Rethinking Gender Segregation and Gender Inequality: Measures and Meanings

Bridges, William P.

doi:10.2307/1515159

Cited by 13 publications

(15 citation statements)

References 11 publications

(18 reference statements)

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“…In 1995, it was 53.5, meaning that more than half of employed women would have to change jobs to remove all occupational segregation (Wootton, 1997). Comparative studies show that most European countries have higher occupational gender segregation than the USA (Evans, 2002;Bridges, 2003). While women are making some progress in managerial work, it remains restricted largely to lower and middle ranks (Morrison et al, 1987;Goodman et al, 2003;Eagly and Carli, 2007).…”

Section: Introductionmentioning

confidence: 99%

Gender differences in expatriate adjustment

Haslberger

2010

EJIM

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Abstract:Women are still underrepresented in expatriate assignments. This study investigates whether there are any gender differences in expatriate adjustment that could help account for the low share of female expatriates. The study replicates the analysis of Selmer and Leung's (2003) exploratory research. It confirms their findings and adds further detail to the understanding of gender differences in expatriate adjustment. The study is based on a crosssectional survey, mainly of employed members in UK and US women's clubs in Frankfurt and Madrid and their partners. This study shows that women tend to be better adjusted than men overall. They are ahead especially in important areas such as the building and maintaining of relationships. The paper provides important insight into the differences in adjustment among female and male expatriate employees. It provides an instrument that can be used in the further study of these differences. The study supplies further evidence that companies err if they fail to send women on assignments abroad.

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Section: Introductionmentioning

confidence: 99%

Gender differences in expatriate adjustment

Haslberger

2010

EJIM

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“…This should be of pertinence in the present studies, considering the proposed characteristics of a highly feminine country: less clearly differentiated gender roles, less occupational segregation, similar types of higher education for men and women, and a stronger position of the mother in the family (Arrindell et al, 2003). However, in contrast to these theoretical propositions, the Swedish labor market is more segregated into typically male and female work-sectors than many other countries (Bridges, 2003;Statistics Sweden, 2006), and the proportion of women in senior management is below the EU average (Franco, 2007). Sex segregation of the labor market is known to influence occupational stereotypes (Cejka & Eagly, 1999).…”

Section: Introductionmentioning

confidence: 77%

Exploring the gender typing of management characteristics in an egalitarian context

Kusterer

2008

Scandinavian J Psychology

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The present studies sought to investigate what kind of stereotypes are used in Sweden to describe male and female managers, and whether gender-neutral characteristics are used in the description of requisite management characteristics. In Study 1, participants answered open-ended questions on good, bad, female and male management. Requisite management characteristics showed a greater resemblance to the descriptions of female managers than male. In Study 2, female managers were rated more positively than men, and attributes ascribed to men in Study 1 were considered just as descriptive of women. Although participants described female managers more positively than male, responses often implied a norm of men as managers. In this way, prescriptive aspects of the stereotype may still work against female managers, despite the more feminine description of management.

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“…By that logic, for example, the gender composition of 4 million truck drivers would constitute one data point and 1 thousand blacksmiths would constitute another. A further variation constructs log-multiplicative models using gender ratios in each occupation, at which point the computations and assumptions become much more complex (Bridges 2003;Charles & Grusky 1995).…”

Section: How Segregated Are Men and Women At Work?mentioning

confidence: 99%

The Persistence of Gender Segregation at Work

Cohen¹

2016

Preprint

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Occupational gender segregation remains one of the defining elements of gender inequality in modern societies. Recent trends for the United States show that occupational segregation remains high, and did not substantially decline in the decade of the 2000s for the first time since 1960. Men and women work in different occupations because of a combination of forces, including culturally-defined choices by workers themselves, discrimination by employers, and differences in skill levels and qualities. Research has shown that occupational segregation is an important aspect of gender inequality in earnings, and contributes to other forms of inequality as well. The prospects for reducing gender segregation in the short term appear slim, based on the weak effects of educational attainment, cultural attitudes, and state intervention in the current period.

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Rethinking Gender Segregation and Gender Inequality: Measures and Meanings

Cited by 13 publications

References 11 publications

Gender differences in expatriate adjustment

Gender differences in expatriate adjustment

Exploring the gender typing of management characteristics in an egalitarian context

The Persistence of Gender Segregation at Work

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