Tag Archives | Gender

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Drawing on a unique data set of almost 12,000 faculty members from 52 globally ranked universities in four fields (sociology, biology, history, and engineering), this study describes and explains gender differences in tenure among faculty across 13 countries. In our sample, women comprise roughly one-third of all faculty and only 23 percent of tenured faculty, with significant variation across fields and countries. Findings from a series of multilevel regression analyses suggest support for a gender filter argument: women are less likely to be tenured overall and in every field. Opportunities for tenure also matter. In countries with very low- and high-tenure rates, women are much less likely to be tenured relative to men than in countries with pathways both into and upward in academia.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Mana Nakagawa: Global DEI & People Development, Meta
E-mail: mananakagawa@alumni.stanford.edu

Christine Min Wotipka: Graduate School of Education, Stanford University
E-mail: cwotipka@stanford.edu

Elizabeth Buckner: Ontario Institute for Studies in Education, University of Toronto
E-mail: elizabeth.buckner@utoronto.ca

Acknowledgements: We wish to thank Francisco O. Ramirez, JohnW. Meyer, Woody Powell, Eric Bettinger, Shelley Correll, Evan Schofer, Lisa Yiu, and the members of the Stanford Comparative Workshop and the Clayman Institute for Gender Research at Stanford University for their helpful feedback and guidance. We appreciate the research and editorial assistance provided by Nozomi Nakajima, Cassandra Hsinyu Lin, Isabela Freire Rietmeijer, and Juetzinia Kazmer-Murillo. An earlier version of this article was presented at the Annual Meeting of the Comparative and International Education Society in 2019. The first author received funding from the Institute of Education Sciences through predoctoral training grant #R305B090016 and the Clayman Institute for Gender Research Graduate Dissertation Fellowship.

Reproducibility Package: A replication package with all original data and codes is available at https://doi.org/10.25740/yj064dj4349.

Citation: Nakagawa, Mana, Christine Min Wotipka, and Elizabeth Buckner. 2024. “Opportunities for Faculty Tenure at Globally Ranked Universities: Cross-National Differences by Gender, Fields, and Tenure Status.” Sociological Science 11: 1084-1106.
Received: July 26, 2024
Accepted: October 21, 2024
Editors: Ari Adut, Nan Dirk de Graaf
DOI: 10.15195/v11.a39

Social Status and the Moral Acceptance of Artificial Intelligence

By Parker Webservices on October 29, 2024 in Articles

Patrick Schenk, Vanessa A. Müller, Luca Keiser

Sociological Science October 29, 2024
10.15195/v11.a36

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The morality of artificial intelligence (AI) has become a contentious topic in academic and public debates. We argue that AI’s moral acceptance depends not only on its ability to accomplish a task in line with moral norms but also on the social status attributed to AI. Agent type (AI vs. computer program vs. human), gender, and organizational membership impact moral permissibility. In a factorial survey experiment, 578 participants rated the moral acceptability of agents performing a task (e.g., cancer diagnostics). We find that using AI is judged less morally acceptable than employing human agents. AI used in high-status organizations is judged more morally acceptable than in low-status organizations. No differences were found between computer programs and AI. Neither anthropomorphic nor gender framing had an effect. Thus, human agents in high-status organizations receive a moral surplus purely based on their structural position in a cultural status hierarchy regardless of their actual performance.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Patrick Schenk: Department of Sociology, University of Lucerne
E-mail: patrick.schenk@unilu.ch

Vanessa A. Müller: Department of Sociology, University of Lucerne
E-mail: vanessa.mueller2@unilu.ch

Luca Keiser: gfs.bern
E-mail: luca.keiser@gfsbern.ch

Acknowledgements: We thank Gabriel Abend, Michael Sauder, the editor of Sociological Science, and an anonymous reviewer for their valuable comments. Earlier versions of this article were presented at the Congress of the Academy of Sociology in Bern, Switzerland, and the Conference of the European Sociological Association in Porto, Portugal.

Funding: This study was funded by the Swiss National Science Foundation (grant number 100017_200750/1).

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Reproducibility Package: A reproduction package with data, codebook, and statistical code is available through the following link: https://doi.org/10.5281/zenodo.13850548.

