Geschlechterdifferenzierungen im Horizont der Gleichheit

The Strongest Link: Legitimacy of Top Management Diversity, Sex Stereotypes and the Rise of Women in Human Resource Management 1995 – 2004

“…Accurately administering pre-assigned rules fits the female stereotype of a "greater willingness to take orders" (Anker 1997: 326) and to do repetitive work. Training and development is one important aspect of 'soft' HRM which is peoplecentred and stresses the 'human' side of HR (Storey 1989) which again fits the stereotype of women's 'caring nature' (Gooch 1994;Gooch/Ledwith 1996). Accordingly, the additional demand for HR managers was almost solely met by female HR managers.…”

“…One stream of research on occupational sex segregation has been interested in explaining how men and women are assigned to positions based on stereotypical assumptions about what is required to perform well in specific occupations. Gildemeister et al (2003) argue that specific work is associated with men or women and their stereotypical characteristics and talents.…”

“…Permanent use of this classification scheme leads to the development of sex stereotypes (Ridgeway 2001). These sex stereotypes are matched with occupations and lead to the association of specific work with women or men and their stereotypical characteristics (Gildemeister et al 2003). This way, occupations are labelled as female or male and are integrated into a coherent system of reference and accepted as 'typical' for the respective sex.…”

“…For a long time the idea of welfare was a core element of HRM and the occupation was integrated into a coherent system of reference and labelled as 'typical' female. The stereotypes used in that system tend to be taking care of others (Canniffe 1985;Gooch/Ledwith 1996) and bridging capital and labour (Gooch 1994).…”

Geschlechterdifferenzierungen im Berufsfeld Familienrecht / Gender Differentiation in the Occupational Field of Family Law

“…Auch die verbesserte, oftmals gleich-oder sogar höherwertige Ausbildung der Frauen in den letzten 50 Jahren hat auf dem Arbeitsmarkt, in Berufsfeldern und Organisationen nicht dazu geführt, die geschlechterdifferenzierende horizontale und vertikale Segregation im Grundsatz zu verändern (Willms-Herget 1985, Reskin 1994, Heintz et al 1997, Allmendinger/Hinz 1999, Allmendinger/Prodsiadlowski 2001, Trappe/Rosenfeld 2001, Teubner 2002. 1 Grundlage dieses Beitrags ist der Abschlussbericht eines Forschungsprojektes im Forschungsschwerpunkt-Programm der DFG: "Professionalisierung, Organisation, Geschlecht: Zur Reproduktion und Veränderung von Geschlechterverhältnissen in Prozessen sozialen Wandels" (Gildemeister et al 2002). Die Veröffentlichung erfolgt Westdeutscher Verlag 2003.…”