascensão na carreira docente e diferenças de gênero

RESUMO Este artigo analisa diferenças entre mulheres e homens na ocupação da carreira docente, área considerada feminina, mas cuja carreira demonstra diferenças de gênero. Noções como a divisão sexual do trabalho de Helena Hirata e Danièle Kergoat (2007) e a existência do glass escalator de Christine Williams (1992, 2013, 2015) em carreiras feminizadas levam ao questionamento sobre quais diferenciações estão presentes na área da educação. A partir de dados quantitativos e entrevistas realizadas com diretoras e diretores, analisamos as diferenças de gênero na ascensão na carreira docente. Os resultados da pesquisa revelam a presença de vantagens para homens na carreira, sejam no que se refere à primeira experiência vivenciada na gestão escolar - idade mais jovem e menor tempo de manejo de sala de aula -, sejam relacionadas aos tipos de incentivo recebidos e à forma de provimento do primeiro cargo na gestão escolar. O provimento por concurso público possibilita uma aparente igualdade entre mulheres e homens no que se refere à idade de ingresso nos cargos de especialistas, embora não garanta uma igualdade na distribuição de mulheres e homens entre os diversos cargos. Os homens estão percentualmente mais presentes em cargos relacionados mais especificamente à face administrativa da gestão - vice-direção, direção e supervisão - do que naqueles dedicados mais diretamente à face pedagógica - orientação e coordenação pedagógica -, o que evidencia uma relação entre gênero e escolha na ascensão na carreira docente.

The Racialized Glass Escalator and Safety Net: Wages and Job Quality in “Meds and Eds” among Working-Class Men

Past research has shown that minority men are more likely than others to enter female-dominated occupations, but less is known about the quality of their jobs in these fields in contrast to other employment options. We use the 2004 and 2008 panels of the Survey of Income and Program Participation (SIPP) to examine whether the female-dominated industries of education and health care produce better job quality in terms of wages, benefits, hours, and job security for working-class men relative to other industries, with emphasis on differences by race-ethnicity. We find that although workers in the education and health care industries fared better during the Great Recession compared to those in other industries, effects for wages, health insurance, hours, and layoff for working-class Men of Color were substantially lower compared to those of White men. We find strong evidence of a racialized glass escalator, but also a racialized safety net in the care sector post-recession: the health care and education industries provide better job quality for White men than for Men of Color, though they are less likely to be in these jobs, and these sectors were more protective of White men as compared to minorities during the recession.

The racialized glass escalator and safety net: Wages and job quality in “meds and eds” among working-class men

Past research has shown that minority men are more likely to enter female-dominated occupations, but less is known about their job quality in these fields in contrast to other employment options. In this study, we use the 2004 and 2008 panels of the Survey of Income and Program Participation (SIPP) to examine whether the female-dominated industries of education and health care produce better job quality in terms of wages, benefits, hours, and job security for working-class men relative to other industries, with emphasis on differences by race-ethnicity. We find that although workers in the education and health care industries fared better during the Great Recession as compared to other industries, effects for wages, health insurance, hours, and layoff for working-class men of color were substantially lower as compared to white men. We find strong evidence of a racialized glass escalator, but also a racialized safety net in the care sector post-recession: the health care and education industries provide better job quality for white men than men of color, though they are less likely to be in these jobs, and these sectors were more protective of white men as compared to minorities during the recession.

Escasa presencia de la mujer enfermera en puestos de poder

Introduction: It's a fact that nursing is a profession where most of their components are women, nevertheless, responsibility and decision-making positions aremainly occupied bymale nurses, and this is like this in spite of that they only represent 16 % of the professional contingent. The tokenism explains well this reality. Objectives: To value if the female nurse suffers discrimination inside the own profession, in the nurses' union and in the professional association. To verify if in the responsibility positions inside the Regional Health Services, the nurse is still relegated to other health professionals or not. Methodology: Bibliography researches weremadein various databases using the keywords and selecting with the ten years filter articles in Spanish and English, and official databases were revised (INE, EPA, CGE, SATSE and websites of the Regional Health Services). Results: The 84 % of the professionals nurses are females, although in the 15 Regional Nurses Councils consulted, there are only 5 chairwomen. In the SATSE, 58 %of secretariats are occupied bywomen, percentage that is not appropriate with the gender distribution in this collective. It is also alleged that nurses are not present as managers of Health Services. Discussion: It has been shown that nursing, despite being a feminized profession, has to deal with the phenomenon of the token in their ownworld somen dominate positions of power as evidenced by the data. Conclusions:The female nurse is still in an inferior position both inside and outside the profession. Keywords: nurse, tokenism, glass escalator, feminization.

Escalator or Step Stool? Gendered Labor and Token Processes in Tech Work

Gender scholars use the metaphor of the “glass escalator” to describe a tendency for men in women-dominated workplaces to be promoted into supervisory positions. More recently, scholars, including the metaphor’s original author, critique the glass escalator metaphor for not addressing the intersections of gender with other relevant identities or the ways that work has changed in the twenty-first century. I apply an intersectional lens to understand how gender and race shape women’s career paths in tech work, where twenty-first century changes to the organization of workplaces are common. I build on theories of raced and gendered labor and the glass escalator to make sense of women’s careers in a contemporary field dominated by men. I find some evidence that white women, but not women of color, experience something similar to a “glass escalator” where they are promoted into management, but those promotions are a smaller step up—more step stool than escalator. These promotions move women out of technical positions and towards business and management, releasing engineering teams from the pressure to fully incorporate women.