Glass ceiling
Women entering male-dominated professions and leadership positions regularly encounter this
It is a barrier that keeps people from rising past a certain point - but a barrier that is transparent and therefore virtually invisible until the person crashes into it
Glass escalator
a systematic set of hidden advantages for men in female-dominated occupations
Equal pay for equal work
women and men should be paid the same wage for the same work. Supported by legislation but has yet to become reality for all women and men throughout the labor force. ex. a male cashier and a female cashier should receive equal pay
Comparable worth
equal pay for work of equal value. ex. a male shelving clerk and a female cashier in the same store should have equal pay
Heilman’s lack of fit model
Postulates that a major factor in personnel decisions is the expectation of how successful an individual will be in a particular job
If male qualities are thought to be necessary qualifications for a successful manager than women will not be expected to have these qualifications
Heilman’s organizational conditions that pave the way for biases to depress the evaluation of women’s performance
- Ambiguity in evaluation criteria
- Lack of structure in the evaluation process
- Ambiguity about the source of successful performance
- Ambiguity about the reason for successful upward mobility
Self-fulfilling prophecy
The person is motivated to behave in a manner consistent with their stereotype
Denial of personal discrimination
Women tend to underrate the amount of sex discrimination that is visited on them personally
Women adopt cognitive strategies that protect them from feeling deprived, using reference groups similar to themselves rather than facing the incongruity associated with comparisons to more privileged groups
token positions
- positions in which you are treated as a symbol or representative of your sex
- extremely minority members are tokens or symbols of their group
- are not seen as individuals or able to affect group culture
- seen as a women rather than as a worker
- people in these positions may suffer from the stress of being under constant observation and this can impair performance
Quid pro quo
an individual is pressured to submit to unwelcome sexual advances or other unwelcome asexual conduct as a condition of employment, or employment decisions that affect the individual are based on her or his submission to or rejection of such conduct
hostile environment
making unwelcome sexual advances or engaging in other conduct of a sexual nature that unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive atmosphere
3 explanations for the widespread existence of sexual harassment
- natural social-sexual attraction
- the hierarchical way organizations are structured
- they way society stratifies power and status between women and men
hostile sexism
dominance-oriented paternalism, the notion that women are inferior, and hostile, dominance- oriented heterosexuality
benevolent sexism
protective paternalism, the notion that women and men are different and complementary, and heterosexual intimacy motives
Observers are more likely to label an unwanted sexual behaviour sexual harassment when (3)
- the behaviour seems out of role and surprising
- it is performed consistently bu the same person
- it occurs with more than one target person
Factors that influence the division of labour along gender lines
- discrimination - pay women less, evaluate women’s work performance less highly, and give preference to men when hiring
- the assignment of most homemaking and child-care tasks to women even in dual-career families
- sexuality in male-female relationships - sexual liaisons between people at work can sometimes create problems