Citation: Schenk, Patrick, Vanessa A. Müller, Luca Keiser. 2024. “Social Status and the Moral Acceptance of Artificial Intelligence.” Sociological Science 11: 989-1016.
Received: August 20, 2024
Accepted: September 29, 2024
Editors: Ari Adut, Stephen Vaisey
DOI: 10.15195/v11.a36

Unemployment Insurance and the Family: Heterogeneous Effects of Benefit Generosity on Reemployment and Economic Precarity

By Parker Webservices on August 16, 2024 in Articles

Ursina Kuhn, Debra Hevenstone, Leen Vandecasteele, Samin Sepahniya, Dorian Kessler

Sociological Science August 16, 2024
10.15195/v11.a24

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We investigate how unemployment insurance generosity impacts reemployment and economic precarity by family type. With Swiss longitudinal administrative data and a regression discontinuity design using potential benefit duration, we examine differences between single households and primary and secondary or equal earners, as well as differences by gender and presence of children. Less generous unemployment insurance (shorter potential benefit duration) speeds up reemployment for all family types during the period with benefit cuts whereas longer-term effects are stronger for single households, secondary and equal earners, and those without children. Economic precarity increases for singles, single-parents, and primary earners during the period with lower benefits though there are no long-term effects. We argue that those with higher financial responsibility (i.e., primary earners or those with children) face pressure to find jobs irrespective of benefit generosity whereas those with lower financial responsibility (i.e., secondary or equal earners and those without children) have more capacity to react.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Ursina Kuhn: Social Work, Bern University of Applied Sciences. Swiss Centre of Expertise in the Social Sciences (FORS)
E-mail: ursina.kuhn@fors.unil.ch

Debra Hevenstone: SocialWork, Bern University of Applied Sciences
E-mail: debra.hevenstone@bfh.ch

Leen Vandecasteele: Swiss Centre of Expertise in Life Course Research (LIVES), Faculty of Social and Political Sciences, University of Lausanne
E-mail: leen.vandecasteele@unil.ch

Samin Sepahniya: Social Work and Health, University of Applied Sciences and Arts Northwestern Switzerland
E-mail: samin.sepahniya@fhnw.ch

Dorian Kessler: Social Work, Bern University of Applied Sciences
E-mail: dorian.kessler@bfh.ch

Acknowledgements: This article was written as part of the project Family Models and Unemployment (grant number 176371) funded by the Swiss National Science Foundation (SNSF). We would like to acknowledge the SNSF project “Coupled Inequalities. Trends and Welfare State Differences in the Role of Partner’s Socio-Economic Resources for Employment Careers” (grant number 100017_182406) and the Swiss Centre of Expertise in Life Course Research (LIVES) for fruitful collaboration and exchange. We thank the anonymous reviewers for their valuable comments which helped to clarify the paper. We also thank the SNSF for open access funding of this article.

Replication Package: The code for data analysis, data description, and instructions on how data can be requested for replication is provided on SwissUbase. https://doi.org/10.25597/tm2k-jf98

Citation: Kuhn, Ursina, Debra Hevenstone, Leen Vandecasteele, Samin Sepahniya and Dorian Kessler. 2024. “Unemployment Insurance and the Family: Heterogeneous Effects of Benefit Generosity on Reemployment and Economic Precarity.” Sociological Science 11: 649-679.
Received: July 4, 2024
Accepted: March 18, 2024
Editors: Ari Adut, Vida Maralani
DOI: 10.15195/v11.a24

Disparate Impact? Career Disruptions and COVID-19 Impact Statements in Tenure Evaluations

By Parker Webservices on August 13, 2024 in Articles

Lauren A. Rivera, Katherine Weisshaar, András Tilcsik

Sociological Science August 13, 2024
10.15195/v11.a23

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Extensive research reveals employer biases against workers with career disruptions, particularly those related to caregiving. However, the effectiveness of organizational practices intended to mitigate such biases is less well understood. This study examines the use of COVID-19 impact statements in tenure decisions at research universities, an organizational intervention that was designed to reduce biases but raised concerns that it might inadvertently amplify them. Contrary to concerns about unintended consequences, a pre-registered survey experiment with 602 full professors in STEM fields reveals that the inclusion of impact statements leads to more favorable tenure evaluations, regardless of faculty gender and disruption type. Qualitative evidence suggests that perceptions of pandemic-related disruptions as legitimate, externally imposed, time-limited events in the past help circumvent previously documented biases. This study enhances our understanding of organizational practices that effectively mitigate biases and points to the potential role of narrative framing in workplace evaluations and organizational inequalities.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Lauren A. Rivera: Department of Management and Organizations, Kellogg School of Management, Northwestern University
E-mail: L-rivera@kellogg.northwestern.edu

