The Intersections of Gender with Age and Ethnicity in Hotel Careers: Still the Same Old Privileges?

Mooney, Shelagh; Ryan, Irene; Harris, Candice

doi:10.1111/gwao.12169

Cited by 42 publications

(50 citation statements)

References 49 publications

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“…Similarly, Adamson and Johansson () have demonstrated the complexity of the embodied, gendered notions of what constitutes a credible professional worker. A supposed ‘level playing field’ at entry level to careers soon gives way to complex intersectional experiences of privilege and penalty as gendered and ethnically salient identity power dynamics take hold (Mooney, Ryan, & Harris, ). In sum, intersectionality allows for a more nuanced understanding of how a category of difference impacts experiences of work and employment, including the skilled migration studied here.…”

Section: Intersectionality Of Gender and Ethnicitymentioning

confidence: 99%

‘I’m a migrant, but I’m the right sort of migrant’: Hegemonic masculinity, whiteness, and intersectional privilege and (dis)advantage in migratory academic careers

Sang

Calvard

2019

Gender Work & Organization

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Comparatively little attention has been paid to the international careers of many academics, with gender and ethnicity frequently ignored in discussions of migrant academics. Through the lenses of intersectionality, hegemonic masculinity and whiteness, this study explores experiences of migrant academics in Australia and New Zealand, understanding how gender and ethnicity intersect to shape experiences of relative privilege and disadvantage. Qualitative interviews were conducted with 30 academics at various stages of their careers in both Australia and New Zealand. The data reveals the complex patterns of (dis)advantage which characterize the experiences of migrant academics. While some migrant academics may experience disadvantage, for Anglo white male senior academics, considerable privilege is (re)produced through the migration experience. As such, this article suggests migratory experiences can be better understood through the intersectionality of hegemonic masculinity and whiteness to reveal how privilege is maintained.

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Section: Intersectionality Of Gender and Ethnicitymentioning

confidence: 99%

‘I’m a migrant, but I’m the right sort of migrant’: Hegemonic masculinity, whiteness, and intersectional privilege and (dis)advantage in migratory academic careers

Sang

Calvard

2019

Gender Work & Organization

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“…Additionally, research has examined how intersectionality generates inequalities within one’s job. Most research in this space has focused on the impact of one’s intersectionality on wage- and performance-related outcomes (e.g., Cheng, 2016; Mitra, 2003; Torres Stone, Purkayastha, & Berdahl, 2006), career advancement (e.g., Jyrkinen, 2014; Kelan, 2014; Martinez Dy, Marlow, & Martin, 2017; Mooney, Ryan, & Harris, 2017; Skinner & MacGill, 2015; Wright, 2016), and propensity to experience discrimination within organizations (e.g., T. A. Collins, Dumas, & Moyer, 2017; O’Hagan, 2018; Rosette, Koval, Ma, & Livingston, 2016).…”

Section: An Overview Of Multidimensionalitymentioning

confidence: 99%

Multidimensionality: A Cross-Disciplinary Review and Integration

Liu

Park

Hymer

et al. 2018

Journal of Management

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Individuals are inherently multidimensional, containing bundles of attributes and social relations. As multidimensionality research has evolved independently and in a disconnected fashion, our knowledge of multidimensionality and its outcomes in organizations is fragmented and rarely integrated. By reviewing relevant articles from the intersectionality, faultlines, and multiplexity literatures, we present a comprehensive overview of each literature, as well as discuss their theoretical foundations, measurement, and current state. Thus, we provide a holistic and synthesized perspective of how multidimensionality is experienced in organizations. We further identify a series of research questions to spur future research on multidimensionality.

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“…Framing the conceptual meaning of the double gender gap (technology & tourism) requires a multidimensional approach that allows making connections between gender, sectors/contexts, societal norms (structural) and organizational norms (organizational) arising a system of privilege for male groups above women (Mooney et al 2017). Gender, as a category socially constructed (Risman 2004), is at the root of the different dynamics between females and males about segregation in sectorial and technological context.…”

Section: Theoretical Framework: Women Technology and Discriminationmentioning

confidence: 99%

Technology double gender gap in tourism business leadership

Domecq

Palomo

Flecha-Barrio

et al. 2020

Inf Technol Tourism

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The evolution of the Information and Communication Technologies (ICTs) continues generating paradigm-shifts in the tourism industry, and the incorporation of gender diversity in the managing bodies of hospitality and tourism firms can become a factor of critical success. Nevertheless, women's under-representation on decision-making positions in ICT or high-tech organizations (double gender gap) in the tourism industry has been hardly evaluated. The aim of this paper is to extend the understanding of the impact of this double level of discrimination at a vertical and horizontal level. The impact of stereotypes, gender roles and gendered organizations become the theoretical framework on this study. The biggest multinationals in the tourism industry were classified according to Eurostat's definition of high-tech services in three intensive technological levels (High-Tech Knowledge Intensive; Knowledge-Intensive and Less Knowledge-lntensive). The composition of their Board of Directors (BOD) and Management Teams (MT) was analysed, through their annual reports and online public related documents, and evaluated through Content Analysis. Based on a total of 55 tourism related firms, the results confirm the direct relationship between the technological level of the companies and the lower participation of women on MT and BOD. Results also show that Gender Diversity Programs promote women representation on the BOD and that this relation is bi-directional, i.e. more women on BOD imply more gender diversity programs.

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The Intersections of Gender with Age and Ethnicity in Hotel Careers: Still the Same Old Privileges?

Cited by 42 publications

References 49 publications

‘I’m a migrant, but I’m the right sort of migrant’: Hegemonic masculinity, whiteness, and intersectional privilege and (dis)advantage in migratory academic careers

‘I’m a migrant, but I’m the right sort of migrant’: Hegemonic masculinity, whiteness, and intersectional privilege and (dis)advantage in migratory academic careers

Multidimensionality: A Cross-Disciplinary Review and Integration

Technology double gender gap in tourism business leadership

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