Gender and Sexuality

Pauly, Jessica A.; Buzzanell, Patrice M.

doi:10.4324/9780203730089-7

Cited by 2 publications

(5 citation statements)

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“…Simply hiring more women will not necessarily address the issues that are affecting promotion paths and salary increases as seen in these results. The complex processes that lead to valuing certain jobs over other jobs cannot be separated from who is thought to ideally fill those jobs (Acker, 1990; Ashcraft, 2013; Kramer & Dailey, 2019; Pauly & Buzzanell, 2019). The U. S. federal government can also take several actions connected to its goal to model equitable employment.…”

Section: Discussionmentioning

confidence: 99%

“…Vocational anticipatory socialization messages lead to the discursive construction of certain career paths as masculine or feminine (Kisselburgh et al, 2009). Through the process of socialization, individuals internalize “subtle and not-so-subtle messages about ‘doing gender’ (in)appropriately teach us how to behave in masculine and feminine ways appropriate to our backgrounds and to the contexts in which we live and work” (Pauly & Buzzanell, 2019, pp. 119–120).…”

Section: The Role Of Occupational Segregation and Socialized Occupati...mentioning

confidence: 99%

“…Socialization into gendered organization structures and occupational identities can help us understand pay (in)equity. “Gender inequality is manifest in differential treatment and outcomes” that embody “the social, communicative nature of what it means to be a man or woman” (Pauly & Buzzanell, 2019, p. 120). Internalized socialization messages contribute to the structures that establish and reinforce occupational segregation and gender pay gaps (Kalantari, 2012).…”

Section: The Role Of Occupational Segregation and Socialized Occupati...mentioning

confidence: 99%

“…Rangers report feeling that men “are viewed as being more naturally suited and better equipped for all of these (presumed) attributes of a ranger” (Seager et al, 2021, p. 208). In sum, “ideal worker” stereotypes related to park rangers are “constructed with men in mind” (Pauly & Buzzanell, 2019, p. 122).…”

Section: Evidence Of Occupational Segregation and Socialized Occupati...mentioning

confidence: 99%

“…Efforts to address occupational segregation that ignore the concept of organizational identity and its construction will fail to lead to increased diversity or to address resulting issues-like gender pay inequity (Ashcraft, 2013). Increased regulation needs to combine with increased dialogue to address persistent gender inequality (Pauly & Buzzanell, 2019). The NPS could take action in three key areas to reduce the remaining gender pay gap:…”

Section: Applications For Nps and Public Employersmentioning

confidence: 99%

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Women’s Place in the National Park Service: Earning Equal Pay

Raile

2023

Public Personnel Management

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In most workplaces, women earn less than their male counterparts. The gender pay gap has multiple, complex, interrelated causes. Federal organizations follow several best practices to work to reduce pay inequity based on gender, but some of these practices risk institutionalizing tendencies toward gendered organizational structures and confounding maleness with the constructions of idealized workers. The National Park Service (NPS) is the context in which these constructs are applied to examine differences in pay based on gender. Collaborating with the NPS Office of Equal Opportunity, anonymized employee-level data were utilized in a regression-based analysis to control for multiple factors influencing pay. The analysis allowed for statistical control for the effects of multiple relevant factors on NPS employee pay—moving beyond descriptive information. The results showed some patterns of gender pay inequity that can be explained by occupational segregation rooted in an understanding of gendered organizations and occupational identities that favor maleness. Concrete applications to address the discrepancies in pay found in the analysis are presented.

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