EDI Midterm Study - Class Slides Flashcards
Priviledge
a set of unearned resources or assets many of which come to a person as a result of gender, ethnic, class, or other groupings into which the person is born.
Dominant (in relation to priviledge)
groups that exercise the most influence power and control over how a society operates.
Oppressed
those who come from groups whose opportunities are reduced or denied because of these societal institutions
Privilege
unearned advantage we get from being part of a dominant group whose needs have been traditioanlly been priotized.
Examples of Privilege through control.
- Privilege the appearance of models and actors in ads and in high-profile TV or movie roles.
- Legal penalties: for possession of
different types of drugs, white collar vs.
blue collar crime. - Community location of landfills, sewage
treatment plants, or sources of
industrial pollution vs. parks, schools,
hospitals, or shopping. - Unavailability of public transportation
or parking facilities in certain areas. - Procedures and requirements for
seeking employment, such as the use
of the Internet for applications. - Access to free or reasonably priced
quality education, and support for
education from tax revenues vs.
tuitions paid by the learner (based
partly on student loans).
How is privilege thorugh control relevant to the work environment?
“Organizations exist within often reflect and reinforce the social and cultural environment of the surrounding social system in which some are privileged, and others are not.
Collective or individual response to discrimination?
Interpreting discrimination as the result of group-based oppressive societal structures suggests that collective action is needed to change the situation.
In contrast, if discrimination is
seen as justified based on
one’s own talent or motivation,
then individual changes seem
required
Interpretations of Social Reality Influenced by a Sense of Privilege
- Discussions of the gender wage gap due to women’s choices, poor negotiating skills, lack of interest in promotions, and other attributes of women ignore structural and institutional reasons for the wage gap.
- Explanations for the lack of advancement of
employees from minority groups overlook
structural barriers to education, training,
hiring, and promotion and the de-motivating
effects of lack of similar role models or
mentors are often ignored. - Job performance of some groups (e.g., those
with disabilities) may be interpreted in terms
of their lack of ability to perform certain
tasks. However, equipment, environments,
and work clothing are designed for the
capabilities of persons without disabilities. - In contrast, if dominants understand
inequalities as resulting in part from
unearned privilege denied to the other
group, they may experience more sense of responsibility for inequality, more obligation to address it, and less prejudice or negativity
toward “others.”
Entitlement
Privileged individuals do not realize the role that opportunity plays in their good fortune, instead, they believe it is only their talent.
Meritocracy
Good things come to those who have the ability and work hard.
Instutionalism
Structural bias
refers to the negative consequences of living or working in a environment that is designed for te dominant group.
What does Consturtivism Asserts
we actively create our understanding of reality as we give meaning to the world we encounter.
perspective on how we come to know the physical and social world around us.
What are some constuctionist Assumptions
- What we experience as our knowledge of the worlddoes not actually arise from systematic study ofreality.
- Our knowledge actually comes from social inventions such as language, customs, historical accounts, or religious or political frameworks.
- Dominant groups have had a greater
influence on the nature of the social realitywe all experience and how it is communicated through language and media. - These dominant interpretations are critically significant because they often lead to actions of individuals, groups, and societies.
What is the social construct sex or gender?
Ethnicity or Race? ***Trick Question
what are some other social constructs.
gender.
Both.
age.
disability.
social class.
Social identity, man, woman, non-binary etc.
Gendered Roles: fixed roles for men and women.
Forcing the gender/sex binary
leads to the categorization of
some individuals as
exceptional or abnormal, denial
of identity, discrimination, and
punishment, or increased
conformity to the status quo.
Race
Generally refers to a system of
classifying people based on biological
characteristics.
– Current genetic research does not find
that races are genetically distinct.
– Someone from India who is “White” or
“Asian” in the United States would be
“Black” in Great Britain
– Race arose in the 1600s and 1700s as a
biological justification for the
exploitation of one group by another
and coincided historically with African
slavery and encroachment on the lands
of the Native Americans.
What is attribution theory
we are likely to respond quite differently toward others depending on judgments of their abilities, motivation, and the circumstances of their behaviour.
■ Internal (dispositional)
– When we think someone was hired because of high ability and motivation
■ External (situational)
– If we think hiring was based on luck, social connections, demographic fit
■ Self-serving biases are self-attributions about success or failure that are distorted in ways that
What is fundamental atrributon error?
■ Fundamental attribution error: a tendency to
overestimate the degree to which someone else’s
behavior results from internal causes.
What is actor-observer effect?
Actor-observer effect, which means that
concerning our behaviour (actor), we focus on external or situational factors. However, when we observe another’s behaviour, we focus on internal causes such as personality.
Self-Serving Biases
Self attributions about succes or failure that are distorted in ways that protect our self-esteem.
Equity Theory (From OB)
A social psychological theory that deals with feelings or fairness in social situations.
- Equity Theory is inherently social and
comparative. - We feel that a situation (e. g., a job,
friendship, marriage) is fair when the ratio of our inputs to outputs (I/O) is equal to the I/O ratio of our chosen comparison person - I/O ratios that are different produce an
uncomfortable emotional state of inequity
that motivates the person to do something
to correct the situation
Distributive Justice
how rewards or outcomes are allocated or distributive
Procedural Justice
justice judgment based on fairness
of the procedures used to make
decisions about outcomes
Informational Justice
adequacy of information or
explanations provided about decision
Interpersonal Justice
the degree to which treatment of those
affected is respectful and tactful
6 rules to Fair Procedures
- Consistency: Procedures should be the same for everyone and across time.
- Bias suppression: Procedures should be objective and not affected by personal self-interest or preconceived ideas.
- Accuracy: Information should be as good, complete, and error-free as possible.