Katherine Weisshaar: Department of Sociology, Northwestern University
E-mail: kate.weisshaar@northwestern.edu

András Tilcsik: Department of Strategic Management, Rotman School of Management, University of Toronto
E-mail: andras.tilcsik@rotman.utoronto.ca

Acknowledgements: We are deeply grateful to Jeannette Colyvas for formative discussions about COVID-19 impact statements. We also thank Anne Bowers, Clayton Childress, Stefan Dimitriadis, Laura Doering, Alicia Eads, Angelina Grigoryeva, Ryann Manning, Santiago Campero Molina, Sida Liu, Katherine Spoon, the Toronto Group of Seven, participants at the International Conference on Science of Science and Innovation, and seminar participants at the Amsterdam Centre for Inequality Studies, Stanford University, and Columbia University for useful feedback on early drafts.

Replication Package: Deidentified survey data and the code needed to replicate the findings are available at https://doi.org/10.5683/SP3/UAM9PJ.

Citation: Rivera, Lauren A., Katherine Weisshaar, and András Tilcsik. 2024. “Disparate Impact? Career Disruptions and COVID-19 Impact Statements in Tenure Evaluations. Sociological Science 11: 626-648.
Received: May 13, 2024
Accepted: June 17, 2024
Editors: Arnout van de Rijt, Kristen Schilt
DOI: 10.15195/v11.a23

Emerging Pronoun Practices After the Procedural Turn: Disclosure, Discovery, and Repair

By Parker Webservices on March 1, 2024 in Articles

Julieta Goldenberg, Rogers Brubaker

Sociological Science March 1, 2024
10.15195/v11.a4

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We examine emerging practices of pronoun disclosure, discovery, and repair after the procedural turn in pronoun politics, which shifted attention from the substantive question of which pronouns should be used to the procedural question of how preferred pronouns, whatever they might be, could be effectively communicated to others. Drawing on interviews with and observations of college students and recent graduates who are committed in principle to using preferred pronouns, we consider how they seek to do so in practice, focusing on practices of disclosure, discovery, and repair. We underscore the gap between the knowledge that is required in principle to use preferred pronouns consistently and the imperfect knowledge that pronoun-users have in practice, and we show how the use of preferred pronouns creates new forms of interactional accountability.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Julieta Goldenberg: Independent Scholar
E-mail: jgoldenberg@g.ucla.edu

Rogers Brubaker: Department of Sociology, University of California, Los Angeles
E-mail: brubaker@soc.ucla.edu

Acknowledgements:The authors thank Zsuzsa Berend and Wisam Alshaibi for working closely with Goldenberg on her thesis project; Zsuzsa Berend also provided helpful comments on a draft of the article.

The interview and observational data for this article were collected and analyzed by Goldenberg for her senior honors thesis, entitled “Pronoun Disclosure: Surveillance, Setting, and Repair.” Brubaker developed the overall framing of the argument of the article, whereas most of the specific arguments were developed in Goldenberg’s thesis. Brubaker drafted the article, incorporating and reworking material from Goldenberg’s thesis.

