Is Engineering Hostile to Women? An Analysis of Data from the 1993 National Survey of College Graduates

Morgan, Laurie

doi:10.2307/2657444

Cited by 30 publications

(29 citation statements)

References 12 publications

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“…These are questions that, politically and strategically, invite a focus on women as a group, because it is women (though not all the women) rather than men who are dropping out of the profession. This difference, which I have discussed at greater length elsewhere (Ranson, 2000), links this study to research on women in other non‐traditional occupations, where similarly gender‐ differentiated rates of drop‐out are consistently found (Morgan, 2000; Ranson, 1998.) In this article, though, my focus is on whether the experiences of women who remain in engineering differ significantly from those of men.…”

Section: Gender and Career Pathsmentioning

confidence: 77%

Beyond ‘Gender Differences’: A Canadian Study of Women's and Men's Careers in Engineering

Ranson¹

2003

Gender Work & Organization

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This article explores the relationship between gender and career paths for a group of women and men who graduated as engineers during a period of labour market turbulence in western Canada during the 1980s. Using a model adapted from Brown (1982), the article uses 'career path' as a device to organize data drawn primarily from telephone and face-to-face interviews with 317 graduates. Three career paths provide the focus for the study: the 'organizational', characterized by stable employment with one employer; the 'occupational', characterized by mobility between employers; and the entrepreneurial, characterized by self-employment. The use of the career path framework moves the study beyond global comparisons (of the dichotomized 'gender differences' kind) between 'the women' and 'the men'. As well as allowing for comparison between the paths, it allows more refined and contextualized comparisons within each path. Such comparisons produce patterns of similarity and difference that sometimes transcend gender.

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Section: Gender and Career Pathsmentioning

confidence: 77%

Beyond ‘Gender Differences’: A Canadian Study of Women's and Men's Careers in Engineering

Ranson¹

2003

Gender Work & Organization

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“…However, the results of Hultin (2003) indicate that women in Sweden are only partly disadvantaged; women in female ‐dominated occupations face obstacles and not, contrary to common expectations (see above), women in male ‐dominated occupations. Other research based on earnings mobility among engineers in the U.S. lends additional support to this result (Morgan, 1998), although it has been questioned by other researchers (Alessio and Andrzejewski, 2000; Cf. Morgan, 2000).…”

Section: Previous Researchmentioning

confidence: 95%

The Glass Ceiling – Where is it? Women's and Men's Career Prospects in the Private vs. the Public Sector in Sweden 1979–2000

Bihagen¹,

Ohls²

2006

The Sociological Review

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Previous research suggests that women have more limited career opportunities than men. Using Swedish longitudinal data, covering the period between 1979 and 2000, more light is shed on the association between hierarchical levels and differences between men's and women's career opportunities in terms of occupational transitions. The analyses indicate that women face the greatest hinderance to advancement at lower hierarchical levels and that these disadvantages attenuate with higher hierarchical levels. These results contradict the common idea of a glass ceiling, ie that problems for women accrue with increasing hierarchical levels. The findings point to the need for focusing more on gender inequalities at low hierarchical positions although the glass ceiling hypothesis cannot be dismissed altogether. Moreover, the results do not support the view that the gender penalty in careers is larger in the private sector as compared to the public sector.

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“… 1 Morgan (2000) finds little difference in retention for women with engineering degrees compared to other degrees, but this may be because Morgan defines retention only as staying in the full-time labor force, not remaining specifically in engineering. …”

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confidence: 99%

What's So Special about STEM? A Comparison of Women's Retention in STEM and Professional Occupations

et al. 2013

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We follow female college graduates in the National Longitudinal Survey of Youth 1979 and compare the trajectories of women in science, technology, engineering, and mathematics (STEM)-related occupations to other professional occupations. Results show that women in STEM occupations are significantly more likely to leave their occupational field than professional women, especially early in their career, while few women in either group leave jobs to exit the labor force. Family factors cannot account for the differential loss of STEM workers compared to other professional workers. Few differences in job characteristics emerge either, so these cannot account for the disproportionate loss of STEM workers. What does emerge is that investments and job rewards that generally stimulate field commitment, such as advanced training and high job satisfaction, fail to build commitment among women in STEM.

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Is Engineering Hostile to Women? An Analysis of Data from the 1993 National Survey of College Graduates

Cited by 30 publications

References 12 publications

Beyond ‘Gender Differences’: A Canadian Study of Women's and Men's Careers in Engineering

Beyond ‘Gender Differences’: A Canadian Study of Women's and Men's Careers in Engineering

The Glass Ceiling – Where is it? Women's and Men's Career Prospects in the Private vs. the Public Sector in Sweden 1979–2000

What's So Special about STEM? A Comparison of Women's Retention in STEM and Professional Occupations

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