Affirmative Action and Gender Equality

Crosby, Faye J.; Sabattini, Laura; Aizawa, Michiko

doi:10.4135/9781446269930.n29

Cited by 10 publications

(10 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In order to reconcile the child's welfare and gender equality, a fathers' quota within parental leave schemes could be introduced (Crosby et al . ). Fathers' involvement in childcare through paternity leave has the potential to foster not only gender equality, but also their children's development (Huerta et al .…”

Section: A Reinterpretation Of De‐familialization and De‐genderizatiomentioning

confidence: 97%

(De)familialization and (De)genderization – Competing or Complementary Perspectives in Comparative Policy Analysis?

Kurowská

2016

Soc Policy Adm

View full text Add to dashboard Cite

This article critically engages with Saxonberg's proposal (2013) to replace the (de)familialization perspective with the (de)genderization approach in comparative family policy/regime studies. It argues: (1) there is a need to refine the term '(de)familialization' and to bring in the child's and elderly's perspective; (2) the '(de)familialization' and '(de)genderization' perspectives are mutually irreplaceable; and (3) there is a need to conceptualize the theoretical relationship between these two perspectives. The article further proposes to use the theoretical framework of Amartya Sen's Capability Approach (CA) to reinterpret both analytical perspectives with a dual advantage using that approach would lend. It first conceptualizes the de-familializing and de-genderizing policies as 'means' designed to increase peoples' 'capabilities' to achieve 'valued functionings' and not ultimate goals of policies that aim to change people's 'functionings'. Thus, it addresses the criticism of de-familialization and de-genderization as policy strategies that enforce certain, potentially controversial ideals of societal and familial relations. Second, by using crucial CA concepts, i.e. 'means', 'capabilities' and 'functionings', it refines the interpretation of policy-, regime-and outcome-oriented analyses (typologies). As a result, it clarifies the distinction between these types of analyses and highlights the advantages of both a policy approach and a redefined regime approach.

show abstract

Section: A Reinterpretation Of De‐familialization and De‐genderizatiomentioning

confidence: 97%

(De)familialization and (De)genderization – Competing or Complementary Perspectives in Comparative Policy Analysis?

Kurowská

2016

Soc Policy Adm

View full text Add to dashboard Cite

show abstract

“…Nevertheless, paradoxically, such measures also tend to be resisted by women for a variety of reasons (for reviews, see Barreto & Ellemers, 2015 ; Ellemers & Barreto, 2009 ; 2013). For instance, affirmative action may harm its beneficiaries (for reviews, see Crosby, Sabattini, & Aizawa, 2013 ; Leslie, Mayer, & Kravitz, 2014 ) by promoting the stereotype that those who benefit from these policies are not sufficiently qualified ( Heilman & Alcott, 2001 ; Heilman, Simon, & Repper, 1987 ), or they could not succeed on their own ( Sowell, 2004 ). Other research suggests that women may oppose AAPs because of system-justifying tendencies.…”

Section: Resistance To Affirmative Action Policiesmentioning

confidence: 99%

Nothing Changes, Really: Why Women Who Break Through the Glass Ceiling End Up Reinforcing It

Faniko

Ellemers

Derks

et al. 2017

Pers Soc Psychol Bull

106

View full text Add to dashboard Cite

Two correlational studies conducted in Switzerland (N = 222) and Albania (N = 156) explained the opposition of female managers to gender quotas by examining the origins and consequences of the “Queen Bee (QB)-phenomenon,” whereby women who have been successful in male-dominated organizations do not support the advancement of junior women. Results disconfirm previous accounts of the QB-phenomenon as indicating competitiveness among women. Instead, the tendency of women managers to consider themselves as different from other women, and their opposition to gender quotas, emerged when junior women were addressed but not when they considered their direct competitors, other women managers. Personal sacrifices women managers reported having made for career success predicted self-distancing from junior women and opposition to gender quotas targeting these women. We provide a more nuanced picture of what the QB-response is really about, explaining why women managers oppose quotas for junior women, while supporting quotas for women in the same rank.

show abstract

“…Scholars (e.g., Fullinwider, ) have advocated in favour of affirmative action and anti‐discrimination polices with the aim of restoring social justice. These policies are, however, often misunderstood, and they have met with considerable public resistance (Crosby, Sabattini, & Aizawa, ; Kahlenberg, ); in fact, they are considered illegal in some countries (Deitch & Hegewisch, ).…”

Section: The Scientific Challenges Of Diversity Researchmentioning

confidence: 99%

The opportunities and challenges of diversity: Explaining its impact on individuals and groups

Ramos

Hewstone

Barreto

et al. 2016

Euro J Social Psych

View full text Add to dashboard Cite

Demographic trends reveal that modern societies have become increasingly diverse.Within the social sciences, these changes have been reflected in concerns about the implications of social diversity. Whilst early research noted that diversity may have negative consequences for societies and individuals, more recent scholarship has indicated that diversity is not always translated into negative outcomes. These inconsistent findings initiated a scholarly debate concerning the impact of many different forms of diversity for a host of social outcomes. It is now clear that the boundary conditions of these effects are yet to be fully understood. This Special Issue offers a collection of research advances identifying mediating and moderating variables addressing when and why diversity impacts intergroup relational outcomes. By focusing on different levels of diversity (i.e., in the society and in groups), this research also sheds light on the effectiveness of ideologies and policies for managing diversity.Word count: 146 THE OPPORTUNITIES AND CHALLENGES OF DIVERSITY 4

show abstract

Affirmative Action and Gender Equality

Cited by 10 publications

References 0 publications

(De)familialization and (De)genderization – Competing or Complementary Perspectives in Comparative Policy Analysis?

(De)familialization and (De)genderization – Competing or Complementary Perspectives in Comparative Policy Analysis?

Nothing Changes, Really: Why Women Who Break Through the Glass Ceiling End Up Reinforcing It

The opportunities and challenges of diversity: Explaining its impact on individuals and groups

Contact Info

Product

Resources

About