Language and gender: Computerized text analyses predict gender ratios from organizational descriptions

Previous research has shown that language in job adverts implicitly communicates gender stereotypes, which, in turn, influence employees' perceived fit with the job. In this way, language both reflects and maintains a gender segregated job market. The aim of this study was to test whether, and how, language in organizational descriptions reflects gender segregation in the organizations by the use of computational text analyses. We analyzed large Swedish companies' organizational descriptions from LinkedIn (N = 409), testing whether the language in the organizational descriptions is associated with the organizations' employee gender ratio, and how organizational descriptions for organizations with a majority of women and men employees differ. The statistical analyses showed that language in the organizational descriptions predicted the employee gender ratio in organizations well. Word clouds depicting words that differentiate between organizations with a majority of women and men employees showed that the language of organizations with a higher percentage of women employees was characterized by a local focus and emphasis on within-organizations relations, whereas the language of organizations with a higher percentage of men employees was characterized by an international focus and emphasis on sales and customer relations. These results imply that the language in organizational descriptions reflects gender segregation and stereotypes that women are associated with local and men with global workplaces. As language communicates subtle signals in regards to what potential candidate is most sought after in recruitment situations, differences in organizational descriptions can hinder underrepresented gender groups to apply to these jobs. As a consequence, such practices may contribute to gender segregation on the job market.

The intergenerational sources of the U-turn in gender segregation

The US workplace is hypersegregated into two worlds, a “men’s world” comprising occupations with very few women, and a “women’s world” comprising occupations with very few men. Although many commentators have argued that this gender divide would gradually wither away, in fact the workplace suddenly stopped integrating 20 y ago. By building a model that combines mobility and segregation processes, we show that the stall was partly driven by a change in how fathers transmit occupations. When daughters streamed into the economy, fathers began to pass on male-typed occupations disproportionately to their sons, whereas mothers remained steadfastly gender-neutral. This son-biased shift, which cut off the integrative trend, suggests a role for family-centered interventions that target where the gender revolution faltered.

In the early 1970s, the balkanization of the US labor market into “men’s occupations” and “women’s occupations” began to unravel, as women entered the professions and other male-typed sectors in record numbers. This decline in gender segregation continued on for several decades but then suddenly stalled at the turn of the century and shows no signs of resuming. Although the stall is itself undisputed, its sources remain unclear. Using nearly a half-century of data from the General Social Survey, we show that a resurgence in segregation-inducing forms of intergenerational transmission stands behind the recent stall. Far from serving as impartial conduits, fathers are now disproportionately conveying male-typed occupations to their sons, whereas mothers are effectively gender-neutral in their transmission outcomes. This segregative turn among fathers accounts for 47% of the stall in the gender segregation trend (between 2000 and 2018), while the earlier integrative turn among fathers accounts for 34% of the initial downturn in segregation (between 1972 and 1999). It follows that a U-turn in intergenerational processes lies behind the U-turn in gender segregation.

Upgrading or Polarizing? Gendered Patterns of Change in the Occupational Prestige Hierarchy Between 1997 and 2015

This article contributes to the discussion on how the Swedish labor market is changing: is it upgrading or polarizing? Drawing on the Swedish Labor Force Survey the study examines the overall changes in the occupational job structure in Sweden by exploring how women and men were distributed within the occupational prestige hierarchy at two points of time, 1997 and 2015. The results show that changes in the labor market have resulted in different patterns of how women and men are distributed within the occupational prestige hierarchy. Women have an upgrading movement and have entered high-prestige occupations, while men have been subjected to job polarization, with an increase in employment in low-prestige occupations, as well as high-prestige ones.

Gender Segregation and Its Correlates at Midlife and Beyond

We investigated gender segregation and its correlates in the friendships of U.S. adults aged 50-74 years (177 women; 52 men). Gender segregation existed in our midlife sample such that 74% of friend nominations were same gender. Similar to research on other periods of the adult lifespan we found that for women, gender segregation was negatively correlated with competitive activity orientation, positively correlated with beliefs about same-gender peers' communicative responsiveness and negatively correlated with beliefs about other-gender peers' communicative responsiveness. Women's gender segregation was also negatively correlated with masculinity and positively correlated with gender-reference group identity. For men, gender segregation was negatively correlated with beliefs about other-gender peers' communicative responsiveness and positively correlated with gender-reference group identity. Our results suggest that gender segregation continues to exist at midlife and that there is some continuity in the correlates of gender segregation across adulthood.

