Janice D. Yoder

RETHINKING TOKENISM: Looking Beyond Numbers

The purpose of this article is to assess Rosabeth Moss Kanters work on tokenism in light of more than a decade of research and discussion. While Kanter argued that performance pressures, social isolation, and role encapsulation were the consequences of disproportionate numbers of women and men in a workplace, a review of empirical data concludes that these outcomes occur only for token women in gender-inappropriate occupations. Furthermore, Kanters emphasis on number balancing as a social-change strategy failed to anticipate backlash from dominants. Blalocks theory of intrusiveness suggests that surges in the number of lower-status members threaten dominants, thereby increasing gender discrimination in the forms of sexual harassment, wage inequities, and limited opportunities for promotion. Although Kanters analysis of the individual consequences of tokenism was compelling to researchers and organizational change agents, continued reliance on numbers as the theoretical cause of, and as the solution to, gender discrimination in the workplace neglects the complexities of gender integration.

Making Leadership Work More Effectively for Women

This article explores strategies for enhancing womens effectiveness as leaders by first recognizing that leadership itself is gendered and is enacted within a gendered context, two themes that recur throughout this issue. These contexts exist along a continuum ranging from male-dominated, hierarchical, performance-oriented, power-expressive and thus masculinized contexts at one extreme to transformational contexts that stress the empowerment of followers at the other pole. Each context suggests different strategies for making women leaders effective, emphasizing women-specific recommendations in masculinized contexts that focus on status enhancement and the legitimation of women leaders in contrast to innovative contexts with broader task goals that prove more congenial for women, as well as men, leaders.

Pygmalion in Management: Productivity as a Self-Fulfilling Prophecy

The article reviews the book “Pygmalion in Management: Productivity as a Self-Fulfilling Prophecy,” by Dov Eden.

Toward a Feminist Understanding of Women and Power

Both psychologists and feminists believe power is an important and ubiquitous concept, yet its definition and scope eludes both groups. In this introduction to a special issue on women and power, we suggest three points to help organize and interpret research in the area. First, definitions of power should center around the distinction between “power-over,” the domination and control of one person or group over another, and “power-to” or personal empowerment. Second, power can be analyzed at different levels—societal, organizational, interpersonal, and individual—and, importantly, these levels interact. Third, power differences frequently underlie what appear to be gender differences in behavior; as society is currently configured, power and gender are never independent. Although the articles in this special issue often ask more questions than they answer, the present volume adds a feminist perspective to the psychological study of power.

“OUTSIDER WITHIN” THE FIREHOUSE Subordination and Difference in the Social Interactions of African American Women Firefighters

From the perspective of African American women firefighters, the authors examine the social interactions that make them excluded “outsiders within” their firehouses and different from not only dominant white men but also other subordinated groups of Black men and white women firefighters. Drawing on extensive survey data from 24 Black women career firefighters nationwide and detailed interviews with 22 of these, the authors found persistent and pervasive patterns of subordination through the exclusion of Black women, reflected in insufficient instruction, coworker hostility, silence, close supervision, lack of support, and stereotyping. Perceived differences of Black women from white and Black men as well as white women created strained relations, especially when Black men and white women gained some acceptance by virtue of their gender and race, respectively, and thus reportedly distanced themselves from Black women. The experiences of African American women firefighters highlight the omnirelevance and intertwining of race and gender.

Making Gender Comparisons More Meaningful: A Call for More Attention to Social Context

We challenge researchers to consider sex and gender as a marker for possible social contextual differences. Disappointed by both philosophical and empirical attempts to find coherence in research making gender comparisons, we selectively review studies showing both context-specific similarities between women and men where overall comparisons found differences as well as context-specific differences where general patterns of similarity existed. These examples cut across embedded levels of social context, ranging from those immediately proximal to the individual (interpersonal) to organizational and broad societal structures. They suggest that seemingly identical contexts can have sweepingly different impacts on women and men and that effective social interventions be gender-sensitive.

Gender Differences in Leader Emergence Persist Even for Dominant Women: An Updated Confirmation of Role Congruity Theory.

Role congruity theory predicts that women will be less likely than men to emerge as leaders when expectations for the leader role are incongruent with gender stereotypes. A 2 × 2 × 3 design that crossed the sex of the dominant partner, mixed- and same-sex dyads, and masculine, feminine, and neutral tasks involved 120 dyads of unacquainted college students in which one partner scored higher in dominance. In same-sex partnerships, the dominant member consistently emerged as leader. In mixed-sex dyads, the gender typing of the task did not influence dominant male ascendance but it did affect womens. When the task was masculine-typed or neutral, less dominant men were more likely to emerge as the leader of the dyad, frequently being appointed by the dominant woman herself. Thus, even when women possess the agentic quality of dominance consistent with the leader role, the incongruence between masculinized task demands and gender stereotypes mitigate against womens leadership emergence.

Is it all in the numbers? A case study of tokenism

The purpose of the present study is to explore whether the negative consequences of tokenism are the result of imbalanced proportions alone, or whether society-wide sex role stereotypes which affect male and female tokens differently are also a factor. Men working at concession stands at an amusement attraction were assigned by the experimenters to one of two work groups in which the numbers of women and men were either skewed or balanced. Unlike a token woman at the attraction, these token male workers did not experience the negative consequences of tokenism (visibility, contrast, and assimilation). In fact, token men identified with supervisors and advanced more quickly than their non-token counterparts of both sexes. The results are interpreted as indicating that underrepresentation alone cannot explain the negative effects of tokenism for women.

Testing a Culture-Specific Extension of Objectification Theory Regarding African American Women’s Body Image

Objectification theory has emphasized objectification in terms of body shape and size. African American women may expect to be evaluated on additional physical attributes such as skin tone. Therefore, we extended previous research on objectification theory by adding separate measures of skin-tone concerns in a survey of 117 African American women. Results from a series of path analyses revealed that as hypothesized, habitual body monitoring of skin tone predicted specific skin-tone dissatisfaction as well as general shame regarding body shape and size. Contrary to theoretical predictions, self-objectification did not mediate links between habitual monitoring (of skin tone or of body size and shape) and body dissatisfaction. In terms of objectification theory, results suggest that skin tone is a relevant dimension of habitual body monitoring and dissatisfaction for some African American women.

Undergraduates regard deviation from occupational gender stereotypes as costly for women

Studies from the 1970s have shown deviation from norms defining the gender-appropriateness of occupations to be costly for both women and men. Two hundred thirty undergraduates wrote open-ended stories and rated a stimulus person, Anne or John, who was described at the top of his/her class in medicine or one of four persistently gender-skewed fields: nursing, day care, electrical engineering, and electrician. Across all five occupations, negative imagery in stories about Anne and John in gender-incongruent occupations disappeared. However, when Anne succeeded in the two currently female-incongruent fields, raters treated her as a personal and social deviate by distancing themselves and by denigrating her role behaviors and personal traits, including her femininity. Parallel costs were not found for John nor were Annes work-related qualities undermined. Undergraduates expect deviation from occupational gender-types in the 1990s to be personally costly for women, but not for men.