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Stereotypes of gender in the classroom
Gender roles and stereotypes in school
Gender roles and stereotypes in school
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This paper analysis comes from a study done by Coffey and McLaughlin where they want to test out the Portia Hypothesis. This hypothesis states that females with masculine monikers are more successful in legal careers. This study is the first empirical test of this hypothesis. The researchers want to find out if women with more masculine names have more success in becoming legal judges than women with more feminine names. In order to test their hypothesis, Coffey and McLaughlin focus solely on the state of South Carolina for their data. The researchers needed to look at the correlation of an individual’s advancement to a judgeship and their name masculinity. So, they combined the data on the names and genders of the entire population of registered
In Oklahoma, people do not like to be confused with Texans, even though the culture is very similar. Each state has their own individual governments and those governments address the issues within their own state. The states themselves can almost be seen as individual little countries, with their cultures a unique feature to each state. According to the Hofstede Center, “the Masculinity side of this dimension represents a preference in society for achievement, heroism, assertiveness and material rewards for success. Society at large is more competitive. Its opposite, femininity, stands for a preference for cooperation, modesty, caring for the weak and quality of life. Society at large is more consensus-oriented” (Hofstede). Taking the criteria that were used in the Hofstede center, this research will apply the same type of criteria to rank each of the states. While most of the criteria will work for this study, some different but similar criteria will be used. The areas that will be used to rank each state from the most masculine to the most feminine will be business tax, education, gun control laws, women’s reproductive rights, and the types of leaders that are elected in each
Yet another argument against Levitt and Dubner is the outcry surrounding the processes used to devise their controversial conclusions. While many opponents challenge the nature of the studies, people like Charles Jobs said their statistical methods were wrong. He illustrates how Freakonomics suggests “socioeconomic situations which violate a normative standard involving real life situations” (Jobs). He cites the naming study, which challenges the fabric of many people’s core beliefs and is viewed by many as unethical. Jobs attacked the virtue of the study by citing Levitt and Dubner’s conclusion of how “a person with a distinctively black name… does have a worse life outcome than a woman named Molly or a man named Jake” (119). He was just one of the many outspoken critics who claimed the study had no true bearing on possible events.
Wells, Celia. “Women Law Professors – Negotiating and Transcending Gender Identities at Work.” Feminist Legal Studies 10.1 (2002): 1-38. Web. Springer Link 3 March 2014.
Hessick, C. (2010). Race and Gender as Explicit Sentencing Factors. Journal Of Gender, Race &
Ann Hopkins filed suit against her former employer Price Waterhouse in District Court in 1984. Hopkins charged Price Waterhouse with gender discrimination during their decision on her partnership validity for the company. In the end the court ruled in favor of Hopkins and they said, “the Policy Board’s decision not to admit the plaintiff to partnership was tainted by discriminatory evaluations that were the the direct result of its failure to address the evident problem of sexual stereotyping in partner’s evaluations.” (Ann Hopkins (B) Case Page 1) It is also important to note that in 1989 the Supreme Court lowered the standards of proof for this case and sent the case back to District Court. With the lower proof standards, the court was again
Única Oconitrillo was a teacher and “she was let go when the shortage of professionals was over” (37). After being fired, Única’s life went into a downward spiral and she found herself living in the dump. The dump was a place in Río Azul where trash was disposed and people lived. The dump can be described as “an ant hill of women, men, and children of indecipherable age, rats and mice, dogs, and buzzards, and hundreds of thousands of insects” (24). When Única arrived in the dump “several founders of the divers’ community welcomed the teacher and helped her to put up her shack, at times even with pieces generously donated from neighboring shacks.” (26). This led Única to be optimistic and she said, “there’s nothing here, but you can find everything”
...King, R., and Mauer, M., (2007). The Sentencing Project. Uneven Justice: State Rates of Incarceration by Race and Ethnicity. Retrieved from http://www.sentencingproject.org/doc/publications/rd_stateratesofincbyraceandethnicity.pdf