Differentiations in Visibility-Male Advantages and Female Disadvantages in Gender-Segregated Programmes

This article stresses the importance of understanding that women and men in gender-segregated programmes experience their gender minority positions very differently. It stems from an interest in the kind of interventions that academia should address in order to reduce gender segregation and provide women and men with the same educational opportunities and personal development. In relation to the obvious and continuing gender differences along a horizontal dimension, previous research seems to have had a limited impact in breaking gender stereotypes and promoting women and men to more atypical fields. The empirical data consists of 25 semi-structured, individual interviews from underrepresented students' gender-related experiences/thoughts about their programmes. By using the concepts of "visibility," "sense of belonging," and "negotiating otherness" to analyze how negotiation and belonging are part of students' everyday university lives this study's most important contributions are its findings regarding the differentiations in visibility. A continuum of visibility experiences is explored, from men who receive positive attention to women who are being considered as less knowledgeable. Our visibility scale indicates, as does previous research, that there are differences between how female and male students become visible, but the differences can also appear within both groups of students. This knowledge is crucial when designing interventions so as to provide positive study environments for both women and men. Also-in a broader perspective-it is important in order to recruit and ensure that gender minority students remain in the programs.

Bacha posh in Afghanistan: factors associated with raising a girl as a boy

This paper examines the factors associated with the cultural phenomenon of bacha posh in Afghanistan (in which girls are dressed and raised as boys), which occurs against a background of rigid gender norms and the male-centric nature of Afghan families. Survey data were collected from 1463 women in two provinces of Afghanistan, Kabul and Nangarhar. The primary outcome is a nominal variable, derived from the question, 'Do you have any girl in your family who has been raised for any time as a boy?' Independent variables comprise women's socio-demographic characteristics, family composition, economic characteristics, patriarchal gender attitudes and perceptions of community patriarchal attitudes. Factors associated with bacha posh include women having fewer sons and more daughters, working in the past three months and having less patriarchal gender attitudes. That bacha posh is often driven by a large number of daughters in the family with a corresponding low number of sons suggests that bacha posh is a response to very contextual features of Afghan life, including the preference for sons. Bacha posh in the family is linked to less patriarchal gender norms and can be a way for girls and women to acquire education, mobility and engagement in income-generating activities.

Network Recruitment and the Glass Ceiling: Evidence from Two Firms

Does network recruitment contribute to the glass ceiling? We use administrative data from two companies to answer the question. In the presence of gender homophily, recruitment through employee referrals can disadvantage women when an old boys' network is in place. We calculate the segregating effects of network recruitment across multiple job levels in the two firms. If network recruitment is a factor, the segregating impact should disadvantage women more at higher levels. We find this pattern, but also find that network recruitment is a desegregating force overall. It promotes women's representation strongly at all levels, but less so at higher levels. This article shows how administrative data can be used to tackle the complex problem of gender inequality in organizations to counter the glass ceiling.

Uncovering Pluralistic Ignorance to Change Men's Communal Self-descriptions, Attitudes, and Behavioral Intentions

Gender norms can lead men to shy away from traditionally female roles and occupations in communal HEED domains (Healthcare, Early Education, Domestic sphere) that do not fit within the social construct of masculinity. But to what extent do men underestimate the degree to which other men are accepting of men in these domains? Building on research related to social norms and pluralistic ignorance, the current work investigated whether men exhibit increased communal orientations when presented with the true norms regarding men’s communal traits and behaviors vs. their perceived faulty norms. Study 1 (N = 64) revealed that young Belgian men indeed perceive their peers to hold more traditional norms regarding communal and agentic traits than their peers actually hold. Study 2 (N = 319) presented young Belgian men with altered norms to manipulate exposure to men’s actual normative beliefs (i.e., what men truly think), their perceived norms (i.e., what men believe other men think), or a no information control. When men were presented with actual rather than perceived norms, they altered their own self-descriptions, future behavioral intentions, and broader gender-related social attitudes in a more communal direction. In particular, men who were presented with information about men’s actual beliefs regarding the compatibility between communal and agentic traits exhibited the strongest movement toward a more communal orientation. The findings show that participants in conditions that uncover pluralistic ignorance adapted their attitudes and behaviors to be more in line with the actual norm: adopting a more communal self-concept, having lower intentions to hide future communal engagement, and supporting more progressive gender-related social change. The results are discussed in terms of influences of norms on men’s communal orientations and broader attitudes toward gender-related social change, and the down-stream implications for increased gender-equality in HEED domains where men remain highly underrepresented.

