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Foley, Sharon, Hang-yue Ngo, Raymond Loi, and Xiaoming Zheng. "Gender, gender identification and perceived gender discrimination." Equality, Diversity and Inclusion: An International Journal 34, no. 8 (November 16, 2015): 650–65. http://dx.doi.org/10.1108/edi-05-2015-0038.
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Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/approach – Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses. Findings – The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination. Practical implications – The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions. Originality/value – This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.
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Reading, Jon C., and Alastair K. Ager. "Teaching Age and Gender Discrimination by the Enhancement of Criterion-related Cues." Behavioural and Cognitive Psychotherapy 18, no. 3 (July 1990): 207–19. http://dx.doi.org/10.1017/s0141347300009708.
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Teaching procedures encouraging the “errorless” acquisition of discriminations through the enhancement of criterion-related cues have proved popular and effective in work with individuals with severe learning difficulties. To date, however, their application has primarily been restricted to the learning of relatively simple discriminations, such as size and colour. The present study describes the successful implementation using two adults with severe learning difficulties of a teaching programme adopting this approach with respect to the skills of age and gender discrimination. Along with encouraging generalization and maintenance data, this success suggests that procedures involving the enhancement of criterion-related cues may have utility with a far broader range of tasks than previously considered.
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Khorasani, Soheil Dastmalchian. "Gender Discrimination or Respect?" European Journal of Social Sciences Education and Research 10, no. 2 (May 19, 2017): 115. http://dx.doi.org/10.26417/ejser.v10i2.p115-118.
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In recent years, sociologists pay special attention to the challenging issue of sexual discrimination which has been converted to a hot topic nowadays. The main issue is why women are inhibited to attend in a special socio cultural events despite of presence law, rule and regulation in that area. So, in order to find out the answer of this question, the authors decided to conduct an analytic short communication using a search in the literature. As the main problem was emerged in Iran, besides reviewing International documents and conventions allocated to women, national – Iranian- literature such as academic papers, reports, newspapers and magazines were also searched. Comparing the written documents to real situations showed inconsistency; because although there was no limitation for participating women in such activities, the execution of laws has been failed. The barriers seem to be categorized in Macro and Micro levels which could be resolved by clarifying, defining and planning specific strategies in their related area. Obviously, in depth exploration of the major concept need qualitative studies.
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Suyama, Natsuka, Minoru Hoshiyama, Hideki Shimizu, and Hirofumi Saito. "Event-Related Potentials for Gender Discrimination: An Examination Between Differences in Gender Discrimination Between Males and Females." International Journal of Neuroscience 118, no. 9 (January 2008): 1227–37. http://dx.doi.org/10.1080/00207450601047176.
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Kecskés-Kovács, Krisztina, and István Czigler. "Event-related potentials correlates of gender face discrimination processes." Pszichológia 34, no. 3 (September 2014): 207–24. http://dx.doi.org/10.1556/pszicho.34.2014.3.1.
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Kobrynowicz, Diane, and Nyla R. Branscombe. "Who Considers Themselves Victims of Discrimination?: Individual Difference Predictors of Perceived Gender Discrimination in Women and Men." Psychology of Women Quarterly 21, no. 3 (September 1997): 347–63. http://dx.doi.org/10.1111/j.1471-6402.1997.tb00118.x.
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We focus on the general issue of how and why individuals might decide if they have been victims of gender discrimination and how social status differences between women and men may change the significance of experiencing gender discrimination. Because both self-protective and situational factors have been found to influence interpretation of prejudicial events, in the present study we explore several individual-difference factors that might differentially predict perceived gender discrimination in women and men. We found that, for men, low self-esteem and high personal assertiveness were related to higher ratings of personal discrimination. Low self-esteem was also related to men's perceptions of discrimination against men as a group. For women, high need for approval was negatively related to perceptions of personal discrimination whereas depression was positively related. Depression was also related to higher ratings of discrimination against women, as was feminism. We argue that perceptions of discrimination serve different purposes for structurally privileged and disadvantaged groups.
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White Hughto, Jaclyn M., and Sari L. Reisner. "Social Context of Depressive Distress in Aging Transgender Adults." Journal of Applied Gerontology 37, no. 12 (November 30, 2016): 1517–39. http://dx.doi.org/10.1177/0733464816675819.
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This study investigates the relationship between discrimination and mental health in aging transgender adults. Survey responses from 61 transgender adults above 50 ( Mage = 57.7, SD = 5.8; 77.1% male-to-female; 78.7% White non-Hispanic) were analyzed. Multivariable logistic regression models examined the relationship between gender- and age-related discrimination, number of everyday discrimination experiences, and past-week depressive distress, adjusting for social support, sociodemographics, and other forms of discrimination. The most commonly attributed reasons for experiencing discrimination were related to gender (80.3%) and age (34.4%). More than half of participants (55.5%) met criteria for past-week depressive distress. In an adjusted multivariable model, gender-related discrimination and a greater number of everyday discrimination experiences were associated with increased odds of past-week depressive distress. Additional research is needed to understand the effects of aging and gender identity on depressive symptoms and develop interventions to safeguard the mental health of this vulnerable aging population.
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Handayani, Wuri. "Diskriminasi Gender Dalam Pendidikan." MUWAZAH 10, no. 2 (December 25, 2018): 198. http://dx.doi.org/10.28918/muwazah.v10i2.1784.
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This article is an analysis of gender discrimination discourse in education. Using qualitative methods, the literature study aims to produce substantive theoritical formations based on concept in gender discourse in education. This paper explore about the issue of gender in the educational process discrimination theoretically. The issues reviewed was what, how and what is the impact of gender discrimination in education. This study made the literature regarding themes related, formal documents on gender mainstreaming as well as qualitative data and secondary data about the gender discourse. This study uses a micro approach that is “region” process or social interactions among individuals in the process of learning, namely students and teachers, by without prejudice to the importance of the meaning of the macro approach. The results of this literature review is gender discrimination in education particularly in the learning process as a “hidden curriculum”. Gender discrimination in education occur due to the socialization process (internalization, externalization and objektivation) values of gender in the learning process so as to strengthen the gender-role identity of students and can have an impact on the achievement of education is not optimal (shortchanged).
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Špadina, Helga. "Labour Discrimination Related to Pregnancy and Motherhood in Croatia." European Journal of Economics and Business Studies 6, no. 1 (December 1, 2016): 62. http://dx.doi.org/10.26417/ejes.v6i1.p62-67.
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In 2012, Croatian Office for Gender Equality published report on position of pregnant workers and working mothers on the national labour market. Survey results clearly demonstrated concerning situation in the labour market where every second pregnant woman was dismissed due to pregnancy. The remaining 50% of pregnant workers and working mothers faced denial of one or more labour rights due to pregnancy or childcare. Apart from violation of basic human rights in the labour market, pregnant workers and working mothers faced discriminatory practices in financial sector i.e. denial of right to take bank loans. These practices are contrary to current Croatian labour and gender equality legislation, as well as European and international legal standards related to protection of pregnant workers and working mothers. Nonethless, due to high national unemployment rate, women faced with labour discrimination rarely use available legal remedies. This paper analysis legal framework applicable to labour discrimination of pregnant workers and working mothers, primarily through the lens of applicable European acquis communautaire i.e. Directives. It also investigates case law of Croatian courts and the European Court of Justice related to labour discrimination of pregnant workers and working mothers. More specifically, research explores convergences and divergences of national and European case law. The aim of the paper is to contribute to academic discussions on the labour market gender equality and measures necessary to achieve full respect of all national and international legal standards.
