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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).

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.

Indiana University-Purdue University Indianapolis (IUPUI) / This project examined several research questions using survey research of men working in nursing at a Midwestern hospital corporation. The first is why do men enter a nontraditional occupation, such as nursing? Second, what are their experiences working in nursing, as a nontraditional occupation for men? What problems do they encounter, such as discrimination or stereotyping? What advantages do they enjoy, such as promotions or preferential treatment? Third, what factors cause men to stay in nursing for long periods of time? Answers to these questions can help us understand how more men might be recruited to enter nursing, including breaking down the challenges men in nursing might face.

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Syfte: Uppsatsen syftar till att inventera upplevelser från kvinnliga och manliga cheferangående deras karriärer i en bransch där deras biologiska kön är underrepresenterat. Metod: För att besvara uppsatsens frågeställning och ge utrymme för subjektiva upplevelser från respondenterna har en deduktiv forskningsansats implementerats inom ramen för kvalitativ forskningsstrategi. Semistrukturerade intervjuer har upprättats med tio respondenter. Slutsats: Samtliga respondenter har krossat glastaket och åkt glashissen, dock upplever majoriteten av de kvinnliga cheferna fler utmaningar och hinder kopplat till deras biologiska kön. De manliga respondenterna har erhållit förtroende fort i sina respektive anställningar, medan kvinnorna upplever att de behövt hävda sig och påvisa sin kompetens innan de erhåller respekt från intressenter. / Purpose: The purpose of this Bachelor Thesis is to do an inventory of male and female experiences in regards to making a career in an industry where their biological sex is underrepresented. Method: To be able to achieve the Bachelor Thesis purpose and simultaneously give room for the respondents subjective experiences we conducted a deductive research approach within a qualitative research strategy framework. Our ten respondents have contributed their knowledge through semi structured interviews. Conclusion: All respondents have broken the glass ceiling and ridden the glass escalator, however, the majority of the female managers experience more challenges and obstacles linked to their biological sex. The male respondents have gained confidence quickly in their respective employments, while the women feel that they need to assert themselves and demonstrate their skills before they gain respect.