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Littérature scientifique sur le sujet « Glass escalator »

Auteur : Grafiati

Publié le 4 juin 2021

Mis à jour le 31 janvier 2023

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Articles de revues sur le sujet "Glass escalator"

Wingfield, Adia Harvey. « Racializing the Glass Escalator ». Gender & ; Society 23, n^o 1 (février 2009) : 5–26. http://dx.doi.org/10.1177/0891243208323054.

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Williams, Christine L. « The Glass Escalator, Revisited ». Gender & ; Society 27, n^o 5 (11 juin 2013) : 609–29. http://dx.doi.org/10.1177/0891243213490232.

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Alegria, Sharla. « Escalator or Step Stool ? Gendered Labor and Token Processes in Tech Work ». Gender & ; Society 33, n^o 5 (27 mars 2019) : 722–45. http://dx.doi.org/10.1177/0891243219835737.

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Gender scholars use the metaphor of the “glass escalator” to describe a tendency for men in women-dominated workplaces to be promoted into supervisory positions. More recently, scholars, including the metaphor’s original author, critique the glass escalator metaphor for not addressing the intersections of gender with other relevant identities or the ways that work has changed in the twenty-first century. I apply an intersectional lens to understand how gender and race shape women’s career paths in tech work, where twenty-first century changes to the organization of workplaces are common. I build on theories of raced and gendered labor and the glass escalator to make sense of women’s careers in a contemporary field dominated by men. I find some evidence that white women, but not women of color, experience something similar to a “glass escalator” where they are promoted into management, but those promotions are a smaller step up—more step stool than escalator. These promotions move women out of technical positions and towards business and management, releasing engineering teams from the pressure to fully incorporate women.

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Hultin, Mia. « Some Take the Glass Escalator, Some Hit the Glass Ceiling ? » Work and Occupations 30, n^o 1 (février 2003) : 30–61. http://dx.doi.org/10.1177/0730888402239326.

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Smith, Ryan A. « Money, Benefits, and Power ». ANNALS of the American Academy of Political and Social Science 639, n^o 1 (15 décembre 2011) : 149–72. http://dx.doi.org/10.1177/0002716211422038.

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This article explores the manner in which race, ethnicity, and gender intersect to produce inequality in wages and employer benefits among “workers” (employees with no job authority), “supervisors” (employees with broad supervisory responsibilities), and “managers” (employees who can hire/fire and set the pay of others). Using data uniquely suited to examine these relationships, the author finds that, contrary to the glass ceiling hypothesis, the white male advantage over women and minorities in wages and retirement benefits generally does not increase with movement up the authority hierarchy net of controls. Instead, relative inequality remains constant at higher and lower levels of authority. However, in nontraditional work settings where white men report to minority and female supervisors, there is evidence that a glass ceiling stifles women and minorities while a glass escalator helps white men. Instead of representing mutually exclusive processes and outcomes, glass ceilings and glass escalators may actually overlap in certain employment contexts. The implications of these results for future analyses of workplace inequality are discussed.

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Buhr, Karen. « Is There a Glass Escalator for Male Nurses in Canada ? » Nursing Leadership 24, n^o 3 (3 octobre 2011) : 86–100. http://dx.doi.org/10.12927/cjnl.2011.22603.

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Williams, Christine L. « The Glass Escalator : Hidden Advantages for Men in the "Female" Professions ». Social Problems 39, n^o 3 (août 1992) : 253–67. http://dx.doi.org/10.1525/sp.1992.39.3.03x0034h.

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Williams, Christine L. « The Glass Escalator : Hidden Advantages for Men in the "Female" Professions ». Social Problems 39, n^o 3 (août 1992) : 253–67. http://dx.doi.org/10.2307/3096961.

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Dill, Janette S., Kim Price-Glynn et Carter Rakovski. « Does the “Glass Escalator” Compensate for the Devaluation of Care Work Occupations ? » Gender & ; Society 30, n^o 2 (13 janvier 2016) : 334–60. http://dx.doi.org/10.1177/0891243215624656.

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Budig, Michelle J. « Male Advantage and the Gender Composition of Jobs : Who Rides the Glass Escalator ? » Social Problems 49, n^o 2 (mai 2002) : 258–77. http://dx.doi.org/10.1525/sp.2002.49.2.258.

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Thèses sur le sujet "Glass escalator"

Casanova, Tracy. « Why do White men ride the glass escalator ? » OpenSIUC, 2016. https://opensiuc.lib.siu.edu/dissertations/1302.

