By Heather McLaughlin, Christopher Uggen, Amy Blackstone
Last summer, Donald Trump shared how he hoped his daughter Ivanka might respond should she be sexually harassed at work. He said,“I would like to think she would find another career or find another company if that was the case.” President Trump’s advice reflects what many American women feel forced to do when they’re harassed at work: quit their jobs. In our recent Gender & Society article, we examine how sexual harassment, and the job disruption that often accompanies it, affects women’s careers.
How many women quit and why? Combining survey and interview data, our study shows how sexual harassment affects women at the early stages of their careers. Eighty percent of the women in our sample who reported either unwanted touching or a combination of other forms of harassment changed jobs within two years. Among women who were not harassed, only about half changed jobs over the same period. In our statistical models, women who were harassed were 6.5 times more likely than those who were not to change jobs. This was true after accounting for other factors – such as the birth of a child – that sometimes lead to job change. In addition to job change, industry change and reduced work hours were common after harassing experiences. Continue reading “The Cost of Sexual Harassment”→
In 2013, Facebook’s Chief Operating Officer Sheryl Sandberg directed women to “lean in” at work by taking individual initiative to move into leadership positions. While Sandberg acknowledges that women are behind men in terms of promotion and pay, she suggested these gender differences could be explained primarily by the choices women were making at work. Sociologists have long been skeptical of such an individual framing, as we were. In the study described here, we seek to understand the primary factors driving gender differences among MBA graduates, asking: do women’s and men’s pathways diverge following completion of the MBA program? If so, how and why do they diverge? Using 10 to 12 years of life history information from 74 MBA graduates of an elite University, we traced men’s and women’s work patterns after they graduated with their MBA, seeking to identify places of similarity and difference across gender. Continue reading “Gender and the MBA: Differences in Career Trajectories, Institutional Support, and Outcomes”→
Picture a professor. Who comes to mind? These are the pictures I found in a Google Search for public domain images of a “Professor.” The first 22 above are a diverse group, at least in terms of their eyewear, neckwear, and hair (facial and otherwise). They are real and fictional, live and animated. And they are all white men.
This group of images captures an enduring cultural stereotype about who discovers and possesses scientific knowledge. It also captures an aspect of reality. Women are more likely to hold university faculty positions than ever before, yet they remain underrepresented in the highest prestige institutions, the highest paying disciplines and at the highest ranks. As of the academic year 2013-2014, men were about three times as likely as women to be full professors at degree-granting postsecondary institutions. As this image suggests, most of these men were white. Of all full professors, 57% were white men, while men of all other racial and ethnic groups made up 13%. White women were 25% of all full professors, women of all other racial/ethnic groups, 5%. Continue reading “Is there a chilly climate for women faculty?”→
Sociological studies of work have long ventured overseas to understand the conditions of employment and global networks that produce goods consumed in the global north. Scarce are studies that take a look at globalization and work at the other end of the supply chain: consumer services. This is important because in recent years retailers and hoteliers have traveled from the global north to the global south nearly as fast as manufactured goods have journeyed the opposite direction. This is also critical because the sociology of service work has rarely ventured beyond contexts in which customers and workers largely share in a single culture (with all its etiquettes, manners, symbols and rules), even as class, race and gender differences may be present. As a result, sociologists tend to focus on how workers use familiar habits of behavior in workplaces that require interaction with customers. For example the word “emotion work” is used to describe the psychological effort expended when workers are asked to treat strangers with the warmth they might reserve for family members or friends. Another term “aesthetic labor” describes the ways in which workers’ manner of dress, style, grooming and speech must conform to the meet the expectations of posh or hip clientele. Employers hire workers of the appropriate class backgrounds to perform such labor. Overlooked by these two terms is the effort workers make to learn new ways of expressing emotions, novel styles of presenting themselves and unfamiliar modes of interacting when their customers originate from different nations and cultures.
