A theoretical approach to sex discrimination in traditionally masculine occupations

Abstract An In-Basket simulation was designed to examine occupational sex discrimination at the time the employee sought access to the organization (access discrimination), and once the employee was on job (treatment discrimination). Two access variables; (1) the decision to hire and (2) starting salary, and the five treatment variables: (1) employee development, (2) delegation of work assignments, (3) employee evaluation, (4) distribution of rewards, and (5) promotion were investigated. Although participants hired a female as frequently as an identically qualified male, the female was offered a significantly lower starting salary. Once within the organization the female was assigned to routine tasks more frequently than to challenging ones. Also, second year salary offer increased the initial salary discrepancy between sexes which occurred at hiring. The results were discussed in light of Attribution Theory, Equity Theory, and the role of stereotypes.

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