Lecture 12: Gender discrimination + reduction stategies Flashcards
what is gender discrimination?
person treated less fairly than another person because of sex, marital, prego, S.O, gender identity, breastfeeding
sex discrimination ?
negative behaviour to person (harassment) because of their sex
blatant
= direct
subtle
= indirect
evidence of sex discrimination
- pay gap
- wage growth
- probability of promotion
pay gap
- on average, full-time working women receive less than full time working men
KMPG (2016) - collected info on employment status= interruption to work, reasons for working part-time, caring responsibilities, family stuff, edu history, employer info
- used structured econometric modeling= to determine extent to which key factors contribute to gender pay gap in AUS– include all variable– and see which one shows most effect
- men= overrepresented in occupations, with higher wage= so they are more valued in work space
pay gap: industry segregation
- male dominated places= paid more than female dominated places
pay gap: years not working
- hourly wage decreases by 0.7% for every year out of workforce
- 90%= women
pay gap: sex discrimination
- same work, but women paid less than men
- indirect factors like; biased performance ratings, poorer negotiating power= pay gap
- women= more responsible for childcare, so men get more for overtime working
wage growth
- non-uni educated men + women= wage growth not that diff
- but uni educated men + women= wage growth rly big
probability of promotion
- men with degrees= more likely to get promoted in first 20 yrs of their career than women with degrees= leads to wage gap
- women with degrees= same probability of promotion as men + women without degrees
glass ceiling explain
- very bottom= support staff= majority: women
- hard for women to break through glass ceiling
- solid but invisible barrier= blocks women from progressing higher levels= wage gap between 2 sexes
glass ceiling: academic staff employed as associate professors / professors at usyd
- associate professors vs. professors
- professors= more difference between men and women= the ratio gets worse= more sig difference as job gets harder
- men are chosen more than women
glass cliff
- female leaders= likely to be appointed:
1. in a time of poor performance or
2. when theres an increased risk of failure - when they are assigned leader= when situation is uncertain
- if fail= detrimental to all females
what causes glass cliff ?
- selection bias
- gender stereotypes
- think crisis= you think of female stereotypes= ex. comm skills, abilit to encourage others
- think manager= you think of male stereotypes= ex. independence, decisiveness
cook + glass (glass cliff)
- W= less freedom to lead their firm out of crisis
- M= when M leader returns= return to normal again
= stereotypes of W being unsuitable for high office
reduction strategies for gender discrimination
- addressing pay gap
- get rid of gender roles, remove social barriers
- affirmative action plans– Trickle down effects
- addressing pay gap (strategy)
- point out interruptions to work
- W= more likely to be interrupted because of childcare
- so, make childcare available, affordable
- parental leave– should increase pay– pay rise policies
- why only W caring for children?= men should also participate in childcare
- get rid of gender roles, remove social barriers (strategy)
- influences occupation and industry choice
- promote female leadership– affirmative action– polices that increase representation of under-represented group– giving minority group special treatment– giving women special treatment
- affirmative action plans– Trickle down effects (strategy)
- increasing amount of women= balance out gender leadership
- women= “agents of change”
Depaola + Scoppa - looked at promotion in academic roles
- ind. characteristics, productivity, social connections measured
= F less likely to get promotion - exclusive male commitee–> favour M applicants more
- mixed sex groups–> show little gender bias
types of affirmative action plans
- opportunity enhancement
- equal opportunity
- tiebreaker
- strong preferential treatment
- opportunity enhancement
increase # of min group before selection
- equal opportunity
decision makers can’t make - attitudes to min group
- tiebreaker
min people given preference over maj people when qualification are equivalent
- strong preferential treatment
min people given preference over maj people even when min people is inferior
