Ely and Meyerson’s gendered organizations framework reconceptualizes traditional gender differences defined by biology and lack of structural opportunities, to a complex set of social relations in the workplace. We apply this framework to second-generation gender bias to further understand impediments to women's career progression in the public sector workplace. In-depth interviews of state-level administrators in U.S. public sector agencies indicate that “narratives” perpetuate second-generation gender bias that is deeply ingrained in organizational practices and policies, especially for women and women of color. This framework can be applied to future studies examining the gendered nature of organizations in different workplace settings. Moving beyond already identified barriers, this study offers a comprehensive framework to understand how second-generation gender bias is central to long-standing workplace inequities.

中文翻译：

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组织实践和第二代性别偏见：对美国州级经理职业发展的定性调查

Ely 和 Meyerson 的性别组织框架将由生物学定义的传统性别差异和缺乏结构性机会重新概念化为工作场所中一组复杂的社会关系。我们将此框架应用于第二代性别偏见，以进一步了解女性在公共部门工作场所职业发展的障碍。对美国公共部门机构州级行政人员的深入采访表明，“叙事”使第二代性别偏见长期存在，这种偏见在组织实践和政策中根深蒂固，尤其是对女性和有色人种女性而言。该框架可应用于未来研究，检查不同工作场所环境中组织的性别性质。超越已经确定的障碍，