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Lanier, Patricia A., John R. Tanner, and Brandi N. Guidry. "A Comparison of Gender and Gender-Related Issues in the Business Disciplines." Public Personnel Management 38, no. 3 (September 2009): 51–70. http://dx.doi.org/10.1177/009102600903800304.
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The study described the situation of female professors within the business disciplines of accounting, economics, management, and marketing in order to collect information concerning gender-specific employment experiences. Results indicate that gender inequity within academia still exists. For example, the percentage of female faculty has increased to only 24.3% of the total. Furthermore, those surveyed were asked to respond to questions concerning their discriminatory experiences with regards to gender. The majority of women had encountered gender-related discrimination. However, the percentage of respondents (N = 707) in the senior ranks (50%) was much greater than the AACSB national averages, which show females making up only 36.5% of senior business faculty. Implications of these findings are discussed at the end of this article.
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Triana, María del Carmen, Mevan Jayasinghe, Jenna R. Pieper, Dora María Delgado, and Mingxiang Li. "Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context." Journal of Management 45, no. 6 (June 8, 2018): 2419–47. http://dx.doi.org/10.1177/0149206318776772.
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We draw on relative deprivation theory to examine how the context influences the relationship between employees’ perceptions of gender discrimination and outcomes at work using a meta-analysis and two complementary empirical studies. Our meta-analysis includes 85 correlations from published and unpublished studies from around the world to assess correlates of perceived workplace gender discrimination that have significant implications for employees. We extend relative deprivation theory to identify national differences in labor laws and cultural norms as contextual factors that affect the threshold for feeling deprived and moderate the relationship between perceived workplace gender discrimination and employee outcomes. Findings show that perceived gender discrimination is negatively related to job attitudes, physical health outcomes and behaviors, psychological health, and work-related outcomes (job-based and relationship-based). Correlations between perceived workplace gender discrimination and physical health outcomes and behaviors were stronger in countries with more broadly integrated labor policies and stringently enforced labor practices focused on promoting gender equality. Correlations were also stronger in countries with more gender-egalitarian cultural practices across multiple employee outcomes of perceived workplace gender discrimination. Further, results from two complementary studies (one employee survey and one experiment) supported the meta-analytic findings and provided evidence of the relative deprivation rationale central to our theory. Implications for research and practice include the need to consider the influence of the country context in organizational decisions to prevent and address gender discrimination and its consequences for employees and ultimately, for employers.
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Sugianti, Iis. "Gender Discrimination in Orhan Pamuk's 'Snow' and Khaled Hosseini's 'A Thousand Splendid Suns'." Lensa: Kajian Kebahasaan, Kesusastraan, dan Budaya 8, no. 1 (December 10, 2020): 43. http://dx.doi.org/10.26714/lensa.8.1.2018.43-55.
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Women's life without discrimination or violence is the freedom and entitlement of women's rights. The objective of the study is to achieve the idea. Dealing with it, the researcher applies feminism approach proposed by Damewood's theory of gender discrimination. Gender discrimination refers to the practice of granting or denying rights or privilege to a person based on his/her gender that is longstanding and acceptable to both genders. The novel `Snow` and `A Thousand Splendid Suns` focus on gender discrimination, violence, oppression, and struggle to fight against them. The researcher explores how gender discrimination, patriarchy culture and most of violence and oppression happened in family and country. The phenomenon of violence is not only a discrimination done by husbands who do gender discrimination in family, but also a fight done by a wife to fight against them, it depends on its case. In `Snow`, the women character faced many problems related to their headscarves. They are discriminated by their government and parents. Kadife is depicted as a brave woman. She tries to defend women‟s right in Kars to keep on using their headscarves. While in A `Thousand Splendid Suns`, the limitation of women`s activity happened. Women are banned to get education and they should stay at home. Mariam and Laila get oppression and violence by their husband. Their struggle is shown in the murder of their husband, Rasheed. The unstable practice of gender discrimination was continuously preserved by the culture, not religion. It was like a patriarchal culture that is one of clear examples of the women phenomena in the world and it can be in the form of prohibition and limitation of the role of women in the public area.
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Pietiläinen, Marjut, Jouko Nätti, and Satu Ojala. "Perceived gender discrimination at work and subsequent long-term sickness absence among Finnish employed women." European Journal of Public Health 30, no. 2 (November 7, 2019): 311–16. http://dx.doi.org/10.1093/eurpub/ckz156.
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Abstract Background Discrimination has many kinds of consequences for employees and their well-being. This is an important aspect when considering certain issues, such as the need to prolong working careers. The objective of this study is to investigate the association of perceived gender discrimination at work with subsequent long-term sickness absence among Finnish employed women. Methods We used a representative sample of Finnish employed women (n = 8000) merged with register-based follow-up data. We examined the relationships of control variables with gender discrimination using cross tabulation, and the relationships of the controls with subsequent sickness absences were examined using analyses of variance. The effects of gender discrimination on long-term sickness absence were analysed using a negative binomial model. Results Perceived gender discrimination increased long-term sickness absence among employed women after controlling for age discrimination, various background, work and health-related factors. Employed women reporting perceived gender discrimination had a 1.4-times higher incidence rate ratios (IRR) of long-term sickness absence than those not reporting perceived gender discrimination. The association was strongest among upper-level socioeconomic group (IRR 2.2) in the adjusted model. Conclusions Our findings suggest that gender discrimination at work is a risk factor for long sickness absence among women. Therefore, it is essential to increase awareness and prevention of discrimination to reduce negative gender-based treatment at work.
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Hennein, Rachel, Jessica Bonumwezi, Max Jordan Nguemeni Tiako, Petty Tineo, and Sarah R. Lowe. "Racial and Gender Discrimination Predict Mental Health Outcomes among Healthcare Workers Beyond Pandemic-Related Stressors: Findings from a Cross-Sectional Survey." International Journal of Environmental Research and Public Health 18, no. 17 (September 1, 2021): 9235. http://dx.doi.org/10.3390/ijerph18179235.
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Racial and gender discrimination are risk factors for adverse mental health outcomes in the general population; however, the effects of discrimination on the mental health of healthcare workers needs to be further explored, especially in relation to competing stressors. Thus, we administered a survey to healthcare workers to investigate the associations between perceived racial and gender discrimination and symptoms of depression, anxiety, posttraumatic stress, and burnout during a period of substantial stressors related to the COVID-19 pandemic and a national racial reckoning. We used multivariable linear regression models, which controlled for demographics and pandemic-related stressors. Of the 997 participants (Mean Age = 38.22 years, SD = 11.77), 688 (69.01%) were White, 148 (14.84%) Asian, 86 (8.63%) Black, 73 (7.32%) Latinx, and 21 (2.11%) identified as another race. In multivariable models, racial discrimination predicted symptoms of depression (B = 0.04; SE: 0.02; p = .009), anxiety (B = 0.05; SE: 0.02; p = .004), and posttraumatic stress (B = 0.01; SE: 0.01; p = .006) and gender discrimination predicted posttraumatic stress (B = 0.11; SE: 0.05; p = .013) and burnout (B = 0.24; SE: 0.07; p = .001). Discrimination had indirect effects on mental health outcomes via inadequate social support. Hospital-wide diversity and inclusion initiatives are warranted to mitigate the adverse mental health effects of discrimination.
