Male Advantage and the Gender Composition of Jobs: Who Rides the Glass Escalator?

El retorno de las carreras: un estudio de caso de los factores que inciden en las remuneraciones de universitarios recién titulados

“…en resultados no mostrados, se rechaza que la brecha salarial de género (nivel 1) varíe según el grado de feminización (nivel 2) 21 . Así, se descarta la teoría de la «escalera de vidrio» (Budig, 2002) que indica que hombres en ocupaciones feminizadas logran sortear parte de las penalidades de la composición de género, aprovechándose de ventajas estructurales no directamente observables (Cohen y Huffman, 2003). De este modo, tanto en titulados hombres como mujeres existe una pérdida de remuneraciones por encontrarse en una carrera feminizada, manteniéndose la brecha salarial de género.…”

Gender stereotyping within career and technical education : exploring relationships among gender, coursetaking, and outcomes of high school CTE students.

“…According to Acker (2006), the process of delineating specific work requirements and job responsibilities lend organizations to search for the ideal worker-an individual glamorized as unencumbered by outside family obligations and solely dedicated to the organization-who is generally presumed to be a man. Budig (2002) found that while outside obligations such as marriage and family have a negative impact on female wages, the reverse is true for male wages. Budig (2002) theorized that these responsibilities are perceived as distractions for women but as commitments that increase occupational dedication for men due to social pressures on males to serve as providers.…”

“…Budig (2002) found that while outside obligations such as marriage and family have a negative impact on female wages, the reverse is true for male wages. Budig (2002) theorized that these responsibilities are perceived as distractions for women but as commitments that increase occupational dedication for men due to social pressures on males to serve as providers. Changing the gendered nature of organizations would be extremely difficult, Acker (1990) argued, due to the long history of systemic gender bias that has been embedded in organizational structure.…”

“…Gender wage gap is defined as the discrepancy in earnings between males and females based on gender (DeNavas-Walt, Proctor, & Smith, 2011;Budig, 2002;Hegewisch et al, 2012). As of 2011, women earned approximately 82% of what men earned when measuring income based upon weekly wages (Hegewisch et al, 2012).…”

“…Milkie et al (2009) hypothesized that the excess burdens that females face in their attempts to "do it all" might lead to a reduction in work hours. Additionally, Budig (2002) reported that an unequal division of labor at home rewards men while penalizing women. Men remain unburdened and are free to pursue the breadwinner role while employers perceive women with domestic obligations as less than ideal employees due to their extra obligations (Budig, 2002).…”