Sexual Inequality In The Workplace Summary

Fligstein, D., Neil, and Wolf, C., Wendy. (1979). Sex and authority in the workplace: the causes of sexual inequality. American Sociological Review, 44, 235-252. Even with all of this evolution of women in the workplace, men still hold higher titles and positions; in jobs where women are highly represented, such as nursing or a librarian, men still hold the higher jobs of management or administration. This article does a study on Wisconsin high school seniors to show the statistics of men and women in higher position jobs, around midlife. The study is not on the issues with authority during midlife, it is simply about the division of authority. There were minor variables, such as whether the individual was currently employed, whether they were
This research was conducted using an equation that measured education, experience, marriage, and children. The parts of the equation with the larges gaps were experience and children. In experience, it was hardly looked at or mattered for men in the workplace, but for women it was a very high criterion that they had to meet. As for children, it was looked at more, for males, that they will work hard to provide well for their children, even though having no children gives them more independence and fluidity in the workplace. While for women, they are thought to me too family oriented with children and will focus on them more than their work. Gender inequalities in occupational standpoints are becoming much more equal, but as for superiority aspects, the inequality gap has barely made a mark. Some limitations on this article include the date that it was published, causing it to not be up to date with current research and not as correct. Other limitations could be the variables used in their research, such as the equation used to measure their ability to
(2006). Workplace harassment: double jeopardy for minority women. Journal of Applied Psychology, 91(2), 426-436. DOI:10.1037/0021-9010.91.2.426 Women in the workplace, especially minority women, have had many more incidents with being harassed at work. Minority women call it a “double jeopardy” because they are harassed based on being a woman and being a minority, which both come with prejudice. Not only is being a minority woman an issue with harassment, but they are also paid much lower than even just a white woman. The research has four hypotheses; the first being that minority women are harassed more in the workplace, and the second being that there is no relationship between a minority woman and the amount of harassment that they face in the workplace. The third hypothesis is that minority woman, as opposed to white women, are harassed more, and the fourth is that women in general are harassed more in the workplace. The study done in this research was a survey that was sent out to 800 people of different male-dominated and female-dominated corporations. The survey measured different types of harassment, as in sexual, ethnic, and overall. One of the main control variables in this study was the dominant sex of the company. As a result, almost half of the responders reported having been harassed in the workplace, whether ethnically or sexually. Some limitations to this research study could have been the amount of people that they