Laws in many countries mandate paying men and women equally when in similar jobs. Such laws, coupled with considerable organizational efforts, lead some scholars to contend that within-job pay ...inequality is no longer a source of the gender pay gap. We argue important differences in a widely used form of pay heretofore overlooked in existing studies-equity-based awards (i.e., pay where the value is tied to the employing organization's stock, such as stock and stock options)-may cause underestimation of gender-based within-job pay inequality. Specifically, we theorize that because of differences in both why and how equity-based awards are distributed to employees compared to other forms of pay, a gender gap will exist in equity-based awards, with biased perceptions of retention driving the gap. Using a multimethod study with novel data from two technology organizations, archival data from publicly traded firms, and experimental data, we find consistent support for our hypotheses. Taken together, our results suggest that using equity-based awards as a means to retain employees, and the rationale and processes associated with distributing such pay, can result in gender-based within-job inequality. Thus, our study sheds light on a previously overlooked form of inequality in the workplace while offering implications for both theory and practice.
In recent decades, two interrelated major controversies have been unfolding in the area of sex/gender research. (1) Are gender-identity variants to be understood as psychopathology or natural ...variation? (2) Is gender (and perhaps even sex) better conceptualized as binary or non-binary? The answer depends on the conceptual context and related considerations of utility. In the context of evolutionary biology, marked variants of sex and gender decrease reproductive success and are, thereby, deemed pathologic. In the present era of the anthropocene, however, the material conditions underlying the traditional division of labor between the sexes and the role of reproductive success have dramatically changed. These changes decrease the psychosocial importance of the binary gender distinction, provide more freedom for non-binary gender expression and identity formation, and render the distinction of pathologic and non-pathologic less useful, unless gender dysphoria develops secondary to a psychiatric condition. Although most people state their gender identity in the form of a nominal category, most self-report or interview-based ratings and multi-item scales of gender expression and/or identity show continuous distributions, either unimodal-asymmetric or bimodal, depending on whether they are designed for one or both of the traditional genders. Similarly, the rating scales of androgen-influenced variants of the genitalia—usually designed for one of the traditional sexes—typically represent a unipolar-asymmetric continuum. However, the binary gender system remains the primary framework against which individuals evaluate themselves. For those who develop gender dysphoria, assistance by mental-health service providers continues to be important.
This open access book examines the conversations around gendered mental health in contemporary Western media culture. While early 21st century-media was marked by a distinct focus on happiness, ...productivity and success, during the 2010s negative feelings and discussions around mental health have become increasingly common in that same media landscape. This book traces this turn to sadness in women’s media culture and shows that it emerged indirectly as a result of a culture overtly focused on happiness. By tracing the coverage of mental health issues in magazines, among female celebrities, and on social media this book shows how an increasingly intimate media environment has made way for a profitable vulnerability, that takes the shape of marketable and brand-friendly mental illness awareness that strengthens the authenticity of those who embrace it. But at the same time sad girl cultures are proliferating on social media platforms, creating radically honest spaces where those who suffer get support, and more capacious ways of feeling bad are formed. Using discourse analysis and digital ethnography to study contemporary representations of mental illness and sadness in Western popular media and social media, this book takes a feminist media studies approach to popular discourse, understanding the conversations happening around mental health in these sites to function as scripts for how to think about and experience mental illness and sadness
To elucidate how ingroup identification is implicated in attitudes towards gender equality, it is important to consider that (1) people simultaneously identify with more (a nation) vs. less abstract ...groups (gender), and (2) gender collective narcissism is the specific aspect of ingroup identification likely to inspire opposite attitudes towards gender equality among men (negative) and women (positive), but (3) national narcissism is likely to align with men’s interests and inspire negative attitudes towards gender equality among men and women. In Study 1, we demonstrate that gender collective narcissism is the same variable among men and women. In Study 2, we show that among women (but not among men) in Poland, gender collective narcissism predicts intentions to engage in normative and non-normative collective action for gender equality. In Study 3, we show that gender collective narcissists among women endorse an egalitarian outlook, whereas gender collective narcissists among men reject it. In contrast, national narcissism predicts refusal to engage in collective action for gender equality and endorsement of an anti-egalitarian outlook among women and among men. Thus, national narcissism and gender collective narcissism among men impair pursuit of gender equality. Gender collective narcissism among women facilitates engagement in collective action for gender equality. Low gender collective narcissism among men and low national narcissism may also facilitate support for gender equality.
Men and development Cornwall, Andrea; Edstrom, Jerker; Greig, Alan
2011., 2011, 2011-07-07, 2012-09-13, 20110101
eBook
Brings together some of the best-known academics, activists and practitioners in the field to present a comprehensive overview with original case studies from Brazil, India, China , South Africa, ...Malawi, Uganda and Nicaragua.
While the word gender is not new, it has only recently become the focus of heated debate both within and outside the academy. It has since its early days been a polysemous word, but one of its newest ...definitions puts gender under the spotlight.
Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the "glass ceiling." We offer the first large-scale analysis that ...turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchical linear models, estimated on a unique nested data set drawn from the 2000 Census, suggest that greater representation of women in management does narrow the gender wage gap. Model predictions show, however, that the presence of high-status female managers has a much larger impact on gender wage inequality. We conclude that the promotion of women into management positions may benefit all women, but only if female managers reach relatively high-status positions.
Institutional focus on diversity, equity, and inclusion affects all parts of higher education management. Gender Diversity, Equity, and Inclusion in Academia: A Conceptual Framework for Sustainable ...Transformation scrutinises the conceptual framework for diversity, equity, and inclusion actions in academia to facilitate research-based and critically reflected decisions in higher education management. The book contains 24 chapters, each focused on one of 24 fundamental concepts that are essential for identifying, understanding, and implementing organizational changes and counteracting unjustified disadvantages faced by women and members of other gender minorities in academia, preceded by an introductory binding chapter. The book also discusses concepts directed towards solutions, such as affirmative action and feminist pedagogies, and overcomes the traditional binary approach on gender by incorporating specific challenges faced by LGBTQ+ and transgender staff and students. Gender Diversity, Equity, and Inclusion in Academia will be key reading for academics in Gender Studies and Education Studies, while also serving as a vital resource for individual consumers working in or preparing to enter leadership positions in higher education.
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