In Search of Token Women in Academia

Women faculty in predominantly male departments at a large university were interviewed and responded to paper-and-pencil instruments in a test of Laws' analysis of the necessity for the „token women” adaptation to their marginality for success in academia. By multiple criteria, three clusters were identified: (a) token women, who accepted academia as a meritocracy, were aware of little sex discrimination and belonged to no feminist group; (b) non-token women, who disagreed with academia as a meritocracy and were aware of sex discrimination; and (c) women with mixed or moderate orientations. (Membership in feminist groups was found in the latter two clusters.) Women in the three clusters did not differ significantly by academic rank or marital status and only marginally by age and longevity in academia. As predicted, however, they did differ by tenure status. Contrary to Laws' analysis, token women were not more likely to have had a sponsor, which was significantly related only to rank. Women in the three clusters were equally accurate in recognizing male-female status discrepancies. Their differing definitions of sex discrimination were revealed in differential bias when choosing among alternatives of indeterminate correctness. Token women minimized such discrepancies, in line with beliefs attributing them to women, rather than the system. Others maximized such discrepancies.
The university faculty has traditionally been a man's world, except in those fast-disappearing enclaves considered „women's fields” (e.g., home economics). Today, faculty women are tallied on affirmative action reports in columns for persons with „minority characteristics.”     

Performance,attitudes, and professional socialization of women in academia

Junior faculty at two universities in the Northeast were surveyed regarding their objective job performance as well as attitudes toward work, availability of role models, self-perception and self-evaluation, and incidence and type of sexual discrimination. There were no significant sex differences in marital status; however, two-thirds of the married females reported having no children, whereas less than one-third of the married males had no children. Female junior faculty reported spending somewhat more time on work-related activities at home, generally less willingness to cancel class, somewhat higher likelihood of editing books and/or journals, but less likelihood of writing books and/or journal articles. Males generally felt they were above average in comparison to their colleagues and contemporaries; and they showed a fairly accurate appraisal of their standing vis-á-vis others on the publication dimension. In contrast, females rated themselves significantly lower than the males in comparison to others and showed little discriminative judgment of their relative standing on the publication dimension. Differences in the early socialization of men and women may result in the differential professional socialization of female faculty. Subtle areas of sexual discrimination in the academic experience are suggested. Finally, the authors caution against overgeneralizing from these results.     

PERCEPTIONS OF SEX DISCRIMINATION AMONG FEMALE UNIVERSITY FACULTY AND STAFF

Sixty faculty and staff women at a mid–sized university were surveyed to determine the extent to which they perceived sex discrimination. Faculty women perceived sex discrimination more than did staff women and were less likely to believe that academia was a meritocracy. Differences in perception of sex discrimination were also found based upon the gender composition of the departments. Women in departments that were male–dominated were less likely to perceive sex discrimination and more accepting of the meritocracy notion than were women in departments that were not male–dominated.     

Temporal distance and discrimination: an audit study in academia

Through a field experiment set in academia (with a sample of 6,548 professors), we found that decisions about distant-future events were more likely to generate discrimination against women and minorities (relative to Caucasian males) than were decisions about near-future events. In our study, faculty members received e-mails from fictional prospective doctoral students seeking to schedule a meeting either that day or in 1 week; students' names signaled their race (Caucasian, African American, Hispanic, Indian, or Chinese) and gender. When the requests were to meet in 1 week, Caucasian males were granted access to faculty members 26% more often than were women and minorities; also, compared with women and minorities, Caucasian males received more and faster responses. However, these patterns were essentially eliminated when prospective students requested a meeting that same day. Our identification of a temporal discrimination effect is consistent with the predictions of construal-level theory and implies that subtle contextual shifts can alter patterns of race- and gender-based discrimination.     

Sex vs. status in sex-associated stereotypes

The trait content of sex stereotypes can be created by social role status alone, without reference to sex. In contemporary culture sex and role status are confounded: Authority roles are played by men; women occupy subordinate positions. TV commercials encode the unequal status as tacit assumptions in brief scenarios. Videotaped reenactments of three such commercials served as stimuli. One reenactment of each duplicated the original network versions. In a second reenactment of the same commercials, the male and female actors switched roles. Subjects (n=128 men and women) viewed the commercials and made personality attributions to each character on five sex-stereotypic dimensions, e.g., “dominant—submissive.” Stereotypic trait patterns commonly attributed to sex were determined more by the actor's implicit role status in the portrayed relationship than by the actor's sex. Showing women in high-status roles with the social support of coparticipants may be a means of breaking the stereotypes.     

Sex-Based Salary Disparity and the Uses of Multiple Regression for Definition and Remediation

Although sex differences in salaries are widely condemned, some organizations tolerate these disparities. When organizations are found to discriminate against women in salaries for the same jobs as men, a number of remedies can be pursued. This study illustrates how a state university responded to demonstrated sex-based salary disparities identified in a class-action lawsuit. In particular, a regression analysis was conducted for male and female faculty members that also included seven other predictors. Statistical differences between male and female faculty members were found. As part of the remediation, the salaries of 39 women faculty members were increased. Subsequent regression analysis indicated that the effect for faculty member sex no longer reached traditional levels of statistical significance. The court-order remediation was deemed to have removed the sex-based salary disparity. Yet, it is not clear that the post-remediation salaries of the women faculty were perceived as fair. This case demonstrates how concepts from regression can be (mis)used in legal cases of salary fairness and disparity.     

