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Week 11 - Work and Home Flashcards

1
Q

What are some patterns with gender and housework?

A

Women tend to perform more domestic labour than men.
Non-childcare housework is decreasing and the gender gap is also decreasing, but women still shoulder mental housework at home and office housework at work.

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2
Q

How do most hetersexual couples adhere to housework?

A

Most heterosexual couples often adhere to gender-stereotypical divisions of labour.
Women handle domestic tasks while men handle physical labour

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3
Q

Stalled Gender Revolution

A

Men’s unequal contribution to gender household labour led to this trend in the 1990s (England, 2010).

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4
Q

How do most homosexual couples adhere to housework?

A

Same-sex couples tend to share household responsibilities more equally.

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5
Q

Women and child care in heterosexual relationships.

A

Women do the majority of childcare in hetersexual relationships, but the sex difference has been narrowing over the years.

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6
Q

Working women and child care in heterosexual relationships.

A

Despite women increasing their time in paid labour, they are still not spending less time with their children.

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7
Q

Intensive Parenting

A

Both men and women spend substantial time to their children.
Cultural norms also dictate time spend with children.

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8
Q

Time Availability Theory

A

Couples decide how much time to spend on housework based on how much time they have available.

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9
Q

Relative Income Hypothesis

A

Couples trade of money for housework, so whoever makes more income does less housework.

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10
Q

Gender Role Ideology Hypothesis

A

A couple’s beliefs about gender roles influences the division of housework.

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11
Q

Gender Role Paradox

A

When husbands rely more on their wives financially, they tend to contribute less to housework.
This is a way for them to display power and “masculinity”.

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12
Q

Maternal Gatekeeping

A

Behaviours in women that discourage men’s involvement in childcare and domestic labour.
Prevalent in women with expertise in childcare and domestic labour.

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13
Q

Interconnections between work and home lives.

A

Work and home life are deeping interconnected, influencing each other. Provide platforms for individuals to perform gender roles.

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14
Q

What are some factors in determining housework within heterosexual couples?

A
  • Workplace time commitments
  • Relative incomes
  • Underlying gender ideologies
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15
Q

How did Covid-19 shape the experience of women working from home?

A

Most women faced heavier burdens at home, from increased childcare and domestic labour.
Most women would log off to do unpaid labour.

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16
Q

What percentage of global workforce is held by women?

A

40%

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17
Q

How many women hold upper management positions?

A

19%

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18
Q

Do men and women differ in leadership effectiveness?

A

No, there is no difference in leadership effectiveness.
Men are rated higher in male dominated fields (military), and women are rated higher in women dominated fields (education).

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19
Q

What leadership style do men more often use?

A

Laissez-faire, “hands-off” leadership style.

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20
Q

What leadership traits do women more often use?

A

Transformational leadership, inspiring and motivating boosting performance and satisfaction.
Democratic, collaborative and less directive leadership styles.

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21
Q

Glass Ceiling

A

Invisible barrier that keep women (and other minority groups) from rising to the upper parts of the corporate ladder, regardless of qualifications and achievements.

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22
Q

Glass Cliff Effect

A

Tendency to place women and minority groups in leadership positions where the risks and chance of failure is high.

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23
Q

Glass Escalator

A

Men in female-typical occupations tend to advance further due to the assumption of men being more capable and better in leadership.

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24
Q

Sticky Floor

A

Barriers that keep low-wage workers from ascending from the bottom.

