SlideShare uma empresa Scribd logo
1 de 15
Performing in a Gendered Work Force By Lacey Ross Gender Roles in Society Professor Dixon
Background Human beings “perform” their gender that we learn through socialization. (Kimmel) Our plight in the world is to become a credible version of the gender in which we believe we are or, that we relate with. (Jeanes) Women are still being treated unfairly in the working environment; lower wages, the “glass ceiling” concept, sexual harassment, and tokenism. (Kimmel) Transgendered indivduals experience an increasing difficult task when changing their sex and retaining the same job. (Schilt & Connell)
Background (cont.) Research shows that individuals who make the change from a women to a man have more opened opportunities; while, a man making the change to be a woman have substantially smaller opportunities and run the risk of, “losing high powered positions.” (Schilt & Connell) This study also illustrated that how people “perform” in the work force determine their level of treatment. (Schilt & Connell) Men who demonstrated more feminine qualities were more likely to be segregated like women are in the work force. (Schilt & Connell)
Hypothesis In the beginning of this project I identified that, in regards to the work force, I wanted to research if individuals in the working environment believe they must “perform” to the stereotypical assumptions made about their gender. Also I wanted to correlate “doing” gender with the inequalities found between men and women in job market. Before conducting my research, I hypothesized that men and women, more specifically women, experience some level of inequality in with their occupation. I also hypothesized that because women experience a higher level of inequality in the job market, they also would have higher expectations to “perform” to the stereotypical assumptions and expectations made by society.
Method For this project I used two types of research methods:              Survey and one personal interview The survey was given to 49 individuals with a variety of different work histories including; corporateand self-employment. The survey participants were asked a series of questions that related to unequal treatment and gender performance I divided the data based on age of the participant
Method (cont.) The interview was conducted with a 65 year-old female who had many years of experience working in a Cannery where, gender inequality was prevalent. She was asked the same questions on the survey sheet along with the narratives she provided from her work history. I removed her name from any written data to be morally and ethically sound.
Results (Survey) This section reflects the combined data of all age groups Out of the 49 individuals surveyed, over 57 percent reported that they have not witnessed and/or experienced any unfair treatment based on gender. However, 22 percent of individuals surveyed admitted that at some point in their careers they had and/or witnessed unfair gendered treatment. Of that same group of 49 individuals, around 49 percent were aware that women are continually bringing less money home than men are.
Results (cont.) When asked if both men and women were capable of being successful in managerial positions 71 percent surveyed agree that men and women equally could be successful. Of the 49 participants surveyed 60 percent believe that companies are becoming less gendered than they were twenty to thirty years ago; however, the majority that agreed the work force appears less gendered, they also pointed out the stereotypes and gender expectations still exist in one form or another.
Results (cont.) 53 percent surveyed said that at one point in time they did feel like they had to “perform” their gender, while a close 47 percent never felt like they had to in their working environment. Finally, the data reflects that 63 percent of the 49 individuals studied thought that currently men and women are offered the same opportunities, for the most part, in their working environment.
Results (cont.) Group 1: ages 16-25, Group 2: 26-35, Group 3: ages 36-45, and Group 4: 46-55 More individuals from Group 4, about 4 out of six, agreed that opportunities for women have drastically increased since they joined the work force. This same group of individuals was more split in regards to women bringing in less money. Group 1 stated that they feel it somewhat necessary to “perform” their gender, while Group 2 (77 percent) stated that gender performance at work was much higher.
Results (cont.) Within Group 3 almost all participants agreed that men and women could equally be successful in a managerial position and, that women and men have the same opportunities at work (60 percent). Finally within Group 1, 70 percent surprisingly were aware that women are bringing home less money than men.
Results (interview) Woman A illustrated in her interview that: Unequal pay was drastically worse then (She was paid $8.75 while men doing the same job as her were being paid between $10-$15) Womanly characteristics such as compassion and emotion were looked down upon in the cannery so she adopted more masculine tendencies. She also stated this, “Women really couldn’t win in my generation. You were either an unhappy housewife, because your husband paycheck couldn’t pay the bills or unhappily employed. Neither allowed women to step outside the preconceived ideas about them. In each setting, women, were suppose to be submissive and supportive. We were expected to be constant performers in a sense.”
Conclusion There appears to be some correlation between gender performance and unequal treatment in the work force. Although from the small sample of date it is important to note that the correlation between gender performance and unequal treatment is not strong enough to make an adequate conclusion. A bigger sample and a more in depth experiment would be sufficient in this scenario.
Conclusion (cont.) There also appears to be a relationship between generations in regards to gender performance in the work force. I believe that this research project is just the beginning of my work with occupation inequality and gender performance.
References Jeanes, E. (2007). The Doing and Undoing of Gender: The Importance of Being a Credible Female Victim. Gender, Work, and Organization. Retrieved July 17, 2009, Academic Search Premier Database. Kimmel, M. (2008). The Gendered Society. (3rd Ed.).New York: Oxford. Schilt, K., & Connell, C. (2007). Do Workplace Gender Transitions Make Gender Trouble?. Gender, Work & Organization. Retrieved July 27th, 2009, Academic Search Premier Database.