Gender stereotyping is when beliefs concerning the characteristics of both women and men that contain both good and bad traits. Gender stereotyping affects both men and women but usually targets the woman more harshly (Cooks & Cusack, 2011, p.1). Gender is something that is very unique and a very interesting topic. “It has obvious links to the real world, first in the connection between many grammatical gender systems and biological size, which underpin particular gender systems and also have external correlates”(Corbett, 2013). For an example gender-based violence against women is widely recognized as a critical concern for women in all part of the world (Cooks & Cusack, 2011, p.28). Now day’s women are underrepresented in the business world today, 16 percent of corporate officers in the U.S are women and 1 percent of all of the CEO positions in the Fortune 500 companies (Baron & Branscombe, 2012). In the workplace there are glass ceilings that are barriers based off of attitudinal and organizational bias that prevent qualified women from making it to the supervisory positions. As time elapsed that generation of women like that no longer existed. Women starting taking job positions and having supervisory positions in the workplace. It was no longer the thing that women would not work when they got older. Males also have a stereotype of being strong and being the head of the household in a family. “Masculine gender markers
Sex or gender discrimination is treating individuals differently just because an individual is a female (woman) or male (man). One issue in today’s job market is gender stereotypes in the workplace and hiring. Gender plays an important role in the workplace. Gender stereotype play a large factor in the workplace. It is evident that females, when compared to males in the workplace, take more subservient roles. Gender stereotypes in the workplace stemmed from the assumption that women belong at home taking care of the children, while men work and make money to support the family. Despite reductions in blatant forms of discrimination, women continue to experience subtler forms discrimination, such as having their input in groups ignored and having their performances devalued (Ridgeway and Correll 2004; Valian 1999). Although many presumes that gender stereotypes targets women, there are just as many stereotypes geared toward men. Both men and women have legal protection against gender discrimination in the hiring process or workplace. Gender stereotypes do exist and influence perceptions of both men and women in everyday life. Sometimes gender bias in job descriptions can deter women that qualifies for the job from applying for the positions. There were many studies that proved that gender and racial biases can affect how employers evaluate potential candidates’ applications, leading employers to favor white male applicants more over equally qualifies women and people of color. The impact of gender bias in the hiring process is implausible. For example, in a double-blind study, science faculty members were asked to evaluate a fictitious student application who was randomly assigned a male or female name for a laboratory manager position. The applicants name was either John or Jennifer. Although both applicants had the same qualifications and experience, the results from the study showed that the faculty members
In “The ‘Name Game’: Affective and Hiring Reactions to First Names,” the authors conducted two studies. In the first study, researcher Cotton composed a collection of names into four specific categories: Common names, African-American names, Russian names (usually racially classified as White) and Unique names. The sample included 48 names (six males and six females from each of the four categories) in the study. Cotton mentions the use of a Likert scale ,in the study, ranging from 1 (strongly disagree) to 7 (strongly agree) and “the respondents were asked to evaluate names across a variety of dimensions, including uniqueness, likeability, nationality, and gender.” The Common names were rated at 1.5 or below as being “different”: John, Robert,
Renzetti, C. M., Curran, D. J., & Maier, S. L. (2012). Women, men, and society. Boston: Pearson.
Porter, B. A., & Kennison, S. M. (2010). Differences in Men's and Women's Knowledge of and Memory for Names. North American Journal of Psychology, 12(3), 433-444.
At a young age certain preconceive notions about a gender are created—gender schemas—which then shapes the way we view the world. The inequality comes forth when the schema limits themselves to the particular subset of behaviors and attitudes appropriate to their own gender. These limitations can be seen throughout our society. For instance, Researcher, Woodington (2010) explores the stereotypes on sex discrimination towards women in the legal profession and seeks to dismantle this discrimination by assimilating the cognitive principles of the gender schema theory. The journal articles claim that schemas create “gender role stereotypes which are also a primary mechanism for reinforcing sex discrimination towards women in the legal profession due to their basis in the social roles traditionally occupied by women and men” (135). Therefore, by dismantling these schemas that categorize genders will aid in dismantling sex discrimination.
Discrimination for women in the workforce in the 1900’s were fewer than 25% of those who participated in the labor market. But in today’s time the percent has risen to around 75% and is still growing. As many women were affected in the workforce by prejudice. One in four women go though discrimination during the workforce process at least once during her life. Unlike men women are more likely to accept a lower income job because they have a house to clean, and also a husband and family to take care of. A fact is known that all women will make less over their lifetime then men will. More women are encouraged to follow the stereotypical career path such as nursing and teaching then doing construction work or even being a truck
Prentice D.A. and Carranza E. (2002). What Men and Women Should Be, Shouldn’t Be, are allowed to be