The Presence of Ethnic Minority and Disabled men in Feminised Work: Intersectionality, Vertical Segregation and the Glass Escalator

Abstract

TITLEThe presence of ethnic minority and disabled men in feminised work: intersectionality, vertical segregation and the glass escalator AUTHORSWoodhams, Carol; Lupton, Ben; Cowling, Marc JOURNAL Sex Roles DEPOSITED IN ORE January 2015This version available at http://hdl.handle.net/10871/16156 COPYRIGHT AND REUSEOpen Research Exeter makes this work available in accordance with publisher policies. A NOTE ON VERSIONSThe version presented here may differ from the published version. If citing, you are advised to consult the published version for pagination, volume/issue and date of publication than other men to be found in female-dominated low-status work, but that they are relatively more likely to be so than are their female counterparts. Men from ethnic minorities, but not those with a disability, are also disproportionately more likely to be found in feminised part-time work. Both men from ethnic minorities and men with disabilities are disproportionally less likely than other men to ride the glass escalator to higher-level work. The article concludes that the intersectional effects of gender, ethnicity and disability sort disadvantaged men into lower-level and part-time work alongside women, and considers the implications for the study of men in female-dominated occupations, and of intersectionalities.

Crossing Over: Interdisciplinary Research on “Men who do Women’s Work”

“…)-will be compromised in light of future opportunities. The racial differences illuminated by this study are especially interesting, granted that African American men typically do not experience the benefits of the glass escalator (Harvey Wingfield 2009;Woodhams et al 2014). It may be the case that teens from different racial groups do not share the same preconceptions about gender-appropriate careers.…”

“…The strength of the intersectional approach is evident in the study by Woodhams et al (2014). This article investigates whether racial/ethnic minority men and disabled men are more likely than other groups of men to work in low status femaledominated jobs.…”

Man Up, Man Down: Race-ethnicity and the Hierarchy of Men in Female-dominated Work

“…In the expanding service economy, black and Hispanic men are more likely than white men to occupy low-wage service positions associated with the maintenance of daily living (e.g., food preparation, laundry service), referred to as " dirty work" or "nonnurturant" reproductive labor (Glenn 1992;Duffy 2007). Data based on personnel records from a large organization in the United Kingdom also suggest that ethnic minority men are more likely to occupy disadvantaged female-dominated jobs (Woodhams, Lupton, and Cowling 2015). These studies, however, primarily focus on one industry or one level of the occupational hierarchy (e.g., lower-income jobs ;Dwyer 2013;McMurry 2011;Lupton 2006) or are based on non-U.S. data (Woodhams et al 2015).…”

“…Data based on personnel records from a large organization in the United Kingdom also suggest that ethnic minority men are more likely to occupy disadvantaged female-dominated jobs (Woodhams, Lupton, and Cowling 2015). These studies, however, primarily focus on one industry or one level of the occupational hierarchy (e.g., lower-income jobs ;Dwyer 2013;McMurry 2011;Lupton 2006) or are based on non-U.S. data (Woodhams et al 2015). Given the changing U.S. economy (e.g., deindustrialization, the disappearances of middle-class jobs; Kollmeyer 2009), new research is critical to understanding racial and educational intersections with gender-typed jobs.…”

Men in Female-Dominated Vocations: a Rationale for Academic Study and Introduction to the Special Issue

“…Authors provide engaging empirical inquiries of men in female dominated occupations. Focusing on industry, Woodhams et al (2014) examine how men's presence in and promotion out of low paying, low status jobs in the U.K. are connected to intersecting identities such as ethnicity and (dis)ability status, including comparisons with majority ethnicity men, minority women, and people with and without disabilities. Other authors examine the influence of organizational context.…”