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Interaction and the Conservation of Gender Inequality: Considering Employment
Abstract
How can we explain the persistence of gender hierarchy over transformations in its socioeconomic base? Part of the answer lies in the mediation of gender inequality by taken-for-granted interactional processes that rewrite inequality into new institutional arrangements. The problems of interacting cause actors to automatically sex-categorize others and, thus, to cue gender stereotypes that have various effects on interactional outcomes, usually by modifying the performance of other, more salient identities. Because changes in the status dimension of gender stereotypes lag behind changes in resource inequalities, interactional status processes can reestablish gender inequalities in new structural forms. Interactional sex categorization also biases the choice of comparison others, causing men and women to judge differently the rewards available to them. Operating in workplace relations, these processes conserve inequality by driving the gender-labeling of jobs, constructing people as gender-interested actors, contributing to employers' discriminatory preferences, and mediating men's and women's perceptions of alternatives and their willingness to settle for given job outcomes.
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“Valuation is a social process and as such will be influenced by gender status beliefs, which privilege men and 'masculine' attributes and objects over their feminine counterparts (Ridgeway 1997).”
From Gendering Reciprocity: Solving a Puzzle of Nonreciprocation (2013) · cites this paper as Ridgeway 1997
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“…is constituted by schemas and resources (an adaptation of Ridgeway and Correll 2000). under the heading “schemas” we include gender status beliefs (Ridgeway 1997), as well as what Blair-Loy refers to as “schemas of devotion”—shared cultural models in relation to which individuals construct…”
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“Ridgeway (1997) studied the reasons for the persistence of gender stereotypes and sex segregation in workplaces.”
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“…for example, have been theorized as fundamentally unequal (Lamont et al. 2014; Ridgeway 2014; Risman 2004), creating differential access to respect, resources, and rewards that is remarkably hard to change (Acker 2006; Avent-Holt and Tomaskovic-Devey 2010; Ridgeway 1997; Roscigno 2011).”
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Do Women Managers Ameliorate Gender Differences in Wages? Evidence from a Large Grocery Retailer
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“advancement opportunities to junior men who mirror them (Ridgeway, 1997).”
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“Moreover, to the extent that prospective job candidates form ideas about their fit with a job based on interactions and comparison with demographically similar groups (Cable and Judge 1996; Ridgeway 1997), if women aspiring to a managerial career perceive that managerial promotions lead to lower job satisfaction they…”
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Greenwood, B. N., Adjerid, I., Angst, C. M., & Meikle, N. L. (2020) · Journal of Business Ethics · doi:10.1007/s10551-020-04675-2 · Cited by 40
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“Others scholars focus on how job-related sex-based stereotypes (Cejka and Eagly 1999) might influence decision-makers, thereby affecting patterns of female disadvantage (Heilman 1995, 2001; Kmec 2005; Reskin 1993; Reskin and Padavic 1988; Ridgeway 1997, 2011).”
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Gender Imbalance in Public Sector Leadership
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Racial differences in restaurant tipping: A labour process perspective
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Grunting Alone? Online Gender Inequality in Extreme Metal Music
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“When this structure changes, however, men (and women) might open up to more disconfirming attitudes towards gender inequality (Ridgeway 1997: 223).”
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“Cultural considerations might determine the decision to become economically active, whereas finding a job depends primarily on labour market opportunities and employers’ tastes and practices (Ridgeway 1997; Darity and Mason 1998).”
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“However, there is ample evidence supporting the rigidity of gender beliefs and the strength of gender-typed behaviors over time (Bianchi & Milkie, 2010; Ridgeway 1997).”
Background
Metadata
- Authors
- Ridgeway, C. L.
- Affiliations
- Stanford University (US)
- Corresponding author
- Ridgeway, Cecilia L.
- ORCID
- Ridgeway, Cecilia L.
- Venue
- American Sociological Review
- Publisher
- SAGE Publications
- Published
- 1997-04
- Volume
- 62
- Issue
- 2
- Pages
- 218
- ISSN
- 0003-1224 (ISSN-L)
- OpenAlex
- W2091725322
- Cited by
- 939
- References
- 61
- Citations by year
- 2026: 19 · 2025: 27 · 2024: 44 · 2023: 47 · 2022: 37 · 2021: 36 · 2020: 63 · 2019: 44 · 2018: 48 · 2017: 33 · 2016: 30 · 2015: 37 · 2014: 45 · 2013: 53 · 2012: 39
- FWCI
- 28.27
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- American Sociological Review (publishedVersion)
- Topics
- Social Sciences › Gender Studies › Gender and Feminist Studies
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Business, Management and Accounting › Industrial relations › Employment, Labor, and Gender Studies
- Keywords
- gender inequality, gender stereotypes, interaction processes, sex categorization, gender hierarchy, employment, employment discrimination, gender pay gap, job choice
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