Glass escalator

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The term Transparent escalator ( . Engl glass escalator ) refers to a metaphor for the phenomenon that many men in traditional female occupations (nurses, teachers, librarians, social workers) work, have the advantage over women in objective career success benefits - so fast rise in the hierarchy , or earn more money faster.

It is therefore "transparent" because - just like the " glass ceiling " or the " glass cliff " - it is not visible to those involved. The "escalator" is intended to mean that men are transported up there whether they want it or not.

The phenomenon suggests two things: on the one hand, that "pin-collar jobs" discriminate against women. They are more often passed over for promotions and earn less money. On the other hand, men are favored and disadvantaged at the same time. Although they earn (faster) more and are promoted faster, this also deprives them of the opportunity to do what they actually want to do. The example is the kindergarten teacher, who is given more and more management tasks until he can no longer fulfill his actual vocation - to look after children.

Although the "discoverer" of the glass escalator herself called for the phenomenon to be reconsidered, because both neoliberal changes in the world of work and new job-specific preferences would have changed the signs, there are indications that it still exists. However, the approach behind the metaphor was rightly criticized because of the lack of consideration of intersectionality .

Possible reasons

The most important explanation is arguably gender role stereotypes. While "management" and "leadership" are seen as "typically male", activities in female professions are considered "typically female". So men in female professions are supposedly better suited to management positions. In addition, the "spillover theory" suggests that the fundamental division of social space into a "public sphere", which is occupied by men, and a "private" sphere, which is occupied by "women", results in women having either assertiveness is discussed, or that women are interpreted as negative (double-bind).

In addition, there are self-selections on the labor market, which are preceded by educational decisions and career aspirations: women who work in male professions are empirically more career-oriented, while less ambitious women are attracted to professions that allow part-time or flexible forms of work. In addition, it is assumed that men who work in women's professions are afraid of further cultural devaluation and therefore work particularly hard not to be considered "unmanly". Since there are usually fewer management positions in women’s professions, women are more likely to lag behind in the fight for scarce positions.

It is important that not only men promote men: women also favor men in women's professions. The status as a token , which is a disadvantage for women in men's jobs, works as an advantage for men in women's jobs.

