Tag: gender

New Publication: “Does Wanting Diversity Mean Racial Diversity? How Race and Gender Influence Support for Corporate DEI Policies.” by Adia Harvey Wingfield & Antonia Roach

On By Neha JangetiIn Announcements, PublicationsLeave a comment

Wingfield, Adia Harvey and Antonia Roach. (2025.) “Does Wanting Diversity Mean Racial Diversity? How Race and Gender Influence Support for Corporate DEI Policies.”Sociology of Race and Ethnicity. Online first.

Abstract

In the wake of recent social movements, cultural changes, and emerging organizational norms, decisive majorities of White workers now agree with the premise that companies should strive for workplace diversity. That support rarely translates into an interest in race-conscious programming, yielding what sociologists describe as a “principle/policy gap.” Yet most of the research identifying principle/policy gaps relies on predominantly White samples. In this article, we draw from a sample of 85 Black, White, Asian American, and Latinx workers in the financial sector to examine whether the principle/policy gap is present among both White workers and those of color. Our interviews reveal mixed evidence of principle/policy gaps when it comes to race-based diversity programming. We also find that respondents’ preferences (or lack thereof) for race-conscious diversity are informed by intersections of race and gender, rendering race-based programming more attractive for some groups and gender-based initiatives more appealing for others.

SER Cafe: Gender disparities in the workplace on 1/24 

On By Neha JangetiIn AnnouncementsLeave a comment

Join us for an engaging SER Café event featuring a thought-provoking discussion with SER authors, Anne-Kathrin Kronberg, Anna Gerlach, Marta Fana, Davide Villani, and Martina Bisello.

The paper by Kronberg and Gerlach, “Off to a slow start: which workplace policies can limit gender pay gaps across firm tenure?”, explores the pressing issue of how workplace policies impact gender pay gaps over employee tenure. Fana, Villani and Bisello investigate gender gaps in workplace power and control, finding that women face more control than men within the same job, even after accounting for factors like education and seniority in “Gender gaps in power and control within jobs”.

Together, these papers offer compelling insights into the interplay between workplace practices, organizational culture, and policy interventions in perpetuating or mitigating gender inequalities. As workplace equity remains a pivotal issue, these studies provide a deeper understanding of the structural barriers and potential pathways toward closing gender gaps.

The event will take place on Friday, January 24th, at 8AM PST/ 11AM EST/ 5PM CET. Register at this link!

https://northwestern.zoom.us/meeting/register/03fMIgUpRseoMPjBdjX8GA

As with all SER Café events, this session will prioritize dynamic conversation with the authors over lengthy presentations. Come ready to engage, ask questions, and discuss these critical contributions to the field.

New Publication: “Know Your Place: Fractured Epistemic Privilege among Women in State Organizations” by Tair Karazi-Presler

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Karazi‐Presler, Tair. 2024. “Know Your Place: Fractured Epistemic Privilege among Women in State Organizations.” Sociological Forum. https://doi.org/10.1111/socf.13021

Abstract: Based on 67 in-depth interviews, this article explores how women in positions of power in two major organizational fields in Israel—the military and government ministries—develop different types of gender knowledge. In the military, an extremely and publicly gendered organization, the interviewees demonstrate gender reflexivity and pragmatic literacy of power relations. In the government ministries, which tend to conceal and even repress gendered power, the interviewees demonstrate (neoliberal) feminist consciousness and a limited ability to conceptualize power relations. The contribution of this article is threefold. First, it challenges the common view that gender reflexivity and feminist consciousness are causally related by emphasizing fractured epistemic privilege among women in different organizational contexts. Second, it demonstrates that women’s survival practices produce gender knowledge, which in turn produces gender practices in organizational contexts. Third, it argues that different types of gender knowledge develop as a byproduct of the gendered power-relation characteristics of each specific organizational context. Accordingly, this article offers a framework for analyzing emerging forms of gender sociopolitical knowledge in organizations as an additional dimension of gender inequality and a possible basis for transforming it.

