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Psychology of Gender > Exam 4 > Flashcards

Exam 4 Flashcards

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1
Q

Internal Attribution

A

the cause of a persons behavior is his/ her personality, disposition, attitudes or characters

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2
Q

External Attribution

A

The cause of a person’s behavior was something about the situation, situational factors

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3
Q

Attribution Theory

A

attribute the cause of their behavior. helps to explain causes of behaviors or events

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4
Q

Attribution for Success

A
  • Male: ability and skill
  • Female (Imposter phenomenon): Luck, women feel that if they do succeed, they feel that they don’t deserve it
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5
Q

Occupational Gender Segregation

A
  • Horizontal
  • Veriticle
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6
Q

Horizontal Occupational gender segregation

A

everyone is at the same level but are receiving different treatment
- under- or overrepresentation of women or men in occupations or sectors, not ordered by any criterion

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7
Q

Vertical Gender segregation

A
  • men tend to hold positions higher in pay, authority, status than women
  • the situation where people do not get jobs above a particular rank in organizations because of their race, age, or sex.
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8
Q

Maternity Leave

A

women get paid for maternity leave in CT, if you don’t work for the state
- not required in all states to provided paid maternity leave. often it’s not paid
- Paternity: male version of maternity leave, men don’t get paternity leave

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9
Q

The Maternal wall

A
  • employees don’t need to accommodate pregnancy
  • Family medical leave act protects new parents jobs for 12 weeks of unpaid leave but only applies to 60% of the workforce
  • referring to stereotypes and various forms of discrimination encountered by working mothers and mothers seeking employment.
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10
Q

Gendered Careers

A
  • Hairdressers, 95% are female
  • Secretaries, 94% are females
  • File clerks, 82% are females
  • Construction, 3% are female
  • Mechanic, 4% are female
  • Firefighters, 4% are female
  • Engineers, 14% are female
  • Police and Detectives, 16% are female
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11
Q

Barriers to success

A
  • Glass ceiling
  • Glass escalator
  • sticky floor
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12
Q

Glass ceiling

A
  • The invisible barrier that stops many women from rising to the highest levels of leadership
  • a metaphorical invisible barrier that prevents certain individuals from being promoted to managerial- and executive-level positions within an organization or industry.
  • 5% of senior level managers in major companies are women
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13
Q

Glass escalator

A
  • men that enter female dominant occupation rise to the top faster
  • men are 3x more likely to be principal than women elementary teachers
  • Men that enter female-dominated professions tend to be promoted at faster rates than women in those professions,
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14
Q

Sticky floor

A
  • Low paying occupations with little opportunity to get promotions
    ex: janitors, custodial jobs, retail, restaurants
  • being in jobs with limited opportunity advancement
  • men more likely to be offered a promotions from low- level positions
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15
Q

Interview and Discrimination

A
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16
Q

Unequal Pay

A
  • To match men’s earning for 2022, women would have to work from January 2023 to March 2024, an extra 3 months
  • Equal pay day: March 15, 2022
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17
Q

AAUW Statistics- Ethnicity

A

For every $1 a man makes:
- White women: 70 cents
- Asian women: 90 cents
- Black women: 62 cents
- Hispanic women: 54 cents
- Native Hawaiian or other Pacific Islander: 61 cents

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18
Q

AAUW Statistics- State

A
  • Does differ
  • Florida has a smaller wage gap, 85-89%
    CT: 75-79
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19
Q

AAUW Statistics

A
  • As you get older men and women pay gap increases
  • 16-19, 88%
  • 65+, 77%
  • the more higher education the more the wage gap gets bigger
  • men get promoted quicker
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20
Q

AAUW Statistics- Industries/ field

A
  • no wage gap in pharmacies
  • counseling, women make more money than men
  • RN, 91% on the dollar
  • At the current rate of progress the pay gap will not disclose for another 48 years for white women, 348 years for black women, and 430 years for hispanic women
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21
Q

Why is there unequal pay for women compared to men?

