Active and Passive Facilitation Tendencies at Work Towards Sexy and Professional Women: The Role of Stereotypes and Emotions

Stereotypes have important social consequences, such as promoting female discrimination in the workplace, which depends on how women are categorized. Extending prior work, here we analyze how two important female subgroups, women who are categorized as professional or sexy women, are evaluated on key dimensions of stereotype content (morality, sociability, and competence), positive and negative emotions, and facilitation behavioral tendencies (active and passive). To this end, we adapted a previous scale of facilitation tendencies to the working environment. Furthermore, we aim to explore the mechanism involved in carrying out helping behaviors towards each subgroup of women in the workplace. In order to fulfill these goals, 201 participants ( Mage = 28.88, SD = 12.25; 66.2% women) were randomly assigned to evaluate a woman categorized as either sexy or professional on the mentioned variables. Results show that women categorized as sexy are devalued compared to those categorized as professionals. We also found that competence has a driving role in predicting more active facilitation tendencies towards a woman categorized as professional than a woman categorized as sexy via positive emotions. These findings have implications for the career development of women.

Gender Equity in the Marketing Academy: From Performative to Institutional Allyship

The fair treatment of women in the workplace, where they experience both opportunities and constraints, has been on and off higher education agendas for decades. Yet, institutionalised gendered constraints still shape the careers of female academics, including those in the marketing academy, resulting in disrupted or obstacle-heavy career journeys and the underrepresentation of women in senior positions. Furthermore, progress towards gender equity is hampered by institutional resistance to change, favouring performative rather than genuine and transformational institutional allyship. We draw upon personal experiences, recollections and anecdotes garnered over the years – synthesised with literature – to examine systemic gendered constraints within our collective career span. We propose institutional allyship as the intentional efforts needed by the marketing academy to address systemic and structural gender inequities and achieve second-order change by integrating gender equity outcomes throughout organisational decision-making. Specifically, we suggest nominated actions within a Gender Equity and Inclusion Charter for the Australian and New Zealand Marketing Academy (ANZMAC) and its member universities as a first step.

From One to Three: China’s Motherhood Dilemma and Obstacle to Gender Equality

The implementation of China’s three-child policy has prompted considerable attention and discussion. From “one child” to “two-child” to “three-child,” the Chinese government has considered the macro population structure in previous reproductive policy adjustments while ignoring the difficulties and necessities of parenting. The child-rearing costs that should have been shared by the family and the state are left to be shouldered by the family alone. Gender equality and women’s development have lagged, while the traditional role of women and the sharing of family responsibilities between men and women have stagnated. The easing of the fertility policy will increase the frequency of childbirth and result in greater difficulties faced by women in the workplace. Childbirth negatively impacts women’s wages, and as its intensity continues to increase, so does the problem of maternal punishment. This study presents situations that illuminate the plight of Chinese mothers. Solving the motherhood dilemma cannot be achieved by making a mother choose between prioritizing herself or her child. Only by detaching privatization from motherhood, returning to public politicization, treating gender equality promotion as only the starting point, and strengthening social support and public service can the motherhood dilemma truly be resolved.

Periods for Profit and the Rise of Menstrual Surveillance

Menstruation is being monetized and surveilled, with the voluntary participation of millions of women. Thousands of downloadable apps promise to help women monitor their periods and manage their fertility. These apps are part of the broader, multi-billion dollar, Femtech industry, which sells technology to help women understand and improve their health. Femtech is marketed with the language of female autonomy and feminist empowerment. Despite this rhetoric, Femtech is part of a broader business strategy of data extraction, in which companies are extracting people’s personal data for profit, typically without their knowledge or meaningful consent. Femtech can oppress menstruators in several ways. Menstruators lose control over their personal data and how it is used. Some of these uses can potentially disadvantage women in the workplace, insurance markets, and credit scoring. In addition, these apps can force users into a gendered binary that does not always comport with their identity. Further, period trackers are sometimes inaccurate, leading to unwanted pregnancies. Additionally, the data is nearly impossible to erase, leading some women to be tracked relentlessly across the web with assumptions about their childbearing and fertility. Despite these harms, there are few legal restraints on menstrual surveillance. American data privacy law largely hinges on the concept of notice and consent, which puts the onus on people to protect their own privacy rather than placing responsibility on the entities that gather and use data. Yet notice and consent is a myth because consumers do not read, cannot comprehend, and have no opportunities to negotiate the terms of privacy policies. Notice and consent is an individualistic approach to data privacy that envisions an atomized person pursing their own self-interest in a competitive marketplace. Menstruators’ needs do not fit this model. Accordingly, this Essay seeks to reconceptualize Femtech within an expanded menstrual justice framework that recognizes the tenets of data feminism. In this vision, Femtech would be an empowering and accurate health tool rather than a data extraction device.

