Support for Gender Equality Duty Strategies Among Local Government Officials in Texas

Longoria, Thomas; Budd, Darlene; Manganaro, Lynne L.

doi:10.4324/9781315209289-10

Cited by 1 publication

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“…The second body of research examines the under‐ and overrepresentation of women in male‐dominated positions (e.g., positions of authority and decision‐making; Dolan 2004) and professions (e.g., regulatory versus redistributive organizations; Guy and Newman 2004; Newman 1994; Stivers 2000). Scholars have argued that scant levels of representation result from gendered hiring and promotion practices (Bowling et al 2006), the demographic composition of organizational leadership (Bagues and Esteve‐Volart 2010), as well as a lack of support for innovative gender equality strategies (Longoria, Budd, and Manganaro 2017). Research assessing the barriers that women face in leadership show that even after position attainment, women may still supervise fewer subordinates and have less financial responsibility compared with their male counterparts (Alkadry, Bishu, and Ali 2019).…”

Section: Unpacking Gender Inequities In the Workplacementioning

confidence: 99%

Equal Employment Opportunity: Women Bureaucrats in Male‐Dominated Professions

Bishu

Headley

2020

Public Administration Review

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The public sector prides itself on being a place where women and other marginalized groups can find shelter from workplace discrimination. Still, gender inequities are evident in the public sector workforce. In this article, interview data from city managers and police officers highlight the gendered internal organizational processes, arrangements, and interactions that impact women's experiences in male-dominated roles. Despite seemingly equal opportunities to access and engagement in these bureaucratic roles, the findings suggest that women constantly face gendered barriers and boundaries that directly impact their experiences on the job and their work-related outcomes. Legislative and administrative remedies are not sufficient to eliminate gendered experiences of women in maledominated roles. Rather, a cultural change from within the workplace is vital to realize the efforts of civil rights laws established more than 50 years ago. Evidence for Practice • Women in male-dominated roles in the public sector face covert barriers that have implications for their daily work experiences and subsequent job-related outcomes. • Gender inequities can be rooted and reproduced in organizational structures, processes, and the design of work. Thus, organizational commitment to conduct an internal inventory of places where inequities are reproduced is essential. • Gender analysis skills are an integral part of preparing the current and future public administration workforce to identify differential experiences and outcomes for women in public service.

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