A
  • subconscious bias
  • done out of fear
  • perceptions of men
  • boys and girls are raised differently
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22
Q

Motherhood wage penalty

A
  • mothers earning less than non mothers
  • wage goes down 7.8% for each child
  • In contrast, father outran non fathers by 11%, does not apply to black men
  • employees discriminate against mothers
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23
Q

Perceptions of pay gap

A
  • belief that women are caregivers, 56%
  • women prioritizing family, 41%
  • discrimination, 41%
  • men are assertive at negotiating with employers, 28%, they may not listen to you as a women
24
Q

Salary negotiation

A
  • women know how to negotiate
  • The double blind: if you don’t negotiate you get paid less if you do negotiate you’re seen as too assertive and are less likely to get any kind of raise. Damned if you do, doomed if you don’t.
25
Q

what do economist say

A
  • can’t figure out why women make 20 cents less for every dollar a man makes
  • ITS DISCRIMINATION
26
Q

Quid pro quo sexual harassment

A
  • I give you this, you give me this,
  • if you do something for me I will do something for you
  • when a supervisor requests sexual favors in exchange for workplace benefits like a raise or promotion or being fired or demoted
  • Ex: I f you go out with me, I will give you a raise
  • can come from managers, other employees, etc
27
Q

Hostile work environment

A
  • can’t do your best work because of the environment
  • uncomfortable, intimidating, and or offensive. Unsafe
    Ex: sexual comments or jokes, comments about women’s bodies and clothing, unwanted touching, and sexual advances
28
Q

Gender harassment

A
  • Harassing someone based on their gender
  • no federal law prohibiting workplace discrimination
  • trans individuals are not covered under sex discrimination
  • when one person harasses another person for reasons relating to their gender or the gender with which they identify.
  • ex: sexist slurs, offensive remarks,
29
Q

Stereotypes and Ageism

A
  • discriminated based on age
  • tend to rate older adults as having a communal trait , warm, caring,
  • tend to also view older adults as frail, forgetful, less competent
  • close minded
  • traditional beliefs
  • slow physically and mentally
  • bad drivers
  • cranky
  • opinionated
  • wiser, lot of experiences
30
Q

Expectation of Aging

A
  • Big gap: memory loss
  • Not able to drive
  • seriously ill
  • Not sexually active
31
Q

Compound stereotypes- Race

A
  • white are seen as more communal
  • black are seen as more agressive, competitive, and dominant
32
Q

Compound Stereotype- Age

A
  • Older adults: less agents, more communal
33
Q

Compound streotype- Race, age, gender

A
  • not a lot of difference in younger age
  • older black women similar in competitiveness to older black men and white men
  • older white women are devoted to others than older black women
34
Q

Perceptions of Age and Beauty

A
  • beauty is equated with youth
  • Age concealment: hide the signs of aging through invasive procedures in order to looker younger
  • In 2014, eye lid surgery and face life were most common procedure for women over 55
  • men look wiser with grey hair, they look better
  • 81% of women said that they would undergo surgery if cost was not an issue
35
Q

The Communication Predicament and Elderspeak

A
  1. Age related changes
    - Appearance and physical changes that lead younger individuals to treat older individuals differently
  2. Elderspeak
    - Infantilizing and patronizing speech (honey, dear, cute, adorable)
  3. Further declines
    - lack of stimulation from being treated as a dependent child
    - similar to self fulfilling prophecy
36
Q

Caregiving

A
  • 60% of caregivers are women
  • sandwich generation, raising children while having to take care of your parents at the same time
  • daughters are usually the primary caregivers for aging parents
37
Q

Grandparents

A
  • 4.6 million households have a grandparent present
  • 63% of grandmothers are primarily responsible for childcare
  • 2.6 million custodial grandparents
38
Q

Work

A
  • 61% of men and 51% of women 60-64 work (2012- 2014)
  • Age discrimination affect women more than men, especially when based on physical appearance
    for ex: news broadcasters, actors, flight attendant
  • Based on false stereotype about older workers being less motivated
  • majority of baby boomers when retried go back to work
39
Q

Widowhood

A
  • one of the most stressful life events, more likely to be depress
  • 80% are women, men tend to die first
  • By age 85, 73% of women are widowers and 36% are men
  • Men are more depressed and are more prone to depression than women
    Why? Women take care of men, women are more likely to for other relationships, women expect to loose their spouse, men don’t
40
Q