The relationship between body weight and perceived weight-related employment discrimination: The role of sex and race

This study provides unique empirical evidence regarding a growing concern internationally: weight discrimination in the workplace. Using survey data from a national sample of 2838 American adults, it responds to Puhl and Brownell’s [Puhl, R., & Brownell, K. D. (2001). Bias, discrimination, and obesity. Obesity Research, 9, 788-805] call for additional research investigating the prevalence of discriminatory experience among overweight employees, and to their more specific call for research that takes sex and race into account when examining weight discrimination. The results indicate that women are over 16 times more likely than men to perceive employment related discrimination and identify weight as the basis for their discriminatory experience. In addition, overweight respondents were 12 times more likely than normal weight respondents to report weight-related employment discrimination, obese 37 times more likely, and severely obese more than 100 times more likely. The implications of the study’s findings for organizations, policy makers, overweight employees, and career counselors are discussed, and future research directions suggested.     

Clustered Patterns of Behavioral and Health-Related Variables Among Young Lesbian Women

Lesbian women are at increased risk for a variety of mental and physical health problems compared to heterosexual women. In order to inform treatment and prevention, the purpose of this study was to examine behavioral and health-related patterns among lesbian women and elucidate how these patterns are associated with general discrimination, sexual minority stress, affect, and social support. A sample of self-identified lesbian women (N = 436) completed an online survey from August 2014–March 2015. A latent profile analysis was conducted using measures of body mass index, hazardous alcohol use, binge eating, eating disorder risk, and exercise as indicators. A 5-class solution best fit the data and included two healthy groups: (a) low health risk, moderate exercise (54%), (b) low health risk + high exercise (22%); and three unhealthy risk groups: (c) obese + binge eating (14%); (d) disordered eating + hazardous alcohol use (5%); (e) disordered eating + high exercise (5%). The three unhealthy classes generally reported more general discrimination, sexual minority stress, social anxiety, negative affect, and lower social support compared to the healthy classes. These findings show that behavioral and health-related variables cluster together in several distinct patterns among lesbian women. In addition, general discrimination and sexual minority stress and associated psychosocial functioning may be related to these maladaptive behavioral and health-related patterns and may be important to consider in behavioral interventions.     

The Relationship Between Collective Action and Well-Being and Its Moderators: Pervasiveness of Discrimination and Dimensions of Action

Given the negative impact of perceiving gender discrimination on health (e.g., Pascoe and Smart Richman 2009), there is a need to develop interventions to attenuate this effect; collective action may be one such intervention. Study 1 (N?=?185) used an experimental paradigm to investigate whether undergraduate women in Waterloo, Ontario, Canada perceived pervasiveness of discrimination would interact with their collective action-taking to predict negative mood and well-being. Results showed that among those perceiving pervasive gender discrimination, informing friends/family and informing the media led to greater well-being than doing nothing, whereas among those perceiving gender discrimination as isolated, doing nothing led to lower negative mood than taking action. In Study 2 (N?=?105) undergraduate women in Waterloo, Ontario, Canada completed an online questionnaire to assess whether these patterns would be replicated and further moderated by the dimensions along which collective action is defined. Consistent with Study 1, among those perceiving pervasive discrimination, increased endorsement of informing the media predicted reduced symptomatology. Moreover, among those who defined collective actions as active, collective, public and high cost, increased endorsement of action predicted greater well-being. Theoretical and practical implications were discussed.     

The “feminine mystique” in male-dominated jobs: A comparison of attitudes and background factors of women in male-dominated versus female-dominated jobs

This paper examines various background factors plus success and work-related atttudes of 324 women as aggregated into one of three groups: those women working in male-dominated jobs, those in female-dominated jobs, and those in relatively sex-ratio balanced jobs. Overall results show that women holding male-dominated jobs are more likely to be older, better educated, have fathers with higher educational levels, and are more likely to be childless as compared to women in female-dominated jobs. Holding age and education constant, women in male-dominated jobs usually rated definitions of success as more important to their feelings of well-being than did women in female-dominated jobs. With these same constants, there were few differences in work attitudes among the three groups, but contrary to expectations, women in female-dominated jobs rated the importance of their work higher than did women in male-dominated jobs. The variables best predicting whether a woman held a male-dominated job were college attainment, problems related to sex discrimination, the age of the participant, her feelings toward achieving a very high salary, her feelings of the importance of her work, and her feelings about becoming an authority in her job.     