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Van Borm, Hannah, Marlot Dhoop, Allien Van Acker, and Stijn Baert. "What does someone's gender identity signal to employers?" International Journal of Manpower 41, no. 6 (March 20, 2020): 753–77. http://dx.doi.org/10.1108/ijm-03-2019-0164.
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PurposeThe purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men.Design/methodology/approachThe authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run.FindingsSuggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination.Social implicationsTargeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides the first comprehensive exploration of these mechanisms.Originality/valueThis study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.
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Monteith, Margo J., and Laura K. Hildebrand. "Sexism, perceived discrimination, and system justification in the 2016 U.S. presidential election context." Group Processes & Intergroup Relations 23, no. 2 (April 11, 2019): 163–78. http://dx.doi.org/10.1177/1368430219826683.
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The 2016 U.S. presidential election provided a pertinent context for investigating novel influences on system-related beliefs. We examined Trump and Clinton supporters’ sexist attitudes toward women, perceptions of gender discrimination, and system justification before and after the election. Controlling for conservatism, we found that (a) Trump supporters reported more modern and hostile sexism than Clinton supporters; (b) male Trump supporters perceived greater gender discrimination toward men than male Clinton supporters, an effect mediated by sexist attitudes toward women; (c) female Trump supporters perceived less gender discrimination toward women than female Clinton supporters, an effect also mediated by sexist attitudes toward women; and (d) system justification increased among Trump supporters but decreased among Clinton supporters postelection. These results extend the existing literature on system-related beliefs by revealing the role of antifeminism and misogyny in shaping perceptions of gender discrimination and highlighting how political outcomes are associated with system threat versus reinforcement.
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Legner, Sarah. "Durchsetzungsdefizite bei Gleichbehandlungsgeboten am Beispiel des Gender Pricing." Kritische Vierteljahresschrift für Gesetzgebung und Rechtswissenschaft 104, no. 1 (2021): 34–60. http://dx.doi.org/10.5771/2193-7869-2021-1-34.
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Gender Pricing is a widespread phenomenon. According to various studies, women-specific products and services often are more costly than comparable versions of products and services for men. As products made for women are frequently coloured pink, Gender Pricing is referred to as “pink tax”. European anti-discrimination legislation imposes restrictions on gender-related price discrimination. The 2004 Gender Directive bans discrimination in the field of goods and services. In principle, the directive prohibits any less favourable treatment of men or women by reason of their gender. Nevertheless, the additional price added on products intended for women is widely accepted. This raises the question of whether Gender Pricing points to a lack of law enforcement. Against this backdrop, the scope of the legal restrictions imposed on Gender Pricing will be analysed. Subsequently, the challenges of implementing anti-discrimination laws must be taken into account. Finally, conclusions will be drawn on possible courses of action to enhance their mandatory strength.
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Beatty Moody, Danielle L., Shari R. Waldstein, Daniel K. Leibel, Lori S. Hoggard, Gilbert C. Gee, Jason J. Ashe, Elizabeth Brondolo, Elias Al-Najjar, Michele K. Evans, and Alan B. Zonderman. "Race and other sociodemographic categories are differentially linked to multiple dimensions of interpersonal-level discrimination: Implications for intersectional, health research." PLOS ONE 16, no. 5 (May 19, 2021): e0251174. http://dx.doi.org/10.1371/journal.pone.0251174.
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Objectives To examine whether intersections of race with other key sociodemographic categories contribute to variations in multiple dimensions of race- and non-race-related, interpersonal-level discrimination and burden in urban-dwelling African Americans and Whites. Methods Data from 2,958 participants aged 30–64 in the population-based Healthy Aging in Neighborhoods of Diversity across the Life Span (HANDLS) study were used to estimate up to four-way interactions of race, age, gender, and poverty status with reports of racial and everyday discrimination, discrimination across multiple social statuses, and related lifetime discrimination burden in multiple regression models. Results We observed that: 1) African Americans experienced all forms of discrimination more frequently than Whites, but this finding was qualified by interactions of race with age, gender, and/or poverty status; 2) older African Americans, particularly African American men, and African American men living in poverty reported the greatest lifetime discrimination burden; 3) older African Americans reported greater racial discrimination and greater frequency of multiple social status-based discrimination than younger African Americans; 4) African American men reported greater racial and everyday discrimination and a greater frequency of social status discrimination than African American women; and, 5) White women reported greater frequency of discrimination than White men. All p’s < .05. Conclusions Within African Americans, older, male individuals with lower SES experienced greater racial, lifetime, and multiple social status-based discrimination, but this pattern was not observed in Whites. Among Whites, women reported greater frequency of discrimination across multiple social statuses and other factors (i.e., gender, income, appearance, and health status) than men. Efforts to reduce discrimination-related health disparities should concurrently assess dimensions of interpersonal-level discrimination across multiple sociodemographic categories, while simultaneously considering the broader socioecological context shaping these factors.
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Swartzman, Leora C., Clive Seligman, and Wlliam J. McClelland. "Detecting Gender Discrimination in University Salaries: A Case Study." Canadian Journal of Higher Education 22, no. 1 (April 30, 1992): 1–13. http://dx.doi.org/10.47678/cjhe.v22i1.183119.
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To assess sex discrimination in university salary allocation accurately, one must determine whether gender explains the salary difference in and of itself, or exerts its influence through other variables, such as rank and departmental affiliation, that themselves affect salary and may correlate with gender. Using members of the Faculty of Social Science (N = 133) of a large Canadian university as a case sample, we assessed gender discrimination in promotion and gender differences in departmental affiliation as related to salary before including these two variables in statistical analyses predicting salary. No evidence was found for discrimination in promotion and women were not morie under-represented in the higher-salaried departments. Several regression models recommended in the literature for assessing gender discrimination in salaries were conducted and yielded convergent findings : male and female faculty similar on salary-relevant variables were equivalently paid. While these results should be reassuring, they would not go very far toward resolving salary discrimination disputes in the university studied or in most other academic institutions. The difficulties of applying the results of statistical analyses within a politically-charged arena are discussed.
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Kartolo, Arief Banindro, and Catherine T. Kwantes. "Organizational culture, perceived societal and organizational discrimination." Equality, Diversity and Inclusion: An International Journal 38, no. 6 (August 19, 2019): 602–18. http://dx.doi.org/10.1108/edi-10-2018-0191.
