2005
DOI: 10.1257/0895330053148010
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A Sociological Perspective on Gender and Career Outcomes

Abstract: Both economists and sociologists have documented the association between gender and career outcomes. Men are more likely than women to participate in the labor force, and men average more hours of paid labor per week and more weeks per year. Women and men tend to hold different occupations and to work in different industries, firms and jobs. Furthermore, men outearn women, hold more complex jobs and are more likely to supervise workers of the other sex and to dominate the top positions in their organization.Th… Show more

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Cited by 210 publications
(152 citation statements)
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References 41 publications
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“…Within this context, a post-institutional approach based on insights from economics and organization theory seems promising (Reskin and Bielby, 2005), as well as economic approaches that integrate tools and methods from anthropology and ethnography (Chamlee-Wright, 1997;Minniti, 2010).…”
Section: Discussionmentioning
confidence: 99%
“…Within this context, a post-institutional approach based on insights from economics and organization theory seems promising (Reskin and Bielby, 2005), as well as economic approaches that integrate tools and methods from anthropology and ethnography (Chamlee-Wright, 1997;Minniti, 2010).…”
Section: Discussionmentioning
confidence: 99%
“…More recent statistics show that the overall numbers of female employees in leadership positions have increased; in 2001 approximately one fourth of the leadership positions were held by women whereas in 2009 it is one third of all leadership positions (SCB, 2010). Additional structural differences that are associated with the positions men and women work in are, for example, differences in career prospective, salary, and bonuses (Arai, Nekby, & Skogman Thoursie, 2004;Birkelund, 1992;Kilbourne, England, Farkas, Beron, & Weir, 1994;Petersen & Morgan, 2008;Reskin & Bielby, 2005).…”
Section: Gender and Job Insecurity In The New Working Lifementioning
confidence: 99%
“…Organizations screen the set of job applicants to determine which of those applicants are offered the job. This screening process is often seen as the main opportunity and locus for organizations to contribute to job segregation through biased inputs (Petersen and Saporta 2004;Reskin and Bielby 2005). Firms also influence the demographic composition of their job applicants through recruitment practices.…”
Section: Referring and Job Segregationmentioning
confidence: 99%
“…It is a widely researched labor market phenomenon with many job and organization specific bias estimates presented in the literature, albeit often with the caveat that males and females are "observationally equivalent." 15 Sex bias in job screening has been suggested to be the primary opportunity and mechanism through which a firm may contribute to job sex segregation (Kauffman 2002;Petersen, Saporta and Seidel 2001;Reskin and Bielby 2005).…”
Section: Appendix A: Empirical Estimates For Referring Eligibilitymentioning
confidence: 99%