Citation: Goldenberg, Julieta, and Rogers Brubaker. 2024. “Emerging Pronoun Practices after the Procedural Turn: Disclosure, Discovery, and Repair.” Sociological Science 11: 91-113.
Received: December 1, 2023
Accepted: January 17, 2024
Editors: Ari Adut, Kristen Schilt
DOI: 10.15195/v11.a4

Breaking Barriers or Persisting Traditions? Fertility Histories, Occupational Achievements, and Intergenerational Mobility of Italian Women

By Parker Webservices on February 25, 2024 in Articles

Filippo Gioachin, Anna Zamberlan

Sociological Science February 25, 2024
10.15195/v11.a3

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Women and men share comparable levels of intergenerational social mobility in all Western economies, except for Southern European countries, where women’s life chances appear less determined by their family background. This is puzzling given Southern European’s persistent familialism, lack of institutional support for mothers, and the strong influence of social origin. We examine the role of women’s social class of origin on occupational achievements across birth cohorts in Italy, focusing on the close link between fertility dynamics and social mobility opportunities. By leveraging nationally representative retrospective data, we observed that middle- and working-class women experienced upgraded occupational achievements across birth cohorts in conjunction with educational expansion. Conversely, upper-class women exhibited consistently lower occupational achievements, especially those becoming mothers at a comparatively younger age, facing a higher risk of intergenerational downward mobility. Notably, the poorer labor market achievements of recent generations of upper-class women compared to the previous generations already emerged at labor market entry, suggesting that adverse self-selection mechanisms in early motherhood might be largely responsible for Italian women’s greater overall relative mobility. In Italy, women’s higher social mobility than men’s more likely reflects persistent traditional work–family choices among the better-off than a signal of growing equality of opportunity.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Filippo Gioachin: Department of Sociology and Social Research, University of Trento
E-mail: filippo.gioachin@unitn.it

Anna Zamberlan: Department of Sociology and Social Research, University of Trento
E-mail: anna.zamberlan@unitn.it

Acknowledgements:Earlier versions of this study were presented at the 2022 ISA RC28 Spring Meeting in London, at the 2022 conference of the Italian Society for Economic Sociology (SISEC) in Bologna, and at the University of Konstanz. We would like to thank the participants for their valuable feedback. We are particularly grateful to Davide Gritti, Giorgio Cutuli, Stefani Scherer, Matteo Piolatto, and Michael Zaslavsky for their thorough reading and detailed suggestions. Furthermore, we wish to thank the Doctoral School of Social Sciences of the University of Trento for supporting our research. Any remaining errors are our responsibility.

Replication Package: Access to the microdata is granted free of charge upon formal request for ‘scientific use files’ by members of a recognized research institution, as indicated on the following website: https://www.istat.it/en/analysis-and-products/microdata-files. Replication codes have been made public at: https://osf.io/7qey4/?view_only=.

Citation: Gioachin, Filippo, and Anna Zamberlan. 2024. “Breaking Barriers or Persisting Traditions? Fertility histories, occupational achievements, and intergenerational mobility of Italian women.” Sociological Science 11: 67-90.
Received: October 20, 2023
Accepted: December 12, 2023
Editors: Ari Adut, Maria Abascal
DOI: 10.15195/v11.a3

"Was It Me or Was It Gender Discrimination?" How Women Respond to Ambiguous Incidents at Work

By Parker Webservices on September 11, 2023 in Articles

Laura Doering, Jan Doering, András Tilcsik

Sociological Science September 11, 2023
10.15195/v10.a18

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Research shows that people often feel emotional distress when they experience a potentially discriminatory incident but cannot classify it conclusively. In this study, we propose that the ramifications of such ambiguous incidents extend beyond interior, emotional costs to include socially consequential action (or inaction) at work. Taking a mixed-methods approach, we examine how professional women experience and respond to incidents that they believe might have been gender discrimination, but about which they feel uncertain. Our interviews show that women struggle with how to interpret and respond to ambiguous incidents. Survey data show that women experience ambiguous incidents more often than incidents they believe were obviously discriminatory. Our vignette experiment reveals that women anticipate responding differently to the same incident depending on its level of ambiguity. Following incidents that are obviously discriminatory, women anticipate taking actions that make others aware of the problem; following ambiguous incidents, women anticipate changing their own work habits and self-presentation. This study establishes ambiguous gendered incidents as a familiar element of many women’s work lives that must be considered to address unequal gendered experiences at work.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Laura Doering: Rotman School of Management, University of Toronto
E-mail: laura.doering@rotman.utoronto.ca

Jan Doering: Department of Sociology, University of Toronto
E-mail: jan.doering@utoronto.ca

András Tilcsik: Rotman School of Management, University of Toronto
E-mail: andras.tilcsik@rotman.utoronto.ca

