The Color and Culture of Gender in Organizations: Attending to Race and Ethnicity

Ferdman, Bernardo M.

doi:10.4135/9781452231365.n2

Cited by 55 publications

(53 citation statements)

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“…The paucity of research on minority women has been noted by Catalyst's (1999) report and others (Bell & Nkomo, 2001;Ferdman, 1999). The state of the literature coupled with the lesser level of advancement for managerial African American women compared to White women suggests a focus on the duality of race and gender and its relationship to work environments and advancement opportunities.…”

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confidence: 99%

“…Department of Labor, 1999). This picture, however, might not necessarily reflect the status of all women in managerial positions, particularly African American women in management (Bell & Nkomo, 2001;Blake, 1999;Ferdman, 1999). The thrust of this article is to examine the relative position of managerial African American women based on the duality of their race and gender status.…”

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confidence: 99%

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The Duality of Race and Gender for Managerial African American Women: Implications of Informal Social Networks on Career Advancement

Combs

2003

Human Resource Development Review

103

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Research suggests that women have progressed in equalizing their representation,status,and earning power as managers in organizations. These improvements may not reflect the career advancement of managerial African American women. African American women contend with the convergence of race and gender in improving their organizational standing and career advancement opportunities. The literature on workplace social networks indicates that informal more than formal socialization systems are salient in advancing careers. Due to the duality of race and gender, African American women in managerial and executive positions may be forced into out-group status in terms of informal social networks. Informal social networks for managerial African American women may be less accessible and may operate under different dimensions than for their African American male and White female and male counterparts. Critical examination of the effect of the interaction of race and gender on informal networks of managerial African American women in organizations is needed.

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confidence: 99%

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The Duality of Race and Gender for Managerial African American Women: Implications of Informal Social Networks on Career Advancement

Combs

2003

Human Resource Development Review

103

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“…Cultural forces operate among ethnic groups as well as within smaller subcultures/groups to generate particular norms and gender role expectations. Gender roles are influenced by multiple sources of culture and time, and they cannot be understood outside the context of particular ethnicities, societies, and social settings (4). Religiosity, which is defined as a meaning and belief system (5) clarified under consistent and different situations in time as a characteristic of human being, is a multidimensional construct, and earlier scholars (6,7) have already differentiated several dimensions, including the intrinsic, extrinsic, mystical, and other dimensions.…”

Section: Introductionmentioning

confidence: 99%

Investigation of senses of sexism and religiosity in terms of sports variable

Baştuğ¹,

Bingöl

Yarali

2016

Turk J Sport Exe

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The purpose of this study was to investigate senses of sexism and religiosity in terms of sports variable. Totally 192 university students including 121 males and 71 females with an average age of 21.72 ± 1.90 voluntarily participated in the research. "Ambivalent Sexism Inventory" was used in order to measure the attitudes of students participated in the research towards sexism whereas "Religiosity Scale" was used to determine their sense of religiosity. For the assessment of the results, frequency, t-test and correlation statistical processes were carried out. As a result; a significant difference was found between individuals doing and not doing exercises in terms of their sexism and religiosity levels. A significant difference was also found between hostile sexism, benevolent sexism and benevolent patriarchy attitudes of individuals doing and not doing exercises. It was determined that average of hostile sexism, benevolent sexism and benevolent patriarchy attitudes of individuals doing exercises was higher than that of individuals not doing exercises. A significant difference was determined between hostile sexism, benevolent sexism and heterosexual intimacy properties in terms of gender variable. It was observed that hostile sexism property of females was lower than that of male participants. On the other hand, benevolent sexism property of females was higher than that of male participants. A significant difference was not found between doing exercises variable, gender variable as well as religiosity variable, however, a positive relationship was found between religiosity and benevolent sexism, heterosexual intimacy, benevolent, supplementary attitude towards genders. As the level of religiosity increases, the average of benevolent sexism, heterosexual intimacy, benevolent patriarchy, supplementary attitude towards genders also increases.

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“…A natureza e a dinâmica do poder, do privilégio e da opressão poderiam ser mais bem entendidas se gênero fosse considerado em combinação com raça, assim como classe. Os papéis de gênero e as experiências de discriminação no local de trabalho podem variar como uma função tanto de gênero como de raça (Ferdman, 1999). Em certo sentido, raça e gênero seriam sistemas de relações sociais mutuamente constituí-das, organizadas em torno de diferenças percebidas, e não características de categorias fixas (Glenn, 2000, p. 9).…”

Section: Artigo Recebido Em Junho/2007unclassified

A interação estrutural entre a desigualdade de raça e de gênero no Brasil

Santos¹

2009

Rev. bras. Ci. Soc.

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Os princípios de ordenamento social geram conseqüências que vão além dos seus poderes causais específicos. As divisões sociais que organizam desigualdades duráveis exercem efeitos conjuntos derivados da sua interação estrutural. Investiga-se aqui a hipótese de que a desigualdade de gênero de renda no Brasil seria afetada pela hierarquia racial. Tendo em vista este fim, assim como as suas motivações teóricas, estima-se a distância (gap) de gêne-ro de renda entre os grupos raciais, usando novas soluções metodológicas, e analisam-se os componentes desta desigualdade no âmbito de cada grupo racial. Este trabalho focaliza as divisões de gê-nero no interior das divisões de raça, as combinações dessas categorias, considerando a especificidade dos mecanismos de cada divisão social e seus processos de interação social. A análise empreendida situa e explora, de modo complementar, o papel do contexto subjacente da estrutura da desigualdade econômica de classe no entendimento dos padrões de desigualdade emergentes. Esta iniciativa inscreve-se, ainda, em um programa de investigação de maior amplitude a respeito da produção e da reprodução da desigualdade social na sociedade brasileira.

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The Color and Culture of Gender in Organizations: Attending to Race and Ethnicity

Cited by 55 publications

References 0 publications

The Duality of Race and Gender for Managerial African American Women: Implications of Informal Social Networks on Career Advancement

The Duality of Race and Gender for Managerial African American Women: Implications of Informal Social Networks on Career Advancement

Investigation of senses of sexism and religiosity in terms of sports variable

A interação estrutural entre a desigualdade de raça e de gênero no Brasil

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