Responses to discrimination: the role of emotion and expectations for emotional regulation

The present study examined the role of emotion in women's perceptions of discrimination and their endorsement of behavioral responses to change the status quo. In an experimental simulation involving a situation of sex discrimination, women (N = 108) were primed to experience a particular emotion (sad, angry, control condition) and were subsequently instructed to either suppress or express (or neither) their emotional responses. Women primed to feel sad and told to suppress their emotions reported the least discrimination, whereas angered women who were permitted to express themselves reported the greatest discrimination. Furthermore, when encouraged to express their emotions, women primed to feel sad were more likely to endorse normative actions to rectify the situation, whereas women induced to feel angry were more likely to endorse collective actions to change the status quo. These findings have implications for the role of emotions and expectations regarding their expression on collective action taking.     

Intersectional experiences of discrimination in a low‐resource urban community: An exploratory latent class analysis

There have been increasing calls for the application of an intersectionality framework to understand and address discrimination and health inequities among diverse communities. Yet there have been theoretical debates regarding to whom intersectionality applies and how intersectional experiences of discrimination are associated with health outcomes. The current study aimed to contribute to these theoretical debates and inform practical applications to reduce health inequities. Data were drawn from a community health survey in New Haven, CT (N = 1,293 adults) and analysed using latent class analysis. Results yielded 4 classes. Members of the 4 classes were similar sociodemographically. Three classes of participants reported experiencing discrimination, and members of these classes had greater stress, higher rates of smoking and sleep disruption, and worse overall health than members of the class reporting no discrimination. Members of 2 classes made multiple, or intersectional, attributions for discrimination, and members of these classes reported the most frequent discrimination. Findings suggest that community members who are sociodemographically similar may have diverse discrimination experiences. Multilevel interventions that address multiple forms of discrimination (e.g., racism and sexism) may hold promise for reducing discrimination and, ultimately, health inequities within low‐resource urban community settings.     

Faculty Members’ Perceptions of How Academic Work is Evaluated: Similarities and Differences by Gender

A questionnaire about how academic performance is evaluated and the importance of teaching and research was completed by 265 faculty at a UK research university. Factor analysis followed by t-tests showed that male faculty had a more realistic understanding of how their research is evaluated, rate the importance of research to their careers more highly, and are more likely than women to work over hours through choice. Women faculty are more likely than men to work over hours because of teaching workload and rate the importance of a teaching qualification more highly, despite giving similar ratings as men to the importance of teaching to their career. The implications for differential rates of promotion are discussed.     

Asian and female in the white God's world: a qualitative exploration of discrimination in Christian academia

This study is a phenomenological exploration of discrimination experiences among 11 Asian/Asian-American female faculty at various Christian universities, with a specific focus on the characteristics of the Christian academic environment which contribute to those experiences. Participants completed a 90-minute semi-structured interview. Ten of the 11 women described experiences where they perceived being treated differently due to race and/or gender. Qualitative analyses of interview data resulted in the emergence of three themes related to the discrimination context (lack of diversity, naiveté and denial and “missionary mentality”). Resulting themes are discussed in light of existing research. Future research implications include the continued need for research on factors that contribute to discrimination in religious contexts.     

Now you see it, now you don't: explicit versus implicit measures of the personal/group discrimination discrepancy

When making explicit self-report ratings, members of status- and racial-minority groups report less personal experience with discrimination than that encountered by their group—a phenomenon called the personal/group discrimination discrepancy (PGDD). This study provides evidence, for the first time, that the PGDD may be, in part, a product of the procedure used to measure it. White women and men completed explicit and implicit measures of personal and group discrimination based on sex. The PGDD surfaced among women in the explicit measures, but not in the implicit measures. These findings suggest that explicit and implicit measures might provide different assessments of experience with discrimination.     

Sex differences in work values

Sex differences in work values were investigated among 202 advanced undergraduate business students. Significant sex differences (p < .001) were found on 18 of 25 values using the P. J. Manhardt (1972, Personnel Psychology, 25, 361–368), scale with women rating 12 of these values higher than men. Some of the significant differences were consistent with stereotypical male and female value patterns (e.g., advancement and taking risks for men and comfortable work environment and pleasant associates for women), while others were in contrast to such stereotypes (e.g., security and leisure time for men and accomplishment and development of knowledge/skills for women). It was hypothesized that men and women with the same career orientation (i.e., those who ranked career, family, etc., as their primary source of life satisfaction) would not differ significantly in their work value preferences. No support was found for this hypothesis. Finally, despite item differences, there appears to be a clear trend toward similarity of the patterns of preferences in the importance of work outcomes among women and men. Rankings of work values from the present study and two previous studies, spanning approximately 16 years, indicated an average rank-order correlation between the rankings of men and women of .75 (p < .001).     

The relationship of sex role identity and social and politicalattitudes

A study is reported of the relationship between conscious social role preferences, unconscious sexual identifications, and attitudes toward five categories of social and political issues. Based on factor scores of inventory items, the categories include political liberalism, birth control, sex role morality, racial discrimination, and the achievement ethic The population studied consisted of men and women from communities designated working class, middle class, and upper class Controlling for the effects of age, sex, marital status, occupation, education, and political party preference, results indicate statistically significant associations between conscious and unconscious masculinity and femininity and attitudes toward all five categories of issues The patterns of associations, however, are not always consistent Discussion includes a consideration of sex role identity as a value and the implication of sex role differentiation for the integration of personality as well as social institutions