Same, same but different? Women’s experiences with gender inequality in Brazil

Santos, Clarice; Hilal, Adriana Victória Garibaldi de

doi:10.1108/er-04-2017-0094

Cited by 13 publications

(9 citation statements)

References 51 publications

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“…Finally, we add to our main hypotheses—preferential treatment and burden—the effect of gender as a secondary hypothesis. Findings of discrimination against women are common, especially in a country with a long legacy of machismo (see, e.g., Santos & Garibaldi de Hilal, ; Ceratti, ).Hypothesis Officials will respond in a more compliant manner to requests from male identities than from female identities .…”

Section: Moving Beyond the Paradigmatic Field Experiments On Discriminmentioning

confidence: 99%

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Googling the requester: Identity‐questing and discrimination in public service provision

et al. 2019

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Innovating upon previous field experiments and theories of identity‐based discrimination, we test whether public officials are using searches (“identity‐questing”) to profile citizens and acting on latent biases. Pairs of “institutional” and “noninstitutional” requesters send lower and moderate burden freedom of information (FOI) requests—providing no identity cues apart from undistinctive names, e‐mails, and ID numbers—to nearly 700 of Brazil's largest municipalities. Results show institutional requesters receive one‐fifth more responses than noninstitutional comparators. For moderate versus lower burden requests, noninstitutional requesters are 11% less likely to receive a compliant response than their institutional comparators. The only plausible explanation for these results is identity‐questing, a phenomenon that has far‐reaching policy implications. Most of the world's FOI laws, for example, contain vague ID obligations, which translate incoherently from laws to regulation and practice. Results enjoin public service providers to protect the identities of citizens by default or upon request.

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Section: Moving Beyond the Paradigmatic Field Experiments On Discriminmentioning

confidence: 99%

“…Finally, we add to our main hypotheses-preferential treatment and burden-the effect of gender as a secondary hypothesis. Findings of discrimination against women are common, especially in a country with a long legacy of machismo (see, e.g., Santos & Garibaldi de Hilal, 2018;Ceratti, 2014).…”

Section: Theorizing the Relationship Between Identity And Burdenmentioning

confidence: 99%

Googling the requester: Identity‐questing and discrimination in public service provision

et al. 2019

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“…The position of women in organisations is a widely researched area, and numerous studies recognised that women face the inequality regime in (gendered) organisations where they progress harder and struggle to achieve the same recognition as men (Gupta and Srivastava, 2020; Mate et al , 2019; Santos and Garibaldi de Hilal, 2018; Grow and Yang, 2018; Alvesson, 2013, 2009; Acker, 2009, 1990). The situation is similar in communication industries with women reporting the inequality and cultural masculinities in journalism and advertising, for example (Mills, 2014, 2017; Crewe and Wang, 2018; Gregory, 2016, 2009; Broyles and Grow, 2010, 2008; Cooke, 2019; Topić, 2020).…”

Section: Introductionmentioning

confidence: 99%

Fluffy PR and ‘comms girls’: banter, social interactions and the office culture in public relations in England

Topić

2021

IJOA

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Purpose The purpose of this paper was to explore social interactions, banter and the office culture in the public relations (PR) industry in England with the use of the difference approach and Bourdieu’s habitus theory. The paper explores whether PR organisations act as masculine habitus. Design/methodology/approach Qualitative interviews were conducted with 26 women practitioners, and thematic analysis was used to analyse data. Women were asked questions on social interactions, banter and the office culture, as well as questions on exclusion, from business decisions and having to work harder to succeed. Findings Findings show that two main themes dominate in responses from interviewees, “de-patriarchalisation” of PR with no personal appearance requirements and no business exclusions because of gender, and “gendered organisations” where interviewees reported dismissive stereotypes of women who work in PR, networking as a job requirement and differences between male-dominated and female-dominated offices, which includes differences between social interactions and banter among men and women. Practical implications Results indicate that women feel there are differences in social interactions and banter between men and women. Interviewees also report masculine domination as and harmful stereotypes of public PR professionals, most of whom are women. Organisations who have PR departments, as well as those who hire PR agencies to do the work externally, should design policies on the office culture to ensure equality and respectful work environment for everyone. Social implications In line with the difference approach, women report differences in social interactions and banter between them and men, thus signalling that social differences influence the office culture and work interactions, which tend to be gendered. Findings also indicate that organisations are functioning as a masculine world where women struggle to fit in and obtain recognition. Consciousness-raising is needed in the industry because many women do not recognise oppression in the form of social interactions, and its effect on the position of women or the fact that the most feminized industry is being trivialised by the men on top. Originality/value To the best of the author’s knowledge, this is the first paper analysing interactions in PR offices using the difference approach and Bourdieu’s habitus theory.

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“…Namely, female workers, when assuming the role of housewife, do not always receive the expected support from organizations to sustain their performance in dual roles -work and family roles (Donnelly et al 2016). Gender disparities are reported to exist in both countries (Cardoso et al 2016;Lyonette et al 2007;Santos and Garibaldi de Hilal 2018).…”

Section: Discussionmentioning

confidence: 99%

The Quality of Work Life Scale: Validity Evidence from Brazil and Portugal

Sinval

Sirgy

Lee

et al. 2019

Applied Research Quality Life

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Quality of work life (QWL) is an important construct, based on satisfaction of worker's needs. It is strongly related to higher work engagement and lower burnout. To properly establish comparisons between countries' QWL with a psychometric instrument, the measure must show validity evidence, namely in terms of measurement invariance. This study aims to assess the validity evidence of the Quality of Work Life Scale (QWLS) by examining the internal structure of the measure (i.e., dimensionality, reliability, and measurement invariance) and its relations with other variables such as burnout and work engagement. The measure was tested using a total sample of 1,163 workers, 566 workers from Portugal, and 597 from Brazil. The data had a good fit to the QWLS second-order model and good reliability estimates for the two countries. Full-uniqueness measurement invariance was achieved for data for Portugal and Brazil and for gender too. The measure also demonstrated good nomological validity evidence by successfully predicting burnout and work engagement.

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Same, same but different? Women’s experiences with gender inequality in Brazil

Cited by 13 publications

References 51 publications

Googling the requester: Identity‐questing and discrimination in public service provision

Googling the requester: Identity‐questing and discrimination in public service provision

Fluffy PR and ‘comms girls’: banter, social interactions and the office culture in public relations in England

The Quality of Work Life Scale: Validity Evidence from Brazil and Portugal

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