2012
DOI: 10.1525/sp.2012.59.3.389
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Tokenism, Organizational Segregation, and Coworker Relations in Law Firms

Abstract: Although occupational segregation by sex has declined in recent decades with the rising numbers of women entering traditionally male occupations (e.g., law and medicine), the achievement of women within male-dominated occupations continues to lag behind that of their male colleagues. In this article, we draw on theories of proportional rarity, expectations states, and social support as three dimensions that provide a structural understanding of tokenism. We examine tokenism in the legal profession through: (1)… Show more

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Cited by 33 publications
(8 citation statements)
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“…This tendency becomes strong particularly when the number of women in management seems to increase because as threat-rigidity theory proposes, men tend to view it as a threat to the existing masculine culture and identity (Kottke & Agars, 2005). As women may be perceived as "intruders" in management (Wallace & Kay, 2012), resistance of men, dominant group members, tends to increase as a mechanism for protecting their higher statue by reinforcing their control of power and resources (Tolbert et al, 1999). In short, these theories demonstrate how gender has played a critical role in determining the social positions or status of women and men in organizations.…”
Section: Conceptual Modelmentioning
confidence: 99%
“…This tendency becomes strong particularly when the number of women in management seems to increase because as threat-rigidity theory proposes, men tend to view it as a threat to the existing masculine culture and identity (Kottke & Agars, 2005). As women may be perceived as "intruders" in management (Wallace & Kay, 2012), resistance of men, dominant group members, tends to increase as a mechanism for protecting their higher statue by reinforcing their control of power and resources (Tolbert et al, 1999). In short, these theories demonstrate how gender has played a critical role in determining the social positions or status of women and men in organizations.…”
Section: Conceptual Modelmentioning
confidence: 99%
“…It has also been observed in another study that some women numerical representation in some work places is basically to fulfill occupational designation which is mostly described as ''women's slots'' (Wallace & Kay, 2012). This is said to be largely responsible for women's role encapsulation because women only filled in the ''women slots'' not basically to replace or fill a position traditionally held by men.…”
Section: Challenges Confronting Women As a Results Of Their Numerical...mentioning
confidence: 94%
“…This is said to be largely responsible for women's role encapsulation because women only filled in the ''women slots'' not basically to replace or fill a position traditionally held by men. It is also described as ''assimilation,'' which fills ''limited and caricatured roles'' (Wallace & Kay, 2012).…”
Section: Challenges Confronting Women As a Results Of Their Numerical...mentioning
confidence: 99%
“…Golf coaches in the United States and United Kingdom are over 95% men ( N . Henderson, personal communication, October 7, 2014; Z. Kendall, personal communication, January 8, 2015; see Walker & Bopp, 2010; Wallace & Kay, 2012) and embedded in a culture rife with negative stereotypes about women golfers (McGinnis et al, 2008; Reis & Correia, 2013). The present study critically examines this coaching workforce by exploring coaches’ theories of others’ golf ability (their mindset about others’ ability) and how they manifest in coaching practice.…”
Section: How the Golf Industry Is Addressing Women’s Low Participationmentioning
confidence: 99%