Challenging cisnormativity, gender binarism and sex binarism in management research: foregrounding the workplace experiences of trans* and intersex people
Autor/in:
Köllen, Thomas; Rumens, Nick
Quelle: Gender in Management: An International Journal, 37 (2022) 6, S 701–715
Inhalt: Purpose
This article aims to question and problematise the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue on trans* and intersex people in the workplace, this article reflects on the developments in trans* and intersex research in the management literature, and anticipates what future scholarship in this area might entail.
Design/methodology/approach
A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars for whom organisations are important sites to study gender as a dynamic, contextually contingent construct.
Findings
The key finding is the persistence of cisnormativity, normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes.
Originality/value
This article foregrounds trans* and intersex experiences in the workplace. In particular, by
positioning intersexuality as an important and urgent topic of study, this article breaks the silence
that has surrounded intersexuality in gender and management research. There are still key
questions and issues that demand future research from academics who want to challenge
cisnormativity and the gender and sexual binaries that sustain it.
Karriere mit Kind – Wie wirkt sich frühe Mutterschaft auf das Erreichen von Führungspositionen bei Akademikerinnen aus?
Autor/in:
Brandt, Gesche; Spangenberg, Heike
Quelle: KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie, 74 (2022) 3, S 303–327
Inhalt: Dieser Beitrag widmet sich im Anschluss an die Diskussion zur Entzerrung der „Rushhour des Lebens“ der Frage, ob es vorteilhaft für die berufliche Karriere von Akademikerinnen ist, wenn sie, anstatt nach dem Berufseinstieg, bereits vor dem Studienabschluss oder direkt im Anschluss daran Kinder bekommen. Während ein Aufschieben der Erstgeburt verschiedenen Studien zufolge durchaus positiv für den Karriereverlauf ist, ist der Zusammenhang zwischen einer frühen Familiengründung und dem Erreichen einer Führungsposition für Deutschland bislang kaum erforscht.
Anhand von Absolventendaten des Deutschen Zentrums für Hochschul- und Wissenschaftsforschung (DZHW) wird mit logistischen Regressionsanalysen untersucht, wie wahrscheinlich das Erreichen einer Führungsposition für Mütter mit akademischem Abschluss in Abhängigkeit vom Geburtentiming ist. Die Befunde zeigen, dass Mütter, die bereits vor dem Berufseinstieg Kinder bekommen haben, zehn Jahre nach Studienabschluss mit höherer Wahrscheinlichkeit in Führungspositionen tätig sind als die Vergleichsgruppe der Mütter, die erst während des Erwerbsverlaufs eine Familie gegründet haben. Erstere weisen im Erwerbsverlauf weniger Vollzeitphasen, aber mehr Teilzeitphasen und weniger Unterbrechungsphasen auf. Die Ergebnisse stützen humankapital- und signaltheoretische Annahmen, wonach Akademikerinnen auf dem Arbeitsmarkt von einer Familiengründung vor dem Berufseinstieg profitieren, da längere Erwerbsunterbrechungen unwahrscheinlicher werden.
Schlagwörter:absolventenbefragung; DZHW; Frauen in Führungspositionen; Führung
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Vereinbarkeit Familie-Beruf
Setting adequate wages for workers: Managers' work experience, incentive scheme and gender matter
Autor/in:
Huber, David; Kühl, Leonie; Szech, Nora
Quelle: PLOS ONE (PLOS ONE), 17 (2022) 8
Inhalt: Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere.
