WMST - Chapter 8 Flashcards
Bona Fide Occupational Requirement
a true requirement of a job that merits a possibly discriminatory effect. For example, to work in a warehouse, one might have to meet height and strength requirements that have the effect of discriminating against many women and all disabled people. Because the requirement is a BFOR, the discrimination is legal.
Devience Neutralization
Rationalization strategies engaged in to minimize the extent to which one deviates from a real or perceived norm. For example, a women who worries about how her higher income affects her husband’s self-esteem might claim that his work pays less, but is higher-level than hers, or might actually minimize her earnings
Employment Equity
A term coined in the 1980s by Justice Rosalie Abella to describe a process of planning for full workplace integration of Canada’s four equity groups (women, aboriginal people, people with disabilities, and visible minorities). Employment Equity distinguishes itself from USA-style affirmative action.
Family-Friendly Workplace Policies
Policies and workplace cultural changes that reduce conflict between workers’ employment and their family responsibilities. Examples include child care, support for breastfeeding mother, provisions for elder-care, flexible working arrangements such as job sharing or teleworking, leave provisions, and employment assistance programs
Glass Ceiling
Barriers to the advancements of a qualified person within a given organization, solely on the basis of that person’s sex or minority status.
Glass Cellar
Warren Farrall’s term for the clustering of male workers within hazardous occupations
Glass Escalator
The phenomenon whereby men in female-dominated occupations experience preferential hiring and promotion
Horizontal Segragation
Segregation within occupations in different fields that are roughly similar in terms of education and skill, for example secretarial work and truck driving
Hostile Enviroment Sexual Harassment
The creation of a threatening and hostile atmosphere aimed at making women feel unwelcome, unsafe, and compromised
Male Breadwinner/Female Housewife Model
A theoretical construct, once supported by legislation and policy, that saw the fmaily as constituted by an earner whose wages supported a dependent nonearner. In this model, ‘his’ role was to provide, ‘hers’ to care
Moiorin Test
A stringent and multi-part test that employers can apply to ascertin whether a potentially discriminatory requirement is a BFOR
Mommy Track
he phenomenon whereby mothers might retain paid employment while giving up the possibility of career advancement they nmight have enjoyed had they not had children and remained on the ‘fast track’
Pay Equity
A theory and body of legislation and policy comprising two main concepts: the notion of equal pay for the same work and the idea of equal pay for work of equal value. Increasingly, pay equity means simply the latter
Pin Money
Datin back to the seventeenth century, the term ‘pin money’ is still used to describe small amounts of money that can be used for discrationary or frivolous spending
Precarious Employment
Sometimes called ‘contingent’ or ‘non-standard’ employment, precarious employment is work that does not conform with the typical understanding of a stable, full-time job in which one works full-time on the comployer’s premises with some degree of job security
Quid Pro Quo Sexual Harassment
A form of sexual harassment legally recognized in the USA; the offer of benefit in exchange for sexual favors, or the threat of retribution if sexual favours are not received
Sex Segregation
the concentration of men and women in gender-specific roles and locations within a society. It has been argued that sex segregation is associated with lower status for women. Within employment, the term refers to the concentration of men and women within different occupations, industries, jobs, and fields. This form of sex segregation may be either vertical or horizontal
Sexual Harassment
A broad concept that encompasses many behaviours; unwelcomed sexual attention, the offering of benefits for sexual favors, concercion into sexual activity, or bullying and harassment on the ground of one’s gender. The standard definition in Canada is ‘unwelcome conduct of a sexual nature that detrimentally affects the work enviroment or leads to adverse job-related consequences for the victim or the harassment.’ In the USA, two subtypes are distinguished, quid pro quo and hostile environment.
Sticky Floor
The phenomenon linked to the glass ceiling, that traps women and minorities at the lower levels or organization regardless of their qualification for advancement
Tokenism
The phenomenon that makes women and minorities highly visible within previously unintegrated organizations. Becase they are always regarded as representing a group, takens experience a variety of difficulties and frustrations, and hiring and promotion may not change the workplace significantly
Vertical Segregation
Segregation associated with differences of education, experience, and skill within the same feild, for example, legal secretarial work and judging, both subsumed within the field of ‘law’
Wage Gap
the difference between the average earnings of male and female full-time workers, either broadly or within a particular field
