|
[article]
| Titre : |
Gender diversity in the labor market: employer discrimination, educational choices and professional preferences |
| Type de document : |
document électronique |
| Auteurs : |
Michel Ferrary |
| Congrès : |
Congrès de l’AGRH (29e; 29 au 31 octobre 2018; Lyon) |
| Année de publication : |
2018 |
| Article en page(s) : |
pp. 83-118 |
| Langues : |
Anglais (eng) |
| Catégories : |
Thésaurus CEREQ
GENRE ; ORIENTATION SCOLAIRE-PROFESSIONNELLE ; IDENTITE SOCIALE ; DIVISION SEXUELLE DE LA FORMATION ; CHEMINEMENT SCOLAIRE ; DIVISION SEXUELLE DU TRAVAIL ; CHEMINEMENT PROFESSIONNEL ; PRATIQUE DE GRH ; EMPLOYEUR ; CRITERE D'EMBAUCHE ; PROMOTION ; GRANDE ENTREPRISE ; FRANCE ; COLLOQUE
|
| Résumé : |
Three main mechanisms explain women’s labor force placement: employer discrimination, gendered educational choices and professional preferences. The labor market evolves in a cultural context which is infused with stereotypes about men’s and women’s “natural” capacities, interests, and behaviors. These cultural beliefs shape employers’ decisions and their propensity to consciously or unconsciously discriminate against women. A widespread argument in gender studies contends that gender beliefs translate into sex segregation which furthers inequality between men and women. According to this perspective, employers directly contribute to gender diversity in the labor market. In addition to the “demand side” (employers’ beliefs), the “supply side” (workers’ decisions) of the labor market is also affected by cultural beliefs. Cultural beliefs influence individuals’ educational choices and professional preferences. At school, men and women differ in their fields of study, and these educational choices influence their career paths. Employers that recruit employees from masculinized fields of study like STEM fields (Science, Technology, Engineering, and Mathematics) might employ fewer women because the pool of potential female candidates is limited. Gender stereotypes also shape professional trajectories when employees enter the labor market. Women and men differ in terms of the employers and industries that they prefer. According to a “supply side” perspective, employees reproduce social constructs that exist in society within the labor market. (Source : revue) |
| Document Céreq : |
Non |
| En ligne : |
https://www.cairn.info/revue-@grh-2018-2-page-83.htm |
| Permalink : |
https://pmb.cereq.fr/index.php?lvl=notice_display&id=63451 |
in @GRH > n° 27 (2018/2) . - pp. 83-118
[article] Gender diversity in the labor market: employer discrimination, educational choices and professional preferences [document électronique] / Michel Ferrary / Congrès de l’AGRH (29e; 29 au 31 octobre 2018; Lyon) . - 2018 . - pp. 83-118. Langues : Anglais ( eng) in @GRH > n° 27 (2018/2) . - pp. 83-118
| Catégories : |
Thésaurus CEREQ
GENRE ; ORIENTATION SCOLAIRE-PROFESSIONNELLE ; IDENTITE SOCIALE ; DIVISION SEXUELLE DE LA FORMATION ; CHEMINEMENT SCOLAIRE ; DIVISION SEXUELLE DU TRAVAIL ; CHEMINEMENT PROFESSIONNEL ; PRATIQUE DE GRH ; EMPLOYEUR ; CRITERE D'EMBAUCHE ; PROMOTION ; GRANDE ENTREPRISE ; FRANCE ; COLLOQUE
|
| Résumé : |
Three main mechanisms explain women’s labor force placement: employer discrimination, gendered educational choices and professional preferences. The labor market evolves in a cultural context which is infused with stereotypes about men’s and women’s “natural” capacities, interests, and behaviors. These cultural beliefs shape employers’ decisions and their propensity to consciously or unconsciously discriminate against women. A widespread argument in gender studies contends that gender beliefs translate into sex segregation which furthers inequality between men and women. According to this perspective, employers directly contribute to gender diversity in the labor market. In addition to the “demand side” (employers’ beliefs), the “supply side” (workers’ decisions) of the labor market is also affected by cultural beliefs. Cultural beliefs influence individuals’ educational choices and professional preferences. At school, men and women differ in their fields of study, and these educational choices influence their career paths. Employers that recruit employees from masculinized fields of study like STEM fields (Science, Technology, Engineering, and Mathematics) might employ fewer women because the pool of potential female candidates is limited. Gender stereotypes also shape professional trajectories when employees enter the labor market. Women and men differ in terms of the employers and industries that they prefer. According to a “supply side” perspective, employees reproduce social constructs that exist in society within the labor market. (Source : revue) |
| Document Céreq : |
Non |
| En ligne : |
https://www.cairn.info/revue-@grh-2018-2-page-83.htm |
| Permalink : |
https://pmb.cereq.fr/index.php?lvl=notice_display&id=63451 |
|
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