- Correctability: Decisions made in error should be reversible; an appeal process should exist.
- Representativeness: The allocation process should reflect the interests of relevant or important constituencies.
- Ethicality: Procedures should follow commonly accepted moral values and not involve deception, bribery, invasions of privacy, or other unethical
behaviors.
Structure refers to
formal boundaries within and among parts of an organization, and second to informal boundaries.
Formal boundaries of organization consist of
Departments (e.g. Manufacturing, Marketing, divisions, like those organized around different products or geographical areas)
Informal Boundaries of organization consist of
develops spontaneously, e.g., employees using the lunchroom and those going out for lunch, or those who play together and those who do not.
What are Faultines in an organizations
Separations among employees
based on attributes such as race,
sex, longevity, language, etc.
- These “cracks” are often hidden
but can become causes of
structural weakness that could
cause a group to break under
stress. - Example: Women are likely to be
clustered in certain jobs and
departments (formal structure) and
also to socialize together off the job
(informal structure).
Layers (in structure defintion)
dividing the organization in terms of authority, responsibility, power, salary, control of budget, and other attributes from top to bottom.
Sticky Floor
consisting of factors that retain them near the bottom of the organizational hierarchy.
Glass Escalator
refers to greater chances of upward mobility for men working in female-dominated fields.
Studies show that a glass escalator may
exist in some settings but is probably
not a universal or even widespread
phenomenon. (True or False)
True
Glass Cliff
refers to the observation
that women’s odds of being chosen
seem more likely for leadership
positions in challenging and perhaps
career-threatening organizational crises
Glass Ceiling
A metaphorical
barrier keeping
women or
minorities from
advancing
beyond a certain
level.
Why is the glass ceiling metaphor misleading (IMPORTANT)
Implies that women have equal access to entry-level positions.
* Suggests that all barriers to women are unseen
* Assumes that a single barrier exists while ignoring variety of obstacles woman can face
* Fails to recognize diverse strategies that women devise to become leaders.
* Precludes possibility that women can overcome barriers and become leaders.
What are the four general explanations for glass ceiling according to Gutek.
- Individual deficit model suggests that underrepresentation at high levels occurs because candidates do not possess the
necessary preparation and skills for promotion to higher levels or the skills or knowledge to work effectively at higher levels. - The structural model, proposes that barriers result from how the company’s structure affects behavior and from
institutionalized processes considered the route to advancement. - In the sex role model, the problem is defined as society’s expectations about appropriate behavior for and stereotypic
ideas about women or men. - The intergroup model proposes that advancement is limited
by dynamics of the relationships between women and men (or the majority and non-majority groups), including hierarchy and status, prejudiced attitudes, and discriminatory or exclusionary
behavior.
How can one deal with the glass ceiling (Important: may be on short answer quesiton)
- Make demographic statistics publicly available
- Enforce anti-discrimination laws more strongly
- Demonstration of CEO commitment to workforce
diversity and holding managers accountable for meeting
advancement goals for underrepresented groups. - Selection, promotion and retention of qualified women,
people of color, and White men - Educate workforce about glass ceiling issues
- Initiate Work/Life and family-friendly policies and
adopt “high performance workplace” practices such as
participation, training and education, and attention to
issues of compensation, security, and workplace
environment.
How the glass ceiling affects horizontal structure
“Glass walls” are barriers that limit
movement from one area of a
company to another, making lateral
and functional moves difficult.
* This may result from organizational
policies on promotions and transfers,
narrow job descriptions, highly
specialized skill sets, or lack of cross-
training that prevent employees from
learning about or performing other
jobs.
Occupational Segregation
the fact that occupations or jobs tend to
be occupied predominantly by persons
of one sex or race
Feminization
the increasing prevalence in women in a certain occupation
What are some factors that lead to “feminization”
- Labor shortages of male workers
- Sex-specific demand for women
- Changing social attitudes
- Declining resistance by male workers
- Women’s labor supply and preference
Pay equity Act
As of September 2024, public-
sector organizations and those in
federally regulated industries will
need to comply with some new
requirements of the Pay Equity
Act.
Established to ameliorate the problem of gender-based pay discrimination
- establish, sept 2024
- includes forming a pay equity
committee,
- developing a pay
equity plan,
- dentifying any
gender-based pay gaps.
* The first annual reports will be due
in June 2025.
Wage Gap
when median annual earnings for men and women are discriminatory in nature.
Why does excluding annual compensation make wage gap seem smaller?
Excludes compensation that favours men,
- this includes many jobs
- overtime and pay bonus
- leaves out professional managers, executives, and others
(important) Over the past 26 years, the gender wage ratio has improved from ____ in 1997 to ____ in 2023, what does this mean
in 2023, for every dollar earned by men, women earned eighty-eight cents
Canada has the 7th ‘best’ gender pay. T/F?
Wrong. They have 7th WORST gendear pay.
How does the wage gap differentiate between men and women for different types of work?
Full time - 17.1% median diference between men and women
Self Employed - 28% difference between men and women
WHat is the percentage of men who occupy manager level (M-suite) jobs compared to women.
65.5% of men take management jobs compared to 35.5% of women.
HOw long will it take to close the gender pay back according to worldwide economic forum, 2023.
134 years.
How can one address the gender pay gap?
- Enforce pay equity legislation
across sectors and workplaces,
increasing the minimum wage - Universal childcare (UFCW
Canada). - Ongoing audits of compensation
and gendered advancement
opportunities - Prioritization of workplace
flexibility, especially for mothers
and caregivers; - Implementation of pay
transparency policies (Canadian
Women’s Foundation, 2019).
Job evaluation defined:
skills, responsibility and other attributes of jobs so they can be arranged in a hierarchy for the purpose of setting wages wages
