The presence of ethnic minority and disabled men in feminised work: intersectionality, vertical segregation and the glass escalator

“The final publication is available at Springer via http://dx.doi.org/10.1007/s11199-014-0427-z”."This article examines whether men in female-dominated areas of work are disproportionately drawn from disadvantaged groups – specifically in relation to minority ethnicity and disability. Whilst there is a developing literature on the experiences of men in female-dominated work much less is known about who they are. Using intersectionality as a framework, it is theorised that men with disadvantaged identities may be less able to realise their gender advantage and avoid – or move out of – low-level and part-time feminised work. These expectations are tested with a quantitative analysis of personnel records for a large organisation with a workforce across the UK (n=1,114,308). Analysis is based in consecutive years of data collection in the decade to 2006. Statistical analysis based on chi square tests show that not only are men with disadvantaged identities disproportionally more likely than other men to be found in female-dominated low-status work, but that they are relatively more likely to be so than are their female counterparts. Men from ethnic minorities, but not those with a disability, are also disproportionately more likely to be found in feminised part-time work. Both men from ethnic minorities and men with disabilities are disproportionally less likely than other men to ride the glass escalator to higher-level work. The article concludes that the intersectional effects of gender, ethnicity and disability sort disadvantaged men into lower-level and part-time work alongside women, and considers the implications for the study of men in female-dominated occupations, and of intersectionalities

Merit sticks to men : gender pay gaps and (In)equality at UK Russell Group Universities

Academic studies of gender pay gaps within higher education institutions have consistently found pay differences. However, theory on how organisation-level factors contribute to pay gaps is underdeveloped. Using a framework of relational inequalities and advanced quantitative analysis, this paper makes a case that gender pay gaps are based on organisation-level interpretations and associated management practices to reward ‘merit’ that perpetuate inequalities. Payroll data of academic staff within two UK Russell Group universities (N = 1,998 and 1,789) with seeming best-practice formal pay systems are analysed to determine causes of gender pay gaps. We find marked similarities between universities. Most of the variability is attributed to factors of job segregation and human capital, however we also delineate a set of demographic characteristics that, when combined, are highly rewarded without explanation. Based on our analysis of the recognition of ‘merit,’ we extend theoretical explanations of gender pay gap causes to incorporate organisation-level practice

A communal catalogue reveals Earth's multiscale microbial diversity

Our growing awareness of the microbial world's importance and diversity contrasts starkly with our limited understanding of its fundamental structure. Despite recent advances in DNA sequencing, a lack of standardized protocols and common analytical frameworks impedes comparisons among studies, hindering the development of global inferences about microbial life on Earth. Here we present a meta-analysis of microbial community samples collected by hundreds of researchers for the Earth Microbiome Project. Coordinated protocols and new analytical methods, particularly the use of exact sequences instead of clustered operational taxonomic units, enable bacterial and archaeal ribosomal RNA gene sequences to be followed across multiple studies and allow us to explore patterns of diversity at an unprecedented scale. The result is both a reference database giving global context to DNA sequence data and a framework for incorporating data from future studies, fostering increasingly complete characterization of Earth's microbial diversity.Peer reviewe

A communal catalogue reveals Earth’s multiscale microbial diversity

Our growing awareness of the microbial world’s importance and diversity contrasts starkly with our limited understanding of its fundamental structure. Despite recent advances in DNA sequencing, a lack of standardized protocols and common analytical frameworks impedes comparisons among studies, hindering the development of global inferences about microbial life on Earth. Here we present a meta-analysis of microbial community samples collected by hundreds of researchers for the Earth Microbiome Project. Coordinated protocols and new analytical methods, particularly the use of exact sequences instead of clustered operational taxonomic units, enable bacterial and archaeal ribosomal RNA gene sequences to be followed across multiple studies and allow us to explore patterns of diversity at an unprecedented scale. The result is both a reference database giving global context to DNA sequence data and a framework for incorporating data from future studies, fostering increasingly complete characterization of Earth’s microbial diversity

Analysing gender-based diversity in SMEs

Summary Recent research into gender equality in small- to medium-sized organisations (SMEs) in the UK demonstrates low engagement with a formal model of procedural equality. This paper explores whether a diversity approach might be more helpful in evaluating SME practice in the area of gender equality. Drawing on interview data with 80 owner/managers of SMEs, findings reveal an implicit sympathy with diversity practices and principles, underpinned by business rationales for action that could offer positive developments for women. Nevertheless, the data also show that the same rationale and the same practices serve to perpetuate discrimination, utilise stereotypes and continue the segregation of women into low paid, low skilled work. On the basis of these findings, we conclude that while a diversity management approach propels a perspective of women as a valuable resource within SMEs, relying on it in preference to regulated formal procedural equality would be unwise.Diversity Women Small- and medium-sized enterprises Equal opportunities

Professional standards research: equal opportunities in smaller firms

Assesses the capability of the Chartered Institute of Personnel and Development (CIPD) qualifications to make a difference to equal opportunities (EO) in small and medium enterprises (SME). Development of an interactive software-based business tool that focused on measuring gender-based EO practice by Manchester Metropolitan University Business School in England; Difference between CIPD professionals and employees with nominated responsibility for EO