Age Successfully

A
  • whatever is important to you, no regrets, experiencing life, happy with yourself
  • absence of disease, not dealing with a chronic disorder
  • engagement with life, having social support and involvement with others
41
Q

Violence against women in the U.S. Statistics

A
  • 22% of women have experienced severe physical violence
  • In 2015, men murdered more than 1,600 women, most commonly with a gun
  • In 2021, the number of transgender women who were murdered was the highest ever reached
  • violence against women has increased since 2008, while crimes against men have dropped
42
Q

Psychological Tactics

A
  • Princess effect: the tendency for a man to make his partner feel uniquely special, a strategy to increase attachment and loyalty. put on a pedestal
  • Gaslighting: manipulating victims into doubting their memory, perception, or sanity
    Ex: downplaying the way you interpret things, making the person feel crazy, playing with you, controlling you
43
Q

Sexual Assault

A

Rape culture
- doubt, self blame among survivors
- less accountability for perpetrators
- rape myths
- victim blaming
- inaccurate deception of reality
- 1 in 5 women and 1 in 33 men in U.S. usually before the age of 25
- 1in 10 college women report sexual assault

44
Q

Rape Myth #1

A

Myth: women lie about being raped
Reality: women rarely lie; rape is extremely undereported. most of the time it is not a lie
- .05%- 7% of all reported rapes are unsubstantiated or false
- over 50% of women who have been raped don’t label their experiences as rape
- many are not given discussion of content and don’t know how to label rape

45
Q

Rape Myth #2

A

Myth: Rape is committed by a stranger
Reality: Rape is usually committed by intimate partners or aquantices
- Intimate partners, 51%
- Acquantinces, 41%
- Family members, 13%
- Strangers, 14%

46
Q

Rape Myth #3

A

Myth: Most survivors actively fight off their attacker
Reality: Many women who are raped are not able to fight back
- sexual defense programs can help women resist sexual assault, build confidence, and reduce their belief in rape myths

47
Q

Rape Myth #4

A

Myth: Sex with someone who is incapacitated or drunk is not rape
Reality: if someone can’t give consent, then it is considered rape

48
Q

Rape Myth #5

A

Myth: women are partially responsible for being raped based on their clothing and behavior
Reality: the only one responsible for the rape is the rapist not the victim

49
Q

Rape Myth #6

A

Myth: Sexual force is a normal aspect of male sexuality
- “boys will be boys”, no way for them to control it
Reality: there is no evidence for this

50
Q

Rape Myth #7

A

Myth: Rape only happens to heterosexual woman
Reality: Rape can happen to anyone
- 3-8% of boys and men in the U.S. have experienced sexual assault
- among transgender individuals reports range from 14%- 54%

51
Q

Rape Myth #8

A

Myth: consent is clear cut and easily understood
Reality: The process of consent is not as simple as it may seem
- Social scenes: Hookups typically occur where men control the parties and there is lots of alcohol and drug use
- At 50% of college assaults involve alcohol consumption

52
Q

Stoping a culture of violence

A
  • Increase women’s access to power
  • decrease traditional masculinity. Allow men to express their emotions
  • Hold leader accountable for clear messages against violence and promoting a climate of respect
  • offer educational programs that identify patterns of abuse and offer strategies for intervening
  • become critical consumer of media, engaging in media activism
  • think globally, act locally, what can you do?
53
Q

The Future of Feminism: challenges and controversies

A
  • Fight for equality
  • needs to expand
  • risk and benefit for including men
    Benefit
  • closing gender difference gap
  • different perspective
  • there power in #s
    risks
  • it can remove the focus from women to men
54
Q

Men feminist

A
  • because of power, men may be able to promote changes in ways women can’t
  • men who advocate for feminism are viewed more positively than women
  • need to have both men and women feminist
55
Q

intergenerational conflict

A
  • reach more people now
  • sexualization of the self as oppressing or empowering
  • some older women who support Hiliary Clinton did because of her gender expressed concern over young women’s support for Bernie sanders in 2016 election
56
Q

Activism

A
  • can feel empowering
  • help people feel part of a group
  • their can be burnout (con): for not getting credit, not spending enough time on yourself, and you can become overworked and disillusioned
  • need to run to the noise not away from it. educate people

Psychology of Gender (2 decks)

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