Presentation Transcript

1. Women & Men in Management

   Chapter 2 – Yesterday and Today
2. 20th Century: A Century of Change The First Half Gender roles Men dominating the workforce Stay-at-home wives Results from: Patriarchal social system Industrial Revolution Stable labor force participation rate (LFPR) 19% Women 80% Men World War I, 1914-1918 Changes in LFPR were slight Men were given preference when they returned
3. Century of Change (The First Half, cont’d) 19th Amendment, 1920 A big step in equality Yet very little change in women’s economic status The Great Depression, 1929-1941 Unemployment rose considerably ‘Breadwinners’ lost jobs and a sense of manhood Growing resentment toward working women World War II, 1939-1945 High demand created for female labor Less of a turnaround when the war ended, unlike WWI
4. The Second Half Changes LFPR for women grew from 31%  60% Largest increase seen in non-Hispanic White women LFPR for men fell from 80%  75% Gap between LFPR of married and single women closed Stages of women in the labor force 1  Single women 2  Married women ages 45-64 3  Younger married women with children Last stage lead to the end of the belief that women belonged strictly at home
5. (The Second Half, cont’d) Changes in educational attainment
6. (The Second Half, cont’d) The role of “the pill” Important advance in science & technology Allowed women to receive an education without fear of unplanned pregnancies Helped women prepare for managerial and professional careers
7. (The Second Half, cont’d) The rise of the White-Collar Job
8. (The Second Half, cont’d) The middle class woman’s drive to work Fueled by: Desire for a higher standard of living Consumerism Desire to send children to college Portrayed as: Helping their spouses Working temporarily to sustain the household
9. (The Second Half, cont’d) The Women’s Liberation Movement Change in public perception Experiences of women in the civil rights movement Resentment of professional women towards barriers Push for legislative and economic action
10. (The Second Half, cont’d) National Organization for Women (NOW) 1st feminist organization since women’s suffrage NOW and other feminist organizations: Expressed concerns about discrimination in: Employment Education Legal system Promoted change in: Hiring and promotion of women The addition of women’s studies Reduction of gender stereotypes
11. Major Legislative Changes Equal Employment Opportunity (EEO) Laws Beginning in the 1960s Restricted discrimination in hiring and promotion Title VII, Civil Rights Act (1964) Prohibits discrimination based on the following, in any employment condition Sex Race Color Religion National origin Pregnancy Sexual harassment
12. Major Legislative Changes Equal Pay Act of 1963 Illegal to pay members of one sex less than the other in equivalent jobs Title IX, Education Amendments of 1972 Banned sex discrimination in educational institutions receiving federal funds Increased opportunities for women’s participation in college athletics
13. The Reaction Men who were threatened Were committed to traditional family roles Were concerned about job security & advancement Viewed affirmative action as ‘reverse discrimination’ Women experienced Backlash against the women’s liberation movement Frustration over incomplete goals
14. Sexual Harassment The public eye NFL  New England Patriots An example of the intimidation and blatant sexism female sportswriters experience U.S. Navy Sexism experienced by females in the military U.S. Supreme Court Clarence Thomas vs. Anita Hill Issue of sexism and racism Sexual harassment in the government system
15. Workplace Romances What is defined as a workplace romance? In the public eye: Bill Clinton and Monica Lewinsky Flirting in the workplace The debate: Perpetuates the stereotype of women as sex objects, destroys the achievement system based on merits Increases risks of potential sexual harassment filings
16. A Snapshot of the Present A dramatically slower rate of change in economic roles and educational attainment Proportion of men in the labor force 2000  present 75%  72% Proportion of women in labor force 1990  2000  present 58%  60%  59%
17. A Snapshot of the Present A closer look at differences for different ethnic and racial groups
18. Sex Segregation of Occupations Occupations in which females and males are not similarly distributed across the occupation are sex segregated Male-intensive occupations 33.3% or less of the work force is female Female-intensive occupations 66.7% or more of the work force is female Sex-neutral occupations Women hold between 33.3%-66.7% of work force
19. Men and Women in Male and Female Intensive Occupations **Experiences tend to differ based on whether people are employed in occupations that are sex-neutral, dominated by the same sex, or dominated by the opposite sex.
20. The Sex Gap in Earnings Change from the 1970s: up from 60% to 80% More women entering male-intensive occupations The remaining 20% is still considerable Exists across occupations, racial and ethnic groups, and national cultures Educational attainment The higher the educational level, the lower the female-to-male ratio
21. The “Cost of Being Female” Message sent to us: Some occupations are more female or male appropriate Lower-paying occupations are for women Higher-paying occupations are for men Work in male-occupations is worth more Work performed by men is worth more than the equivalent performed by women
22. Looking Forward Questions to ask: How should women and men take into account their own sex and others’ sex in the workplace? How can you promote an emergence of action to answer this question? How can we better understand our own and our co-worker’s work roles in order to have positive interactions?
23. Chapter 2 Terms Labor force participation rates Educational attainment White-collar jobs Women’s liberation movement Equal Employment Opportunity (EEO) laws Sexual harassment Workplace romance Sex segregation of occupations Male-intensive occupations Female-intensive occupations Sex-neutral occupations Racial & ethnic segregation of occupations Sex gap in earnings