Persistence Is Cultural

Why does sex segregation in professional occupations persist? Arguing that the cultures and practices of professional socialization serve to perpetuate this segregation, the authors examine the case of engineering. Using interview and diary entry data following students from college entry to graduation, the authors show how socialization leads women to develop less confidence that they will “fit” into the culture of engineering. The authors identify three processes that produce these cultural mismatches: orientation to engineering at college entry, initiation rituals in coursework and team projects, and anticipatory socialization during internships and summer jobs. Informal interactions with peers and everyday sexism in teams and internships are particularly salient building blocks of segregation.National Science Foundation (U.S.) (“Future Paths: Developing Diverse Leadership for Engineering,” Grant # 0240817)National Science Foundation (U.S.) (“Future Paths: Developing Diverse Leadership for Engineering,” Grant #0241337)National Science Foundation (U.S.) (“Future Paths: Developing Diverse Leadership for Engineering,” Grant # 0503351)National Science Foundation (U.S.) (“Future Paths: Developing Diverse Leadership for Engineering,” Grant # 0609628

In the company of women: gender inequality and the logic of bureaucracy in start-up firms

Perspectives on inequality differ greatly regarding whether the logic of bureaucracy undermines sex-based ascription in work organizations by reducing subjectivity in personnel decisions, or instead merely serves to obscure or "scientize" inequality. Past research has tended to operationalize bureaucratization in terms of the adoption of formal procedures and structures; the authors argue instead that disagreements about whether bureaucracy promotes or ameliorates inequality and segregation have less to do with the contours of bureaucracy than with the underlying logic of bureaucratic organization. Accordingly, the authors assess the link between bureaucratic organization and labor-market ascription by characterizing the logics underlying organizational employment systems. Using data on young high-technology companies in California’s Silicon Valley, they find evidence that bureaucratization improves employment prospects for women in core scientific-technical roles within these enterprises. They further explore path dependence in organizational logics and find that such logics, when adopted, have powerful enduring effects on labor-force composition