Women’s experiences of racial microaggressions in STEMM workplaces and the importance of white allyship
Autor/in:
Moore, Robyn; Nash, Meredith
Quelle: International Journal of Gender, Science and Technology; Vol 13, No 1 (2021), (2021)
Inhalt: This article explores how gender interacts with race, ethnicity and/or culture to structure the microaggressions experienced by visibly and culturally diverse women in Australian Science, Technology, Engineering, Mathematics and Medicine (STEMM) organisations. We focus on these women’s experiences to disrupt the normative erasure of race from the workplace diversity context. We conducted 30 semi-structured interviews with women in academia, industry and government who self-identify as women of colour or as culturally diverse. We use an intersectional lens to show that the challenges experienced by visibly and culturally diverse women cannot simply be subsumed under gender. Rather, race and gender intersect to create overlapping and interdependent systems of discrimination and disadvantage. These issues are largely unintelligible in STEMM fields as science is positioned as gender- and race-neutral. Consequently, despite their devastating impact, racial microaggressions may be invisible to members of the dominant racial group—those most likely to be the peers and managers of visibly and culturally diverse women. White managers and peers can act as allies to women of colour in STEMM by respecting and amplifying their concerns. Learning to recognise and confront racial microaggressions can help make science workplaces more inclusive of all scientists.
Inhalt: When it comes to gender equity in the workplace, many organizations focus largely on hiring more women. But to achieve more equitable representation, it’s also critical to examine disparities in how employees are evaluated and promoted once they’re on board. In this piece, the authors discuss their recent research on this topic, which found that competitive evaluation systems in which employees are ranked against one another can cause men to perform better and women to perform worse (on a task for which their performance would otherwise be roughly the same). They suggest that this likely stems from deeply-ingrained stereotypes that lead men to believe they are better than women in competitive environments, and that lead women to prioritize avoiding harming others. Based on these findings, the authors argue that organizations should build awareness of the potential harms of ranking employees, and that they should consider either adapting or totally overhauling existing performance evaluation systems to focus more on individual progress, and less on social comparisons.
Mentoring as affective governmentality: Shame, (un)happiness, and the (re)production of masculine leadership
Autor/in:
Sandager, Jette
Quelle: Gend Work Organ (Gender, Work and Organization), (2021)
Inhalt: This article contributes to current discussions on the effectiveness of mentoring as a gender equality tool, but also focuses on the emotions and bodily (dis)comforts mentoring produces in addition to linguistic discourses, thus offering a novel take on how the tool operates. Drawing on a case study of a Danish mentoring program aimed at establishing the organizational space of leadership as more gender equal, the article demonstrates how, in producing shame and (un)happiness, mentoring (re)produces leadership as an organizational space dominated by masculine norms and work practices. The findings of the article support literature arguing that mentoring is an ineffective gender equality tool. However, the article does not entirely discard mentoring for this purpose, instead suggesting that scholars and practitioners look to literature on queered forms of mentoring for inspiration on how to use mentoring as a tool that carries the potential of truly promoting gender equality.
Sounds like a fit! : Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness
Inhalt: Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender-stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video-based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students’ evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.
Explaining the gender pay gap among doctoral graduates: analyses of the German labour market
Autor/in:
Goldan, Lea
Quelle: European Journal of Higher Education, 11 (2021) 2, S 137–159
Inhalt: Previous research has shown that female doctoral graduates earn less than male doctoral graduates; however, there has been little research on the determinants of this gender pay gap. This paper investigates the determinants of the gender pay gap among doctoral graduates in Germany. By relying on human capital theory, traditional gender roles and beliefs, and previous empirical findings, I examine gender differences in doctoral and occupational characteristics as potential determinants of the gender pay gap. I use data from a representative German panel study of the 2014 doctoral graduation cohort. Regression analyses on the logarithmic gross monthly earnings reveal that female graduates earn 30.4% less than male graduates five years after graduation. This gender pay gap is driven by a substantive wage premium for male doctoral graduates outside academia. Important determinants of the overall gender pay gap are doctoral subjects, professional experience after graduation, industries, management positions, and, above all, working hours. However, the considered determinants only partially explain the gender pay gap, as it remains substantial and statistically significant. The paper enhances the research on gender inequalities in post-doctoral careers and offers new insights into the determinants of the gender pay gap among doctoral graduates.