To remedy these limitations, my research follows the path of one of the largest hoteliers in the world, a U.S. chain, to Beijing China. I conducted an ethnography of an outlet of this hotel chain, interviewing workers and managers, part of a project that lasted over a year. In this hotel, managers hire and train young women who are native to Beijing to enact what I term “bridgework”: the acquisition of body and feeling rules dominant among customers whose national and cultural origins diverge from workers. Customers at the hotel were mostly white, male, upper class and traveled from the U.S. and other points in the global north to engage in various business ventures while lodging at the Beijing Transluxury (a pseudonym). The women hotel workers who serve them must speak English, adopt English names, and comport themselves in a manner reflective of an American middle class femininity. Managers spent countless hours training these young women workers to adopt the emotional expressions, modes of interaction and manner of comportment expected by their customers. Managers showed them how and when to smile –and when not to smile. They were taught how to greet customers using the appropriate titles and making eye contact. They were even taught how to walk. They were not allowed to lift tables or heavy trays; they wore uniforms that limited their range of motion, preventing even occasional heavy labor. Managers sought to create a staff of young women workers who would appeal to the heterosexual and class sensibilities of their clientele. But there was a constant tug-of-war between workers’ long held sense of appropriate behavior and these new practices. A few workers resisted some of the practices; a more common response was reinterpreting the new standards of behavior to conform to workers’ long held sense of etiquette and ethics. Continue reading “Bridgework: globalization, gender, and service labor at a luxury hotel”→
In the next week, we will have crowned a new World Series Champion, thus ending the MLB season, NFL football is now in full gear, and both NHL hockey and NBA basketball are a few weeks into their seasons. If you’re one of the nearly 57 million people in the United States and Canada who play fantasy sports, it’s likely that your enjoyment of these events is accompanied by the excitement of drafting, monitoring, and competing with your fantasy sports team. But does this experience differ for men and women? Both men and women play fantasy sports, frequently competing against one another in a context in which the presumed physical differences between males and females are seemingly irrelevant, conditions that may make gender irrelevant as well. Yet, our research demonstrates that is not the case. Women are treated as outsiders and consequently challenge, to varying degrees and in varying and sometimes contradictory ways, how they are treated and perceived.
In fantasy sports, individuals build virtual sports teams comprised of real athletes who accumulate points based on their performance in actual games. The majority of participants compete in fantasy football, baseball, and basketball, although fantasy sports leagues exist for a wide range of sports. Although recent attention has been focused on daily fantasy sports, with some states moving to declare these activities illegal, the majority of players—and those that we focus on in our work—currently play in traditional fantasy sports leagues like that depicted in the popular FX series The League; this means they create and manage their teams over the course of an entire sports season and compete against other managers doing the same in a virtual league.
Helen was fourteen when she lost her virginity. Afterwards, she texted a girl friend about the mixed feelings she had about the experience. By the time her suburban high school started the next morning, her friend had already spread a rumor that Helen was a “slut,” forwarding screenshots of their conversation to the freshman class via Facebook. For the next few years, Helen endured a “slutty” reputation, which isolated her from girls, subjected her to harassment from boys, and contributed to her disengagement from school activities. Toni had a different, yet related experience. Long before she came out as a lesbian, Toni had multiple rumors spread by girls about her sexual orientation. By junior year, fed up with girls’ homophobic gossip and harassment, Toni opted to leave her rural high school and pursue a GED instead. Gaby tells me she also was the subject of a sexual rumor, spread by a girl at her urban high school: “That’s how you bully a girl, that’s how you just get her. You get her by spreading a rumor about her…trying to stop bullying is like trying to catch smoke with your bare hands.”
In recent years, we’ve seen far too many tragic reports of girls who have taken their lives in the wake of similar experiences. Yet, we don’t see much coverage of why slut-shaming, homophobic labeling, and sexual rumors spread in the first place, or why young women so frequently take part. Though rumor spreading is the most common form of bullying between girls, scholars empirically know little about the content of girls’ rumors or why they’re invested in sharing them. Continue reading ““How You Bully a Girl””→
Cross-posted with permission from The Conversation on August 7, 2016 here.
With their red, white and blue striped poles, dark Naugahyde chairs and straight razor shaves, barbershops hold a special place in American culture.
But numbers show that barbershops are dwindling. According to census data, from 1992 to 2012 we saw a 23 percent decrease in barbershops in the United States (with a slight uptick in 2013).
As a sociologist, I find barbershops fascinating because they’ve also traditionally been places where men spend time with other men, forming close relationships with one another in the absence of women. Many patrons will even stop by daily to simply chat with their barbers, discuss the news or play chess. A real community is created in these places, and community is important to health and well-being.
So how should we interpret the decline of the barbershop? Is it yet another sign that, according to Robert Putnam in “Bowling Alone,” our community ties are crumbling? Or should we really be looking at just what sort of men are no longer getting haircuts at a barbershop – and what sort of men still go there? Continue reading “Goodbye to the barbershop?”→