New Publication: “Doing Genders: Partner’s Gender and Labor Market Behavior” by Eva Jaspers, Deni Mazrekaj, and Weverthon Machado

On By Neha JangetiIn PublicationsLeave a comment

Jaspers, E., Mazrekaj, D., & Machado, W. (2024). Doing Genders: Partner’s Gender and Labor Market Behavior. American Sociological Review, 89(3), 518-541. https://doi.org/10.1177/00031224241252079

Abstract: Partnered men and women show consistently gendered patterns of labor market behavior. We test whether not only a person’s own gender, but also their partner’s gender shapes hours worked. We use Dutch administrative population data on almost 5,000 persons who had both male and female partners, whose hours worked we observe monthly over 15 years. We argue that this provides a unique setting to assess the relevance of partner’s gender for labor market behavior. Using two-way fixed effects and fixed-effects individual slopes models, we find that both men and women tend to work more hours when partnered with a female partner compared to a male partner. These results align with our hypothesis that a partner’s gender influences labor market behavior. For women, we conclude that this finding may be (partly) explained by marital and motherhood status. Additionally, we discovered that women decrease their hours worked to a lesser extent when caring for a child if they have a female partner. Finally, we found that for men, the positive association between own and partner’s hours worked is weaker when one has a female partner, indicating a higher degree of specialization within these couples.

Call for Papers: Journal of Sociology special issue on inequalities in the gig economy

On By Sarah MosseriIn Calls for Papers, UncategorizedLeave a comment

Special edition of the Journal of Sociology 2019 on inequalities in the gig economy era: gender and generation challenges edited by Brendan Churchill, Signe Ravn and Lyn Craig, University of Melbourne. The special edition will focus on the intersecting implications for gender and generational inequalities in the ‘gig economy’ era, a term which we use to describe the contemporary labour market characterised by precarious employment and new (digital) forms of job seeking and entrepreneurship that expose workers to greater financial risks, social insecurities and inequalities. It will also consider the gendered dimensions of educational participation outcomes in the light of these changed labour market conditions. Deadline for submission of a 300-word abstract for consideration: 8 April 2018. More details: http://arts.unimelb.edu.au/e/gig-economy

Gender, Science, and Organizations Workgroup

On By Sarah MosseriIn Conferences, WorkshopsLeave a comment

The 12th semi-annual Gender, Science, and Organizations Workgroup will take place from 8:30 am to 4:30 pm on Thursday, February 9th 2017 – the day of the opening evening reception for the Sociologists for Women in Society winter meetings in Albuquerque, New Mexico. The workgroup is targeted at sociologists who are already doing research on studies of gender & academic careers, scientific workplace organizations, organizational transformations to promote gender equality, etc. We are a growing, loosely organized group of sociologists who focus on science as a workplace and many workshop participants work on NSF-funded ADVANCE research projects.

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Job Announcement:Research Associate at The Clayman Institute for Gender Research (Stanford)

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The Clayman Institute for Gender Research at Stanford University seeks to hire a research associate with expertise in race/ethnicity and organizational behavior to contribute to the Institute’s research agenda on advancing women’s leadership and creating inclusive organizations.  This is a two year fixed term position after which time there may be an opportunity to extend the position.

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Call for Papers: Leadership Excellence and Gender Symposium

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A reminder that the call for papers for the Leadership Excellence and Gender Symposium ends November 15th. Details regarding this conference can be found below.

Call for Papers:

The Krannert School of Management and the Susan Bulkeley Butler Center for Leadership Excellence at Purdue University invite all interested scholars to submit papers for the Leadership Excellence and Gender Symposium. The submission deadline is November 15, 2015 and the conference will be held at the Krannert School of Management at Purdue University on March 28-30, 2016.  

Scholars from all fields and disciplines are welcome to submit research regarding gender and leadership excellence from an organizational perspective.  There is also an opportunity to publish in a special issue of Human Resource Management.
From the conference website:
“We are especially interested in research that focuses on new developments related to organizational change and studies that have not yet been published or accepted for publication. Doctoral students and junior faculty are especially encouraged to apply. But, we welcome and value submissions from faculty at all career stages. The best papers will be invited to be submitted for review for a special issue of Human Resource Management (http://mc.manuscriptcentral.com/hrm).”

Job Posting: Associate Director Position at The Clayman Institute for Gender Research

On By Sarah MosseriIn Job PostingsLeave a comment

The Associate Director (AD) leads the Institute’s strategic focus, operations, and academic and community relations. The AD manages the Institute team and reports to the Executive Director as a member of the Executive Committee that includes members from the Institute and the Center. The AD works with the Faculty Director to set the annual thematic focus and guide the research agenda.

Interested candidates please submit your application at jobs.stanford.edu. Job # 68110.

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