gender in the workplace dr. heidi strobel & professor meg atwater-singer
TRANSCRIPT
Gender in the Gender in the Workplace Workplace
Dr. Heidi Strobel & Dr. Heidi Strobel &
Professor Meg Atwater-Singer Professor Meg Atwater-Singer
Women Working Outside the Home
Detail from Winslow Homer etching of women filling cartridges at the U.S. Arsenal in Watertown, MA; Harper’s Weekly cover, July 20, 1861
The 20th Century
19th Amendment extended suffrage to womenProposed June 4, 1919 & Ratified Aug. 18, 1920
Double bind: femininity quotientDoes this still exist today?
Inroads made during the Depression and World War II
Real increases after Title IX
Biology v. GenderBiology v. Gender
Biology = physical bodyBiology = physical body Gender = social organization of Gender = social organization of
sexual differencesexual difference
MasculinityMasculinity
IntelligentIntelligent CourageousCourageous HonestHonest MachismoMachismo
– Potent Potent sexualitysexuality
– Affinity for Affinity for violenceviolence
ProviderProvider Ambitious Ambitious ConfidentConfident CompetentCompetent StrongStrong
FemininityFemininity
SoftSoft PassivePassive DomesticDomestic NurturingNurturing EmotionalEmotional DependentDependent
SensitiveSensitive DelicateDelicate IntuitiveIntuitive FastidiousFastidious Needy Needy FearfulFearful
Women’s Double BindWomen’s Double Bind
Madonna Madonna – Chaste, domestic, caring motherChaste, domestic, caring mother
WhoreWhore– Sexy, seducing, fun-loving playmateSexy, seducing, fun-loving playmate
Contemporary’s Ideal Contemporary’s Ideal WomanWoman
SmartSmart CompetentCompetent IndependentIndependent BeautifulBeautiful Thin Thin
SexySexy LovingLoving SensitiveSensitive Competent Competent
domesticallydomestically Emotionally Emotionally
healthyhealthy
Key Leadership SkillsKey Leadership Skills
ConsultingConsulting DelegatingDelegating Influencing Influencing
UpwardUpward Inspiring OthersInspiring Others Intellectually Intellectually
StimulatingStimulating MentoringMentoring MonitoringMonitoring
NetworkingNetworking PlanningPlanning Problem-SolvingProblem-Solving RewardingRewarding Role ModelingRole Modeling SupportingSupporting Team-BuildingTeam-Building
Think-Leader-Think-MaleThink-Leader-Think-Male
Women are ATYPICAL leadersWomen are ATYPICAL leaders Gender stereotypes Gender stereotypes
– Emphasize “natural differences”Emphasize “natural differences”– Mutually exclusiveMutually exclusive– Men & women are more similar than Men & women are more similar than
differentdifferent– More variation among women than More variation among women than
between women & men between women & men
Numbers at a GlanceNumbers at a Glance
50.6 %50.6 %– all management & professional positions all management & professional positions
held by women in 2005held by women in 2005 1.8 %1.8 %
– FortuneFortune 500 CEOs who were women in 500 CEOs who were women in 20062006
0.7 %0.7 %– Increase in women’s representation in Increase in women’s representation in FortuneFortune 500 companies from 2002-2005 500 companies from 2002-2005
Some Corporate PracticesSome Corporate Practices
Gender Discrimination Lawsuits in Gender Discrimination Lawsuits in last 10 yearlast 10 year
Walmart, Home Depot, Lucky Stores, Walmart, Home Depot, Lucky Stores, and Smith Barney and Smith Barney
2004: Walmart vs. 1.6 million 2004: Walmart vs. 1.6 million plaintiffsplaintiffs
Potential Corporate-Gender Potential Corporate-Gender PitfallsPitfalls
““Women don’t want this kind of work” Women don’t want this kind of work” Gender-associated stereotypes in Gender-associated stereotypes in
evaluationsevaluations– ““a sweet person”a sweet person”
Influence of job assignments, training, or Influence of job assignments, training, or promotions promotions – Existence of gender-segregated job ladders or Existence of gender-segregated job ladders or
