Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Soci 393 test 3 > Diversity In The Workplace > Flashcards

Diversity In The Workplace Flashcards

1
Q

Sex segregation trends

A

always have done different jobs

less segregated but some still are segregated

most men and women still tend to work with the same sex

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

tokens

A

under-representation of a particular group are those that don’t fit in

exaggerate difference from us and them

more visible
ex: bob the nurse

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

visibility of tokens

A

observe their mistakes more critically

work twice as hard

different consequences for different groups

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

sex segregation

A

men’s and women’s concentration I different jobs, workplaces, and occupations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

homophily

A

actively seek similar people

ex: white manager hiring white men

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

sex segregation is measured by promotions

A

male-dominated = 75% + men

Female-dominated = 75% + women

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Why study sex segregation

A

understand gender inequality

lower pay, fewer benefits, fewer promotions, poorer working conditions for those in female-typed jobs

segregation measures do not tap one desirability or undesirability of jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Bad masculine jobs

A

exterminator, roofer

les désirable but male oriented

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Good feminine jobs

A

Social work, nursing = desirable female jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Female ghetto or Pink collar ghetto

A

secondary labor market, not a lot of career opportunities

jobs dominated by women

describes the limits women have in furthering their careers
-dead-end, stressful, and underpaid

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

business and finance jobs

A

gender neutral

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Gaps in wage why?

A

Level of responsibility (higher levels) (time spent on job)

Work to get promoted

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

The gender gap in pay

A

the disparity between women and men’s earnings

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

The gender gap is measured by

A

the earnings ratio = female earnings/male earnings

taking women’s earnings and divide them into male earnings

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Explaining the Gender Gap in Pay

A

Predominance of women in part time work

predominance of women in poorly paid jobs and occupations

educational disparities

women more likely to have career interruptions

seniority among men

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

explaining the gender gap in pay: women in part time work

A

women likely to work this

paid less for the same job compared to the full time workers + lesser benefits

17
Q

explaining the gender gap in pay: women in poorly paid jobs

A

generally get paid less than men

18
Q

explaining the gender gap in pay: educational disparities

A

women are getting more education than men but are getting degrees in predominantly female oriented jobs

ex: sociology

19
Q

explaining the gender gap in pay: career interruptions

A

Men are in their jobs without career gaps

Motherhood penalty

20
Q

Motherhood penalty

A

earnings depending on

  • how many kids they had
  • earned less than women who had no kids
  • women without kids making less than men

These women with kids are less committed to their kids than their jobs

Assumptions that women will have kids and they come first rather than work

Men with kids work more, longer work hours

Breadwinner role becomes more important

Primary breadwinner
Hasn’t changed in the last 20 years

21
Q

explaining the gender gap in pay: Seniority

A

Ex: Law is a male dominated occupation

Even though there is more women, 75% male dominated still because women are just starting to enter

More men in this occupation for a longer period of time, so women need to catch up

22
Q

smallest wage gap jobs

A

salaries are most similar

clerks, maids, food prep

23
Q

biggest wage gaps

A

no female dominated occupations 60-70% difference

bigger wage gaps when occupation in higher prestige

24
Q

Glass ceiling

A

Invisible, artificial barriers that prevent qualified individuals from advancing within their organization and reaching full potential

25
Q

What does the glass ceiling help us understand?

A

Helps us understand the gender gap and pay but also sex segregation, or why women are represented at lower levels of occupations

Qualified – its okay not to promote people if they are not qualified but the glass ceiling is saying that they are not promoting qualified people

26
Q

Reverse glass ceiling or glass elevator

A

men are promoted at a faster rate than their female colleagues
ex: men in nursing get promoted to managerial positions more quickly

27
Q

Why might there be an under representation of women in senior positions?

A

Women tend to take time off for family (interruptions)

Might not have enough years to be promoted to seniors positions

less experience

28
Q

Instructor rank

A

Secondary labor market, not related to the other ranks

when you finish your PhD to get into the assistant level

then a couple years later apply to be an associate
to become a full professor takes 15-20 years

Significant over-representation of women in the instructor level

More women are getting PhD’s than in the past

29
Q

Associate rank

A

5 years after PhD and can go to 15-20 years

women still haven’t hit that around of years of experience

30
Q

Full professors

A

21% of women in campus are in the full professor rank compared to men

when you look at the experience - the average time women have held their PhD is 14 years

for men its 23 years

a lot of profs will not always get to the full professors before they retire

31
Q

Explaining sex segregation

A

Supply side explanations

demand-side explanations

32
Q

explaining sex segregation: supply side explanations

A

focusing on employee preferences or choices

Supply of workers

The supply of applicants – the people who are qualified are likely to be women
Nurses – applicants 90-100% all women
Because of the supply of workers, the job is going to stay sex segregated
Whose applying for the job needs to change

Supply of eligible qualified people of the opposite sex need to change

Ex: firefighters
Cause only males are applying
But to remove sex segregation is to have more women apply

Are workers chooses certain jobs based on their sex?
Ex: idea of when men and women enter the labor marker they look for jobs that will be a good fit to future life plans

Neo-classical family explanation

33
Q

explaining sex segregation: demand side

A

Sex discrimination

employer preferences or discrimination

What employers decide, and their preferences
Refer to this decision making as discrimination

Sex discrimination:
Often times its not conscious
More subtle
Subjective screening criteria for how employers weed through job applications
They refer to subtle differences in terms of what perceive are soft skilled (confidence level, intelligence, strength)

Nursing – highly gender typed
-caring, nurturing, understanding – women tend to have these attributes

34
Q

Neo classical family explanation

A

Men and women pick jobs that are best fitting for their family obligations

Ex: not long hours, part time positions, flexible hours, less penalties

Gender role socialization – choose different jobs based on how we grow up

Ex: her nephew wanted to be a ballerina but his grandparents saying that isn’t a proper job for a male

35
Q

Stereotypes that affect women’s job placement

A
  • caring nature
  • skill in household work
  • greater manual dexterity
  • greater honesty
  • physical attractiveness
  • unwilling to supervise others
  • less physical strength
  • less ability in science and math
  • unwilling to face danger and use physical force
36
Q

Why is discrimination in the workplace so hard to document

A
  • Subtle
  • Power structure
  • Personal, subjective
  • Don’t know if you were actually discriminated against
  • Fear of social isolation – or seen as the person as starting tension (become a difficult person)
  • Justifications for their actions, rationalized or passive
  • In large workplaces people don’t really know where to report
37
Q

Even if there is evidence of discrimination in a workplace, why is it so hard to eliminate

A
  • Lengthy process
  • Power structure
  • Hard to track down, and guidelines for what exactly is discrimination
  • People in power don’t realize they have certain biases

Soci 393 test 3 (4 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions