PSYC 300 1st Edition Lecture 19 Outline of Last Lecture I. Gender AwarenessII. Stereotype ThreatIII. Implicit BiasIV. History of WorkV. US Employment RatesVI. Working WomenVII. Occupational ChoicesVIII. Today’s Work WorldIX. Federal LegislationX. Federal Government…XI. Gender Differences in Leadership and Job AdvancementXII. Types of DiscriminationOutline of Current Lecture I. Gender AwarenessII. Barriers that Hinder Women’s AchievementIII. Study: Discrimination in HiringIV. Treatment DiscriminationV. Female Employment in Traditionally Male ProfessionsVI. Discrimination in a Male-Dominated ProfessionVII. Women in AcademeVIII. Women as LeadersIX. Gender Differences in SalariesX. Salary DiscriminationXI. Gender Differences in SalariesXII. Interesting StudyXIII. Women’s Job SatisfactionXIV. The Older Woman WorkerXV. Changing the WorkplaceCurrent Lecture- Gender Awarenesso Daddy’s money to spend on shoeso Honda Fit cars for hero Women need to sleep more- Barriers that Hinder Women’s Achievemento Glass ceiling:  Invisible but powerful barriers that prevent women from advancing beyond a certain levelo Sticky floor:  Women have little or no job ladder, or path, to higher positionso Maternal wall:  Women get less desirable assignments, lower salaries, and more limited advancement opportunities once they become motherso Glass escalator:  Men who seem to be fast-tracked to higher level jobs, often seen in female-dominated occupations 85% of school superintendents are male o Limited mentors and social networkso Discrimination: unfavorable treatment based on gender Stereotypes- Successful manager seen as having male gender-stereotypic traits- Discrimination against women managers who are not “feminine” (Ann Hopkins) Cultural differences Perceived threat When Does Discrimination Operate?- Gender-role stereotyping- Prestigious positions- Gender-inappropriate jobs- Ambiguous qualifications- Study: Discrimination in Hiringo Sent resume to psychology professors to assess qualifications Name—only differenceo Asked if the applicant had the qualifications to be hired Male names: 75% said yes Female names: 45% said yeso Female and male professors were similar in hiring pattern- Treatment Discriminationo Negative Evaluation Delayed rating or work not observed College students assume women professors have less education than men; give lower rating Employers pay attention to non-job related characteristicso Sexual Harassmento Negative gender-related commentso Other negative interactionso Exclusion from informal social interactions o Lack of mentoring- Female Employment in Traditionally Male Professionso Prestigious Occupations: associate with male-dominated occupationso Characteristics of Women in Traditionally Male Professions Similar to men in that area—cognitive skills, motivation, etc.o The Workplace Climate for Women in Traditionally Male Professions Chilly climate, patronizing attitude form some  Judged according to attractivenesso Employment in Traditionally Male Blue-Collar Jobs May be held to stricter standards Sexual harassment is commono Why Are Women Scarce in Certain Occupations? Person-Centered Explanations-female socialization discourage pursuit of these “unfeminine jobs” Situation-Centered Explanations – access/treatment discrimination- Discrimination in a Male-Dominated Professiono 1974: US government forces mines to give 20% of jobs to women and minorities Lois Jenson is hired by a iron mine in Minnesota Began immediately being harassed by men who felt the women were taking theirjobs She remained quiet for 10 years but finally filed a grievance with the Human Rights Department; the mine refused to pay fine In 1988, a lawsuit was filed and 3 years later became the first class action sexual harassment lawsuit In 1998, after an initial trial and an appeal, Eveluth mines decided to settle the case for $3.5 million only days before a jury trial was to begin.o Watch North Country Trailer- Women in Academeo Gender Gap in Service Research (helps with promotion) vs. Service (required by dept but does not help with promotion) Women are assigned more service roles than men which results in additional years to be promoted Both men and women do not want to do these service activities- Women as Leaderso Three types of leaders (Eagly, 2007) Transformational: set high standards and serve as role models by mentoring and empowering their subordinates- More characteristic of women leaders- Linked to higher ratings of effectiveness (Eagly, 2007) Transactional: clarify workers’ responsibilities, monitor their work, reward them for meeting objectives, correct their mistakes- More characteristic of men leaders Laissez-faire: take little responsibility for managing Impact of Gender Stereotypes:- Gender Differences in Salarieso Comparative salaries In 2006, women earned cents for each dollar men earned- By gender and ethnicity- By gender and age- By gender, ethnicity, and education- Within selected occupations After controlling for all other variables, women make less than men at every educational level- Salary Discriminationo Cumulative effect of gender pay gapo Comparable Worth: equal jobs should pay equally  Occupational Segregationo Reactions to Lower Salaries Study: $6.30 vs. $5.30; $10.27 vs. $7.48 Entitlement for men (lower self-confidence for women?) Anger: women feel more anger about inequities than men Denial of Personal Disadvantage- Gender Differences in Salarieso Reasons for differences in salaries Gender differences in investments in the job- Salaries reflect investments in human capital; because of family responsibilities, women, relative to men, reduce their investment in their education and jobs (Bergmann, 2007) Occupational segregation Salary negotiations Wage discrimination- Differential payment for work that has equal or very similar value to employer (AAUW, 2008) Motherhood penalty- Mothers earn significantly less than childless women, even with comparable education, work experience, and job characteristics- Interesting Studyo United nations study 140 subjects who had undergone sex-change operations- MTF: all but 2 received lower salaries over course of career- FTM: all received higher salaries over course of career- Women’s Job Satisfactiono