WMST- Chapter 8 Flashcards
(25 cards)
bona fide occupational requirement (BFOR)
a true requirment of a job, meriting a possibly discriminatory effect. example: to work in a warehouse one might have to meet height and strength requirments which may discriminate against many women, disabled people. the discrimination is legal if it is a BFOR
deviance neutralization
rationalization stratagies engaged in to minimize the extent to which one deviates from a real or perceived norm. example: a woman concerned with earning more than her husband might claim that his work is higher level than hers or might minimize her earnings to not impact his self-esteem.
emotional labour
identified by Arlie Hoschild: the performance of workplace tasks primarily aimed at displaying agreeable emotion and producing comfort in others. largely more required and expected in female dominated jobs (secretaries, flight attendants)
employment equity
term coined by Justice Rosalie Abella (1980): describes a process of planning for full workplace integration of Canada’s four equity-seeking groups (women, Aboriginal people, people with disabilities, visible minorities). distinguished from US-style affirmitive action
equality
samness of treatment and freedom from discrimination in the form of denial of rights that others enjoy
equity
fairness of treatment, which may mean that different individuals are treated differently to ensure they are able to participate fully in society
family wage
term from the 19th century: describes a wage sufficient to allow a male breadwinner to support a wife and children
family-friendly workplace policies
policies and workplace cultural changes that reduce conflict between workers employment and their family responsibilities. examples: child care, support for breastfeeding mothers, provisions for eldercare, flexible working arrangments, leave provisions, employment assitance programs
glass ceiling
barriers (often informal, unconsious, or invisible) to the advancement of a qualified person within a given organization soley based on the person’s gender/minority status
glass cellar
Warren Farrell’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 segregation
segregation within occupations in different fields that are roughly similar in terms of education and skill. example: secretary work and truck driving
hostile-environment sexual harassment
the creation of a threatening and hostile atmosphere aimed at making women (or others) feel unwelcome, unsafe, and compromised
labour force participation
the condition of either being employed or being unemployed but seeking work. usually measured as a percentage of teh population between 16 and 65
male breadwinner/female housewife model
a theoretical construct, once supported by legislation and policy, that saw the family as constituted by an earner whose wages supported a dependent non-earner. “his” role is to provide and “her” role is to care
Meiorin test
a stringent and multi-part test that employers can apply to ascertain whether a potentially discriminatory requirment is a BFOR
mommy track
the phenomenon wherby mothers might retain paid employment while giving up the possibility of career advancement they might 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 the latter
pin money
17th century term still used to describe small amounts of money that can be used by women for discretionary or frivolous spending
precarious employment
work that does not conform with the typical understanding of a stable, full-time job in which one works full-time on the employer’s premises with some degree of job security
quid pro quo sexual harassment
a form of sexual harassment legally recognized in the US; the offer of benefit in exchange for sexual favours, or the threat of retribution if sexual favours are not recieved
tokenism
the phenomenon that makes women and minorities highly visible within previously unitegrated organizations. because they are always regarded as representing a group, tokens experience a variety of difficulties and frustrations, and their hiring and promotion may not change the workplace significantly for others.
vertical segregation
segregation associated with differences of education, experience, and skill within the same field. example: legal secretarial work and judging (both 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.