Mais conteúdo relacionado

Mais procurados

Sex of an Act of Power and Effects of Gender Roles
Sex of an Act of Power and Effects of Gender RolesSex of an Act of Power and Effects of Gender Roles
Sex of an Act of Power and Effects of Gender RolesSara Manning
 
THREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIME
THREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIMETHREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIME
THREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIMEmattyp99
 
Explaining female crime sociologically
Explaining female crime sociologicallyExplaining female crime sociologically
Explaining female crime sociologicallymattyp99
 
Gender based social reactions powerpoint
Gender based social reactions powerpointGender based social reactions powerpoint
Gender based social reactions powerpointBethannie216
 
2013 why is most crime male crime?
2013 why is most crime male crime?2013 why is most crime male crime?
2013 why is most crime male crime?mattyp99
 
Gender (Crime & Deviance)
Gender (Crime & Deviance)Gender (Crime & Deviance)
Gender (Crime & Deviance)Beth Lee
 
bufferingeffectshonorsthesis
bufferingeffectshonorsthesisbufferingeffectshonorsthesis
bufferingeffectshonorsthesisGa-young Yoo
 
Gender & Crime Booklet
Gender & Crime BookletGender & Crime Booklet
Gender & Crime Bookletmattyp99
 
Module 3 Part 1 Review
Module 3 Part 1 Review Module 3 Part 1 Review
Module 3 Part 1 Review CDOL
 
MarriageandtheFamResearchPaper
MarriageandtheFamResearchPaperMarriageandtheFamResearchPaper
MarriageandtheFamResearchPaperNykolai Blichar
 
Gender and crime draft
Gender and crime draftGender and crime draft
Gender and crime draftsmccormac7
 
Gender and crime revision crime and deviance A2- Lay out for an essay
Gender and crime revision crime and deviance A2- Lay out for an essayGender and crime revision crime and deviance A2- Lay out for an essay
Gender and crime revision crime and deviance A2- Lay out for an essaymillieprice1
 
Relationships AQA Paper 3 PSYCHOLOGY A2
Relationships AQA Paper 3 PSYCHOLOGY A2Relationships AQA Paper 3 PSYCHOLOGY A2
Relationships AQA Paper 3 PSYCHOLOGY A2Haley Ho
 
Desejo sexual com mais de 45 anos
Desejo sexual com mais de 45 anosDesejo sexual com mais de 45 anos
Desejo sexual com mais de 45 anosJosé Roberto Sousa
 
Binary Thoughts on the "Third Gender"
Binary Thoughts on the "Third Gender"Binary Thoughts on the "Third Gender"
Binary Thoughts on the "Third Gender"oyamar
 

Mais procurados (20)

Sex of an Act of Power and Effects of Gender Roles
Sex of an Act of Power and Effects of Gender RolesSex of an Act of Power and Effects of Gender Roles
Sex of an Act of Power and Effects of Gender Roles
 
THREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIME
THREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIMETHREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIME
THREE KEY EXPLANATIONS FOR GENDER PATTERNS IN CRIME
 
Explaining female crime sociologically
Explaining female crime sociologicallyExplaining female crime sociologically
Explaining female crime sociologically
 
Gender based social reactions powerpoint
Gender based social reactions powerpointGender based social reactions powerpoint
Gender based social reactions powerpoint
 
Poster
PosterPoster
Poster
 
2013 why is most crime male crime?
2013 why is most crime male crime?2013 why is most crime male crime?
2013 why is most crime male crime?
 
