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SOC 2320 > Mini Exam 4 > Flashcards

Mini Exam 4 Flashcards

Gender Wage Gap

1
Q

What is the gender wage gap?

A

The difference between the median wages of the average man and the average women who work full-time, year-round

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2
Q

Misconceptions About the Gender Wage Gap

A

It does not exist
It’s simply a reflection of women’s choices and preferences about work
A result of overt-based gender discrimination
Gender wage gap only affects cisgender women

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3
Q

What Explains the Wage Gap?

A

41% of the gender gap cannot be explained
Job segregation: 49%
Labor force experience: 10%
Unexplained (likely discrimination): 41%

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4
Q

2 reasons why the gap narrows over time

A

women’s rising wages since 1970s
loss of men’s income in same period)

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5
Q

What does the trend of race/ethnicity say?

A

Women of all races make less than their male counterparts, but the size of the gap varies by race

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6
Q

How does age depict a trend?

A

The wage gap appears and widens sharply through the 20s and 30s
Why: Children/Family
women are burdened with childcare and the labor at home, which creates inflexibility in their job
Social pressures in the workplace - especially from employers
Certain assumptions are made about women with children which allows for lower pay

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7
Q

Where is the gap largest in terms of education?

A

The gap is largest among college-educated men and women who earn professional degrees

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8
Q

What 3 things explain the gender wage gap?

A

Gendered job Segregation
Gender Discrimination
Practice and Ideology of Parenting

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9
Q

What is gendered job segregation?

A

The practice of filling occupations with mostly men or mostly women workers
Jobs are not naturally gendered

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10
Q

Where is there job segregation?

A

Between Occupations and Industries
Within Occupations and Industries

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11
Q

Where does job segregation come from? (3 hypotheses)

A

Socialization Hypothesis
Employer Selection Hypothesis
Selective Exit Hypothesis

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12
Q

Socialization Hypothesis

A

men and women respond to gender stereotypes when planning, training, and applying for jobs

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13
Q

Employer Selection Hypothesis

A

employers tend to prefer men for masculine jobs and women for feminine jobs, slotting applicants into gender-consistent roles during hiring and promotion

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14
Q

Selective Exit Hypothesis

A

an explanation for job segregation that emphasizes workers’ abandonment of counter-stereotypical occupations

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15
Q

How Does Job Segregation Affect Wages?

A

Jobs that are strongly male-dominated are among the highest-paying
Women dominate two-thirds of the lowest-paying professions
It has to do with how we value different kinds of labor

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16
Q

Andocentric pay scale

A

the correlation between wages and the gender composition of a job

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17
Q

Emotional labor

A

the act of controlling one’s own emotion and managing the emotions of others

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18
Q

Jobs dominated by women tend to be defined as…

A

outside the realm of work because they are believed to utilize skills seen as coming “naturally” to women

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19
Q

Care Work

A

Work that involves caretaking of the physical, emotional, and educational needs of others

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20
Q

What does job segregation create and contribute to?

A

Job segregation doesn’t just create a differentiated workforce; it creates an unequal one
Job segregation contributes to the gender pay gap because we attribute more value to “men’s work” than “women’s work”

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21
Q

Lilly Ledbetter’s Fair Pay Act of 2009

A

Loosened time restrictions on filing equal pay discrimination lawsuits, resetting the 180-day filing period each time discrimination occur

22
Q

Trans people often have…

A

different work experiences post-transition, clarifying the ways gender shapes the workplace

23
Q

Benevolent Sexism

A

discrimination in the form of chivalry - but works in a way that disadvantages women

24
Q

Hostile Sexism

A

demonstrating hostility toward women; may or may not be sexual in nature

25
Q

Women pose a symbolic threat…

A

their presence potentially threatens the identity of the dominant group

26
Q

Double Bind

A

a situation in which cultural expectations are contradictory, making success unattainable

27
Q

For women in male-dominated occupations…

A

The glass ceiling is the invisible barrier between women and top positions in masculine occupations
When women do break through a ceiling, they often encounter a glass cliff - a heightened risk of failing as compared to similar men

28
Q

For men in female-dominated occupations…

A

The glass escalator is the invisible ride to the top positions offered to men in female-dominated occupations

29
Q

Token

A

Individuals in an extreme numerical minority who are socially isolated, highly visible, and adversely stereotyped

30
Q

Why does status matter for a token group?