Web links

Individual evidence

  1. ↑ Christine L. Williams: The Glass Escalator: Hidden Advantages for Men in the "Female" Professions . In: Social Problems . tape 39 , no. 3 , August 1992, ISSN  0037-7791 , p. 253-267 , doi : 10.1525 / sp.1992.39.3.03x0034h , JSTOR : 3096961 .
  2. ↑ Bruckmüller, S .; Ryan, MK; Haslam, SA; Peters, K .: Ceilings, cliffs, and labyrinths: exploring metaphors for workplace gender discrimination. In: Ryan, MK; Branscombe, NR (Ed.): The Sage Handbook of Gender and Psychology . Sage, London, p. 450-464 .
  3. ↑ Michelle K. Ryan, S. Alexander Haslam, Tom Postmes: Reactions to the glass cliff: Gender differences in the explanations for the precariousness of women's leadership positions . In: Journal of Organizational Change Management . tape 20 , no. 2 , April 10, 2007, ISSN  0953-4814 , p. 182–197 , doi : 10.1108 / 09534810710724748 ( emerald.com [accessed May 4, 2020]).
  4. ↑ Christine L. Williams: The Glass Escalator, Revisited: Gender Inequality in Neoliberal Times, SWS Feminist Lecturer . In: Gender & Society . tape 27 , no. 5 , October 2013, ISSN  0891-2432 , p. 609-629 , doi : 10.1177 / 0891243213490232 ( sagepub.com [accessed May 4, 2020]).
  5. ↑ Elise K. Kalokerinos, Kathleen Kjelsaas, Steven Bennetts, Courtney von Hippel: Men in pink collars: Stereotype threat and disengagement among male teachers and child protection workers: Men in Pink Collars . In: European Journal of Social Psychology . tape 47 , no. 5 , August 2017, p. 553-565 , doi : 10.1002 / ejsp.2246 ( wiley.com [accessed May 4, 2020]).
  6. ^ Mia Hultin: Some Take the Glass Escalator, Some Hit the Glass Ceiling ?: Career Consequences of Occupational Sex Segregation . In: Work and Occupations . tape 30 , no. 1 , February 2003, ISSN  0730-8884 , p. 30-61 , doi : 10.1177 / 0730888402239326 ( sagepub.com [accessed May 7, 2020]).
  7. ↑ Christine L. Williams: The Glass Escalator, Revisited: Gender Inequality in Neoliberal Times, SWS Feminist Lecturer . In: Gender & Society . tape 27 , no. 5 , October 2013, ISSN  0891-2432 , p. 609-629 , doi : 10.1177 / 0891243213490232 ( sagepub.com [accessed May 4, 2020]).
  8. ↑ Schneidhofer, TM; Nöhammer, E .; Kattenbach, R .; Latzke, M .: Men in pink collar professions - still advantaged? The development of the glass escalator in Germany over time .
  9. ↑ Adia Harvey Wingfield: Racializing the Glass Escalator: Reconsidering Men's Experiences with Women's Work . In: Gender & Society . tape 23 , no. 1 , February 2009, ISSN  0891-2432 , p. 5–26 , doi : 10.1177 / 0891243208323054 ( sagepub.com [accessed May 4, 2020]).
  10. ↑ Andrea Fischbach, Philipp W. Lichtenthaler, Nina Horstmann: Leadership and Gender Stereotyping of Emotions: Think Manager - Think Male? In: Journal of Personnel Psychology . tape 14 , no. 3 , July 2015, ISSN  1866-5888 , p. 153–162 , doi : 10.1027 / 1866-5888 / a000136 ( hogrefe.com [accessed May 4, 2020]).
  11. ↑ Barbara A. Gutek, Aaron Groff Cohen: Sex Ratios, Sex Role Spillover, and Sex at Work: A Comparison of Men's and Women's Experiences . In: Human Relations . tape 40 , no. 2 , February 1987, ISSN  0018-7267 , pp. 97–115 , doi : 10.1177 / 001872678704000202 ( sagepub.com [accessed May 4, 2020]).
  12. ↑ Yvonne Benschop, Hans Doorewaard: Covered by Equality: The Gender subtext of Organizations . In: Organization Studies . tape 19 , no. 5 , September 1998, ISSN  0170-8406 , p. 787-805 , doi : 10.1177 / 017084069801900504 ( sagepub.com [accessed May 4, 2020]).
  13. ↑ Meir Yaish, Haya Stier: Gender Inequality in Job Authority: A Cross ‐ National Comparison of 26 Countries . In: Work and Occupations . tape 36 , no. 4 , November 2009, ISSN  0730-8884 , p. 343-366 , doi : 10.1177 / 0730888409349751 ( sagepub.com [accessed May 4, 2020]).
  14. ↑ Simon Cross, Barbara Bagilhole: Girls' Jobs for the Boys? Men, Masculinity and Non-Traditional Occupations . In: Gender, Work & Organization . tape 9 , no. 2 , April 2002, ISSN  0968-6673 , p. 204–226 , doi : 10.1111 / 1468-0432.00156 ( wiley.com [accessed May 4, 2020]).
  15. ↑ Malin, L .; Wise, R .: Glass Ceilings, Glass Escalators and Revolving Doors . In: Ritschard, G .; Studer, M. (Ed.): Sequence Analysis and Related Approaches: Innovative Methods and Applications . Springer International, S. 49-68 .
  16. ^ Anne Grönlund, Charlotta Magnusson: Devaluation, crowding or skill specificity? Exploring the mechanisms behind the lower wages in female professions . In: Social Science Research . tape 42 , no. 4 , July 2013, p. 1006-1017 , doi : 10.1016 / j.ssresearch.2013.03.001 ( elsevier.com [accessed May 4, 2020]).
  17. ^ Benschop, Yvonne: Of small steps and longing for the giant leap: Research on the intersection of sex and gender within work and organization . In: Konrad, AM; Prasad, P .; Pringle, JK (Ed.): Handbook of workplace diversity . Sage London.
  18. ↑ Michael J. Villeneuve: Recruiting and retaining men in nursing: A review of the literature . In: Journal of Professional Nursing . tape 10 , no. 4 , July 1994, pp. 217-228 , doi : 10.1016 / 8755-7223 (94) 90023-X ( elsevier.com [accessed May 4, 2020]).
  19. ↑ Joan Acker: HIERARCHIES, JOBS, BODIES :: A Theory of Gendered Organizations . In: Gender & Society . tape 4 , no. 2 , June 1990, ISSN  0891-2432 , p. 139–158 , doi : 10.1177 / 089124390004002002 ( sagepub.com [accessed May 4, 2020]).