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Women face barriers to advancement in male-dominated fields (Glass Ceiling) and in female-dominated fields (Glass Escalator). More research is needed to elucidate the causes of these barriers in order to reduce the negative effects on women’s advancement. This study attempted to broaden the literature through the experimental examination of the glass escalator to further understand the gender inequalities that are seen in female-dominated fields. It employed a factorial design to examine the impact of gender, gender make up of an occupation, and level of authority within that occupation on a supervisor’s evaluation of an employee and decision to offer promotion, mentoring, and increase income and vacation time. Participants were recruited from Amazon Mechanical Turk and were just over half women, predominantly White and heterosexual, had a bachelor’s degree or higher, currently engaged in full-time employment, and half indicated their household income to be between $25,000 and $74,999. Each participant was presented with a single vignette of an employee file who was eligible for a promotion from a female-dominated (nurse), male-dominated (engineer), or gender neutral (accountant) occupation. They evaluated the employee’s performance and made recommendations for promotion, increasing raise and vacation days, and offered mentoring. Participants also completed the Gender Attitude Inventory (GAI; Ashmore, Del Boca, & Bilder, 1995) to better understand the role that gender attitudes play in gender bias in promotion decision-making. Multiple analysis of covariance was utilized to examine main effects and interaction effects of target employee gender, gender-type of occupation, and level of authority of the occupation. Hypotheses that men will be more likely to be promoted into positions with more authority, and women will be viewed as most competent in positions that are female-typed with the least amount of authority were not supported. Results showed that gender attitudes were weakly related to an employee’s performance evaluation, raise, and mentoring. Significant differences were found on the GAI where participants identifying as women, gay, and with a graduate degree had more liberal gender attitudes. Possible explanations for the predominantly insignificant results and future directions are discussed. Suggestions are provided for increasing the strength of the manipulation and factors that possibly decreased the salience of gender. Future experimental and continued qualitative studies in applied settings are recommended to identify causal influences of the glass escalator that examine factors of race, SES, and sexual orientation.

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Morris, Samantha A. « Examining Gender Differences in Hitting the Glass Ceiling and Riding the Glass Escalator ». Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273151857.

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Smith, Tiffany Marie. « Are You My Nurse ? An Examination of Men in Nursing ». Thesis, Connect to resource online, 2008. http://hdl.handle.net/1805/1675.

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Thesis (M.A.)--Indiana University, 2008.
Title from screen (viewed on June 2, 2009). Department of Sociology, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Linda Haas. Includes vita. Includes bibliographical references (leaves 88-94).

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Boafo, Issac Mensah. « Gender and nursing in a developing country : Workplace violence, career progression, job satisfaction and emigration intentions among Ghanaian nurses ». Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2016. https://ro.ecu.edu.au/theses/1794.

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In many countries, nursing is considered feminine due to its association with stereotypical female roles of caring, nurturing and submission; this may also explain the low status, pay, as well as poor conditions associated with the profession. However, because of global social and economic changes, males have entered the profession even though the defining characteristics of nursing run contrary to the social construction of maleness in societies like Ghana. These constructions are based on dominance, aggression and unemotional behaviour. Previous researchers of this topic, largely emanating from developed countries, have suggested that male nurses encounter different occupational experiences because of their gender. This study aimed at investigating the influence of gender on the perceptions and experiences of nurses working in public hospitals in Ghana, and how these experiences impact occupational outcomes. The study employed a mixed methods research design. Participants for the quantitative part of the study were 592 qualified professional nurses selected from hospitals across five regions of Ghana. The qualitative component involved 30 semi-structured in-depth and key informant interviews. The results revealed that due to internalized gender norms and societal expectations, all male nurses in the qualitative study had either started or planned to pursue courses which would empower them to leave bedside nursing. Furthermore, males did not enjoy any advantages with promotion and career progression. The quantitative study showed that on average, Ghanaian nurses are neither satisfied nor dissatisfied with their jobs. Males reported slightly higher satisfaction levels than female nurses, and female nurses where 1.6 times more likely to be abused verbally. Of the 592 included in the quantitative survey, 9% had experienced physical violence, 12.2% sexual harassment and 52.7% verbal abuse in the 12 months preceding the study. Relatives of patients were the most frequent perpetrators of verbal and physical violence,and medical doctors were most frequently cited for sexual harassment. Long waiting times, perceived unresponsiveness, perceived favouritism and visiting hours were major causes of violence against nurses. Gender, age, pay and promotion, and workplace violence were significant predictors of intention to leave the nursing profession or emigrate. Nurses rated their public image less positively as they believed that they were perceived to be rude and disrespectful. It was found that there was no gender-based discrimination with regards to promotion among hospital-based nurses in Ghana studied. This study supports the body of literature suggesting that workplace violence is a problem for nurses and health care systems. Policies and regulations must be instituted to discourage the perpetration of violence against nurses. Refresher courses should be given to nurses on effective communication to help reduce workplace violence. Other recommendations are made on how to improve job satisfaction and retain nurses.