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Purpose The purpose of this paper is to fill the gap in the literature by exploring the perceived societal discrimination as an antecedent of perceived organizational discrimination, and investigating the impact of organizational culture (i.e. constructive, passive-defensive and aggressive-defensive culture norms) on perceptions of discrimination in the workplace. Design/methodology/approach A total of 176 American employees completed three surveys assessing perceived societal discrimination, perceived organizational discrimination and organizational culture online through Amazon Mechanical Turk. Data were analyzed using hierarchical multiple regression method. Findings Results suggest individuals’ perceptions of discrimination in the workplace are influenced by both perceived discrimination in society and perceptions of behavioral norms related to organizational culture. Findings in the current study indicated individuals’ attitudes and beliefs manifested in the societal context were carried into, and reflected in, the workplace. Additionally, beliefs related to organizational discrimination were found to be amplified or minimized depending on organizational culture; specifically, organizations dominated by culture norms reflecting behaviors related to individual security needs predicted higher levels, and culture norms reflecting behaviors related to meeting employee satisfaction needs predicted lower levels of perceived organizational discrimination. Originality/value This paper tested theoretical frameworks debated in the literature by exploring beyond institutional boundaries in the study of perceived discrimination by exploring perceived societal discrimination as an antecedent to perceived organizational discrimination. This project also is the first study (to authors’ knowledge) to investigate the impact of organizational culture on perceived organizational discrimination.
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Kuhn, Peter, and Kailing Shen. "Gender Discrimination in Job Ads: Evidence from China *." Quarterly Journal of Economics 128, no. 1 (November 18, 2012): 287–336. http://dx.doi.org/10.1093/qje/qjs046.
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Abstract We study explicit gender discrimination in a population of ads on a Chinese Internet job board. Gender-targeted job ads are common, favor women as often as men, and are much less common in jobs requiring higher levels of skill. Employers’ relative preferences for female versus male workers, on the other hand, are more strongly related to the preferred age, height, and beauty of the worker than to job skill levels. Almost two thirds of the variation in advertised gender preferences occurs within firms, and one third occurs within firm*occupation cells. Overall, these patterns are not well explained by a firm-level animus model, by a glass-ceiling model, or by models in which broad occupational categories are consistently gendered across firms. Instead, the patterns suggest a model in which firms have idiosyncratic preferences for particular job-gender matches, which are overridden in skilled positions by factors such as thinner labor markets or a greater incentive to search broadly for the most qualified candidate.
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Mouchetant-Rostaing, Y., and M. H. Giard. "Electrophysiological Correlates of Age and Gender Perception on Human Faces." Journal of Cognitive Neuroscience 15, no. 6 (August 1, 2003): 900–910. http://dx.doi.org/10.1162/089892903322370816.
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In a previous experiment using scalp event-related potentials (ERPs), we have described the neuroelectric activities associated with the processing of gender information on human faces (Mouchetant-Rostaing, Giard, Bentin, Aguera, & Pernier, 2000). Here we extend this study by examining the processing of age on faces using a similar experimental paradigm, and we compare age and gender processing. In one session, faces were of the same gender (women) and of one age range (young or old), to reduce gender and age processing. In a second session, faces of young and old women were randomly intermixed but age was irrelevant for the task, hence, age discrimination, if any, was assumed to be incidental. In the third and fourth sessions, faces had to be explicitly categorized according to their age or gender, respectively (intentional discrimination). Neither age nor gender processing affected the occipito-temporal N170 component often associated with the detection of physiognomic features and global structural encoding of faces. Rather, the three age and gender discrimination conditions induced similar fronto-central activities around 145–185 msec. In our previous experiment, this ERP pattern was also found for implicit and explicit categorization of gender from faces but not in a control condition manipulating hand stimuli (Mouchetant-Rostaing, Giard, Bentin, et al., 2000). Whatever their exact nature, these 145–185 msec effects therefore suggest, first, that similar mechanisms could be engaged in age and gender perception, and second, that age and gender may be implicitly processed irrespective of their relevance to the task, through somewhat specialized mechanisms. Additional ERP effects were found at early latencies (45–90 msec) in all three discrimination conditions, and around 200–400 msec during explicit age and gender discrimination. These effects have been previously found in control conditions manipulating nonfacial stimuli and may therefore be related to more general categorization processes.
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Darity, William A., and Patrick L. Mason. "Evidence on Discrimination in Employment: Codes of Color, Codes of Gender." Journal of Economic Perspectives 12, no. 2 (May 1, 1998): 63–90. http://dx.doi.org/10.1257/jep.12.2.63.
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There is substantial racial and gender disparity in the American economy. As we will demonstrate, discriminatory treatment within the labor market is a major cause of this inequality. Yet, there appear to have been particular periods in which racial minorities, and then women, experienced substantial reductions in economic disparity and discrimination. Some questions remain: Why did the movement toward racial equality stagnate after the mid-1970s? What factors are most responsible for the remaining gender inequality? What is the role of the competitive process in elimination or reproduction of discrimination in employment? How successful has the passage of federal antidiscrimination legislation in the 1960s been in producing an equal opportunity environment where job applicants are now evaluated on their qualifications? To give away the answer at the outset, discrimination by race has diminished somewhat, and discrimination by gender has diminished substantially; neither employment discrimination by race or by gender is close to ending. The Civil Rights Act of 1964 and subsequent related legislation has purged American society of the most overt forms of discrimination, while discriminatory practices have continued in more covert and subtle forms. Furthermore, racial discrimination is masked and rationalized by widely-held presumptions of black inferiority.
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Delliswararao, Konduru. "Anthropological Perspective on Gender Disparities in India." International Journal of Social Sciences and Management 8, no. 3 (July 29, 2021): 416–25. http://dx.doi.org/10.3126/ijssm.v8i3.36526.
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Gender is a social term; it is using for both male and female. But due to the inequality and discrimination, the gender term is more adopted only to female or women discrimination. In developing countries like India, gender inequality, discrimination is very high due to so many factors, such as economical factors, cultural factors and others. India is 140th Rank, out of 156 countries in world's gender gap index. It is showing that India's performance in gender equality. Not only a govt, every individual in the society are responsible for the gender inequality in India. When comparing with other nations, India’s ranking is lower than African countries. The main objective of the present paper explains the socio-cultural, economical, and other factors in various sectors in Pondicherry related to gender equality. Another aim of the study is to understanding the women development in a holistic manner. The methodology of the paper is Mixed Method of research. Int. J. Soc. Sc. Manage. Vol. 8, Issue-3: 416-425.
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Al-Manasrah, Excimirey A. "Workplace Discrimination against Working Women in Jordan." International Journal of Business and Management 15, no. 6 (May 19, 2020): 163. http://dx.doi.org/10.5539/ijbm.v15n6p163.
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The purpose of this study is to explore the sources related to work place discrimination against working women in Jordan. The studied discrimination sources are: age discrimination, racial discrimination, religious discrimination, gender discrimination, women social status discrimination and sexual harassment. Data were collected via questionnaires from 154 working women in academic and managerial positions at Al-Balqa Applied University in Jordan. Crosstabs were used to describe sample characteristics related to discrimination and Chi square test was used to test the hypotheses. Crosstabs tabulations results found that educated and married women who are moving to a higher age category feel more discriminated at workplace. Chi Square findings indicated that Jordanian working women exposed to different sources of discrimination except religious discrimination at workplace.
