Glass Ceilings, Glass Escalators and Revolving Doors

Malin, Lydia; Wise, Ramsey

doi:10.1007/978-3-319-95420-2_4

Cited by 9 publications

(8 citation statements)

References 39 publications

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“…Furthermore, field research on the gender pay gap in Dutch academia suggests a higher gender pay gap in those fields where women are relatively well-represented (that is, lowest pay gaps were found in natural sciences and technology; De Goede et al, 2016 ). The latter findings are further substantiated by sociological research on labor market segregation in Europe showing that women are more likely to enter a leadership position in male-dominated compared to female-dominated occupations ( Dämmrich and Blossfeld, 2017 ; Malin and Wise, 2018 ). Based on this evidence, we expect that despite being well-represented on average, academics will perceive the glass ceiling to be “thicker” in LSB compared to NTE sciences.…”

Section: Introductionmentioning

confidence: 75%

Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics

Veelen

Derks

2022

Front. Psychol.

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In the study of women in academia, the focus is often particularly on women’s stark underrepresentation in the math-intensive fields of natural sciences, technology, and economics (NTE). In the non-math-intensive of fields life, social and behavioral (LSB) sciences, gender issues are seemingly less at stake because, on average, women are well-represented. However, in the current study, we demonstrate that equal gender representation in LSB disciplines does not guarantee women’s equal opportunity to advance to full professorship—to the contrary. With a cross-sectional survey among N = 2,109 academics at mid-level careers (i.e., assistant and associate professors) in the Netherlands, we test the hypothesis that in LSB (more than NTE), female academics perceive to hit a “thicker” glass ceiling—that is, they see a sharper contrast between the high representation of women at the lower compared to the top levels. We test whether this predicts female academics’ lower estimated chances to reach full professorship relative to men in LSB (but not NTE). We introduce a novel perceived glass ceiling index (GCI), calculated based on academics’ perceptions of the share of women and men in their direct work environment minus their perceptions of gender ratio among full professors in their field. Results confirm that the perceived glass ceiling is thicker in the non-math-intensive LSB compared to math-intensive NTE fields. Furthermore, only in LSB (but not NTE), women perceived a thicker glass ceiling than men. Moreover, only among female academics, the thicker the perceived glass ceiling, the lower their estimated chances to become full professor 1 day. Combined, a moderated mediation showed that for women only, a thicker perceived glass ceiling in LSB compared to NTE disciplines predicted their lower estimated chances to advance to full professor level. No such mediation occurred for men. We conclude that women’s higher numerical representation in LSB disciplines does not negate a male-dominant normative standard about academic leadership and success. Paradoxically, the perceived odds for female academics to reach the top of their field are lower in fields where they are relatively highly represented, and this may pose unique barriers to women’s perceived opportunities for career success.

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Section: Introductionmentioning

confidence: 75%

Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics

Veelen

Derks

2022

Front. Psychol.

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“…While employer changes have been shown effective for realizing reductions in working hours, the findings on occupational changes are mixed (Böheim & Taylor 2004;Seifert et al 2016). Although the revolving-door argument (Jacobs 1989) suggests that especially mothers might leave male-typed occupations in order to realize a reduction, recent research indicates that selection processes likely happen when women enter male-typed occupations but not afterwards: women occupying leadership positions in male-typed occupations have been shown to not be more likely to leave those positions, compared to men (Malin & Wise 2018).…”

Section: Discussionmentioning

confidence: 99%

When parents wish to reduce their work hours: Does sorting into occupations and work organizations explain gender differences in working-time adjustments?