Gender (Crime & Deviance)
Gender (Crime & Deviance)Gender (Crime & Deviance)
Gender (Crime & Deviance)
 
bufferingeffectshonorsthesis
bufferingeffectshonorsthesisbufferingeffectshonorsthesis
bufferingeffectshonorsthesis
 
Gender & Crime Booklet
Gender & Crime BookletGender & Crime Booklet
Gender & Crime Booklet
 
Gender differences in crime
Gender differences in crimeGender differences in crime
Gender differences in crime
 
Module 3 Part 1 Review
Module 3 Part 1 Review Module 3 Part 1 Review
Module 3 Part 1 Review
 
Women, Crime and Criminal Justice
Women, Crime and Criminal JusticeWomen, Crime and Criminal Justice
Women, Crime and Criminal Justice
 
MarriageandtheFamResearchPaper
MarriageandtheFamResearchPaperMarriageandtheFamResearchPaper
MarriageandtheFamResearchPaper
 
Gender and crime draft
Gender and crime draftGender and crime draft
Gender and crime draft
 
Gender and crime revision crime and deviance A2- Lay out for an essay
Gender and crime revision crime and deviance A2- Lay out for an essayGender and crime revision crime and deviance A2- Lay out for an essay
Gender and crime revision crime and deviance A2- Lay out for an essay
 
Relationships AQA Paper 3 PSYCHOLOGY A2
Relationships AQA Paper 3 PSYCHOLOGY A2Relationships AQA Paper 3 PSYCHOLOGY A2
Relationships AQA Paper 3 PSYCHOLOGY A2
 
Desejo sexual com mais de 45 anos
Desejo sexual com mais de 45 anosDesejo sexual com mais de 45 anos
Desejo sexual com mais de 45 anos
 
Kuhtreiber Final Draft
Kuhtreiber Final DraftKuhtreiber Final Draft
Kuhtreiber Final Draft
 
Sociology crime and gender
Sociology crime and genderSociology crime and gender
Sociology crime and gender
 
Binary Thoughts on the "Third Gender"
Binary Thoughts on the "Third Gender"Binary Thoughts on the "Third Gender"
Binary Thoughts on the "Third Gender"
 

Semelhante a Lacey

Gender inequality in workplace
Gender inequality in workplaceGender inequality in workplace
Gender inequality in workplaceEnoch Reuben
 
Relationship between biographical characteristics and employee behaviour
Relationship between biographical characteristics and employee behaviourRelationship between biographical characteristics and employee behaviour
Relationship between biographical characteristics and employee behavioursooriya karunanithi
 
Newman Research proposal Final Draft (1)
Newman Research proposal Final Draft (1)Newman Research proposal Final Draft (1)
Newman Research proposal Final Draft (1)Ryan Newman
 
Gendered Ethics
Gendered EthicsGendered Ethics
Gendered Ethicstamyd78
 
Sc2220 lecture 9 2012
Sc2220 lecture 9 2012Sc2220 lecture 9 2012
Sc2220 lecture 9 2012socect
 
Sc2220 Lecture 11 2009
Sc2220 Lecture 11 2009Sc2220 Lecture 11 2009
Sc2220 Lecture 11 2009socect
 
Exposing Gender Bias When Considering Male and Female Authors
Exposing Gender Bias When Considering Male and Female AuthorsExposing Gender Bias When Considering Male and Female Authors
Exposing Gender Bias When Considering Male and Female AuthorsPatti Cottonaro
 
Skeletal Summary Core 100 Skeletal Summary Article Title   .docx
Skeletal Summary Core 100 Skeletal Summary Article Title   .docxSkeletal Summary Core 100 Skeletal Summary Article Title   .docx
Skeletal Summary Core 100 Skeletal Summary Article Title   .docxjennifer822
 
Professional Emotion or Legitimate Differences__Research Paper
Professional Emotion or Legitimate Differences__Research PaperProfessional Emotion or Legitimate Differences__Research Paper
Professional Emotion or Legitimate Differences__Research PaperMatthew MacKay
 
What Are Good Persuasive Essay Topics
What Are Good Persuasive Essay TopicsWhat Are Good Persuasive Essay Topics
What Are Good Persuasive Essay TopicsLauren Smith
 
Capstone Final Draft
Capstone Final DraftCapstone Final Draft
Capstone Final DraftKate Sansone
 
Sociology powerpoint
Sociology powerpointSociology powerpoint
Sociology powerpointSamReiner
 