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Weisenfeld, Leslie W., and Ida B. Robinson-Backmon. "Upward Mobility and the African American Accountant: An Analysis of Perceived Discrimination, Perceived Career Advancement Curtailment, and Intent to Remain." Accounting and the Public Interest 7, no. 1 (January 1, 2007): 26–49. http://dx.doi.org/10.2308/api.2007.7.1.26.
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Accounting studies related to minority issues have focused mainly on gender and public accountants. As a result, the purpose of this study is to investigate perceptions of discrimination and career advancement among African American accountants, the second largest minority group in accounting today, and reveal any differences between males and females. Although research on African American accountants exists, it does not empirically investigate male/female differences related to perceived discrimination (race and gender), perceived career curtailment, and intent to remain. To address this dearth of research focus, this study analyzes survey results from 553 African American accountants, primarily employed in nonpublic accounting organizations. The results suggest females perceive more race and gender discrimination in private industry and other sectors, than in public accounting, and males perceive race discrimination in all three industry types. Females are less likely to remain with their current employers in all three industry types, than their male counterparts, and only females employed in the other sectors (e.g., governmental and education) feel their career advancements have been curtailed.
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Sexton, Donald L., and Nancy Bowman-Upton. "Female and male entrepreneurs: Psychological characteristics and their role in gender-related discrimination." Journal of Business Venturing 5, no. 1 (January 1990): 29–36. http://dx.doi.org/10.1016/0883-9026(90)90024-n.
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Lusine Karapetyan. "GENDER DISCRIMINATION ISSUES IN THE LABOUR MARKET OF ARMENIA." World Science 1, no. 8(36) (August 30, 2018): 43–49. http://dx.doi.org/10.31435/rsglobal_ws/30082018/6053.
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Unfortunately, gender stereotypes still remain in the 21st century and require social, cultural, traditional and political radical changes. Often, this inequality is conditioned not by the laws set by the state, but by the so-called "unwritten" laws that are subject to "compulsory enforcement" and have stronger grounds than supreme legislation. Gender inequality is particularly obvious in low-income countries and extremely poor households. The aim of the research is to study and analyze gender discrimination, management and decision-making processes related to education, employment, unemployment, pension security and women's work motivation in labour market policies in the Republic of Armenia. The information of this study was obtained through various secondary sources like statistic reports, websites, besides has been used qualitative research method in particular, the depth interview method.
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Tumin, Mariana, Md Mizanur Rahman, and Zulkifli Jantan. "EFFECT OF EDUCATION ON STIGMA AND DISCRIMINATION TOWARDS MENTAL ILLNESS: A MULTIVARIATE ANALYSIS OF COVARIANCE." Malaysian Journal of Public Health Medicine 21, no. 2 (August 28, 2021): 329–37. http://dx.doi.org/10.37268/mjphm/vol.21/no.2/art.1032.
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People with mental illness often encounter stigma and discrimination. Mental illness-related stigma and discrimination represent the enormous obstacles that stand in the way of delivering mental health care. Little is known about stigma and discrimination toward mental illness in rural Sarawak. Thus, this study aimed to identify the stigma and discrimination towards mental illness among Sarawak’s rural community and the factors affecting them. A cross-sectional survey was carried out on 840 respondent adults aged 21 and above. A validated Community Attitude towards Mental Illness (CAMI) and Discrimination towards Mental Illness questionnaire was used for data collection. A Two-way Multiple Analysis of Covariance (Two-way MANCOVA) test was carried out to determine how much gender and education level influence stigma and discrimination towards mentally ill patients. Analysis showed that there was a statistically significant difference of standardised stigma and discrimination scores with education level (p<.001), but not with gender (p>.05). Age had a positive linear effect on both stigma and discrimination, whereas experience with mentally ill patients negatively affected both stigma and discrimination. Individuals with a lower level of education, older in age, and lesser experience in dealing with the mentally ill would have a higher level of stigma and discrimination towards mental illness. Thus, targeted and practical strategies need to be organised and implemented to combat mental illness-related stigma and discrimination.
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Lloyd, Joda, Vikki Chalklin, and Frank W. Bond. "Psychological processes underlying the impact of gender-related discrimination on psychological distress in transgender and gender nonconforming people." Journal of Counseling Psychology 66, no. 5 (October 2019): 550–63. http://dx.doi.org/10.1037/cou0000371.
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Humphries, Jane. "The Gender Gap in Wages." Social Science History 33, no. 4 (2009): 481–88. http://dx.doi.org/10.1017/s0145553200011111.
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Explanations of the gender pay gap and related labor market segregation remain fiercely debated. On the one side are those economic historians who take a primarily neoclassical view, in which competition among workers and employers eliminates wage differences that do not reflect productivity and occupational segregation that is not the outcome of choice. Persistent discrimination must reflect anticompetitive institutions, for instance, trade unions. A corollary of the neoclassical perspective is that markets are liberating, freeing agents, including women, from cultural stereotypes and ensuring that they get paid what they are worth, although of course this need not imply wage equality if there are gender differences in productivity. On the other side are those cultural historians who interpret wage differences as reflecting custom and, as far as women are concerned, the cultural deprecation of women's work, while occupational segregation represents gender stereotypes of fit work for women. In this view, socially and culturally constructed gender identities can influence market outcomes, producing discrimination in wages and work that persists even in the face of competitive forces.
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Palley, Elizabeth. "Pregnancy Discrimination and the Law." Affilia 32, no. 2 (July 4, 2016): 188–201. http://dx.doi.org/10.1177/0886109916654733.
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This article makes the case that social workers and social welfare advocates need to be aware of pregnancy discrimination law to better advocate for individual clients and for changes in the existing law. It is one piece of gender discrimination and inequity. This article reviews the current law around the Pregnancy Discrimination Act of 1978, including the recent holding in Young v. UPS and other relevant case law. It also reviews recent changes made by the Affordable Care Act and the Americans with Disabilities Act as well as related state laws designed to address pregnancy discrimination.
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Khamzina, Zhanna, Yermek Buribayev, Yerkin Yermukanov, and Aizhan Alshurazova. "Is it possible to achieve gender equality in Kazakhstan: Focus on employment and social protection." International Journal of Discrimination and the Law 20, no. 1 (March 2020): 5–20. http://dx.doi.org/10.1177/1358229120927904.
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International ratings confirm that Kazakhstan is a leader in Central Asia in addressing the causes of gender inequality; however, there are still significant gender differences in key areas. In particular, gender discrimination in the labor market is complex: when hiring or dismissing, while restricting access to certain professions and positions, in matters of promotion and career growth, when remuneration is paid for performing the same work, not related to differences in labor efficiency. Discrimination is especially sensitive in relation to pregnant women and women with young children. Discrimination continues with access to social measures for avoiding poverty and in the pension system. Further progress requires more strategically significant and focused actions to identify and bridge the remaining factors of systemic discrimination and gender gaps. In the article, we show the insufficient attention of the legal science of Kazakhstan to the problems of regulation of equality. We present the author’s methodology for analyzing labor and social legislation from the perspective of regulating gender equality, consisting of several assessments: Kazakhstan’s fulfillment of international obligations; implementation of the principle of nondiscrimination in labor and social legislation; administrative and judicial mechanisms to protect against discrimination based on sex; and opportunities for implementing best foreign and international practices for the regulation of equality.
