Concealable Stigma and Occupational Segregation: Toward a Theory of Gay and Lesbian Occupations

Tilcsik, András; Anteby, Michel; Knight, Carly

doi:10.2139/ssrn.2653073

Cited by 65 publications

(133 citation statements)

References 90 publications

Supporting

Mentioning

126

Contrasting

Unclassified

Order By: Relevance

“…It can also reduce commute times, and firms can save real estate costs with a smaller office footprint. For workers who feel they have any sort of social stigma, remote work arrangements may be attractive (Tislick et al 2015). For example, work accomplished remotely may make a Muslim headscarf less salient and hence create less potential for stigmatization (Ghumman & Jackson 2010).…”

Section: Flexibility In Where Work Is Accomplishedmentioning

confidence: 99%

Alternative Work Arrangements: Two Images of the New World of Work

Spreitzer

Cameron

Garrett

2017

Annu. Rev. Organ. Psychol. Organ. Behav.

486

453

View full text Add to dashboard Cite

Alternative work arrangements continue to increase in number and variety. We review the literature on alternative work arrangements published since the most recent major review of nonstandard work by Ashford et al. (2007). We look across the research findings to identify three dimensions of flexibility that undergird alternative work arrangements: (a) flexibility in the employment relationship, (b) flexibility in the scheduling of work, and (c) flexibility in where work is accomplished. We identify two images of the new world of work-one for high-skill workers who choose alternative work arrangements and the other for low-skill workers who struggle to make a living and are beholden to the needs of the organization. We close with future directions for research and practice for tending to the first image and moving away from the second image of the new world of work.

show abstract

Section: Flexibility In Where Work Is Accomplishedmentioning

confidence: 99%

Alternative Work Arrangements: Two Images of the New World of Work

Spreitzer

Cameron

Garrett

2017

Annu. Rev. Organ. Psychol. Organ. Behav.

486

453

View full text Add to dashboard Cite

show abstract

“…This is somewhat puzzling given the prevalence and acceptance of same-sex preferences in many nations, the potential for contradictory or non-normative gender performances (Smith, 2011), and the growing visibility of transgender people (Gira Grant, 2016). However, despite recent social and institutional shifts, homophobic and transphobic discrimination persists in the socio-economic strata (Badgett et al, 2007;Priola et al, 2014;Tilcsik et al, 2015). The outcome of tensions between the greater social visibility/acceptance of LGBTQIA (an umbrella term including lesbian, gay, bisexual, trans, queer/questioning, intersex, and asexual as well as nonbinary and gender non-conforming individuals) people and the existence of discrimination are of importance for entrepreneurship studies if such discrimination motivates entrepreneurial activity (Galloway, 2012;Marlow et al, 2016).…”

Section: Attending To Context Through Centring the Margins: Incorporamentioning

confidence: 99%

Annual review article: Is it time to rethink the gender agenda in entrepreneurship research?

Marlow

2017

International Small Business Journal

170

166

View full text Add to dashboard Cite

Abstract.This article develops a critique of contemporary approaches to analysing the impact of gender upon entrepreneurial propensity and activity. Since the 1990s, increasing attention has been afforded to the influence of gender upon women's entrepreneurial behaviour; such analyses have highlighted an embedded masculinity within the entrepreneurial discourse which privileges men as normative entrepreneurial actors.Whilst invaluable in revealing a prevailing bias which portrays women in deficit as entrepreneurial actors, their critique is limited in that they tend to position women as a proxy for the gendered subject. Analyses that fail to recognise gender as a human property with myriad articulations not only homogenise women as a category, but also ignore how gender manifests in all entrepreneurial phenomena. To progress debate, we engage more deeply with the notion of gender as a multiplicity by recognising its diversity and considering the implications of such for future studies of entrepreneurial activity.

show abstract

“…Recent scholarship adopting a distinctiveness frame suggests however that such concentrations might be in part linked to the features of the jobs themselves (Tilcsik, Anteby, & Knight, 2014). Drawing on Goffman's (1963) an ongoing basis requires a sensitive reading and accurate anticipation of others' reactions, which in turn are valued abilities in jobs that require a high degree of social perceptiveness (e.g., social workers and probation officers).…”

Section: What Makes Sexual Minority Workers Distinct From Other Workers?mentioning

confidence: 99%