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) organizational context in terms of gender composition and gender ratios at upper echelons of the organizational hierarchy; (2) status characteristics of the minority and dominant groups; and (3) the content of communications (emotional and informational support) that women receive from their colleagues. These communications may act to integrate, or conversely, through their absence, exclude women and heighten boundaries to women's career advancement within the traditionally male profession of law. We used questionnaire data collected from a sample of 740 married lawyers working in law firms to examine these aspects of tokenism. The results reveal that women's rising representation in law firms leads to enhanced communication through informational and emotional support, benefiting both men and women lawyers. Yet, a more gender balanced organizational context, in terms of gender composition, does little to shift the expectation states associated with women lawyers and the professional disadvantage women face when they have family responsibilities.

Conceptual Review of Underrepresentation of Women in Senior Leadership Positions From a Perspective of Gendered Social Status in the Workplace

“…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.…”

An Empirical Study of the Numerical Proportions of Women Academics in Selected Universities in Nigeria: A Study of Federal University Gusau and Umaru Musa Yar’adua University

“…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.…”

“…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).…”

Golf coaches’ mindsets about recreational golfers: Gendered golf experiences start on the practice tee.

“…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.…”