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Herrbach, Olivier, and Karim Mignonac. "Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors." Articles 67, no. 1 (March 5, 2012): 25–50. http://dx.doi.org/10.7202/1008194ar.
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Summary Subjective career success reflects an individual’s internal apprehension and evaluation of his or her career, across any dimensions that are perceived relevant by the individual. It has beneficial consequences on several individual and organizational outcomes, such as job performance, employee commitment, occupational retention as well as organizational retention. Given the pervasive result that women are subjected to gender discrimination in the workplace, we first wanted to check whether the level of perceived discrimination they report having faced is related to their subjective career success. We also wanted to check whether individual priorities, as evidenced in the concept of career anchor, have an influence on the relationship between perceived discrimination and career success. Using a sample of 300 women employees working in a large French company, we therefore investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it. Our results show how individual expectations, reflected in the notion of career anchor, have an influence on how the work environment is interpreted. In addition, they provide a potential explanation for the apparently contradictory findings of the literature on gender and career success. Finally, our results suggest that organizations should pay special attention not only to the work experiences of women who aspire to move up the hierarchy, but also to the women who aspire to achieve a high level of competency at their job, or seek balance between their work life and their home life.
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Kumar, Nithin, Bhaskaran Unnikrishnan, Rekha Thapar, Prasanna Mithra, Vaman Kulkarni, Ramesh Holla, Darshan Bhagawan, and Avinash Kumar. "Stigmatization and Discrimination toward People Living with HIV/AIDS in a Coastal City of South India." Journal of the International Association of Providers of AIDS Care (JIAPAC) 16, no. 3 (February 5, 2015): 226–32. http://dx.doi.org/10.1177/2325957415569309.
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Background: The HIV/AIDS scenario all over the world is complicated by the stigmatic and discriminative attitudes toward the HIV-infected individuals. Methodology: In this facility-based, cross-sectional study, 104 HIV-positive patients were assessed regarding their personal experience with HIV-related stigma and discrimination using a Revised HIV Stigma Scale. The association between stigma and factors such as socioeconomic status and gender was tested using chi-square test, and P < .05 was considered statistically significant. Results: A large proportion (41.3%) of the participants were in the age-group of 26 to 35 years. Confidentiality of the HIV positivity status was maintained only in 14.4% of the participants. Compared to females (48.2%), more than half (51.5%) of the male participants had experienced HIV/AIDS-related personalized stigma ( P > .05). Conclusion: HIV-related stigma and discrimination are the major social determinants driving the epidemic, despite the advances in medical treatment and increases in the awareness about the disease.
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Aydın, Betul. "Discriminatory attitudes relationship to attachment styles, selfconstrual and sociodemographic variables in university students." New Trends and Issues Proceedings on Humanities and Social Sciences 4, no. 7 (November 6, 2017): 91–102. http://dx.doi.org/10.18844/prosoc.v4i3.2634.
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Forms of discrimination such as racism, homophobia, and sexism have been negatively affecting the individuals that are being exposed to these both in daily life and in public aspect. In this study, the relationship between discriminatory attitudes, attachment styles, self-construal and sociodemographic variables were examined. Differences in discriminatory attitudes in terms of gender and class level variables were also investigated. The sample of the study consisted of 279 university students attending the different departments of a faculty of education in a public university in Turkey. The data were collected with Sociodemographic Data Form, Discriminatory Attitudes Scale, Relational, Individual and Collective Self-Aspects Scale and Relationship Scales Questionnaire. The data were analyzed via SPSS software. According to the results of the study, homosexual discrimination is significantly and positively related to relatedness sub-scale of Self-Aspects Scale. Discrimination against woman was found as significantly and positively related to secure attachment style, on the other hand secure attachment style was found as significantly and negatively related to discrimination against foreigners. The sociodemographic variables like religiosity, political ideology, the level of contact with different cultures and a number of the books read within a year were found as significantly related to discriminatory attitudes. Also, differences in discriminatory attitudes by gender and class level were found. In relation with these findings, suggestions for further studies were presented. Keywords: discrimination; discriminatory attitudes; university students; education;
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Miani, Céline, Stephanie Batram-Zantvoort, Lisa Wandschneider, and Oliver Razum. "Promises and challenges of gender-sensitive epidemiology." Public Health Forum 27, no. 2 (June 26, 2019): 103–5. http://dx.doi.org/10.1515/pubhef-2019-0006.
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Abstract Risk factor-oriented epidemiology was largely disconnected from sociological theory. Recently, efforts have been made to integrate more systematically gender as a social concept in epidemiology. An intersectional multi-level approach to gender-sensitive epidemiology could move beyond a male-female dichotomy, allowing to understand the interdependence between various sexual and social identities and mechanisms of discrimination, and explore the complexity of gender-related influences on health.
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Davis, Heath Fogg. "Sex-Classification Policies as Transgender Discrimination: An Intersectional Critique." Perspectives on Politics 12, no. 1 (March 2014): 45–60. http://dx.doi.org/10.1017/s1537592713003708.
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Sex-classification policies are unjust because they prompt and authorize administrative agents to use their own subjective gender judgments to target, inspect, and exclude transgender-appearing people from the public accommodations under their watch. The vast majority of sex-classification policies are not rationally related to legitimate policy goals because there is no objective, socially agreed upon test for determining who is male and who is female, and legitimate policy goals such as fraud prevention, safety, security, and privacy can almost always be met more effectively by alternative means that do not subject people to gender inspection. I make a legal-normative argument for using gender-identity antidiscrimination laws to abolish sex-classification policies. I ground this radical proposal in a modified liberalism that treats sexual self-definition as an integral feature of liberal self-definition. Gender and intersectionality theorists rightly point out the deep structure of race-sex-class perception and oppression, but many of these theorists are too quick to dismiss the radical potential of gender-identity discrimination laws to eliminate, rather than modify, longstanding sex-classification policies. Racial, class and gender perception intersect to generate the possibility, rather than the inevitability, of invidious sex administration. And that is more than enough reason to abandon sex-classification policies.
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Schøne, Pål, Kristine von Simson, and Marte Strøm. "Peer gender and educational choices." Empirical Economics 59, no. 4 (April 19, 2019): 1763–97. http://dx.doi.org/10.1007/s00181-019-01697-2.
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Abstract We use idiosyncratic variation in gender composition across cohorts within Norwegian lower secondary schools to analyze the impact of female peers on students’ educational choices. We find that having more female peers in lower secondary school increases the probability of choosing STEM over language subjects in upper secondary school for both girls and boys. It also increases the probability of choosing a vocational track instead of an academic track. Registry data and survey evidence suggest that potential mechanisms are related to relative performance in STEM subjects, as well as less gender discrimination for girls and increased willingness to compete for boys.
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Lee, Su-Jin, Sang In Jung, Myung-Gwan Kim, Eunhee Park, Ae-Ryoung Kim, Chul Hyun Kim, Jong-Moon Hwang, and Tae-Du Jung. "The Influencing Factors of Gender Differences on Mental Burdens in Young Physiotherapists and Occupational Therapist." International Journal of Environmental Research and Public Health 18, no. 6 (March 11, 2021): 2858. http://dx.doi.org/10.3390/ijerph18062858.
