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CONTACT: Virginia Rutter / Sociology @ Framingham State University
Sociologist Jill Yavorsky conducted a field audit on gender discrimination in hiring and shares this early exclusive summary and commentary with CCF. Her brief report, Hiring-related Discrimination: Sexist Beliefs and Expectations Hurt both Women’s and Men’s Career Options, shows that men as well as women experience gender discrimination when they apply for jobs. This brief includes findings from her forthcoming journal article in Social Forces. Historian Stephanie Coontz, CCF’s research director, reflects on where Yavorsky’s research points us for creating change in her 3Q interview on Equality is an agenda for all working people, not just feminists.
New from CCF: Even Gender Inequality is Unequal
AUSTIN, TX, January 16, 2019—Yes, it’s 2019–a generation into the new millennium. Yet a new study involving 3,000 job applications confirms a serious lag when it comes to gender equality: When workers apply for jobs associated with the other sex, employers still discriminate against them. In her briefing, presented to the Council on Contemporary Families today, UNC-Charlotte sociologist Jill Yavorsky reports that employers discriminate most heavily against women when they apply for a working-class job mostly held by men. Men face the heaviest gender discrimination when they apply for middle-class jobs predominantly staffed by women. Women do not face discrimination when they apply for an entry-level job in a middle-class occupation traditionally staffed by men, but they still lag badly behind in elite, high-paying jobs.
Yavorsky, Assistant Professor of Sociology and Organizational Studies at UNC-Charlotte, reflecting on her findings, notes that gender stereotyping “limits men’s career choices as well as women’s,” but that once hired, men still tend to move ahead of women in all job categories including in jobs predominately filled by women.
The CCF brief, Hiring-related Discrimination: Sexist Beliefs and Expectations Hurt both Women’s and Men’s Career Options,builds on Yavorsky’s forthcoming Social Forces study in which she sent 3,000 job applications, matched on experience and only differing by gender, and then measured who got call-backs for interviews. Applications were sent to (statistically) female-dominated middle-class jobs (human resources and administrative support) and working-class jobs (housekeeping and customer service). Resumes were also sent to male-dominated middle-class jobs (financial analysis and sales) and working class jobs (manufacturing and janitorial). Four big take-aways are a guide to the study:
- Overall, men were called back for male-dominated jobs like manufacturing and janitorial work 44 percent more often than women. When those jobs emphasized “masculine” attributes like physical strength or mechanical aptitude, men were called back twice as often as women.
- Meanwhile, women were called back for female-dominated jobs 52 percent more often than men in middle-class occupations and 21 percent more often than men in working-class occupations. Notably, discrimination was starker when ads for female-dominated jobs emphasized “feminine” requirements such as friendliness or good communication skills.
- One area had no discrimination: When women applied to male-dominated middle-class jobs, they were called back for interviews at the same rate as men. Yavorsky explains that this is “likely because these jobs stress attributes such as general cognitive ability that have become less exclusively associated with men. This seems to be one area in which sexist prejudices have been greatly reduced, to the benefit of women seeking entry into jobs that require educational credentials such as a bachelor’s degree.”
- But Yavorsky points out that although her study detects no discrimination during early hiring practices for entry-level male-dominated middle-class jobs, women still face substantial discrimination in elite male-dominated jobs. She also points out that these results could vary for women of color and/or mothers, given other study findings that show employers commonly discriminate on the basis of these statuses.
In an accompanying interview, CCF Research Director Stephanie Coontz agrees that while women applying to men’s middle-class jobs experience fewer barriers in getting in the door, they appear to face significant barriers once they are at work. Coontz explains, “This seems to be especially true in the elite professions. As I point out elsewhere, the greatest wage discrimination by gender used to be in working-class and lower middle-class jobs. But as wages and job security in many traditional blue-collar jobs have fallen, we now see the opposite. Many women have established a firm foothold in mid-level middle-class jobs, and their wages have risen significantly. In the most elite professions, however, men’s wages have risen exponentially more, so that the biggest gender wage gaps are now at the top of the occupational ladder rather than at the bottom or middle.”
-contact and links-
FOR MORE INFORMATION, PLEASE CONTACT:
Jill Yavorsky, Assistant Professor of Sociology and Organizational Science, University of North Carolina at Charlotte, email@example.com.
Stephanie Coontz, Professor of History and Family Studies, The Evergreen State College, firstname.lastname@example.org; 360-556-9223.
Brief Report by Jill Yavorsky:
Hiring-related Discrimination: Sexist Beliefs and Expectations Hurt both Women’s and Men’s Career Options
3Q Interview with Stephanie Coontz:
3Q: Per Coontz, Equality Is an agenda for all working people, not just feminists
Executive Summary by Virginia Rutter:
New from CCF: Even Gender Inequality is Unequal
-who we are-
The Council on Contemporary Families, based at the University of Texas-Austin, is a nonprofit, nonpartisan organization of family researchers and practitioners that seeks to further a national understanding of how America’s families are changing and what is known about the strengths and weaknesses of different family forms and various family interventions.
The Council helps keep journalists informed of notable work on family-related issues via the CCF Network. To join the CCF Network, or for further media assistance, please contact Stephanie Coontz, Director of Research and Public Education, at email@example.com, cell 360-556-9223.
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January 16, 2019