Gender and work

How well are women represented in stem now

- more representation

- still remain unrepresented in certain stem fields e.g. engineers

- degrees in stem fields also remain low

what did begeny et al 2021 find

- despite progress, women still face discrimination at work

- e.g. unfair evaluations, less pay and support, backlash effects, motherhood penalties, intersectional bias

- bias leads to disadvantages for women and unfair advantages for men

- stereotype threats, boosts and internalisation

when did begeny et al conduct their research into women still facing discrimination at work

2021

What did william et al 2016 research

- backlash effects

- women receive backlash for not adhering to traditional gender norms at work e.g. being assertive

- women are far less liked or valued when in a managerial role

when did william et al conduct their research

2016

what did begeny et al 2020 research

- investigated fields where gender diversity has grown

- managers asked if bias is still occurring

- managers claimed less bias yet gave female workers worse evaluation and pay

- bias is kept alive by those who claim it is dead

- diversity does not equal equality

when did begeny et al conduct their research into whether bias is still exists

2020

what did danbold et al 2019 research

- men and white people think there is enough diversity, even when there are still low numbers for minorities within a workforce

- those from minorities think there is enough diversity when there is an equal split

- this may be due to men and white people trying to retain power so they say it is diverse when it is not

when did danbold et al conduct their research

2019

why do women still remain scarce in top positions

- women are choosing not to progress

- structural barriers and gender biases stop women from progressing e.g. sexual harassment and lack of childcare options

- choice is therefore taken away - women have to choose to work time because structural barriers don't give them any other choice

what did cheryan et al 2017 research

- to provide women with real choice, structural barriers need to be broken down

- reduce discrimination and foster better attitudes for women when it comes to stem

- break down masculine culture of fields and give more early experience and encouragement to women

- this may close the gap

when did cheryan et al conduct their research

2017

what did eagly et al 2002 research

- role congruity theory

- found incongruity between stereotypes about women and leaders

- leaders = agentic

- women = non agentic

- this can lead to two forms of prejudice - descriptive and prescriptive

what is the difference between descriptive and prescriptive prejudice

- d = negative evaluation of womens leadership potential

- p = negative evaluation of womens leadership behaviour e.g. if they are assertive

when did eagly et al conduct their research

2002

what did schein et al 1996 find

- male students associate management with male traits

- women do not

- this effect exists across culture

when did schein et al conduct their research

1996

what did ryan et al 2005 research

- glass cliff phenomenon

- women are appointed in leadership roles in times of crises - usually ends in failure - more so than men

- men are appointed after the crises - seemingly fixing it

when did ryan et al conduct their research

2005

what did smith 2014 find

- female headteachers are more appointed in schools in at risk districts

when did smith conduct his research

2014

what did morgenroth 2020 find

- meta analysis found women are seen as less suitable for leadership roles and yet are selected more in times of crises

- this effect is also found for racial minority groups

- this effect particularly occurs in countries with higher gender inequality

when did morgenroth conduct their research

2020

what did morbarak et al 2016 find

- meta analysis found greater diversity has both positives and negatives

- consistently good outcomes e.g. job satisfaction and commitment

when did morbarak et al conduct their research

2016

what did georgeac et al 2023 find

- the business case - diversity makes money

- implying diversity makes money is bad

- makes it seem like diversity needs to prove itself to be useful

- diversity in the workplace should be framed as fairness and equality

- if not, this can lead to social identity threat which can cause a lower sense of belonging and thus less attraction to a job

when did georgac et al conduct their research

2023

what did kim et al 2018 find

- expectation that more women in the workforce promotes equality can make women feel responsible for fixing equality

- lean in messaging - women feel self doubt and are told to be more confident

- this can actually lower confidence - women feel they have to change themselves rather than the focus being on fixing the structural constraints that hold women back

when did kim et al conduct their research

2018

what was fitzgerald et al 2018 research

- sexual harassment is everywhere

- makes the workplace less welcoming for women

when did fitzgerald et al conduct their research

2018

what was hodges et al 2013 research

- women are expected to be good at their career and be good mothers

- mental switch between the two is difficult

- this expectation is not true for men

when did hodges et al conduct their research

2013

Evaluation point for Begeny et al 2020

- Intersectional lens - how do black women experience work

- Double jeopardy hypothesis