Sex, Gender and Work Segregation in the Cultural Industries

Abstract

This chapter addresses work ‘segregation’ by sex in the cultural industries. We outline some of the main forms this takes, according to our observations: the high presence of women in marketing and public relations roles; the high numbers of women in production co-ordination and similar roles; the domination of men of more prestigious creative roles; and the domination by men of technical jobs. We then turn to explanation: what gender dynamics drive such patterns of work segregation according to sex? Drawing on interviews, we claim that the following stereotypes or prevailing discourses, concerning the distinctive attributes of women and men, may influence such segregation: that women are more caring, supportive and nurturing; that women are better communicators; that women are ‘better organized’; and that men are more creative because they are less bound by rules.

Hollywood power brokers: Gender and racial inequality in talent agencies

“…This work highlights the ways that informality, precariousness, reliance on reputation and the centrality of networks disadvantage women (Banks, Gill, & Taylor, 2013;Conor, Gill, & Taylor, 2015;Finkel, Jones, Sang, & Russell, 2017;Handy & Rowlands, 2014;Wreyford, 2015). Other scholars have shown that gender stereotypes are used to justify occupational sex segregation within creative industries, wherein men hold positions with more power (Hesmondhalgh & Baker, 2015), and that low-end (or 'below-the-line') creative professions are structured around sexism, classism and stereotypically gendered job roles (Jones & Pringle, 2015). Other scholars have shown that gender stereotypes are used to justify occupational sex segregation within creative industries, wherein men hold positions with more power (Hesmondhalgh & Baker, 2015), and that low-end (or 'below-the-line') creative professions are structured around sexism, classism and stereotypically gendered job roles (Jones & Pringle, 2015).…”

Sexual Harassment in the Creative Industries: Tolerance, Culture and the Need for Change

“…McCann (2005) suggests that sexual harassment in the workplace is also underreported. Sexism is flexible and dynamic (Gill, 2011(Gill, , 2014, and Hesmondhalgh and Baker (2015) posit that sexual harassment in the creative industries is often malleable, agile and subtle. Littler-Bishop et al (1982) emphasize that women might not report harassment because they fear it will be detrimental to their career advancement.…”

And … action? Gender, knowledge and inequalities in the UK screen industries

“…A second area of knowledge on barriers to women's participation and advancement centred on gendered perceptions. This gender knowledge, firstly, described typical perceptions of women and how, regardless of their truth value (Hesmondhalgh & Baker, ), these perceptions impacted employment prospects. Studies evidenced perceptions of women as more suited to caring, nurturing, communicating and operational management, and to working on less serious topics such as children's programmes and quiz shows (Hesmondhalgh & Baker, ; Mills & Ralph, ; World Association for Christian Communication, ).…”

“…This gender knowledge, firstly, described typical perceptions of women and how, regardless of their truth value (Hesmondhalgh & Baker, 2015), these perceptions impacted employment prospects. Studies evidenced perceptions of women as more suited to caring, nurturing, communicating and operational management, and to working on less serious topics such as children's programmes and quiz shows (Hesmondhalgh & Baker, 2015;Mills & Ralph, 2015; World Association for Christian Communication, 2015). Women were also seen as "risky" in a way men are not (European Women's Audiovisual Network, 2016a, p. 191) and, in the case of mothers, as not having enough 'hunger'…”