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Background: Gender differences in personal discrimination experience, burnout, and job stress among physiotherapists and occupational therapists are considered as associated factors of job loss, poor job quality, high turnover, and economic losses due to the outflow of medical personnel. Thus, the purpose of this study is to analyze the level of burnout, personal discrimination experience, and job stress according to gender differences for young physiotherapists and occupational therapists. Furthermore, we used regression analyses to determine the contribution of gender differences in personal discrimination experience and job stress to self-reported burnout, considering gender and two age groups (younger than 30 years old vs. 30 years old and over). Methods: A total of 325 professional physiotherapists and occupational therapists were part of this study (n = 325; male n = 131; female n = 194. Age: 20–29 years old, n = 178; ≥30 years old, n = 147). Data were collected using a questionnaire including our three study variables (scales: the Maslach Burnout Inventory (MBI), a modified version of the gender section of the Medical School Graduation Questionnaire from the Association of American Medical Colleges; and the Korean version of the Job Content Questionnaire (JCQ)). Further, data on socio-demographic factors, job-related factors, health-related factors, and subjective job satisfaction were also collected. Results: There were significant positive correlations between job stress and gender differences in personal discrimination experience and job stress and burnout in women 30 years old and over. Personal experience of gender discrimination (β = 0.179, p = 0.015) and job stress (β = 0.162, p = 0.028) explained a significant 42.4% of the variance in burnout in the case of younger female participants (20–29 years old). However, this model did not explain a significant amount of the variance in burnout in the case of younger male participants (R2 = 0.156, p = 0.072). Regarding participants aged 30 years and over, our results showed that only job stress (but no personal experience of gender discrimination) was a relevant predictor for both males (β = 0.471, p < 0.001) and females (β = 0.373, p = 0.001). Conclusion: In this study, female therapists showed higher levels of burnout than male therapists. In particular, personal discrimination experience and job stress significantly contributed to burnout in younger female therapists while job stress was the most relevant predictor variable of burnout for both males (under 30 years old and 30 years old and over) and females in their thirties and beyond. For young female physiotherapists and occupational therapists, safe working environments should be created to reduce work-related mental burdens. It is also necessary to consider policies and regulations that can prevent job stress for therapists and measures that can positively resolve the unavoidable job stress.
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Elkins, Teri J., James S. Phillips, and Robert Konopaske. "Gender-related biases in evaluations of sex discrimination allegations: Is perceived threat the key?" Journal of Applied Psychology 87, no. 2 (2002): 280–92. http://dx.doi.org/10.1037/0021-9010.87.2.280.
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Coley, Sheryl L., Carlos F. Mendes de Leon, Earlise C. Ward, Lisa L. Barnes, Kimberly A. Skarupski, and Elizabeth A. Jacobs. "Perceived discrimination and health-related quality-of-life: gender differences among older African Americans." Quality of Life Research 26, no. 12 (July 25, 2017): 3449–58. http://dx.doi.org/10.1007/s11136-017-1663-9.
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Eccles, Renata, Jeannie van der Linde, Mia le Roux, Jenny Holloway, Douglas MacCutcheon, Robert Ljung, and De Wet Swanepoel. "Is Phonological Awareness Related to Pitch, Rhythm, and Speech-in-Noise Discrimination in Young Children?" Language, Speech, and Hearing Services in Schools 52, no. 1 (January 19, 2021): 383–95. http://dx.doi.org/10.1044/2020_lshss-20-00032.
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Purpose Phonological awareness (PA) requires the complex integration of language, speech, and auditory processing abilities. Enhanced pitch and rhythm discrimination have been shown to improve PA and speech-in-noise (SiN) discrimination. The screening of pitch and rhythm discrimination, if nonlinguistic correlates of these abilities, could contribute to screening procedures prior to diagnostic assessment. This research aimed to determine the association of PA abilities with pitch, rhythm, and SiN discrimination in children aged 5–7 years old. Method Forty-one participants' pitch, rhythm, and SiN discrimination and PA abilities were evaluated. To control for confounding factors, including biological and environmental risk exposure and gender differences, typically developing male children from high socioeconomic statuses were selected. Pearson correlation was used to identify associations between variables, and stepwise regression analysis was used to identify possible predictors of PA. Results Correlations of medium strength were identified between PA and pitch, rhythm, and SiN discrimination. Pitch and diotic digit-in-noise discrimination formed the strongest regression model (adjusted R 2 = .4213, r = .649) for phoneme–grapheme correspondence. Conclusions The current study demonstrates predictive relationships between the complex auditory discrimination skills of pitch, rhythm, and diotic digit-in-noise recognition and foundational phonemic awareness and phonic skills in young males from high socioeconomic statuses. Pitch, rhythm, and digit-in-noise discrimination measures hold potential as screening measures for delays in phonemic awareness and phonic difficulties and as components of stimulation programs.
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LOFICHENKO, OLGA, and NIKITA IVANNIKOV. "GENDER DISCRIMINATION AS AN AGGRAVATING FACTOR OF THE GLOBAL FOOD PROBLEM." History and modern perspectives 2, no. 4 (December 28, 2020): 24–31. http://dx.doi.org/10.33693/2658-4654-2020-2-4-24-31.
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This article is devoted to the study of the impact of gender discrimination on malnutrition in the world, which has not lost its relevance for many years. The aim of the work is to identify the correlation between the level of tension of the global food problem and the degree of involvement of women in all spheres of human life, in particular the economy, on an equal basis with men. To achieve this goal, the authors identified the factors that contribute to world hunger, of which gender discrimination as an issue unresolved over decades was analyzed. In order to understand the importance of the gender issue, the paper presents facts and indicators that show that in many countries of the world the gap in rights between men and women actually exists. Without denying the possibility of the existence of the individual cases of gender discrimination against men, the authors consider women as the discriminated party. The work demonstrates women's contribution to world food security and identifies the limitations associated with different types of discrimination that prevent women from realizing their potential in this regard. Possible cases for both male and female gender were studied as well as cases related exclusively to women's physiological features.
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Basu, Gandhari, and Sujata Biswas. "Present perception on gender related issues in tribal mothers of sub-urban region, West Bengal." Asian Journal of Medical Sciences 8, no. 5 (August 31, 2017): 48–53. http://dx.doi.org/10.3126/ajms.v8i5.17480.
