Week 11 parts 1 and 2 – Flashcards

1. Men's orientation toward achieving status and taking career risks to obtain top position and greater income. Women have a greater desire to be involved in their children's lives. These differences contribute to the 'glass ceiling' and gender gap in compensation. 2. Sex differences in risk taking, competitiveness, social orientation, and various cognitive abilities lead to sex differences in occupational interests and distributions. 3. Men score higher on occupational interest in realistic, investigative, and enterprising jobs. Women score higher on occupational interest in artistic and social jobs. 4. Women's representation in science field is lower overall than men's, but not in all areas. Women are more involved in social sciences like psychology and lowest in engineering. 5. Men and women integrate more in white collar jobs than blue collar jobs. Men are more present in blue collar jobs particularly b/c most of them are the realistic type (building etc.) 6. Blue collar jobs also typically require more strength so men are more suitable 7. Cultural differences do contribute to these occupational differences, but you can't ignore that biology also play a role 8. One central flaw in the purely social affect is that it fails to explain cross cultural differences, but the biosocial approach does stating that the distribution of men and women into social roles within a society, which have come from biological differences: men's greater size and women's childrearing and nursing***important fact 9. Talks about the typical androgen and testosterone differences in the sexes in prenatal stage 10. Psychological sex differences have an ancient history where the mind was sexually dimorphic, which is why it's that way today. Evolved preferences and behavioral predispositions along with social forces have driven men and women to follow different career paths***

Talks about the paycheck fairness bill, which would make it easier to file suits relating to sex based pay discrimination. Author does not support it because discrimination pays a little role in pay disparities and it would put ridiculous requirements on employers to correct gaps over which they have little control. Every $ men earn, women earn just .77. Reasons include differences in education, experience, and job tenure, which narrows the gap considerably. Young, childless, single urban women actually earn 8% more than male counterparts b/c more of them have college degrees. Pay gap may be a result of individual choices made by men and women. Women are more likely to leave the work force, take lower pay b/c they value benefits like family friendly environments. Bill would hold employers liable for the lingering effects of past discrimination when choices may have a lot to do with it. The Paycheck Fairness bill would set women against men, empower trial lawyers and activists, and perpetuate falsehoods about the status of women in the workplace and create havoc in the job market.

The number of stay at home mothers full time has increased 13 in the last decade. The number of stay at home fathers has also jumped 18%. Why? Because of the economy. America's workers put in longer hours. Working long hours is a male phenomenon and homemakers are a female phenomenon. Dual families work far longer hours than in other countries. Women ultimately are left with 3 choices: remain in a good full time job that keeps them away from home, work part time with depressed wages, or quit their jobs. Many women are choosing to quit and model the breadwinner/homemaker model. 2 drawbacks to this model: if there is a divorce women are more prone to poverty and children may actually receive less parental attention particularly from fathers which has a big effect. We need corporate and public policies that are family friendly, and to end the family hostile work environment.

There are women of real power today and a lot of them have the ability to hold high power jobs yet are walking away to stay home. Women cite that they want to be with their kids more and watch them grow up. Women are choosing dependence. Hirshman (lawyer and author) thinks this will cause a backlash and hurt women in the workplace because companies and grad schools will see this trend and stop selecting as many women. Everyone really wants a part time situation that is suitable. Companies should try letting them work part time or let them go and bring them back later. Overall, make changes to the work environment so that women can work differently than they do now.

Majority of working moms in the U.S. would be happiest working part time jobs. 60% prefer part time, but only 24% of them work part time. Workplace policies have been slow to accommodate parents at a time when raising children has become a more intensive, involved enterprise. Young people are more family centric than the baby boomers. Fathers were more interested in full time work (72%). Moms who stayed at home gave themselves higher parenting ratings than full time moms. Moms with the least education also gave themselves the highest ratings. Problem now is that a lot of companies can't offer part time work.