Sc2220 lecture 9 2011
Sc2220 lecture 9 2011Sc2220 lecture 9 2011
Sc2220 lecture 9 2011socect
 
Women and the Wage Gap
Women and the Wage GapWomen and the Wage Gap
Women and the Wage GapMeghan Smith
 
Gender issues in career counseling
Gender issues in career counselingGender issues in career counseling
Gender issues in career counselingKatie Steele
 
Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...
Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...
Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...Jonathan Pfefer
 
Research Study Complete
Research Study CompleteResearch Study Complete
Research Study CompleteEmma Cox
 
Sexism survey
Sexism surveySexism survey
Sexism surveystrixie13
 

Semelhante a Lacey (20)

Gender inequality in workplace
Gender inequality in workplaceGender inequality in workplace
Gender inequality in workplace
 
Relationship between biographical characteristics and employee behaviour
Relationship between biographical characteristics and employee behaviourRelationship between biographical characteristics and employee behaviour
Relationship between biographical characteristics and employee behaviour
 
Newman Research proposal Final Draft (1)
Newman Research proposal Final Draft (1)Newman Research proposal Final Draft (1)
Newman Research proposal Final Draft (1)
 
Gendered Ethics
Gendered EthicsGendered Ethics
Gendered Ethics
 
Sc2220 lecture 9 2012
Sc2220 lecture 9 2012Sc2220 lecture 9 2012
Sc2220 lecture 9 2012
 
Sc2220 Lecture 11 2009
Sc2220 Lecture 11 2009Sc2220 Lecture 11 2009
Sc2220 Lecture 11 2009
 
Exposing Gender Bias When Considering Male and Female Authors
Exposing Gender Bias When Considering Male and Female AuthorsExposing Gender Bias When Considering Male and Female Authors
Exposing Gender Bias When Considering Male and Female Authors
 
Skeletal Summary Core 100 Skeletal Summary Article Title   .docx
Skeletal Summary Core 100 Skeletal Summary Article Title   .docxSkeletal Summary Core 100 Skeletal Summary Article Title   .docx
Skeletal Summary Core 100 Skeletal Summary Article Title   .docx
 
Professional Emotion or Legitimate Differences__Research Paper
Professional Emotion or Legitimate Differences__Research PaperProfessional Emotion or Legitimate Differences__Research Paper
Professional Emotion or Legitimate Differences__Research Paper
 
What Are Good Persuasive Essay Topics
What Are Good Persuasive Essay TopicsWhat Are Good Persuasive Essay Topics
What Are Good Persuasive Essay Topics
 
Article
ArticleArticle
Article
 
Essay About Gender Equality
Essay About Gender EqualityEssay About Gender Equality
Essay About Gender Equality
 
Capstone Final Draft
Capstone Final DraftCapstone Final Draft
Capstone Final Draft
 
Sociology powerpoint
Sociology powerpointSociology powerpoint
Sociology powerpoint
 
Sc2220 lecture 9 2011
Sc2220 lecture 9 2011Sc2220 lecture 9 2011
Sc2220 lecture 9 2011
 
Women and the Wage Gap
Women and the Wage GapWomen and the Wage Gap
Women and the Wage Gap
 
Gender issues in career counseling
Gender issues in career counselingGender issues in career counseling
Gender issues in career counseling
 
Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...
Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...
Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...
 
Research Study Complete
Research Study CompleteResearch Study Complete
Research Study Complete
 
Sexism survey
Sexism surveySexism survey
Sexism survey
 

Último

MINDCTI Revenue Release Quarter One 2024
MINDCTI Revenue Release Quarter One 2024MINDCTI Revenue Release Quarter One 2024
MINDCTI Revenue Release Quarter One 2024MIND CTI
 
Strategies for Landing an Oracle DBA Job as a Fresher
Strategies for Landing an Oracle DBA Job as a FresherStrategies for Landing an Oracle DBA Job as a Fresher
Strategies for Landing an Oracle DBA Job as a FresherRemote DBA Services
 
Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...
Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...
Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...apidays
 
Apidays New York 2024 - The value of a flexible API Management solution for O...
Apidays New York 2024 - The value of a flexible API Management solution for O...Apidays New York 2024 - The value of a flexible API Management solution for O...
Apidays New York 2024 - The value of a flexible API Management solution for O...apidays
 
Artificial Intelligence Chap.5 : Uncertainty
Artificial Intelligence Chap.5 : UncertaintyArtificial Intelligence Chap.5 : Uncertainty
Artificial Intelligence Chap.5 : UncertaintyKhushali Kathiriya
 
