Subjective vs. Objective Discrimination in Government: Adding to the Picture of Barriers to the Advancement of Women

Abstract

Using the results of a recent survey of federal employees across the country, this paper examines the causes and consequences of "subjective discrimi nation" in the federal bureaucracy. It begins with the premise that percep tions of discrimination can be just as harmful to women and their organizations as the existence of any "objective" barriers to their advance ment. It explores the roots of two types of perceptions: that women in general face disparate treatment, and that a woman has personally experienced sex discrimination. Work-related experiences are the most important predictors of both types of perceptions, while working with more men than women increases the likelihood that women will believe women are discriminated against, and age plays a significant role in per ceptions of personal discrimination. Moreover, subjective discrimination is found to have an impact on the career choices made by women. While such perceptions are positively related to the likelihood that a woman will apply for promotion within her agency, it is more likely that she will choose to leave her agency altogether.