Acknowledgements: For their feedback on previous drafts, we thank Anne Bowers, Clayton Childress, Stefan Dimitriadis, Angelina Grigoryeva, Wyatt Lee, Sida Liu, Ryann Manning, Kim Pernell-Gallagher, Lauren Rivera, Patrick Rooney, Sameer Srivastava, and Ezra Zuckerman, and the Toronto Group of Seven, as well as seminar audiences at Cornell University, McGill University, and the University of Toronto. We gratefully acknowledge research assistance from Abigail Alebachew, Claire Corsten, Pablo Guzmán Lizardo, Branchie Mbofwana, Kristen McNeill, Priyanka Saini, and Vincent Zhang. This research was undertaken, in part, thanks to funding from the Canada Research Chairs Program, the Social Sciences and Humanities Research Council, and the Institute for Gender and the Economy.

Citation: Doering, Laura, Doering, Jan, and Tilcsik, András. 2023. “‘Was It Me or Was It Gender Discrimination?’ How Women Respond to Ambiguous Incidents at Work” Sociological Science 10: 501-533.
Received: March 8, 2023
Accepted: April 29, 2023
Editors: Ari Adut, Kristen Schilt
DOI: 10.15195/v10.a18

The Religious Work Ethic and the Spirit of Patriarchy: Religiosity and the Gender Gap in Working for Its Own Sake, 1977 to 2018

By Parker Webservices on March 9, 2022 in Articles

Landon Schnabel, Cyrus Schleifer, Eman Abdelhadi, Samuel L. Perry

Sociological Science March 9, 2022
10.15195/v9.a4

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Societal beliefs about women’s work have long been a metric for gender equality, with recent scholarship focusing on trends in these attitudes to assess the progress (or stalling) of the gender revolution. Moving beyond widely critiqued gender attitude questions thought to be the only available items for measuring change over time, this article considers women’s and men’s views toward their own work over the last half century. Traditional gender scripts frame women’s labor force participation as less than ideal, something to do if financially necessary but not because work is intrinsically rewarding. Historically, this gender frame was reinforced by religion. We examine the gender gap in working for its own sake over time and whether and how religious involvement moderates these trends. Overall, the gender gap has declined to the point where it is now virtually nonexistent. However, religious involvement acts as a countervailing influence, bolstering the gap such that frequently attending men and women have not yet converged in their desire to work. Although the most religious Americans have not yet converged, men’s dropping desire to work and women’s rising desire to work are society-wide trends, and even the most religious Americans could be expected to converge at some point in the future. Traditionalist institutions contribute to unevenness in the gender revolution, but preferences cannot explain the persistent society-wide precarity of women’s work: Women now prefer to work for work’s sake at the same rate men do.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Landon Schnabel: Department of Sociology, Cornell University
E-mail: schnabel@cornell.edu

Cyrus Schleifer: Department of Sociology, University of Oklahoma
E-mail: cyrus.schleifer@ou.edu

Eman Abdelhadi: Department of Comparative Human Development, University of Chicago
E-mail: abdelhadi@uchicago.edu

Samuel L. Perry: Department of Sociology, University of Oklahoma
E-mail: samperry@ou.edu

Acknowledgments: Direct correspondence to Landon Schnabel, Department of Sociology, Cornell University, 323 Uris Hall, Ithaca, NY 14853. Email: schnabel@cornell.edu. The authors would like to thank Paula England, Brian Powell, and participants in the Cornell Center for the Study of Inequality Discussion Group for helpful feedback.

Citation: Schnabel, Landon, Cyrus Schleifer, Eman Abdelhadi, and Samuel L. Perry. 2022. “The Religious Work Ethic and the Spirit of Patriarchy: Religiosity and the Gender Gap in Working for Its Own Sake, 1977 to 2018.” Sociological Science 9: 75-101.
Received: October 26, 2021
Accepted: January 6, 2022
Editors: Jesper Sørensen, Gabriel Rossman
DOI: 10.15195/v9.a4

Better in the Shadows? Public Attention, Media Coverage, and Market Reactions to Female CEO Announcements

