This article uses interview data to examine changes over time in the cultural constructions of executive women's family responsibilities. The author delineates two gendered cultural structures: the family devotion schema and the work devotion schema. Respondents are caught in the conflict between each schema's competing vision of a worthwhile life. Older respondents are more likely to accept the devotion schema's definition of an irreconcilable conflict between work and family, prompting many to avoid marriage or childbearing. In contrast, many members of (...) the youngest cohort, who came of age after the early 1970s women's movement, are refashioning the family devotion schema by subcontracting out domestic responsibilities while maintaining demanding careers. Yet, the family devotion schema continues to haunt all cohorts, enduring in its cognitive, normative, and emotional power. Gender, as expressed in cultural models of family, remains a powerful constraint on the hearts and minds of even professionally successful women. (shrink)

The authors study U.S. stockbrokers, workers directly affected by the technological and economic forces of globalization. Drawing on interviews with 61 brokers and managers in four firms, they find that competition from electronic communication networks and international markets has increased the pace of work for stockbrokers, spurred online and after-hours trading, and may prompt the major stock exchanges to establish later trading sessions known as extended-hours trading. These events are lengthening already long working days for brokers and contributing to a (...) deficit of the time and energy they have to care for their families. These developments also reinforce gender inequality at home and in the workplace. The authors also find an alternative response to this globalization: The discount firm model, which creates the conditions for more gender balance in jobs and careers and thus the possibility for greater gender balance in the provision of care. (shrink)

In Misconceiving Merit, sociologists Mary Blair-Loy and Erin A. Cech uncover the cultural foundations of a paradox. On one hand, academic science, engineering, and math revere meritocracy, a system that recognizes and rewards those with the greatest talent and dedication. At the same time, women and some racial and sexual minorities remain underrepresented and often feel unwelcome and devalued in STEM. How can academic science, which so highly values meritocracy and objectivity, produce these unequal outcomes? Blair-Loy and Cech studied more (...) than five hundred STEM professors at a top research university to reveal how unequal and unfair outcomes can emerge alongside commitments to objectivity and excellence. The authors find that academic STEM harbors dominant cultural beliefs that not only perpetuate the mistreatment of scientists from underrepresented groups but hinder innovation. Underrepresented groups are often seen as less fully embodying merit compared to equally productive white and Asian heterosexual men, and the negative consequences of this misjudgment persist regardless of professors' actual academic productivity. Misconceiving Merit is filled with insights for higher education administrators working toward greater equity as well as for scientists and engineers striving to change entrenched patterns of inequality in STEM. (shrink)