Explaining vertical gender segregation: a research agenda

Longarela, Iñaki R.

doi:10.1177/0950017016668133

Cited by 15 publications

(8 citation statements)

References 43 publications

(49 reference statements)

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“…At the same time fulltime positions may not suit women who either want or need to work full-time but require some degree of flexibility because of caring responsibilities outside their paid work. The prevalence of gendered occupational roles are thus largely explained by motherhood (Longarela, 2016) but affect all women whether or not they have children.…”

Section: Discussionmentioning

confidence: 99%

Gender segregation, underemployment and subjective well-being in the UK labour market

Kamerāde

Richardson

2017

Human Relations

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This paper argues that gender segregation influences patterns of underemployment and the relationships that underemployment has with the subjective well-being of men and women. Previous studies have paid little attention to how gender segregation shapes underemployment, an increasingly prominent feature of the UK and European labour markets since the economic crisis of 2008. Using data from the UK Annual Population Surveys, this paper examines time-related underemployment: people working part-time because they cannot find a full-time job. The paper asks whether there are gender differences in underemployment trends and in the links between underemployment and subjective wellbeing. The results suggest that the probability of underemployment is growing at a faster rate among women rather than men and that underemployment is most common in the jobs that women are more likely to perform, namely in female-dominated occupations, the public sector, and small organisations. Underemployment is least common in male-dominated occupations and industries and in the private sector. Moreover, for employees with longer tenures, underemployment has more negative relationships with the subjective well-being of women than with that of men. These findings imply that gender segregation in labour markets is a crucial factor to consider when researching underemployment and its consequences.

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Section: Discussionmentioning

confidence: 99%

Gender segregation, underemployment and subjective well-being in the UK labour market

Kamerāde

Richardson

2017

Human Relations

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“…O conceito de segregação sexual vertical surgiu em finais da década de 70 do século XX (Hakim, 1979), procurando descrever o padrão de maior proporção de homens nos lugares de poder e de tomada de decisão nas organizações e de maior concentração de mulheres nos cargos e funções situados na base das hierarquias organizacionais (Longarela, 2017). A metáfora "teto de vidro" tem sido particularmente utilizada para descrever este fenómeno (Hymowitz e Schellhardt, 1986), procurando ilustrar a existência de obstáculos organizacionais invisíveis, não questionados e profundamente impregnados na cultura das organizações, que impedem a progressão profissional das mulheres e a sua nomeação ou promoção para as posições cimeiras na hierarquia das mesmas (Casaca e Lortie, 2017).…”

Section: Contributos Teóricos Para a Compreensão Do Fenómeno De Segregação Sexual Das Organizaçõesunclassified

“…A segregação sexual vertical, entendida como a sub-representação de mulheres em cargos superiores de gestão nas organizações, é um dos fenómenos mais resistentes à mudança (Casaca e Lortie, 2017). As causas são atribuídas a diversos fatores institucionais, culturais, estruturais e situacionais, compreendendo, por exemplo, os estereótipos de género, os papéis tradicionalmente associados aos homens e às mulheres e a inerente divisão sexual do trabalho, passando pelas estruturas e culturas organizacionais genderizadas (Acker, 1990;Connell, 2006;Dämmrich e Blossfeld, 2017;Longarela, 2017). A superação deste fenómeno, comummente designado por "teto de vidro", depende de um processo de mudança que vise a integração sistemática de uma perspetiva de igualdade entre mulheres e homens nas organizações (Casaca e Lortie, 2017).…”

Section: Introductionunclassified

Equilíbrio entre mulheres e homens nos órgãos de governo das empresas cotadas em bolsa: a influência do compromisso estratégico empresarial

Paço¹,

Casaca

2021

SPP

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Este artigo apresenta os resultados de um estudo motivado pelo novo enquadramento normativo em vigor no país desde janeiro de 2018, que determina a obrigação de uma representação mínima de pessoas do sexo sub-representado nos cargos de administração e de fiscalização das entidades do setor público empresarial e das empresas cotadas em bolsa. A análise circunscreve-se a este último segmento empresarial. Conclui-se que, não obstante a possível coexistência de outros fatores igualmente facilitadores, existe uma correlação positiva entre um maior grau de compromisso estratégico empresarial no plano formal e uma representação mais equilibrada de mulheres e homens nos órgãos de governo das empresas cotadas em bolsa.

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“…Allocative discrimination (Petersen and Saporta, 2004) occurs where women, minorities or other socially defined groups are sorted into different kinds of jobs through hiring, promotion and termination (Castilla, 2008). In the case of gender or racial characteristics, this can in part structure the labour market, leading to both horizontal and vertical segmentation (Longarela, 2016). Allocative discrimination can occur as a result of stereotyping based on conscious or unconscious prejudices regarding the capabilities, personality traits or motivation levels of different socially defined groups, in-group preferences, out-group enmity, or through the sex or racial typing of work (Weller, 2016).…”

Section: Theorizing the Role Of Discriminationmentioning

confidence: 99%

Skill Underutilization and Under-Skilling in Europe: The Role of Workplace Discrimination

Rafferty

2019

Work, Employment and Society

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This article examines the effects of discrimination based on race, ethnic background, nationality, religion, sex, age, disability and sexual orientation on skill under-utilization and under-skilling in 30 European countries using the European Working Conditions Survey.People who experienced a variety of forms of workplace discrimination were more likely to report over-skilling, defined as having skills for more demanding roles than required for their job. Paradoxically, some forms of labour market discrimination were also linked to underskilling where people report requiring more training to fulfil their job role. The findings are explained in terms of how discrimination in the labour market can have differential impacts on access to career progression and training opportunities across organisations. Differences between self-report and statistical estimates of discrimination are observed, holding potential broader implications for the interpretation of statistical models in discrimination research.

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Explaining vertical gender segregation: a research agenda

Cited by 15 publications

References 43 publications

Gender segregation, underemployment and subjective well-being in the UK labour market

Gender segregation, underemployment and subjective well-being in the UK labour market

Equilíbrio entre mulheres e homens nos órgãos de governo das empresas cotadas em bolsa: a influência do compromisso estratégico empresarial

Skill Underutilization and Under-Skilling in Europe: The Role of Workplace Discrimination

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