Female dietary bias towards large migratory moths in the European free-tailed bat (Tadarida teniotis)

In bats, sexual segregation has been described in relation to differential use of roosting and foraging habitats. It is possible that variation may also exist between genders in the use of different prey types. However, until recently this idea was difficult to test owing to poorly resolved taxonomy of dietary studies. Here, we use high-throughput sequencing to describe gender-related variation in diet composition of the European free-tailed bat (Tadarida teniotis), while controlling for effects of age and season. We analysed guano pellets collected from 143 individuals mist-netted from April to October 2012 and 2013, in northeast Portugal. Moths (Lepidoptera; mainly Noctuidae and Geometridae) were by far the most frequently recorded prey, occurring in nearly all samples and accounting for 96 out of 115 prey taxa. There were significant dietary differences between males and females, irrespective of age and season. Compared to males, females tended to consume larger moths and more moths of migratory behaviour (e.g.Autographa gamma). Our study provides the first example of gender-related dietary variation in bats, illustrating the value of novel molecular tools for revealing intraspecific variation in food resource use in bats and other insectivores.

Gender segregation as a benefit - a qualitative study from Pakistan

AIM

To explore the possibility of exploiting gender segregation as a benefit for registered female nurses.

BACKGROUND

Nursing is a highly gendered profession in Pakistan with 95% of nurses comprising females who suffer from low professional status, negative identity and unfavourable work environments.

METHODS

A qualitative research design was used to interview 12 nurses in management positions through purposive sampling. Face-to-face in-depth interviews were conducted to explore the views of female nurses on the benefits, if any, of gender segregation in the nursing profession.

RESULTS

Content analysis identified three major categories of benefits of gender segregation for female nurses including: (1) demand for female nurses compared with demand for males, (2) resilience of female nurses in the face of difficult work environments and (3) comfort and safety of female co-workers in a male-dominated setting.

CONCLUSION

Realising the benefits of gender segregation could mobilise nurse teamwork and union efforts in order to improve nurse identity, professional status and work environments.

IMPLICATIONS FOR NURSE MANAGEMENT

The present study highlights the nurse manager role in advancing knowledge of gender segregation benefits, team-building for gender solidarity, control of nurse supply, union mobilization and raising community awareness for women's health development.

Relationships between tree size, crown shape, gender segregation and sex allocation in Pinus halepensis, a Mediterranean pine tree

BACKGROUND AND AIMS

Sex allocation has been studied mainly in small herbaceous plants but much less in monoecious wind-pollinated trees. The aim of this study was to explore changes in gender segregation and sex allocation by Pinus halepensis, a Mediterranean lowland pine tree, within tree crowns and between trees differing in their size or crown shape.

METHODS

The production of new male and female cones and sex allocation of biomass, nitrogen and phosphorus were studied. The relationship between branch location, its reproductive status and proxies of branch vigour was also studied.

KEY RESULTS

Small trees produced only female cones, but, as trees grew, they produced both male and female cones. Female cones were produced mainly in the upper part of the crown, and male cones in its middle and lower parts. Lateral branch density was correlated with the number of male but not female cones; lateral branches were more dense in large than in small trees and even denser in hemispherical trees. Apical branches grew faster, were thicker and their phosphorus concentration was higher than in lateral shoots. Nitrogen concentration was higher in cone-bearing apical branches than in apical vegetative branches and in lateral branches with or without cones. Allocation to male relative to female function increased with tree size as predicted by sex allocation theory.

CONCLUSIONS

The adaptive values of sex allocation and gender segregation patterns in P. halepensis, in relation to its unique life history, are demonstrated and discussed. Small trees produce only female cones that have a higher probability of being pollinated than the probability of male cones pollinating; the female-first strategy enhances population spread. Hemispherical old trees are loaded with serotinous cones that supply enough seeds for post-fire germination; thus, allocation to males is more beneficial than to females.