Chapter 8 Flashcards
bona fide occupational requirement (BFOR)
a BFOR is a true requirement of a job that merits a possibly discriminatory effect.
For example, to work in a warehouse, one might have to meet height and strength requirements that have the effect of discriminating against many women and all disabled people. Because the requirement is a BFOR, the discrimination is legal.
deviance neutralization
Rationalization strategies engaged in to minimize the extent to which one deviates from a real or perceived norm.
For example, a woman who worries about how her higher income affects her husband’s self-esteem might claim that his work pays less, but is higher-level than hers, or might actually minimize her earnings.
employment equity
A term coined in the 80s by Justice Rosalie Abella to describe a process of planning for full workplace integration in Canada’s four equity groups (women, Aboriginal people, people with disabilities, and visible minorities ). Employment equity distinguishes itself from USA-style affirmative action.
family-friendly workplace policies
Policies and workplace cultural changes that reduce conflict between workers’ employment and their family responsibilities. Examples include child care, support for breastfeeding mothers, provisions for eldercare, flexible working arrangements such as job sharing or teleworking, leave provisions, and employee assistance programs.
glass ceiling
Barriers (often informal, unconscious, or invisible) to the advancement of a qualified person within a given organization, solely on the basis of that person’s sex or minority status
glass cellar
Term for the clustering of male workers within hazardous occupations
glass escalator
the phenomenon whereby men in female-dominated professions experience preferential hiring and promotion
horizontal segregation
Segregation within occupations in different fields that are roughly similar in terms of education and skill, ie secretarial work and truck driving
hostile environment sexual harassment
the creation of a threatening and hostile atmosphere aimed at making women (or others) feel unwelcome, unsafe and compromised
mommy track
The phenomenon whereby mothers might retain paid employment while giving up the possibility of career advance they might have enjoyed had they not had children and remained on the “fast track”
pay equity
A theory and body of legislation and policy comprising two main concepts: the notion of equal pay for the same work and the idea of equal pay for work of equal value. Increasingly, pay equity means simply the latter.
pin money
Dating back to the seventeenth century, the term ‘pin money’ is still used to describe small amounts of money that can be used for discretionary or frivolous spending
precarious employment
Sometimes called ‘contingent’ or ‘non-standard’ employment, precarious employment is work that does not conform with the typical understanding of a stable, full-time job in which one works full-time on the employer’s premises with some degree of job security
quid pro quo sexual harassment
A form of sexual harassment legally recognized in the USA; the offer of benefit in exchange for sexual favours, or the threat of being fired if sexual favours and not received
sex segregation
The concentration of men and women in gender-specific roles and locations within a society. It has been argued that sex segregation is associated with lower status for women. Within employment, the term refers to the concentration of men and women within different occupations, industries, jobs, and fields. This form of sex segregation may be either vertical or horizontal.
