Sex segregation and inequality in the modern labour market

Browne, Jude

doi:10.2307/j.ctt9qgvjq

Cited by 17 publications

(31 citation statements)

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“…As Ellingsæter ( 2013 ) and Teigen ( 2011 ) show, other scholars see gender diversity more as a matter of justice and equality. Consequently, various actions and initiatives have been taken in many countries, especially since the 1970s, to reduce occupational gender segregation (Browne 2006 ), even if it has also been criticized (e.g., Hakim 2007 , 2008 ). Despite different actions to decrease or eliminate gendered occupational segregation, it still persists (Browne 2006 ; Pascal 2012 ).…”

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“…Consequently, various actions and initiatives have been taken in many countries, especially since the 1970s, to reduce occupational gender segregation (Browne 2006 ), even if it has also been criticized (e.g., Hakim 2007 , 2008 ). Despite different actions to decrease or eliminate gendered occupational segregation, it still persists (Browne 2006 ; Pascal 2012 ). Gender segregation is so deeply embedded in workplace norms and employment practices that gender segregation would still require between 25% and 40% or more of men or women to change occupations to achieve complete gender integration (Cha 2013 ; Ellingsæter 2013 ).…”

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Addressing the Horizontal Gender Division of Labor: A Case Study of Support and Obstacles in a Heavy Industry Plant in Iceland

Rafnsdóttir

Weigt

2018

Sex Roles

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In the present article, we analyze a project in a heavy industry plant in Iceland in which the management aims to hire an equal number of women and men and, thereby, to work against the gender segregation of work. For their efforts, called the 50/50 strategy, the plant has received national and international awards. Observations and semi-structured interviews were conducted during five visits to the plant, including 85 interviews with 72 individuals, 49 women and 23 men. We found extensive support for the policy. The managers saw business opportunities in it, but although the employees supported the policy because it was seen as fair and modern, they doubted that achieving equal gender representation would be possible. The main emphasis so far has been on designing work organization and equipment, advertising the policy, presenting job opportunities to women outside the plant, and encouraging both genders to acquire the Bright^education. Why the 50/50 target has not been reached lies partly in gender stereotypes outside the plant. Furthermore, our findings suggest that the next steps should be to challenge an alleged male working-culture within the plant. If they fail to do so, their efforts to eliminate horizontal gender segregation are unlikely to succeed and may even become counterproductive.

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confidence: 99%

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confidence: 99%

Addressing the Horizontal Gender Division of Labor: A Case Study of Support and Obstacles in a Heavy Industry Plant in Iceland

Rafnsdóttir

Weigt

2018

Sex Roles

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“…The difficulty of juggling a career and looking after dependents creates dilemmas for individuals seeking work‐life balance (Browne, ; Lewis, ). Researchers at the Centre for Research on Families and Relationships at the University of Edinburgh use the notion of caringscapes to point to “the relationship between work and caring responsibilities in a different, multi‐dimensional way, leading to a better understanding of the demands and needs of those combining work and care” (McKie et al, , p. 2).…”

Section: Heterodox Contributions To Carementioning

confidence: 99%

Think tank—Not fair, not enough, not good enough: Searching for answers to the care crisis

Bigo¹,

Martin²

2018

Glob Bus Org Exc

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Industrialized nations are finding it increasingly difficult to provide appropriate levels of care for their aging populations, a situation often referred to as the care crisis. Why has conventional economic research not been successful in resolving this crisis? Although orthodox economists acknowledge the urgency of the situation, their analysis and recommendations tend to omit certain crucial aspects, which could explain why they have not been more successful in helping politicians to resolve the problem. A look at some of the lesser known heterodox research offers both a relevant understanding of the situation and some potential solutions to the crisis at hand.

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“…Certainly, the idea of one's nature being of the best ‘fit’ for purpose evokes the common claim that women hold particular characteristics which may or may not be well suited to a particular job (or to a high degree of commitment at the most senior levels). Without entering here into discussions of genetics, neurology or endocrinology, suffice to say that (and as I and others have vigorously argued elsewhere; see, for example, Browne, ; Cameron, ; Dupré, ; Phillips, ; Spelke, ) biological determinism is a weak basis on which to develop social policy. It is no longer surprising that, on average, females do as well as, (if sometimes not slightly better than), males in examinations in a country such as Britain.…”

Section: Female Quotas: Why Not?mentioning

confidence: 99%

The Critical Mass Marker Approach: Female Quotas and Social Justice

Browne

2013

Political Studies

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In this article I explore the theoretical and policy implications of direct state intervention into the constitution of corporate boards as a means to addressing institutional gender injustice. I consider the work of three prominent thinkers on affirmative action and institutional injustice, Ronald Dworkin, Anne Phillips and Iris Marion Young, and present an argument in favour of a specific form of state-administered female quota model which I shall call the Critical Mass Marker approach. I argue that this is a more refined and effective approach to institutional gender injustice than current affirmative action models.

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Sex segregation and inequality in the modern labour market

Cited by 17 publications

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Addressing the Horizontal Gender Division of Labor: A Case Study of Support and Obstacles in a Heavy Industry Plant in Iceland

Addressing the Horizontal Gender Division of Labor: A Case Study of Support and Obstacles in a Heavy Industry Plant in Iceland

Think tank—Not fair, not enough, not good enough: Searching for answers to the care crisis

The Critical Mass Marker Approach: Female Quotas and Social Justice

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