Glass Ceiling: Heating Back Women

In India men and women rights are equal but Women have to work twice as much as men to get recognition, high qualifications alone do not guarantee satisfying careers, as working women carry the double burden of work and family and often face conflicts and stressful situations in their life as well as in their career when family, society, and situations stop their growth then it becomes the form of glass ceiling which heats the back of women and try to stop their growth. The purpose of this study is to clear the image that how glass ceiling heating women and become an obstacle to their carrier path. The present study is a fair attempt to present the current situation of women in the workplace. In this paper, I have tried to summarize the journey of women who have faced issues like gender inequality, discrimination, social issues, and harassment at the workplace. The population of the study comprises all the female employees working in the private sector of the Delhi NCR region. The sample size for this study is 345 women (banking, education, hospital, organization) from the private sector. To collect the response from the respondent the questionnaire and interview tools are used. With the help of the percentage analysis method demographic data are analyzed and to measure the degree of agreeableness the composite/mean score and standard deviation were calculated. Thus selected mean score implies that respondents favor that particular statement. It has been observed that the Mean score of Statement 1i.e. At the workplace due to sexual harassment by their male colleagues or bosses women prefer to change the job rather than victimizing again and again is highest. Limitations of the study are that it considered only female employees and covered only the Delhi NCR region.

The Silent Discrimination against Headscarved Professionals in the Turkish Labor Market: The Case of Women in the Banking Sector

This study addresses the widespread discriminatory policies against headscarved professionals in the Turkish job market, by focusing on the female-intensive banking sector. Although the number of professionals wearing headscarves has increased since 2013 with the removal of the ban on headscarves for workers in the public sector, we argue that significant ideological discriminatory practices and bias against these women still exist. To expose this hidden reality and uncover its dynamics, we undertook exploratory in-depth interviews with 30 professionals from the Turkish banking sector, including both men and women. Our findings verify a severe underrepresentation of headscarved professionals in the commercial banking sector. Whereas, after 2013, state-owned banks began, to some extent, to recruit women wearing the headscarf, private commercial banks have not amended their exclusionist policy towards headscarved white-collar employees. Research findings confirm that in the Turkish banking sector, policies regarding the headscarf are still shaped by ideological corporate values. This study suggests that the appointment and promotion of female professionals in the Turkish banking sector are blocked by long-established stereotypes and prejudices, which stand in the way of inclusive practices supporting social equity, as well as diversity and the equality of women in the workplace.

Gender Inequalities in the Workplace: Case Study of South Africa

The South African government implemented different legislative mechanisms in an attempt to address gender equality in the workplace, discrimination, and empowering women. To review whether there has been any progress after implementing these legislative mechanisms, this paper empirically analyzes the advancement of gender equality in the South African workplace as of 2020. It also provides an overview of different legislative mechanisms implemented by the government of South Africa as an endeavor to achieve gender equality in the workplace and equal opportunities for all regardless of gender. The main objective of this paper is to review gender equality progress in the South African workplace and a qualitative research method has been used to analyze different gender inequalities. Lastly, the paper provides an overview of gender equality analysis in different occupational levels in the South African workplace. The research shows that regardless of the South African government’s different legislative mechanisms to address gender equality, progress is still gloomy as discrimination against women in the workplace continues and the men remain dominant. The data analyses conclude that progress in addressing gender equality has been inert, delaying equal opportunities for all South Africans.

Clothing, image, and presence: women in the corporate workplace

Taken from Introduction: The purpose of this paper is to examine in detail the existing literature addressing the history of Western women in the workplace, the importance of first impressions, gender discrimination and stereotypes in the workplace, and the cognitive and behavioural effects of clothing on both wearers and perceivers. These topics will be analyzed across various fields of study, such as economics, psychology, sociology and gender studies. This review focuses on women as they relate to appearance and professional settings because many of the issues faced by women in professional settings are unique. It would not, therefore, be appropriate to address these issues as they relate to both men and women within the same framework; women’s experiences in regards to these notions deserve special attention. Once these theories are explored and analyzed, they will be expanded upon using ideas of executive presence and how it affects these particular areas of study, as well as how it can be used by women to overcome many of these issues.