Women agonize over the tradeoff among family and career. Amalia Miller did an economic study to think about tradeoffs: 1. A woman in her 20s will increase her lifetime earnings by 10% if she delays the birth of her first child by a year partly b/c she'll earn higher wages for the rest of her life. 2. Compared 24 yr. old and 25 yr. old moms who had miscarried at 24 3. Compared 25 yr. old moms with 24 yr. old moms who conceived while using birth control 4. Compared 24 and 25 yr. old women who at 23 were trying to get pregnant. 5. All 3 came to the same conclusion that those who delayed a year had higher lifetime earnings, thus early motherhood is not only correlated with low wages, but it actually causes them.

Basically says that men are stressed out from working such long hours while many wives stay home. Says that men working these long hours is causing them to die sooner and there are 5 widows for every widower. Study showed that women from Harvard Business School only 38% from 3 classes were working full time. 92% of workplace deaths occur to men. Many women use the "it's better for the children", "taking care of kids and home is a full time job", "being a homemaker is at least as stressful as being in the work world", and "I don't have your earning power" as excuses for not working full time. Women are bigger spenders than men. Says men's reward for working so hard is an early grave. Therefore, men should consider having an open discussion with his wife about work and money. Also elite colleges should tell students the expect them to put their degree to use because being a good parent doesn't require an elite degree.

There are polarization trends among women. 1. Women do not automatically become career oriented just because they are highly qualified. 2. Women were divided into 3 distinct groups: careerists, workers, & familists 3. The minority of couples treating both careers as having equal weight or giving priority to the wifes career were generally childless. Most women without kids worked full time and 2/3 of moms were full time homemakers (1960 study). Polarization of women's sex role preferences. 4. Polarization of attitudes within the workforce: a majority of women and men believe the male should be the breadwinner and women in the home sphere. Women working part time or staying at home mostly support this view, but women working full time reject this. Some at college for career and others the "marriage career" 5. Part time workers express higher satisfaction with their relatively low grade and low paid jobs than full time workers 6. Polarization of women's employment; gap between women who view themselves as primary vs. secondary earners

Two sociologists looked at the welfare state in various countries about gov't being a provider of services, the state as an employer, and overal size of the public service sector. They found that the labor force participation rate among women was strongly and positively correlated with well developed welfare states in each of the three components. Women's odds of employment are almost 3 times higher in countries with a large welfare state. However, state internventions simultaneously raise women's odds of being confined to female typed occupations and lowering odds of being in managerial and lucrative positions.

Grad student females complained of not teaching a class unlike the males were. Dean said it was b/c women didn't approach him like the men did and say they wanted to teach a course. Gender differences in asking for pay raises, resources and promotion. Women are more hesitant to ask for pay raises than men and women aren't as well received when they do because it's not seen as an attractive quality. Women are also less likely to negotiate if they are dealing with a man. B/c men are more aggressive which is a combination of genetics and upbringing.

The glass ceiling: an invisible barrier that seems to keep women from rising to the top. Most executives and managers are overwhelmingly male. When it comes time for a promotion women do a number of things to their disadvantage: 1. Women portray less confidence than men 2. Young men are more outgoing to approach their bosses and people higher up in the company to make their name known 3. Men are better at getting their work recognized, while women do not want to come off as boasting 4. Different conversational styles: when talking about their work and accomplishments men mostly say "I" where women say "we"; some seeing women's conversational styles as being indecisive, unauthoritative, or even incompetent which hurts their chances of promotion; Women also do not generally vocalize what they're doing to make things run smoothly and when there is no problem people don't really pay attention to the woman's achievement 5. Women are more likely to take into account people's emotions before talking so they are not as direct. For example a female doctor came off as not knowing what she was talking about b/c she was trying to not freak a mom out about the condition of her baby when she knew perfectly well how to describe it. 6. Many women claim to not be comfortable standing out and when it comes to higher tasks they would rather be assigned it rather than speak up and take it 7. Women are also more hesitant to risk 8. Men establish higher up relationships that give them an upper edge on promotions while women are less likely to play that role. 9. Men and women who do not conform to expectations for their gender may not be well liked.

