When two bodies are (not) a problem: Gender and relationship status discrimination in academic hiring.

Autor/in	Rivera, Lauren A.
Titel	When two bodies are (not) a problem: Gender and relationship status discrimination in academic hiring. Gefälligkeitsübersetzung: Wenn zwei Körper (k)ein Problem sind. Diskriminierung in akademischen Einstellungsverfahren aufgrund von Gender und Beziehungsstatus.
Quelle	In: American sociological review, 82 (2017) 6, S. 1111-1138Infoseite zur Zeitschrift PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; gedruckt; Zeitschriftenaufsatz
ISSN	0003-1224; 1939-8271
DOI	10.1177/0003122417739294
Schlagwörter	Mobilitätsbereitschaft; Ehefrau; Ehemann; Partnerschaft; Diskriminierung; Personalauswahl; Berufstätigkeit; Dual Career Couple; Akademikerberuf; Hochschullehrer; Hochschulpersonal; Hochschule; Auswahlverfahren; Familienstand; Geschlechtsspezifik; Ehepartner; USA
Abstract	"Junior faculty search committees serve as gatekeepers to the professoriate and play vital roles in shaping the demographic composition of academic departments and disciplines, but how committees select new hires has received minimal scholarly attention. In this article, I highlight one mechanism of gender inequalities in academic hiring: relationship status discrimination. Through a qualitative case study of junior faculty search committees at a large R1 university, I show that committees actively considered women's -- but not men's - relationship status when selecting hires. Drawing from gendered scripts of career and family that present men's careers as taking precedence over women's, committee members assumed that heterosexual women whose partners held academic or high-status jobs were not 'movable,' and excluded such women from offers when there were viable male or single female alternatives. Conversely, committees infrequently discussed male applicants' relationship status and saw all female partners as movable. Consequently, I show that the 'two-body problem' is a gendered phenomenon embedded in cultural stereotypes and organizational practices that can disadvantage women in academic hiring. I conclude by discussing the implications of such relationship status discrimination for sociological research on labor market inequalities and faculty diversity." (Author's abstract, IAB-Doku).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2018/2