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PSYC3017 > Lecture 12: Gender discrimination + reduction stategies > Flashcards

Lecture 12: Gender discrimination + reduction stategies Flashcards

1
Q

what is gender discrimination?

A

person treated less fairly than another person because of sex, marital, prego, S.O, gender identity, breastfeeding

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2
Q

sex discrimination ?

A

negative behaviour to person (harassment) because of their sex

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3
Q

blatant

A

= direct

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4
Q

subtle

A

= indirect

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5
Q

evidence of sex discrimination

A
  • pay gap
  • wage growth
  • probability of promotion
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6
Q

pay gap

A
  • 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
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7
Q

pay gap: industry segregation

A
  • male dominated places= paid more than female dominated places
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8
Q

pay gap: years not working

A
  • hourly wage decreases by 0.7% for every year out of workforce
  • 90%= women
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9
Q

pay gap: sex discrimination

A
  • 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
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10
Q

wage growth

A
  • non-uni educated men + women= wage growth not that diff

- but uni educated men + women= wage growth rly big

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11
Q

probability of promotion

A
  • 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
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12
Q

glass ceiling explain

A
  • 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
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13
Q

glass ceiling: academic staff employed as associate professors / professors at usyd

A
  • 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
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14
Q

glass cliff

A
  • 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
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15
Q

what causes glass cliff ?

A
  • 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
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16
Q

cook + glass (glass cliff)

A
  • 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
17
Q

reduction strategies for gender discrimination

A
  • addressing pay gap
  • get rid of gender roles, remove social barriers
  • affirmative action plans– Trickle down effects
18
Q
  • addressing pay gap (strategy)
A
  • 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
19
Q
  • get rid of gender roles, remove social barriers (strategy)
A
  • 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
20
Q
  • affirmative action plans– Trickle down effects (strategy)
A
  • 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
21
Q

types of affirmative action plans

A
  • opportunity enhancement
  • equal opportunity
  • tiebreaker
  • strong preferential treatment
22
Q
  • opportunity enhancement
A

increase # of min group before selection

23
Q
  • equal opportunity
A

decision makers can’t make - attitudes to min group

24
Q
  • tiebreaker
A

min people given preference over maj people when qualification are equivalent

25
Q
  • strong preferential treatment
A

min people given preference over maj people even when min people is inferior

PSYC3017 (20 decks)

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