Abstract
This paper analyses the phenomenon of gender discrimination in the science, technology, engineering, and mathematics (STEM) sector, which has always been known for its strong segregation, both horizontal and vertical. Our purpose is to uncover more hidden mechanisms of gender discrimination, such as those that refer to the implemented organizational models. The sample used is the universe of the INFN (National Institute for Nuclear Physics) division in Naples (Italy). For our study, we used semi-structured interviews and an interpretation model as one of the structural inferences. The results show that the organizational models adopted by INFN penalize women, but often men too, which can be traced to the way society and the labor market are structured. In general, the interviewees showed enthusiasm to work in the research field, even if in this context the adopted work organization model was limited and restricted, unable to value diversity and transversal skills. A different perception of time management between women and men leads in the former to a feeling of dichotomy as a source of malaise. Consequently, it can be said that there is a form of inequality (or discrimination) related to women’s well-being and that they have a worse quality of life.
Highlights
This paper analyses the phenomenon of gender discrimination in the science, technology, engineering, and mathematics (STEM) sector, which has always been known for its strong segregation, both horizontal and vertical
The results show that the organizational models adopted by Institute for Nuclear Physics (INFN) penalize women, but often men too, which can be traced to the way society and the labor market are structured
It results that the emotional level is more damaged in female researchers and technologists than in male ones, and this alteration influences their behaviour in the work environment; for example, when they have to shout to be heard or when they have to struggle to regain their working space, when, for instance, they return from maternity leave
Summary
Discriminatory mechanisms can be summarized in two main categories: ones that exist prior to entering the labor market (pre-labor market or ex-ante mechanisms) and those that have their origin in the labor market (labor market discrimination or ex-post) (Oaxaca & Ransom, 1994). The former case refers to characteristics acquired before accessing the labor market and which can cause discrimination, such as “family background” or “social background” (Becker, 1975). Discrimination in the labor market can take the form of direct wage discrimination (Becker, 1957) or it can refer to allocation into specific sectors (horizontal segregation) or duties (vertical segregation) (Anker, 1997; Becker, 1985; Bergman, 1974; Bettio, 2008; D’Isanto, 2013)
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