CMN Org Com Diversity Chapter 9 Sex and Gender Sex and Gender Issues Affect both men and women Women are called the 51 minority Overrepresented in lower level jobs and underrepresented in higher level jobs Inaccurately construed as relatively new entrants to the workforce Devaluation of women s work results in gender and sex based discrimination Difference Between Sex and Gender Sex Is construed as biological Males have XY chromosomes and females have XX chromosomes Gender Refers to perceptions of how men and women and boys and girls should behave Sex and Gender Related Legislation The Equal Pay Act 1963 Title VII of the Civil Rights Act 1964 Executive Orders for Affirmative Action The Pregnancy Discrimination Act 1978 EEOC Guidelines on Sexual Harassment 1980 The Family and Medical Leave Act 1993 Lilly Ledbetter Fair Pay Act 2009 Educational Levels Men have more education than women Approximately 60 of younger advanced degree holders are women White Asian Black and Hispanic women have higher level of education compared to their male counterparts Participation Rates and Income Females represent 51 of the population and nearly half the workforce Approximately 60 women and 73 of men of all ethnic backgrounds participate in the labor force the Sex segregation Occurs when members of one sex constitute 70 or more of incumbents of an occupation Unequal Gender Based Treatment Gender role socialization Process by which social institutions form and shape expectations of acceptable behaviors for men and women Neutralizes the effectiveness of equal pay and antidiscrimination laws Influences personal choices and managerial decision making Gendered job steering Directing applicants to occupations deemed appropriate for their sex Sex Based Discrimination Title VII of the CRA Prohibits discrimination of the basis of sex in employment related matters Disparate Treatment Intentional and differential treatment of an applicant of employee typically a woman Disparate adverse Impact Negative effect of an employer s apparently neutral job policy on a person s employment opportunities Sexual Harassment at Work Place Unwelcome conduct of a sexual nature in the workplace Quid pro quo harassment Submission to or rejection of sexual demands is used as a basis for employment decisions job Hostile environment harassment Unwelcome sexual conduct interferes with performance Approximately 25 75 of women and 15 of men will be harassed in their working lives Barriers of Prejudice Glass Ceiling Invisible barrier preventing minorities from progressing beyond a certain level in organizations Sticky Floors Phenomenon whereby relatively few women or minorities advance past the first or second level of management Glass Walls Horizontal barriers that constrain non dominant group members to certain occupations and positions within organizations Prevents the obtainment of experience and exposure required for advancement Glass Escalator Men s rapid ascent into management and higher level positions after entering femaledominated occupations Glass Cliff Higher likeability of women ant other minorities of obtain leadership positions during times of crisis or decline with higher risk of failure Gender Related Issues Factors affecting feminization of poverty Lower rate of workforce participation Higher employment in part time jobs Male female wage gap Longer life expectancies Gender role socialization affecting job choices Women rarely negotiate their pay Face more resistance and are less likely to succeed Individual Recommendations Obtain knowledge of sex and gender issues To reduce pay disparities women must Complete college and advanced degrees Consciously choose jobs that utilize one s skills Ensure societal support for nontraditional jobs Conduct mentoring to help women employees gain skills for advancement Gather support from male allies Curbing Sexual Harassment Employ more female managers Adopt a zero tolerance policy and communicate it clearly across the organization Be well equipped to identify and curb harassment Regularly train employees concerning acceptable and unacceptable workplace behaviors Breaking the Glass Boundaries Objectively dismantle formidable institutional obstacles that curb female employee advancement Examine the appointment of female employees in challenging positions Ensure that resources are provided to increase opportunities for success Do not use the failure of one minority group member to harm the others