Professional Documents
Culture Documents
Lecture 8
Lecture 8
labour force: line 50% (men started out at 68% to 54%) (women 32% to 46%) = rich parity
- management: gap is narrowed over time, but in 2012, 59% is men. Really stabilise &
ST EREOTY PES regressed = not quite rich
- housework: increasing parity in amount of domestic labour
- “stereotypes are beliefs about the characteristics, attributes and behaviours of members
- drop over time: slowed down in recent years (men>women)
of certain groups” (Hilton & von Hippel, 1996)
- Stereotypes can be accurate representations of observed group differences (and like
object schemas, they can allow for efficient information processing) … however, they can GEN DE R S EG RE GATION
also be entirely inaccurate & disconnected from any real differences
There are two main domains of gender segregation in Western countries: occupation & status
THE SURGEON RIDDLES
- Last week, a boy who was badly injured in the car crash that killed his father was rushed to
the Royal Brisbane and Women’s hospital
- On walking into the operating theatre, however, the surgeon refused to carry out the
operation, saying “I can’t operate on the boy, he’s my son!”
- How is this possible? The surgeon is the mother
o in 2014, 86% of Boston UGs could not solve the riddle
- the power of stereotype in gender
The last 5 decades has seen a substantial improvement in the representation of women in the
workforce. Many of these changes (at least among higher income, non-minority women) can be
traced back to WWII - In the university representation of gender
- Women are overrepresented at undergraduate students until president (men dominate)
- support men o more senior = more likely are men
- however, it wasn’t necessarily plain sailing
WO( MEN )’S WORK
And although women now participate at high levels in most Western countries, gender differences
still exist and change appears to be stagnating - Most job can be categorised as men’s or women’s work
- Not many occupations have equal gender
- Women = cleaner, teacher, nurse, child-taker
- Men = construction industry, strength, senior, arm services, influential positions
IS IT A PROBLE M?
- Women’s work is typically less well paid, excludes many desirable jobs and provides
women with less voice when responding to important issues
- Discourage women from pursuing masculine occupations
SCHEIN, MUELLER, LITUCHY & LIU (1996): MANAGERS ARE STILL MEN
- Investigated whether TMTM association held 2 decades later across countries
- On average, they found evidence for the TMTM across countries and both genders
- However, the association of what you thought what the manager & what man was
generally stronger for men than women, especially in the US
o Female respondents did not show any gender bias
RYAN, HASLAM, HERSBY & BONIORNO (2011): THINK CRISIS, THINK FEMALE
- Found - that the woman was preferred when the position was risky
- People are more likely to think that women have what it takes to be a successful leader - Similar to TRTF = when in improving company, man > female
- Different in stereotypes of what it takes to be a manager of a successful organisation vs - When declining, female > man
failing organisation o CV is better in woman = better opportunity to be chosen
- Circle the attributes that characterise a good manager of successful organisation and a - GLASS CLIFF = women are more likely to get the tough one
good manager of failing organisation o When want to try something different at struggling company = choose woman
- Manager of successful organisation = similar to TMTM (men > female)
- BUT, in failing organisation = women > men – being women is an advantage in doing a
good job [Think Crisis Think Female] CARE ER PR OG RE SS ION
o Women are better at dealing with tricky situations
- Discrimination is less pronounced
- But still see underrepresentation of women
RYAN & HASLAM (2004): APPOINTING LEADERS - Today, occupational choice is largely seen to be seen to be a matter of free choice
- Participants were asked to select a candidate (from 2 men and 1 woman) for a leadership - But, having a choice doesn’t mean being free of subtle forms of influences
position when things are going well or going badly
o CV: 1 man has weaker CV, and both another man and woman has equivalent CARE ER PR OTOTYPES
appropriateness to be a leader in a company
- What kind of ideal person is like?
- Highly influenced by most senior people
o Mostly, the senior people are men – ideal to have masculine attributes
o When woman in an organisation & look up in the occupation which have men =
see that you’re different from ideal leading member of occupation opt out
because feel don’t fit in
T HE S URGICAL CAR EE R
It is a problem…
- In meritocratic condition = people show greatest gender bias (higher bonus in male than
female)
- In autonomy condition = people gave equal bonusses to both gender