A

matters for how tokens will be perceived and treated

31
Q

the glass escalator assumes a…

A

racial homogenization

32
Q

What Causes the Glass Escalator Effect?

A

Relationships with colleagues and supervisors
Perceptions of suitability for job
Distance from femininity

33
Q

What are the relationships with colleagues and supervisors

A

Close ties that men create with their supervisors
The idea that gender connects them
Women play a significant role in the implementation of the glass escalator in men’s careers

34
Q

What are the perceptions of suitability for job

A

Pushes men from the feminine aspects of a job to more masculine ones
The perception that men aren’t well suited to nursing pushes them out of the feminine aspects of the job into more masculine- associated roles (with more authority, prestige, status, and pay)

35
Q

What is distance from femininity

A

Men disassociate themselves from the feminine aspects of a job to hold on to their masculine privilege in the field

36
Q

Where is the glass escalator most prominent?

A

The glass escalator effect is more prominent in care-oriented professions (like nursing, social work, and teaching)

37
Q

Wingfield’s Findings: “Glass Barriers” (3)

A

Gendered racism limits bonds with supervisors and colleagues
Negative racial stereotypes skew perceptions of suitability for nursing
Refusal to reject femininity

38
Q

Racializing the Glass Escalator

A

The glass escalator is a phenomenon that reproduces racial and gender advantages in the workplace

39
Q

Intensive Mothering

A

the idea that mothers should be self-sacrificing while emotionally and physically available to their children

40
Q

Ideal Worker Norm

A

The standard for work that demands undivided commitment and loyalty to a job at the expense of other priorities, including family time

41
Q

The Motherhood Penalty

A

the documented wage penalty associated with becoming a mother that can’t be explained by job experience, education, or work hours

42
Q

Fatherhood Premium

A

the documented wage increase that accrues to married men who become fathers
may be mostly about men leaning into work before or after a child is born
fathers are increasing the time they spend at work when there are children at home

43
Q

Mommy Track

A

Employers expect less commitment from mothers (with the understanding that they’re sacrificing the right to expect equal pay, regular raises, or promotions)

44
Q

Correll 2017 Resume Study

A

Correll (2017) send 1,276 fake resumes for a marketing job that gave hints of parental status and gender to 638 actual employers
Mothers receive fewer than half as many callbacks as non-mothers
Fathers were rated more favorably than non-fathers

45
Q

Because women are clustered in industries with low pay…

A

families with women breadwinners are increasingly experiencing poverty and homelessness

46
Q

Medical understandings of female fertility emphasize

A

Age: the decline of fertlity with age
Eggs: the limited quantity and diminishing quality of eggs with age
Egg freezing preserves a person’s fertility in anticipation of aging-related fertility decline if they’re not ready to become pregnant now but would like to get pregnant later

47
Q

What is Egg Freezing?

A

Step 1: two weeks of self-injected hormonal medications to stimulate ovaries
Step 2: egg retrieval surgery
Step 3: harvested eggs frozen and stored indefinitely for future IVF use

48
Q

How Effective Is Egg Freezing?

A

The clinical pregnancy rate per frozen and thawed egg is 4.5-12 percent
Success depends on two factors:
Age at which a person freezes
Number of eggs extracted and frozen

49
Q

How Much Does Egg Freezing Cost in the US?

A

Approx. $15,000-20,000
Medical treatment: $11,000
Hormonal medication: $5,000
Egg storage: $2,000
Average cost of a single IVF cycle in the US: $23,000

50
Q

What Are The Risks of Egg Freezing?

A

Bodily risks
Emotional risks
False hope
“A very expensive lottery ticket”

51
Q

Why is Egg Freezing Sociologically Important?

A

Gender and Motherhood
Cultural understandings of womanhood still emphasize motherhood
Gender and Work
Conditions of professional work create insurmountable time pressures between career advancement and family formation

52
Q

Egg Freezing Research Method

A

40 interviews with child-free, professional women of reproductive age who work in cities and industries where egg freezing is increasingly being offered as an employee benefit

SOC 2320 (1 decks)

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