Relational Power, Legitimation, and Pregnancy Discrimination

Byron, Reginald A.; Roscigno, Vincent J.

doi:10.1177/0891243214523123

Cited by 54 publications

(64 citation statements)

References 42 publications

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“…Even when factoring in human capital, work experience, occupation and industry, and union status, 9% of the wage gap is still unexplained (Blau and Kahn ). This lingering gap is often attributed to implicit bias and subtle discrimination, including discrimination against mothers (Benard and Correll ; Byron and Roscigno ; Correll et al ; Cuddy et al ; Glass ; Kelly and Grant ).…”

Section: The “Stalled Revolution” At Workmentioning

confidence: 99%

Still a “Stalled Revolution”? Work/Family Experiences, Hegemonic Masculinity, and Moving Toward Gender Equality

Friedman

2015

Sociology Compass

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Hochschild described the "stalled revolution" in the late 1980s: women made great gains in labor force opportunities, particularly in stereotypically "masculine" fields, yet men did not move comparably into "feminine" roles. This article examines the current "stalls" in the gender equality movement regarding gendered experiences at work and home, including occupations, the gender wage gap, career trajectories, and the division of household labor. This article also discusses efforts to "unstall" the gender revolution. Pop culture solutions on the individual-level and academic research on structural/cultural barriers often focus on women's access to historically "masculine" roles (e.g. representation in STEM fields). There is far less emphasis on men's involvement in historically "feminine" roles. Gender scholars examine hegemonic masculinity as the narrowly constrained expectations for men's "appropriate" behavior. While efforts to "unstall" the gender revolution focus largely on expanding women's opportunities, this article addresses why the gender revolution will remain incomplete and "stalled" without redefining hegemonic masculinity. Cross-national research demonstrates that changing views of masculinity are critical for greater gender equality at work and home.

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Section: The “Stalled Revolution” At Workmentioning

confidence: 99%

Still a “Stalled Revolution”? Work/Family Experiences, Hegemonic Masculinity, and Moving Toward Gender Equality

Friedman

2015

Sociology Compass

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“…Correll, Benard, and Paik’s (2007) experimental and audit study showed that mothers received lower competency and commitment ratings, lower suggested salaries, and lower call-back rates for a midlevel marketing position, compared with nonmothers and fathers. 3 Similarly, in ethnographic work, Dodson (2013) found that employers cast low-wage mothers as “irresponsible” when they faced conflicts between work and child care; and in their analysis of pregnancy cases, Byron and Roscigno (2014) reported that employers portrayed complainants as not dependable and incompetent—a practice they called “symbolic vilification”—to justify firing them.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Caregivers, Gender, and the Law: An Analysis of Family Responsibility Discrimination Case Outcomes

2020

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As workers struggle to combine work and family responsibilities, discrimination against workers based on their status as caregivers is on the rise. Although both women and men feel the pinch, caregiver discrimination is particularly damaging for women, because care is intricately tied to gendered norms and expectations. In this article, we analyze caregiver discrimination cases resolved by Canadian Human Rights Tribunals from 1985 through 2016, to explore how work and caregiving clash. We identify issues involved in disputes and the ways gendered expectations about work–life facilitation inform disputes and outcomes. We find that although women are more likely to bring claims and obtain favorable outcomes, the legal interpretation of claims is highly gendered. Women bring claims involving both their presumed status as caregivers and the practical challenges of seeking accommodations for care, whereas men’s claims are largely accommodation based. In adjudicating cases, Tribunals are more likely to see women than men as lacking credibility when making their claims, questioning their competence and legitimacy. In contrast, men struggle to demonstrate the legal basis of work–family interference, failing to convey how seriously work interferes with family responsibilities.

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“…Stereotyping influences perceptions or expectations of pregnant employees’ and working mothers’ abilities, commitment, performance, and appropriateness for authority. Recent research [ 23 ] explored pregnancy-based discrimination, and identified processes of ‘symbolic vilification’ and ‘amplification’ in firing decisions. Pregnant workers were stigmatized through ‘ symbolic vilification’ of their competence and commitment that included charges of poor performance, proneness to absenteeism, unreliability and quitting.…”

Section: Findings: Reasons Behind the Gender Imbalance In Senior Rolementioning

confidence: 99%

“…Regardless of the female employee's actual competence and commitment, pregnancy encouraged managers to amplify the ‘organizational good’ in order to legitimize their biases and justify dismissal or demotion. In this way, discriminatory treatment was passed off as a legitimate process in the service of reaching organizational goals [ 23 ].…”

Section: Findings: Reasons Behind the Gender Imbalance In Senior Rolementioning

confidence: 99%

Reasons behind current gender imbalances in senior global health roles and the practice and policy changes that can catalyze organizational change

Newman

Chama²,

Mugisha³

et al. 2017

Glob. Health Epidemiol.

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The paper distils results from a review of relevant literature and two gender analyses to highlight reasons for gender imbalances in senior roles in global health and ways to address them. Organizations, leadership, violence and discrimination, research and human resource management are all gendered. Supplementary materials from gender analyses in two African health organizations demonstrate how processes such as hiring, deployment and promotion, and interpersonal relations, are not ‘gender-neutral’ and that gendering processes shape privilege, status and opportunity in these health organizations. Organizational gender analysis, naming stereotypes, substantive equality principles, special measures and enabling conditions to dismantle gendered disadvantage can catalyze changes to improve women's ability to play senior global health roles in gendered organizations. Political strategies and synergies with autonomous feminist movements can increase women's full and effective participation and equal opportunities. The paper also presents organizational development actions to bring about more gender egalitarian global health organizations.

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Relational Power, Legitimation, and Pregnancy Discrimination

Abstract: Pregnancy-based employment discrimination has long been a topic of interest for gender

Cited by 54 publications

References 42 publications

Still a “Stalled Revolution”? Work/Family Experiences, Hegemonic Masculinity, and Moving Toward Gender Equality

Still a “Stalled Revolution”? Work/Family Experiences, Hegemonic Masculinity, and Moving Toward Gender Equality

Caregivers, Gender, and the Law: An Analysis of Family Responsibility Discrimination Case Outcomes

Reasons behind current gender imbalances in senior global health roles and the practice and policy changes that can catalyze organizational change

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