[BuildWithAI] Introduction to Gemini.pdf
[BuildWithAI] Introduction to Gemini.pdf[BuildWithAI] Introduction to Gemini.pdf
[BuildWithAI] Introduction to Gemini.pdfSandro Moreira
 
Manulife - Insurer Transformation Award 2024
Manulife - Insurer Transformation Award 2024Manulife - Insurer Transformation Award 2024
Manulife - Insurer Transformation Award 2024The Digital Insurer
 
Strategize a Smooth Tenant-to-tenant Migration and Copilot Takeoff
Strategize a Smooth Tenant-to-tenant Migration and Copilot TakeoffStrategize a Smooth Tenant-to-tenant Migration and Copilot Takeoff
Strategize a Smooth Tenant-to-tenant Migration and Copilot Takeoffsammart93
 
TrustArc Webinar - Unlock the Power of AI-Driven Data Discovery
TrustArc Webinar - Unlock the Power of AI-Driven Data DiscoveryTrustArc Webinar - Unlock the Power of AI-Driven Data Discovery
TrustArc Webinar - Unlock the Power of AI-Driven Data DiscoveryTrustArc
 
Architecting Cloud Native Applications
Architecting Cloud Native ApplicationsArchitecting Cloud Native Applications
Architecting Cloud Native ApplicationsWSO2
 
How to Troubleshoot Apps for the Modern Connected Worker
How to Troubleshoot Apps for the Modern Connected WorkerHow to Troubleshoot Apps for the Modern Connected Worker
How to Troubleshoot Apps for the Modern Connected WorkerThousandEyes
 
Apidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, Adobe
Apidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, AdobeApidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, Adobe
Apidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, Adobeapidays
 
AWS Community Day CPH - Three problems of Terraform
AWS Community Day CPH - Three problems of TerraformAWS Community Day CPH - Three problems of Terraform
AWS Community Day CPH - Three problems of TerraformAndrey Devyatkin
 
Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024
Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024
Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024Victor Rentea
 
Cyberprint. Dark Pink Apt Group [EN].pdf
Cyberprint. Dark Pink Apt Group [EN].pdfCyberprint. Dark Pink Apt Group [EN].pdf
Cyberprint. Dark Pink Apt Group [EN].pdfOverkill Security
 
ICT role in 21st century education and its challenges
ICT role in 21st century education and its challengesICT role in 21st century education and its challenges
ICT role in 21st century education and its challengesrafiqahmad00786416
 
Polkadot JAM Slides - Token2049 - By Dr. Gavin Wood
Polkadot JAM Slides - Token2049 - By Dr. Gavin WoodPolkadot JAM Slides - Token2049 - By Dr. Gavin Wood
Polkadot JAM Slides - Token2049 - By Dr. Gavin WoodJuan lago vázquez
 
Finding Java's Hidden Performance Traps @ DevoxxUK 2024
Finding Java's Hidden Performance Traps @ DevoxxUK 2024Finding Java's Hidden Performance Traps @ DevoxxUK 2024
Finding Java's Hidden Performance Traps @ DevoxxUK 2024Victor Rentea
 
Why Teams call analytics are critical to your entire business
Why Teams call analytics are critical to your entire businessWhy Teams call analytics are critical to your entire business
Why Teams call analytics are critical to your entire businesspanagenda
 
Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...
Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...
Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...Angeliki Cooney
 

Último (20)

MINDCTI Revenue Release Quarter One 2024
MINDCTI Revenue Release Quarter One 2024MINDCTI Revenue Release Quarter One 2024
MINDCTI Revenue Release Quarter One 2024
 
Strategies for Landing an Oracle DBA Job as a Fresher
Strategies for Landing an Oracle DBA Job as a FresherStrategies for Landing an Oracle DBA Job as a Fresher
Strategies for Landing an Oracle DBA Job as a Fresher
 
Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...
Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...
Apidays New York 2024 - Accelerating FinTech Innovation by Vasa Krishnan, Fin...
 
Apidays New York 2024 - The value of a flexible API Management solution for O...
Apidays New York 2024 - The value of a flexible API Management solution for O...Apidays New York 2024 - The value of a flexible API Management solution for O...
Apidays New York 2024 - The value of a flexible API Management solution for O...
 
