Faschi, Martha, Larissa Lai, and Kristen Sigerson . “Gender and double standards in the assessment of job applicants”. Social Psychology Quarterly 57.4 (1994):326-339. web
This article was published in December of 1994. The article has not been revised since its publication. This information will still work this are how double standard task descriptions are between male and female in the workplace. A test was taken in order to test this method. This data could be used to support facts within the paper. This shows reasons why there shouldn’t be any factor such as gender that should stop people from getting a job. The intended audience are the employers and people in business leadership roles. The information uses a lot of jargon that would require a dictionary. The authors of this journal are Martha Faschi, Larissa Lai, and Kristen Sigerson. They are students from the university of British Columbia. It was published by the American Sociological Association. The source that was used for the journal was the Social Psychology Quarterly. The authors performed a test to see if task really were associated with gender. The language of the authors is unbiased and objective. The purpose of this article is to inform people about the similarities of men and women in the workforce. This source has credibility and in order to be used as a source. (200)
Peterson, Trond, and Thea Togstad.”getting the offer: sex discrimination in hiring. “Research in social stratification and mobility 24.3 (2006) : 239-257. Web.
This article was posted in June of 2006. The article has not revised since that date. This information is still current considering the length of years between 2006 and 2016. The information relates to my topic because it shows how there ...
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...eated in the workplace. The intended audience in the article are the people that are in the labor force or hold high leadership position in the labor force. There is a high level of comprehension when reading the article because things are explained in layman’s terms. The authors behind this article are Shelley J. Correll and Stephen Bernard. Both authors of the article are sociology professors, so their credibility is strong. They are qualified to write about this topic. The url has an .edu description. This improves the credibility of the source given. The information is backed up using evidence from research. There is an overall objectiveness inside the source. The only opinions expressed in the articles are the ones that speak against discrimination. The purpose of this article is to inform people that these actions take place whether we realize it or not. (220)
Sex Discrimination in the American Workplace: Still a Fact of Life. (2000, July 01). Retrieved from National Women's Law Center : www.nwlc.org
The Equal Employment Opportunity Commission chart shows a decrease in gender discrimination since 2012, and remaining at a constant 29% of cases filed at the end of 2015. A straightforward approach is used to propose gender stereotypes by naming, identifying, and understanding the context. An example on how gender stereotyping comes into place, nurses are usually females, and you don’t see as many men in the healthcare field working as a nurses because it is for women. Gender discrimination comes in play when harm is applied to an individual. A woman may want a job that portray the role of a man, and she is discriminated against, and The Equal Employment Opportunity states what laws are being
In the article “He Works, She Works, But What Different Impressions They Make” by Gwyn Kirk and margo Okazawa-Rey some main points are made. The fire main point made by Gwyn and Margo are that there are double standards at work. They begin the article talking about how “annoying the double standards are and how alone they can make you feel”. They say that supervisors and coworkers still judge females by old stereotypes. The authors claim that these stereotypes include saying women are, emotional, disorganized, and inefficient.
Women have faced great difficulty in the past to gain equal rights as men in the workplace. Currently, in the twenty-first century may seem that women have made substantial leeway in obtaining the equal rights and treatment in the workplace as men. Women still face inequalities that are barriers preventing them from advancing in their careers. Gender inequality is not the only barrier in the workplace. Race, social class and perceived gender roles are barriers as well. Inequality in the workplace has negatively affected women to advancing in their careers. The purpose of this paper is critically analyzing the factors that have negatively affected women in their ability to achieve higher positions and salaries in the workplace. This paper will contain an analysis of discrimination among women in the workplace by their social class and race, how perceived gender roles have influenced perceptions of employers and the consequences of gender inequality has all contributed to the barriers of women to move ahead in the workplace.
In the modern United States, biases are found in almost every social institution. These discriminatory practices hurt everyone involved. One of the more evident of these is discrimination based on someone’s gender. Gender bias, also known as sexism, refers to a full range of attitudes, preferences, laws, taboos and behaviors that differentiate and discriminates against the members of either sex. These may be the position of male dominance and female subjugation in modern society. It may also be in the form of sexual stereotypes between men and women, which are commonly experienced or encountered in employment, especially on the positions they occupy and their earnings or income. A final instance where discrimination is faced is within the academic environment where in certain programs and courses, the male to female ratios are out of sync, therefore pressuring women and men to go into certain fields of study instead of doing as they please.
Gender bias for women is dissonant with dominant American culture, which is men. The structures of society’s power oppress, marginalize and alienate us. An explained notion for this can only be viewed at a micro level. On a macro level we are not able to account for the differential treatment. Because the characteristics of our country are the same for all women (K. Stam P. 594). There’s a huge divide in the work place between men and women. Many work places still follow traditional gender roles. Often times women experience a glass ceiling, which created a barrier for advancement. I have experienced this at a previous job. As well, I have experienced being promoted because I was a women. The work place needed to fulfill their ratios, so I was offered a higher position over someone that actually deserved it, a male. . I also was over...
This paper is based on an experiment we were asked to conduct in class. It’s based on occupations, and gender. The purpose of this experiment was to preview a list of occupations, and quickly answer male or female to each occupation, and then ask another participant from another culture other than my own to do the same, and compare the similarities or differences in our responses, by explaining any patterns in our responses. To discuss how our differences in our cultural backgrounds affect our perceptions on the gender roles of those occupations, and provide research on how to minimize future stereotyping within organizations.
