02140nam a22001577a 4500999001900000008004100019100004800060245012700108260003400235300003200269520151800301773003401819906001501853942000701868952010701875  c526760d526760240624b           ||||| |||| 00| 0 eng d  aMeuris, Jirs and Merluzzi, Jennifer 955119  aA hidden barrier to diversification? Performance recognition penalties for incumbent workers in male-dominated occupations  aAmerican Sociological Review   a89(2), Apr, 2024: p.256-297  aResponding to persistent gender inequity, organizations have adopted diversity initiatives to promote women’s representation in traditionally male-dominated occupations. Although studies have identified challenges to these initiatives for women entering occupations, we uncover a performance recognition penalty for incumbent workers originating from the process of occupational diversification. As women incrementally enter a male-dominated occupation, a conflict arises between the changing gender composition at the work-unit level and the masculine “ideal worker” prototype embedded in the occupation. We propose that this conflict will lower the performance expectations of the work unit, decreasing the individual likelihood of performance recognition for each worker in the unit. Using detailed panel data on police officers, we found that an officer’s individual likelihood of being nominated for a performance award consistently declined when their police unit proportionately increased in women officers. Both men and women managers enacted this penalty, with men managers penalizing men subordinates more than women subordinates. This pattern remained for awards recognizing exceptional performance, regardless of gender-typing of the unit or its work tasks, and considering officer tenure and attrition from the unit. Our findings offer novel insights into the challenge of diversifying male-dominated occupations.- Reproduced 

https://journals.sagepub.com/doi/full/10.1177/00031224241233696
  aAmerican Sociological Review   aEMPLOYMENT  cAR  00102ddc40709401847aIIPAbIIPAd2024-06-24h89(2), Apr, 2024: p.256-297pAR132335r2024-06-24yAR