The Gender Wage Gap among Ph.D. Holders: Evidence from Italy
Autor/in:
Alfano, Vincenzo; Cicatiello, Lorenzo; Gaeta, Giuseppe Lucio; Pinto, Mauro
Quelle: The B.E. Journal of Economic Analysis & Policy, 21 (2021) 3, S 1107–1148
Inhalt: This paper contributes to the literature on the gender wage gap by empirically analyzing those workers who hold the highest possible educational qualification, i.e., a Ph.D. The analysis relies on recent Italian cross-sectional data collected through a survey on the employment conditions of Ph.D. holders. The Oaxaca-Blinder decomposition analysis and quantile decomposition analysis are carried out, and the selection of Ph.D. holders into employment and STEM/non-STEM fields of specialization is taken into account. Findings suggest that a gender gap in hourly wages exists among Ph.D. holders, with sizeable differences by sector of employment and field of specialization.
Schlagwörter:gender pay gap; Italien; Italy; Phd; Post-doc; science as a profession; STEM; wissenschaftliche Karriere
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Naturwissenschaft und Technik, Frauen- und Geschlechterforschung, Wissenschaft als Beruf
Lohngerechtigkeit und Geschlechternormen: Erhalten Männer eine Heiratsprämie?
Autor/in:
Jann, Ben; Zimmermann, Barbara; Diekmann, Andreas
Quelle: KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie), 73 (2021) 2, S 201–229
Inhalt: Der geschlechtsspezifische Lohnunterschied hat sich in der Schweiz ebenso wie in Deutschland in den letzten zwei Jahrzehnten zwar leicht verringert, die Lücke ist aber immer noch beträchtlich und lässt sich nur zum Teil durch produktivitätsrelevante Faktoren erklären. Um zu untersuchen, ob sich ein entsprechender „gender wage gap“ auch darin wiederfindet, welche Löhne als gerecht angesehen werden, haben wir im Rahmen von Schweizer Bevölkerungsumfragen drei randomisierte Vignettenexperimente durchgeführt. Im Unterschied zu den meisten anderen Experimenten wurde den Befragten nur jeweils eine Vignette vorgelegt, um Einflüsse sozialer Wünschbarkeit zu vermindern. Das erste Experiment belegt eine geschlechtsspezifische Doppelmoral bei der Einkommensbewertung: Bei Männern wurde ein gegebenes Einkommen eher als zu gering beurteilt als bei Frauen. Der Befund konnte in einem zweiten Experiment mit ähnlichem Design jedoch nicht repliziert werden, wobei ein zentraler Unterschied zwischen den beiden Experimenten in dem in den Vignetten beschriebenen Haushaltskontext lag. In einem dritten Experiment haben wir deshalb den Einfluss der familiären Situation systematisch untersucht. Die Ergebnisse zeigen, dass nur bei verheirateten Personen ein Unterschied zwischen Frauen und Männern gemacht wird, nicht jedoch bei Singles. Im Einklang mit dem Stereotyp des männlichen Haupternährers zeigt sich ein ausgeprägter Effekt einer „Heiratsprämie“. Verheirateten Männern wird in der Wahrnehmung der Bevölkerung bei sonst gleichen Merkmalen ein höherer Lohn zugestanden als verheirateten Frauen.
Although the gender wage gap has narrowed somewhat in Switzerland, as in Germany, over the past two decades, the gap is still substantial and can only be partly explained by productivity-related factors. To investigate whether a corresponding gender wage gap is also reflected in what wages are considered fair, we conducted three randomized vignette experiments in Swiss population surveys. Unlike most other such experiments, each respondent was presented only one vignette to reduce social desirability bias. The first experiment provides evidence of a double standard in income evaluation: A given income was judged more likely to be too low for men than for women. However, the finding could not be replicated in a second experiment with a similar design. Because a key difference between the two experiments was the household context described in the vignettes, we systematically examined the influence of the family situation in a third experiment. The results show that a difference between women and men is made only for married individuals and not for singles. Consistent with the stereotype of the male breadwinner, a pronounced effect of a “marriage premium” for men emerges. Married men are perceived to be entitled to higher wages than married women, other things being equal.