The stereotype that women are weaker than men is the biggest problem. As technology is making labor easier for anyone, because it handles all the hard labor, opportunities for women have become equal. But in the industry women are still treated as if they are inferior. “Large firms revealed that employee resistance to female supervisors was one problem inhibiting entry of women at the managerial level” (Women in Industry: Employment Patterns of Women in Corporate America). As the gap of gender roles increase, so do additional budget costs. But why are women treated inferior? Scientifically, the disadvantages of women to men have only been assumptions rather than proof (Women in Industry: their Health and Efficiency). Women have slowly been taking over “male” jobs, such as
In ““Gender Bias or Motherhood Disadvantage? Judgments of Blue Collar Mothers and Fathers in the Workplace.” by Gokce Gungor and Monica Biernat, they discuss the effects of gender and marital/parental status on the evaluation of applicants in a blue collar job context. One of the main effect with the trail perceptions is that while men applicants are perceived to have more self-confidence than women when applying to a specific option at the workplace. In the article it states, “Regardless of marital/parental status, female applicants were preferred at a much lower rate than male applicants. The factory worker position was judged relatively masculine, and thus bias in favor of the “normative” gender was supported, consistent with models of stereotype-fit”.(Gungor 11) This quote exemplifies that regardless of the skills that women have, there is a chance of them not being chosen for the job because of their gender. If there is a man with the same skills as she, he will be chosen for the job because he is male. That is just the preferred gender for most jobs. Gender bias also comes into play with positions. For instance, as said in the quote (what quote?), a women would not be chosen for the factory job because she has no masculinity, a man will be given the working heavy duty job while the women might ben given the job of receptionist or note
Crosby, Faye J., et al,” Sex Discrimination in the Work place: multidisciplinary perspectives,” 2007, 8. (contributor John Wetchler, lawyer,
In a study analysing the gender gap in authority in the workplace, Baxter and Wright found that even when such factors as the values of individual firms, the status of the job market, individual hiring bodies, and countries cultural beliefs were taken into account that an alarming amount of the disparities could only be explained by blatant discrimination (1995). Although this trend is decreasing, woman are still the most likely to be expected to occupy most of the mundane but essential family oriented tasks such as cooking, cleaning and caring for children. This belief in itself creates a stereotype that paints women as a sex more committed (forced or otherwise) to their family than their professions (Brinton, 2013; Waber, 2014). Gender based stereotypes such as these are proving to be extremely hard to shake. In fact, in a study analyzing the gender discrimination and the wage gap by Philip Cohen and Matt Huffman published in the American Sociological Review it was found that both male and female college graduates were more likely to devalue potential female applicants who stated motherhood on a job application form (2007). Another study by Mahzarin R. Banaji combining the faculties of psychology and gender studies found that during a memory test recalling a list of fictitious names, test subjects were more likely to incorrectly identify the names of fictitious males as being famous than the generated female names (Johnson, 2013). These interesting findings only further accentuate how deeply these stereotypes are ingrained in our everyday life, and that it will take a sustained generational movement to eradicate them (Brinton, 2014; Waber,
“Statistical research by Catalyst demonstrate that women account for 46.7 percent of the U.S. labor force” (Evans, 2011, p.62), but gender bias continues to distort employers hiring decisions intensifying the challenges women endure in the workforce. Controlling bias has been a goal of American society resulting in federal, state, and local laws preventing hiring discrimination in the workplace. There is a natural tendency for superiors to prefer to work together with members of the same sex or hire applicants close to their age. Male leaders are likely to hold stereotypes about women that influence employment decisions not based on an applicant’s ability, but rather categorization. Management often perceives male applicants as the only candidate or the best fit for the job, even though the position does not require masculine characteristics. Koch et al. (2015) highlighted that highly qualified women are seen “just as competent as men” however; these women are still unlikely to be hired over their less qualified male counterparts. Laws prohibit prospective employers from asking women about family responsibilities outright, nevertheless this subject often surfaces during the interview process. As a result, hiring personnel pass over experienced female candidates when they suspect women struggle between the conflicting demands of family and career responsibilities. Men have quite different roles and responsibilities regarding family giving the...
...d women’s biological purpose has provided men a source of comparative advantage in work. It is, therefore, natural for most companies to think that women cannot be as capable as men in terms of assuming strenuous or challenging positions because women, by default, become less participative and more vulnerable when they start to have family and children. Apparently, this situation has led to various gender discriminations in the labor market.
It can be concluded that women are treated in terms of stereotyped impressions of being the lowest class and greater evidence can be found that there are large disparities between the women and the men 's class. It can be seen that women are more likely to play casual roles as they are most likely to take seasonal and part time work so that they can work according to their needs. They are hampered from progressing upward into the organizations as they face problems like lack of health insurance, sexual harassments, lower wage rates, gender biases and attitudes of negative behavior. However, this wouldn’t have hampered the participation of the women in the work force and they continue to increase their efforts which is highly evident in the occupational and job ratios of females in the industry.
...en's stereotyping of women's work roles, Journal of Vocational Behavior, Volume 12, Issue 2, April 1978, Pages 233-244, ISSN 0001-8791