Artificial Intelligence Chap.5 : Uncertainty
Artificial Intelligence Chap.5 : UncertaintyArtificial Intelligence Chap.5 : Uncertainty
Artificial Intelligence Chap.5 : Uncertainty
 
[BuildWithAI] Introduction to Gemini.pdf
[BuildWithAI] Introduction to Gemini.pdf[BuildWithAI] Introduction to Gemini.pdf
[BuildWithAI] Introduction to Gemini.pdf
 
Manulife - Insurer Transformation Award 2024
Manulife - Insurer Transformation Award 2024Manulife - Insurer Transformation Award 2024
Manulife - Insurer Transformation Award 2024
 
Strategize a Smooth Tenant-to-tenant Migration and Copilot Takeoff
Strategize a Smooth Tenant-to-tenant Migration and Copilot TakeoffStrategize a Smooth Tenant-to-tenant Migration and Copilot Takeoff
Strategize a Smooth Tenant-to-tenant Migration and Copilot Takeoff
 
TrustArc Webinar - Unlock the Power of AI-Driven Data Discovery
TrustArc Webinar - Unlock the Power of AI-Driven Data DiscoveryTrustArc Webinar - Unlock the Power of AI-Driven Data Discovery
TrustArc Webinar - Unlock the Power of AI-Driven Data Discovery
 
Architecting Cloud Native Applications
Architecting Cloud Native ApplicationsArchitecting Cloud Native Applications
Architecting Cloud Native Applications
 
How to Troubleshoot Apps for the Modern Connected Worker
How to Troubleshoot Apps for the Modern Connected WorkerHow to Troubleshoot Apps for the Modern Connected Worker
How to Troubleshoot Apps for the Modern Connected Worker
 
Apidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, Adobe
Apidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, AdobeApidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, Adobe
Apidays New York 2024 - Scaling API-first by Ian Reasor and Radu Cotescu, Adobe
 
AWS Community Day CPH - Three problems of Terraform
AWS Community Day CPH - Three problems of TerraformAWS Community Day CPH - Three problems of Terraform
AWS Community Day CPH - Three problems of Terraform
 
Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024
Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024
Modular Monolith - a Practical Alternative to Microservices @ Devoxx UK 2024
 
Cyberprint. Dark Pink Apt Group [EN].pdf
Cyberprint. Dark Pink Apt Group [EN].pdfCyberprint. Dark Pink Apt Group [EN].pdf
Cyberprint. Dark Pink Apt Group [EN].pdf
 
ICT role in 21st century education and its challenges
ICT role in 21st century education and its challengesICT role in 21st century education and its challenges
ICT role in 21st century education and its challenges
 
Polkadot JAM Slides - Token2049 - By Dr. Gavin Wood
Polkadot JAM Slides - Token2049 - By Dr. Gavin WoodPolkadot JAM Slides - Token2049 - By Dr. Gavin Wood
Polkadot JAM Slides - Token2049 - By Dr. Gavin Wood
 
Finding Java's Hidden Performance Traps @ DevoxxUK 2024
Finding Java's Hidden Performance Traps @ DevoxxUK 2024Finding Java's Hidden Performance Traps @ DevoxxUK 2024
Finding Java's Hidden Performance Traps @ DevoxxUK 2024
 
Why Teams call analytics are critical to your entire business
Why Teams call analytics are critical to your entire businessWhy Teams call analytics are critical to your entire business
Why Teams call analytics are critical to your entire business
 
Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...
Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...
Biography Of Angeliki Cooney | Senior Vice President Life Sciences | Albany, ...
 