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25
Prove-it-Again Bias
Doubts about women's competence, especially when they hold leadership positions typically reserved for men.
26
Maternal Wall
Challenges employed mothers face.
27
Tightrope
Gender bias in which women are seen as less likeable if they are assertive, and less competent if they are warm.
28
Tug of War
Gender bias in which women feel the need to compete against each other in an environment with limited positions and promotions.
29
Queen Bee Syndrome
Phenomenon in which women who hold male-typical positions of power distance themselves from other women, treating female employees more critically.
30
Sex-Based Harassment
Behaviour that derogates an individual based on sex, sexual orientation and gender identity.
31
In what scenario are men targeted for gender discrimination in the workplace?
Men who conform to less typical gender role expectations. ex. Men in female-dominated workplaces
32
In what scenario are man targeted for sex-based harassment in the workplace?
Men who violate gender role norms.
33
Which group experiences the lowest income and most stressful workplace conditions?
Women with severe physical disabilities. Men with disabilities (regardless of severity) don't face the same conditions.
34
How do gender stereotypes affect diverse groups in the workplace?
People with diverse races and sexes face additional workplace bias due to gender stereotypes. ex. Asian women may be seen as unfit for a male-typical job
35
Who faces more harassment in the workplace?
Racial/minority women, as they face sex-based and racial harassment.
36
Gender Wage Gap
Difference in earnings between men and women.
37
Do laws help mandate the gender wage gap?
Although there are laws mandating equal pay, women still earn less than men due to subtle and structural biases.
38
How does sexual orientation and sex affect earnings in the workplace?
Lesbian women earn more than heterosexual women. Gay men and lesbian women earn less than heterosexual men.
39
What is an expectation for women in the workplace?
Women are expected to do office housework (office parties, buys cards for coworkers) which slows career advancement.
40
Educational and Occupational Segregation
Men tend to work in the highest paying fields, and women tend to work in the lowest paying fields.
41
Occupational Feminization
Trend of women entering fields typically dominated by men in significant numbers.
42
Occupational Masculinization
It's uncommon to see men enter female dominated fields in significant numbers.
43
Salary Negotiation
Women received annual started salaries lower than men, but tend to negotiate for higher salaries.
44
Relocations and Career Interruptions
It is possible that employers pay women less with the expectation that they may leave for higher salaries somewhere else. Women tend to not want to relocate.
45
Motherhood Penalty
Working mothers pay a significant wage penalty for having children, more children means the higher the penalty.
46
Overwork
Societal expectation for men as traditional breadwinners influences their perception of work leading to over work (50+ hours a day). Usually when supporting a family.
47
Which groups face the largest gender wage gaps in Canada?
Indigenous (20%) and adult immigrant women (21%). Canadian-born (9%) and immigrant women (11%) who arrived as children face less of a wage gap.
48
In 2022, what was the wage gap for Canadian-born women with a bachelor's degree or higher?
12%
49
In 2022, what was the wage gap for immigrant women who arrived as adults?
30% 😱
50
What reduces the wage gap among women?
Women without a partner and children.
51
Work-Family Interface
Interaction between work, family and home life.
52
Work-Life Balance
The prioritization of work and family domains.
53
Who experiences greater work-life guilt?
Mothers, as they may feel their work identity conflicting with their home identity as parents.
54
How does the work-family interface affect individuals and organizations?
Relates to health, well-being, job satisfaction, employee productivity, and organizational outcomes.
55
What are some effects of work-life conflict?
Negative mental and physical health outcomes, regardless of gender.
56
What is a key criticism of work-life conflict discourse?
Reinforces stereotypes about working parents. especially mothers.
57
Flexible Work Arrangements
Grants employees control over location or timing of work.
58
What are some outcomes of flexible work arrangements?
Positive work outcomes, increased satisfaction, reduction in work-life conflict, and more benefits for women than men. Highly desired, but men are less likely to utilize it.
59
How are men and women who desire flexible work perceived in the workplace?
Evaluated negatively, and recommended for smaller raises. Work flexibility stigma
60
Who is more affected by work flexibility stigma?
Men, as they are seen as less masculine.
61
What are some benefits of parental leave?
Positive benefits for children: lower dropout rates, increased earning potential, and reduced infant mortality rate.
62
How does childcare time compare between academic mothers and fathers?
Academic mothers spend more time on childcare than academic fathers, despite having fewer children.
63
What type of conflict do academic mothers report more of?
More work-family conflict.
64
How does research output differ by gender in academia?
Women, regardless of parental status, had lower research output than men.
65
What is the "daddy quota" in Sweden?
Parental leave for fathers that encourages gender equality, having men take time off for childcare.
66
Work-Family Enrichment
Perspective that sees work and family roles as mutually enhancing, instead of being in conflict.
67
Results-Only Work Environment (ROWE)
U.S. workplace policy that pays employees by output not hours worked.
68
How does breastfeeding and maternal leave connect?
Lack of paid leave means lack of breastfeeding success.

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