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Tsai, Yi-Ting, et 蔡怡婷. « The glass escalator of male makeup artists ». Thesis, 2017. http://ndltd.ncl.edu.tw/handle/2jry2c.

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碩士
國立臺灣大學
國家發展研究所
105
The impact of the existing ideology, social culture and organizational structure makes a clear phenomenon of gender separation in the labor market. Women work for certain kind of occupations, known as (female) gender typical career. When the male work for female-based occupations, we call them non-sex typical occupations. Williams proposed the concept of "glass escalator" for the study of four non-sex typical trades (caregivers, kindergarten teachers, librarians and social workers). He believes that men enter female-based occupations will make them promote smoothly and rapidly. In this paper, I use Williams''s theory glass escalator to view the promotion process of male makeup artist in three parts: the patriarchal dividend, training, promotion and working environment of non-sex typical professional labor and the social perception of non-sex typical occupations and apply the theory of Williams to see how gender inequality works and reproduces in the labor process. First of all, the distribution of the parental dividend in the makeup industry is based on differences in the imagination of the makeup artist''s gender. Furthermore, the gay identity of the male makeup artists also brings special advantages. However, male makeup artists need to show his feminine and masculine characteristics moderately, carefully and properly in order to gain the advantages of male makeup artists. Moreover, comparing to females, male makeup artists bring more promotional opportunities for the reason of less burden and unmarried gay identity in their working environment. If there are more gay supervisors and female bosses, then male makeup artists are easier to get the promotion. They can face and handle female consumers and colleagues in the working environment easily. Finally, the community divides occupations based on its gender and the contempt the female occupations causing male makeup artist need to be successful. The negative perceptions in the male makeup artist increase the threshold of entering to the occupation. It also becomes a selective mechanism. With more complete career planning, the discrimination of age and gender makes them have to improve. All the hard work cannot change the prejudices of those who are branded in non-sex typical professional men; on the contrary, they also have more advantages. The results of the study found that: glass escalator effect does occur in the male makeup artist in the process of promotion. Although the makeup industry is a female-based career, masculine characteristics are continuously being respected, promoted and implemented. Furthermore, the deformation of the masculine type is the key point to benefit male makeup artists. Through the hegemony of masculine bring the opportunity of changes. When feminine referrals are no longer the traits that men have to avoid, then maybe the so-called women''s work can be reborn, and gender equality in labor can move forward.

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Chapitres de livres sur le sujet "Glass escalator"

Malin, Lydia, et Ramsey Wise. « Glass Ceilings, Glass Escalators and Revolving Doors ». Dans Life Course Research and Social Policies, 49–68. Cham : Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-95420-2_4.

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« 5. Riding the Glass Escalator ». Dans Still a Man’s World, 81–108. University of California Press, 1995. http://dx.doi.org/10.1525/9780520915220-007.

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« The Glass Escalator : Men Who Do Women's Work ». Dans Gender And Work In Today's World, 113–30. Routledge, 2018. http://dx.doi.org/10.4324/9780429500268-18.

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Lacina, Jan. « Motherhood, the Tenure Track, and Leadership ». Dans Teacher Reflections on Transitioning From K-12 to Higher Education Classrooms, 368–80. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3460-4.ch026.

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The term glass ceiling became widespread with Christine Williams's article in The Wall Street Journal. She used the metaphor to describe barriers that women face in attempting to advance within corporate organizations. In the past, women were unable to reach top positions due to discrimination and gender-specific roles. More than a decade later, Williams reconsidered the glass ceiling metaphor and added the metaphor of a glass escalator to describe the challenges women face in female-dominated professions. She explained that, whether careers are female-dominated, male-dominated, or gender-balanced, men assume leadership positions at faster rates than women do. When men are hired, they are often fast tracked to leadership. Williams explained that, when men are working in female-dominated professions, their ascent into leadership roles is effortless and inevitable, just like riding an escalator. In this chapter, the author discusses challenges faced within academia.