Discusses different conversational styles at the workplace among equal men and women (all bank officers). -Men were more relaxed regardless of whether or not women were present, women were in "ladylike" postures -Alone, men talk about business, food, activities & plans -Women talk about relationships and people. -When men and women are together, they have conversational styles similar to the all-male style of conversation. This might have implications for same-sex schooling or why women have difficulty talking at meetings

*This is just the abstract and a few paragraphs of an article, so I don't think he'd ask about it* -Research: gender diffs in feeling of personal entitlement as it relates to payment for work performed. -Women paid themselves less than men when there was no comparison information. -When there was a fixed, prepaid amount, women worked longer, did more work and more correct work in public settings. Women, not men, worked longer when they thought their work was monitored -Conclusion: In addition to external standards about comparisons w/ others, individuals have internal standards to judge the fairness of compensation for their work. These might relate to what they've received in the past.

-Women doctors make as much as men doctors if they work the same hours (this is a 13 percent increase fromt the 1980s). Therefore they pay difference can be explained by women's shorter hours and choosing less lucrative medical fields. -Male doctors aere more likely to be self-employed, and this yields higher benefits. -Some exceptions: in family practice, women doctors make 13% more an hour than males, but 26% less in internal medicine. -Number of female physicians in US has quadrupled over the past 20 years (this article was written in 1996), but women are stil behind men in med schools and professional groups

This is just 5 bullet points (literally) about the fact that more women are working in the US than ever before. Here are the bullets: -36% of firms in the US are owned by women -Between 1987 & 1997, the number of business owned by women increased by 89% -By 1997, there were 8.5 million businesses owned by women: employed 23.7 million people, generating 3.1 trillion in sales -Firms owned by women are as financially strong & credit-worthy of average US companies, regardless of size -Women's businesses more likely to have websites than men's businesses, also more likely to offer flex-time, tuition reimbursement & profit sharing than businesses of the same size.

This is just a lot of stats. Basic idea is that women hold more corporate officer positions in Fortune 500 companies. Director for the Institute of Women's Policy Research was quoted and said that having more women in executive position is good bc they do more for other women. She denies the fact that women are dropping out of the labor force.

This is an op-ed piece that looks at personality traits according to personality tests taken by CEOs. The most important things are not about building relationships (strong people skills) or being emotionally sensitive, but rather execution, conscientiousness, and and strong attention to detail. CEOs w/ law or MBA degrees don't do better than CEOs w/ college degrees. One study showed that CEOs became less effective as they became more famous. Article suggests that the Obama administration's regulations will make for a revolution in values. In Washington, CEOs are having to act like politicians (i.e. charismatic, charming, strong personal skills) and the author suggests that when this has occurred in other countries, they have lost their competitive edge.

This is an abstract and first para of an article. Men w/ high levels of testosterone have lower-status jobs. This supports a model that suggests that through high testosterone, lower intellectual ability, antisocial behavior & lower education lead away from white collar jobs. Biology acts on thoughts, feelings & behavior; some research shows that job satisfaction is heritable Other traits associated w/ high testosterone are dominance, aggression, antisocial behavior, sensation seeking, low verbal intelligence

Certain chemicals, including testosterone, were correlated w/ occupational status in 55 "normal" (their word) females. Levels were higher in students, professional/managerial/technical workers in comparison to clerical workers/housewives. Testosterone levels also correlated w/ complexity of job. This reflects biological & environmental causes in hormone-behavior feedback. Says some findings that we've heard a million times: -Sex differences cause diff sexes to learn certain behaviors. Boys more aggressive, girls more social, passive and accommodating to environmental impositions. Male animals w/ testosterone more aggressive. Female monkeys given testosterone during pregnancy show male behavior, females w/ testosterone secretion during prenatal development show tomboyish behavior.