career pathscareer paths No incentives for bias-free decision-making No incentives for bias-free decision-making Disparate opportunities for advancement & Disparate opportunities for advancement &
pay for equal skillspay for equal skills
Catalyst’s Damned & Catalyst’s Damned & DoomedDoomed
Extreme PerceptionsExtreme Perceptions High Competence ThresholdHigh Competence Threshold Competent but DislikedCompetent but Disliked
Extreme PerceptionsExtreme Perceptions
Too Soft Too Soft – Acting in gender-consistent waysActing in gender-consistent ways– Cooperative, relationship-focused Cooperative, relationship-focused
mannermanner– Not a leaderNot a leader
Too HardToo Hard– Acting in gender-inconsistent waysActing in gender-inconsistent ways– Authoritative, ambitious, task-focusedAuthoritative, ambitious, task-focused– Leader-like, not ladylikeLeader-like, not ladylike
High Competence ThresholdHigh Competence Threshold
Prove again & again Prove again & again – More time and energy than male More time and energy than male
counterpartscounterparts Manage stereotypical expectations Manage stereotypical expectations Work harder to prove equal Work harder to prove equal
competencecompetence
Competent but DislikedCompetent but Disliked
Social disapprovalSocial disapproval Less likely to trust or follow instructionsLess likely to trust or follow instructions Less effectiveLess effective Less personableLess personable Less likely to exert interpersonal Less likely to exert interpersonal
influenceinfluence Appreciated for leadership style or Appreciated for leadership style or
interpersonal style – not bothinterpersonal style – not both
Women Leaders’ Strategies Women Leaders’ Strategies
Talk Openly Talk Openly Show them OtherwiseShow them Otherwise Use Clear & Effective CommunicationUse Clear & Effective Communication Minimize the IssueMinimize the Issue
Talk OpenlyTalk Openly
Immediately confront the inequitable Immediately confront the inequitable situationsituation– Clearly communicate concernsClearly communicate concerns– Note when a comment/behavior is Note when a comment/behavior is
inappropriateinappropriate Do not discount your own feelings or Do not discount your own feelings or
perceptionsperceptions Address assumptions to create Address assumptions to create
awarenessawareness
Show them OtherwiseShow them Otherwise
Show your competenceShow your competence Be consistentBe consistent Be visible, seek high-level Be visible, seek high-level
assignmentsassignments Speak up at meetingsSpeak up at meetings Find a mentorFind a mentor
Clear & Effective Clear & Effective CommunicationCommunication
Let people know what you wantLet people know what you want Ask questionsAsk questions Be diplomaticBe diplomatic Learn the jargonLearn the jargon
Minimize the IssueMinimize the Issue
Learn to ignore gender and act in Learn to ignore gender and act in gender-neutral waysgender-neutral ways
Reframe the issue to your advantageReframe the issue to your advantage Adapt yourself to the contextAdapt yourself to the context
Recognizing Current Recognizing Current Limitations Limitations
Women now comprise a majority of Women now comprise a majority of college graduatescollege graduates
Underrepresented in leadership Underrepresented in leadership positionspositions
Held to a different standard (Clinton)Held to a different standard (Clinton)
ConclusionsConclusions
No single “woman’s No single “woman’s point of view” point of view”
Acknowledge gender’s Acknowledge gender’s rolerole
Push for alternative Push for alternative (nonlinear) career path (nonlinear) career path optionsoptions
ConclusionsConclusions
Groups emphasize preexisting Groups emphasize preexisting gender inequities more than gender inequities more than independent projectsindependent projects
Gender differences impact leadership Gender differences impact leadership positionspositions
Mix assertion with sociabilityMix assertion with sociability