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Chattopadhyay, Budhaditya. « 15 Airport ». Dans The Auditory Setting, 135–38. Edinburgh University Press, 2021. http://dx.doi.org/10.3366/edinburgh/9781474474382.003.0015.

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The airport is a site of perpetual movement, punctuated by awkward periods of waiting, inclined towards an insular private way of being in an essentially public space. Such a public site is usually built with large metallic pillars and transparent glass panels on which the empty face of a nomadic passenger may fall and be distorted. Voices slip away and are rendered redundant. A gentrified lounge has no odour. Rows of metallic doors open and shut silently. Elevators go up and down carrying tired travellers keen to rest for a little while. Instructions appear on large LED screens. The lack of curiosity on the faces of itinerant travellers breeds social alienation. Moments of interest in an unknown other evaporate as the gentle automated announcement makes people aware that the time to leave is approaching. The sounds of escalators echo aimlessly along grey walls and ceiling skylights. Reclining figures and their organised belongings keep changing places. A vacant seat doesn’t remain empty for long – someone soon appears with an expressionless face and occupies the void. The felt vibrations of digital devices are mutually enticing. They converse, create intimacy and merge orgiastically to render the networked resonance a machine vision. This is the generic sonic environment of a typical airport. There are many similarities between the world’s largest airports, irrespective of dissimilarities between the languages used for announcements, built structures, background muzak, etc. A sonic environment of similar aural perspectives makes them uniform – all sounds, including human and automated voices, machinery, footsteps and baggage trolleys, coalesce with one another in an amalgamated futuristic atmosphere, within ...

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Actes de conférences sur le sujet "Glass escalator"

Kortam, Mostafa Mahmoud, Hany Rafat Elrayek et Amr Alkhouly. « Achieving Remarkable Long ESP Run Life Exceeding 9 Years Continuously in Brown Oil Field Thru Leak Free Production in Highly Corrosive Environment ». Dans ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/211560-ms.

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Abstract A very interesting case in mature field in Egypt, has embarked on a project of replacing Oil Production wells, originally constructed with API 5L carbon steel pipe, with fiberglass lined API 5CT Threaded and coupled tubing. Previously, all wells had a conventional EUE carbon steel string producing with different ranges of production within 600 - 3000 bbls/day of oil without water production in early stage of the field. Later on, water injection commenced in 2004 in order to arrest reservoir pressure decline and increase the oil offtake. Accordingly, the water production progressively rose since in 2011 the measured water cut was up to 90% of with much salt content as high as 330,000 ppm, and fully saturated with dissolved oxygen. As a result, the field has been facing severe corrosion related failures in Carbon steel strings in producer wells. Furthermore, the problem has been escalated and the average pull out of hole workover jobs of each well reached two times per year due to tubular failure resulting from corrosion. The tubing leakage failure increased the OPEX of the field by which impacted negatively on the value of the asset. Many actions had been taken attempting to sole or at least reduce the severity of the problem such as; using 13% Chrome steel tubing, and placing down hole injection of corrosion inhibitor chemicals. But each solution has a drawback and the improvement in the runlife of wells were below expectations. Upon all the above repeated workovers were done to replace the frequently leaked tubing, affecting on the field performance. GRE lining technology proved as the best erosion and corrosion resistance method that save ell integrity with the lowest cost in the field of discussion where the water salinity is 330,000 ppm, high dissolved oxygen, high temperature, and high co2 up to 6%. Three wells were chosen as trial to be completed using Glass Reinforced Epoxy (GRE) lined tubing for internal corrosion protection. However, one of these wells has lasted for over nine years of continuous production without the even ESP fails. Such positive results of achieving Outstanding Performance in attaining longer tubing life with less workover operation with very cheaper technology. Afterwards, the company decided to try 3%Chrome tubing for the oil production wells with a premium thread connection. In this paper, we will demonstrate the pros and cons of utilizing such a material and connection failure. Guided by the successful trail, a shift in the inventory was done toward such application that turned up the economic value of the field. Special components were engineered to provide a transition between GRE lined tubulars and plain end unlined fittings and flanges. This paper chronicles the history of the Oil Production, the nature, reasons and consequences of the multiple corrosion failures and the failed corrosion mitigation strategies. It will highlight the reasons why this specific well lasted for 9 continuous years and the root cause leading to the ESP consistent performance during this period, unlike the other bare steel wells. Furthermore, the paper will shed light on the techno-commercial analysis and engineering that forms the basis for this mammoth effort.

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