This is a negative response to a published report. The report said that there are fewer women in science b/c of (1) systemic & overt discrimination and 2) lack of appropriate mentors. The proposed remedies include support and access to training, jobs, scholarships The author of this article basically criticizes the report b/c she doesn't think that there is much evidence for discrimination. She is against affirmative action to get women in science because it would exclude better-qualified and more interested men, in addition to lowering admission standards. Despite the report's claim that the number of women in engineering schools is leveling out, Kimura claims that half the students in medicine are women. Kimura believes the explanatory factors are (1) intrinsic ability difference, (2) women's preference for people-oriented jobs, not object-oriented jobs and (3) greater commitment to family. She cites studies that show the math difference between men and women. She states that individuals w/ greater math ability are more likely to be in sciences that demand that ability. Her conclusion is that young women should keep their options open and that making programs geared specifically towards women will not achieve equity or promote the aim of the sciences.

This is a negative response to the Kimura article and then Kimura responds to that. Hines suggests that Kimura's findings are misleading and that biological foundation for occupational sex segregation is not shared by all sciences. Sex differences don't develop independent of social influences. She says Kimura overstates the standard deviation for differing abilities. The major determinants are economic & political, not hormonal. It's hard to explain the shift in teaching & secretarial work from men to women (men once held these jobs) with biology Kimura responds by upholding biology. She states a recent report showing that girls w/ high math scores have interests that suit them for nonscience fields, and this isn't necessarily b/c of socialization. She again claims that there's no evidence for discrimination; she believes it's self-selection.

This is kind of ridiculous....actually really ridiculous. It talks about three criminal incidents (including the Rodney King arrest) where women cops led to disastrous effects. In one case, a rape convict stole a gun from a female guard and shot four people. He was stopped by a woman who gained his trust and spoke to him, "cooked him breakfast, listened to him, opened up her heart...". The female officer giving orders to Rodney King caused him to "gyrate his fanny" in a sexually suggestive fashion and the riots that resultsed killed 34 and injured about 1000. (all because of a female guard, obviously). The article suggests that police is a helping position and women should be put in human relations positions bc they're not as strong as women....

Women's Law Group filed petitions requesting investigations that vocational and technical high schools violate Title 9. They suggest that girls are clustered into classes that lead to traditionally female jobs like cosmetology whereas boys are in technology/trades classes. The wages for those "male jobs" are considerably higher than those of females. The investigators found that there is no requirement for data collections and many states didn't have Title IX coordinators (which goes against the law). One director of a girls program claimed that girls aren't advised about options in different trades and that they face discrimination once they are there. Teachers aren't willing to advocate for their students. The Bush policy towards single-sex education is making this worse. Arguments for the dismissal of Title IX harm women because it gets women into college (but even still, women in Division I colleges don't get much scholarship money)

A study in changing the way symphony orchestra musicians are hired. Used a blind audition w/ a screen to conceal gender. In 1970, females were 5% of players but in 1997 they were 25%. The blind audition increases by 50% the probability that a women will be advanced out of preliminary rounds. It also increases the chances that she'll be a final round winner. Blind auditions can explain between 30 and 55% of the increase in population of new hires.

This article is horribly written and REALLY confusing. I'm not sure why she needs this many pages to basically say that women need to change gender roles....... She criticizes the idea of "feminism of difference" or the idea that men and women have different voices b/c it perpetuates stereotypes. She criticizes "relational feminism" because it suggests that domesticity is a haven from capitalism She points to a case called EEOC vs. Sears where Sears claimed that women employees were underrepresented in commission sales because they lacked interest. Her basic conclusion about this is that stereotypes of relational feminism were perpetuated and ultimately harmed women. The gender system of male as laborers impoverishes women b/c they have to "choose" against being ideal workers. She gives three options : (1) women rebelling against traditional role and becoming ideal workers (2) both men and women giving a little (3) changing the structure of wage labor. This is the core and would include flex-time, 4 day work weeks. She claims w need to make a rule that is not sex-neutral, but gender neutral and deinstitutionalizes gender.