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Background: In India, tribal communities and women remain marginalized and continue to suffer discrimination. The right to achieve gender justice is a cumbersome task. The perception on gender issues varies person to person.Aims and Objectives: This study is designed to find out the perception on the gender related issues, presence of gender bias and the associated factors among the reproductive tribal mothers.Materials and Methods: Research was carried in a tribal community under the service jurisdiction of the community medicine department. A cross sectional survey using pre designed proforma was used in reproductive age group mothers. Information on various aspects was collected by direct interview with mothers. Data was analysed with licensed statistical software. Mean, standard deviation, proportion, chi square value and P value was determined as per objectives.Results: A total of 110 mothers participated. The mean age was 28.18 years. Majority of mothers were between 26-36 years. Rate of illiteracy was 19.1%. Two child norms were practiced by most of the families (91). Thirty two mothers reported abortion. Self-desire was the main reason. One in every three practiced contraception. Gender bias towards boy child was reflected by responses on the desire for future child, giving playtime, mixing with others, sharing household work, providing pocket money, sharing of and allowing night job. Pre natal sex determination was still preferred by one third mothers. One breather was that majority (84.7%) were consulted in family matters. Age group, occupation and abortion history showed association with gender preference.Conclusion: Present study showed prevailing gender discrimination in modern India. Enactment of laws through stringent monitoring and government’s positive attitude may make the situation favourable.Asian Journal of Medical Sciences Vol.8(5) 2017 48-53
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Juang, Linda P., Yishan Shen, Catherine L. Costigan, and Yang Hou. "Time-varying associations of racial discrimination and adjustment among Chinese-heritage adolescents in the United States and Canada." Development and Psychopathology 30, no. 5 (October 5, 2018): 1661–78. http://dx.doi.org/10.1017/s0954579418001128.
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AbstractThe aim of our study was twofold: to examine (a) whether the link between racial discrimination and adjustment showed age-related changes across early to late adolescence for Chinese-heritage youth and (b) whether the age-related associations of the discrimination–adjustment link differed by gender, nativity, and geographical region. We pooled two independently collected longitudinal data sets in the United States and Canada (N = 498, ages 12–19 at Wave 1) and used time-varying effect modeling to show that discrimination is consistently associated with poorer adjustment across all ages. These associations were stronger at certain ages, but for males and females, first- and second-generation adolescents, and US and Canadian adolescents they differed. There were stronger relations between discrimination and adjustment in early adolescence for males compared to females, in middle adolescence for first-generation compared to second-generation adolescents, and in early adolescence for US adolescents compared to Canadian adolescents. In general, negative implications for adjustment associated with discrimination diminished across the span of adolescence for females, second-generation, and US and Canadian adolescents, but not for males or first-generation adolescents. The results show that the discrimination–adjustment link must be considered with regard to age, gender, nativity, and region, and that attention to discrimination in early adolescence may be especially important.
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Redcay, Alex, and Wade Luquet. "Institutional Change and Transgender Employment." Advances in Social Work 20, no. 3 (January 29, 2021): 515–31. http://dx.doi.org/10.18060/23436.
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The purpose of this paper is to recommend non-discriminatory policies and practices regarding transgender individuals in the workplace. This paper will summarize workplace discrimination legal cases involving transgender individuals. Specifically, employers can be held financially responsible if they fire or discriminate against transgender individuals on the basis of gender identity and gender expression and can be required to use affirmed pronouns, revise policies, and provide training to employees regarding non-discrimination. Employers cannot discriminate against transgender individuals for transitioning, cannot prevent transgender individuals from using a particular bathroom or locker room, and cannot require employees to medically transition prior to gender identity recognition. Employers can be required to allow medical services related to transgender care. Finally, transgender individuals are a protected class under Title VII. This paper discusses the historical and current legal cases that prevent employment discrimination and proposes policies and practices. Recommendations for social workers include creating a sufficient non-discrimination policy, consulting with experts, becoming recognized on an equality index, educating others by not shaming them, and following the social work code of ethics.
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Takhtaei, Nasrollah, and Leila Abbasi Dezfully. "Impact of Gender upon the Perception and Auditor's Job Satisfaction." International Journal of Accounting and Financial Reporting 3, no. 1 (June 2, 2013): 258. http://dx.doi.org/10.5296/ijafr.v3i1.3805.
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The purpose of the present research is to investigate the effects of gender upon the level of job satisfaction of auditing professionals as well as examine if gender leads to differences in their perceptions of work related attributes such as advancement opportunities and relations with supervisors. Questionnaires have been applied as a means to collect required data to test the hypotheses. The dependent variable is gender and independent variable consists of 9 factors including job fulfillment, treatment with supervisors, promotion and advancement opportunities, supervisors, gender discrimination, employee relations with coworkers, workload volume, fringe and benefits, and amount of compensation. The results indicate that there is a significant relationship between gender and all factors regarding independent variable except advancement and promotion opportunities. The results also show that there are differences between male and female auditors in treatment by peers and supervisors and gender discrimination. The results point out the effects of gender on 9 factors of the level of job satisfaction in audit firms.
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Nagaraj, Nitasha Chaudhary, Nitasha Chaudhary Nagaraj, Amita Vyas, Amita Vyas, Megan Landry, and Megan Landry. "Adolescents’ Perceptions of Gender Discrimination in India: Do Perceptions Differ for Boys and Girls?" Journal of Public Health International 2, no. 1 (September 18, 2019): 1–12. http://dx.doi.org/10.14302/issn.2641-4538.jphi-19-2995.
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Despite the gains India has made in recent decades, it remains a country with vast gender inequities. Gender sensitization and empowerment programs aimed at young people, precisely at the time when they are forming their gender attitudes, has the potential to diminish gender inequity in the long-term. This study represents data from 36 qualitative in-depth interviews conducted amongst adolescent boys and girls enrolled in grade 7 in northern India, in schools that serve under-resourced communities. The interviews asked questions related to positive youth development, gender roles, violence, and locus of control. The results of the qualitative analysis provide insights into how adolescents perceive gender discrimination in their families and communnites. The majority of expectations for boys revolved around physical labor, while, for girls, gender roles were primarily focused on stopping education early to get married and take care of the household and children. Many of the responses from both boys and girls on privileges/restrictions were related to daughters not being fully educated while sons often were. Furthermore, when comparing between boys and girls (attributes) and understanding superiority, many participants noted there is a clear preference of boys compared to girls. Girls also had higher proportion of violence codes compared to boys, perhaps because many girls felt they were hit more frequently than boys. The results of this qualitative analysis provide direction for both future research as well as the development of gender sensitization interventions specifically designed for adolescents.
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Rosich, Gina R. "Sexual Citizenship Theory and Employment Discrimination among Transgender-Identified People." Societies 10, no. 1 (February 7, 2020): 17. http://dx.doi.org/10.3390/soc10010017.
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Employment discrimination remains a consistent and widespread concern among transgender and gender non-conforming (GNC) people. A secondary data analysis was conducted using the Transgender Law Center California Economic Health Survey (n = 646). The aim of this study was to examine workplace discrimination among transgender and gender non-conforming adults. Sexual citizenship theory informed both the grouping of variables and analysis of findings. Bivariate, multivariate, and multivariable statistical tests were conducted to examine problems related to hiring and to various forms of workplace harassment. Analyses revealed that about 67% of respondents reported some kind of workplace mistreatment. Trans men (FtM) were 132.6% more likely to report discrimination in the workplace (chiefly misgendering and privacy breach), while trans women (MtF) were more likely to experience a wider variety of types of discrimination. Respondents out to their co-workers were 292.4% more likely to experiences discrimination. Those with higher income were less likely to need assistance with changing IDs and more likely to pass/blend. Those who were less likely to pass/blend faced higher unemployment. These findings underscore the many ways in which transphobia, cis gender entitlement and transmisogyny shape the lives of trans people and prohibit full citizenship participation in society vis-à-vis the workforce.