Lükemann

2021

JFamRes

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Objective: This study investigates whether sorting into occupations and work organizations contributes to gender differences in parents’ likelihood to reduce their working hours. Background: While mothers reduce their work hours to reconcile their work and personal lives, fathers increasingly wish to reduce their hours but face obstacles to doing so. Mismatches between parents' desired and actual work hours prompt the question of whether fathers' realization of working-time reductions is constrained due to their sorting into more time-intensive occupations and/or work organizations. Method: Cross-classified multilevel models were applied to German linked employer-employee data analyzing gender differences in parents' likelihood of reducing work hours. Including sorting indicators, the question of whether differences in full-time employed mothers' and fathers' working-time reductions were driven by sorting into different work contexts (occupations/work organizations) was explored. Results: The results confirmed that full-time employed mothers are more likely to reduce their work hours than full-time employed fathers. While occupations play almost no role in determining working-time adjustments, work context does at least partly contribute to parents’ variation in working-time reductions. However, neither gendered sorting into occupations nor gendered sorting into work organizations explained gender differences in parents’ likelihood of scaling back their work hours. Conclusion: It is concluded that gender differences in German parents' reduction of working hours rather respond to traditional gender norms than being influenced by the different occupations or work organizations mothers and fathers sort themselves into.

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“…Bei den geringeren Aufstiegschancen von Frauen werden häufig Prozesse der Selbstselektion als wichtige Erklärungsfaktoren angesehen ( Die Aufstiegsmöglichkeiten fallen in Berufen, abhängig von der Geschlechterkomposition, insgesamt sehr unterschiedlich aus. In frauendominierten Berufen bestehen sowohl für Männer als auch für Frauen weniger Aufstiegsmöglichkeiten als in männerdominierten Berufen (Malin/Wise 2018;Maume 1999;Huffman 1995;Dämmrich/Blossfeld 2017). Dies wird in der Forschung zu Führungspositionen unter anderem darauf zurückgeführt, dass frauendominierte Berufe zu einem großen Teil im Spektrum der pflegerischen und erzieherischen Tätigkeiten angesiedelt sind, während männerdominierte Berufe beispielsweise eher Feldern wie Wirtschaft und Technik zugerechnet werden können (vgl.…”

Section: Erwerbsbezogene Realisierungsbedingungen Für Teilzeittätigke...unclassified

“…Darüber hinaus zeigt die Forschung zu Führungspositionen auf, dass Berufe in Abhängigkeit von der Geschlechterkomposition auch das Ausmaß von Karrierenachteilen beeinflussen können. Studien zu Deutschland und im internationalen Vergleich verweisen darauf, dass die Nachteile von Frauen gegenüber Männern, in Führungspositionen aufzusteigen, in frauendominierten Berufen größer ausfallen als in männerdominierten Berufen (Malin/Wise 2018;Dämmrich/Blossfeld 2017;Granato 2017;Maume 1999). Diese Befunde legen die Überlegung nahe, dass nicht nur das Geschlecht Frau, sondern dass auch die Teilzeitbeschäftigung als ein weiblich typisiertes Erwerbsverhalten je nach Berufskontext einen unterschiedlichen Einfluss auf die Aufstiegschancen haben kann.…”

Section: Erwerbsbezogene Realisierungsbedingungen Für Teilzeittätigke...unclassified

Teilzeitarbeit im Lebensverlauf von Männern

Althaber¹

2022

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In den jüngeren Generationen wünschen sich Männer zunehmend ein neues männliches Rollenmodell und mehr Zeit für nicht-erwerbsbezogenen Lebensbereiche. Auch wenn die Teilzeitarbeit von Männern im Laufe der letzten 30 Jahre angestiegen ist, so besteht nach wie vor eine erhebliche Lücke in der Nutzung von Teilzeitarbeit zwischen Männern und Frauen. Vor diesem Hintergrund beschäftigt sich dieses Buch gezielt mit der Frage, welche strukturellen Barrieren für die Teilzeitbeschäftigung von Männern auf der Ebene von Berufen bestehen. Ausgehend von der Lebensverlaufsperspektive werden die Übergänge von Vollzeit- in Teilzeitbeschäftigung, der Wechsel aus Teilzeit- in Vollzeittätigkeiten sowie die Nachteile durch Teilzeitarbeit beim Aufstieg in eine Leitungsposition untersucht. Als strukturelle Einflussfaktoren werden die berufliche Geschlechtersegregation und berufliche Arbeitszeitarrangements in den Blick genommen.

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Glass Ceilings, Glass Escalators and Revolving Doors

Cited by 9 publications

References 39 publications

Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics

Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics

When parents wish to reduce their work hours: Does sorting into occupations and work organizations explain gender differences in working-time adjustments?

Teilzeitarbeit im Lebensverlauf von Männern

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