Lacey

  • 1. Performing in a Gendered Work Force By Lacey Ross Gender Roles in Society Professor Dixon
  • 2. Background Human beings “perform” their gender that we learn through socialization. (Kimmel) Our plight in the world is to become a credible version of the gender in which we believe we are or, that we relate with. (Jeanes) Women are still being treated unfairly in the working environment; lower wages, the “glass ceiling” concept, sexual harassment, and tokenism. (Kimmel) Transgendered indivduals experience an increasing difficult task when changing their sex and retaining the same job. (Schilt & Connell)
  • 3. Background (cont.) Research shows that individuals who make the change from a women to a man have more opened opportunities; while, a man making the change to be a woman have substantially smaller opportunities and run the risk of, “losing high powered positions.” (Schilt & Connell) This study also illustrated that how people “perform” in the work force determine their level of treatment. (Schilt & Connell) Men who demonstrated more feminine qualities were more likely to be segregated like women are in the work force. (Schilt & Connell)
  • 4. Hypothesis In the beginning of this project I identified that, in regards to the work force, I wanted to research if individuals in the working environment believe they must “perform” to the stereotypical assumptions made about their gender. Also I wanted to correlate “doing” gender with the inequalities found between men and women in job market. Before conducting my research, I hypothesized that men and women, more specifically women, experience some level of inequality in with their occupation. I also hypothesized that because women experience a higher level of inequality in the job market, they also would have higher expectations to “perform” to the stereotypical assumptions and expectations made by society.
  • 5. Method For this project I used two types of research methods: Survey and one personal interview The survey was given to 49 individuals with a variety of different work histories including; corporateand self-employment. The survey participants were asked a series of questions that related to unequal treatment and gender performance I divided the data based on age of the participant
  • 6. Method (cont.) The interview was conducted with a 65 year-old female who had many years of experience working in a Cannery where, gender inequality was prevalent. She was asked the same questions on the survey sheet along with the narratives she provided from her work history. I removed her name from any written data to be morally and ethically sound.
  • 7. Results (Survey) This section reflects the combined data of all age groups Out of the 49 individuals surveyed, over 57 percent reported that they have not witnessed and/or experienced any unfair treatment based on gender. However, 22 percent of individuals surveyed admitted that at some point in their careers they had and/or witnessed unfair gendered treatment. Of that same group of 49 individuals, around 49 percent were aware that women are continually bringing less money home than men are.
  • 8. Results (cont.) When asked if both men and women were capable of being successful in managerial positions 71 percent surveyed agree that men and women equally could be successful. Of the 49 participants surveyed 60 percent believe that companies are becoming less gendered than they were twenty to thirty years ago; however, the majority that agreed the work force appears less gendered, they also pointed out the stereotypes and gender expectations still exist in one form or another.
  • 9. Results (cont.) 53 percent surveyed said that at one point in time they did feel like they had to “perform” their gender, while a close 47 percent never felt like they had to in their working environment. Finally, the data reflects that 63 percent of the 49 individuals studied thought that currently men and women are offered the same opportunities, for the most part, in their working environment.
  • 10. Results (cont.) Group 1: ages 16-25, Group 2: 26-35, Group 3: ages 36-45, and Group 4: 46-55 More individuals from Group 4, about 4 out of six, agreed that opportunities for women have drastically increased since they joined the work force. This same group of individuals was more split in regards to women bringing in less money. Group 1 stated that they feel it somewhat necessary to “perform” their gender, while Group 2 (77 percent) stated that gender performance at work was much higher.
  • 11. Results (cont.) Within Group 3 almost all participants agreed that men and women could equally be successful in a managerial position and, that women and men have the same opportunities at work (60 percent). Finally within Group 1, 70 percent surprisingly were aware that women are bringing home less money than men.
  • 12. Results (interview) Woman A illustrated in her interview that: Unequal pay was drastically worse then (She was paid $8.75 while men doing the same job as her were being paid between $10-$15) Womanly characteristics such as compassion and emotion were looked down upon in the cannery so she adopted more masculine tendencies. She also stated this, “Women really couldn’t win in my generation. You were either an unhappy housewife, because your husband paycheck couldn’t pay the bills or unhappily employed. Neither allowed women to step outside the preconceived ideas about them. In each setting, women, were suppose to be submissive and supportive. We were expected to be constant performers in a sense.”
  • 13. Conclusion There appears to be some correlation between gender performance and unequal treatment in the work force. Although from the small sample of date it is important to note that the correlation between gender performance and unequal treatment is not strong enough to make an adequate conclusion. A bigger sample and a more in depth experiment would be sufficient in this scenario.
  • 14. Conclusion (cont.) There also appears to be a relationship between generations in regards to gender performance in the work force. I believe that this research project is just the beginning of my work with occupation inequality and gender performance.
  • 15. References Jeanes, E. (2007). The Doing and Undoing of Gender: The Importance of Being a Credible Female Victim. Gender, Work, and Organization. Retrieved July 17, 2009, Academic Search Premier Database. Kimmel, M. (2008). The Gendered Society. (3rd Ed.).New York: Oxford. Schilt, K., & Connell, C. (2007). Do Workplace Gender Transitions Make Gender Trouble?. Gender, Work & Organization. Retrieved July 27th, 2009, Academic Search Premier Database.