By Parker Webservices on May 17, 2021 in Articles

Edward Bishop Smith, Jillian Chown, and Kevin Gaughan

Sociological Science May 17, 2021
10.15195/v8.a7

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Combining media coverage data from approximately 17,000 unique media outlets with the full population of CEO appointments for U.S. publicly traded firms between 2000 and 2016, we investigate whether female CEO appointments garner more public attention compared with male appointments, and if so, whether this increased attention can help make sense of the previously reported negative market reaction to these events. Contrary to prior reports, our data do not indicate that the appointments of female CEOs elicit overly negative market reactions, on average. Our results do highlight an important moderating role of public attention, however. We demonstrate that greater attention—even when exogenously determined—contributes to negative market reactions for female CEO appointments but positive market reactions for male CEOs, all else held constant. Additionally, female CEO appointments that attract little attention garner significant positive responses in the market, compared with both male CEOs drawing similarly limited levels of attention and female CEOs drawing high levels of attention. Our results help to reconcile contrasting empirical findings on the effects of gender in executive leadership and parallel recent work on anticipatory bias and second-order discrimination in alternative empirical contexts. Implications for research on attention, gender bias, and executive succession are discussed.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Edward Bishop Smith: Management and Organizations Department, Kellogg School of Management, Northwestern University
E-mail: ned-smith@kellogg.northwestern.edu

Jillian Chown: Management and Organizations Department, Kellogg School of Management, Northwestern University
E-mail: jillian.chown@kellogg.northwestern.edu

Kevin Gaughan: Management and Organizations Department, Kellogg School of Management, Northwestern University (formerly)
E-mail: kevin.gaughan@northwestern.edu

Acknowledgments: We have benefitted from the advice of Jeanne Brett, Roberto Fernandez, Brayden King, Maxim Sytch, Ed Zajac, FilippoWezel, Ezra Zuckerman, and seminar participants at MIT, Harvard,Washington University, and Dartmouth. Correspondence may be directed to Ned Smith, Kellogg School of Management, Northwestern University 2211 Campus Drive, Evanston, IL 60208, ned-smith@kellogg.northwestern.edu.

Citation: Smith, Edward Bishop, Jillian Chown, and Kevin Gaughan. 2021. “Better in the Shadows? Public Attention, Media Coverage, and Market Reactions to Female CEO Announcements.” Sociological Science 8: 119-149.
Received: February 10, 2021
Accepted: March 7, 2021
Editors: Jesper Sørensen, Sarah Soule
DOI: 10.15195/v8.a7

Racial and Gender Disparities among Evicted Americans

By Parker Webservices on December 16, 2020 in Articles

Peter Hepburn, Renee Louis, Matthew Desmond

Sociological Science December 16, 2020
10.15195/v7.a27

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Drawing on millions of court records of eviction cases filed between 2012 and 2016 in 39 states, this study documents the racial and gender demographics of America’s evicted population. Black renters received a disproportionate share of eviction filings and experienced the highest rates of eviction filing and eviction judgment. Black and Latinx female renters faced higher eviction rates than their male counterparts. Black and Latinx renters were also more likely to be serially filed against for eviction at the same address. These findings represent the most comprehensive investigation to date of racial and gender disparities among evicted renters in the United States.

This work is licensed under a Creative Commons Attribution 4.0 International License.

Peter Hepburn: Department of Sociology & Anthropology, Rutgers University-Newark
E-mail: peter.hepburn@rutgers.edu

Renee Louis: Department of Sociology, Princeton University
E-mail: reneel@princeton.edu

Matthew Desmond: Department of Sociology, Princeton University
E-mail: matthew.desmond@princeton.edu

Acknowledgments: Members of the Eviction Lab at Princeton University offered valuable feedback on an early draft of this article. Sandra Park of the American Civil Liberties Union provided guidance on the structure of disparate impact claims and the Fair Housing Act. The Eviction Lab is funded by the JPB, Gates, and Ford Foundations as well as the C3.ai Digital Transformation Institute and the Chan Zuckerberg Initiative. Research reported in this publication was supported by the Eunice Kennedy Shriver National Institute of Child Health and Human Development of the National Institutes of Health (NIH) under award number P2CHD047879. The content is solely the responsibility of the authors and does not represent the official views of the NIH.