Yet another dark side of chivalry: benevolent sexism undermines and hostile sexism motivates collective action for social change. People Place 9 6— Gender stereotypes and the evaluation of men and women in military training.
Conclusion Gender inequality in organizations is a complex phenomenon that can be seen in HR practices i. Gelfand et al. DePaul Law Rev. Hooters is not alone, as many other establishments attempt to attract male cliental by requiring their female servers to meet a dress code involving a high level of grooming make-up, haira high heels requirement, and a revealing uniform McGinley, Effects of exposure to sexist humor on perceptions of normative tolerance of sexism.
The two faces of Adam: ambivalent sexism and polarized attitudes toward women.
The affirmative action stigma of incompetence: effects of performance information ambiguity. Download to read the full chapter text. The formal structure of an organization is how an organization arranges itself and it consists of employee hierarchies, departments, etc.
A meta-analysis of gender group differences for measures of job performance in field studies.
Interestingly though, if women pursue roles in the workplace that are congruent with traditional gender expectations, they will elicit positive reactions Eagly and Karau, In the following section, we outline how organizations marked by gender inequalities can reduce discrimination against women.
Individuals do negotiate stigmatization processes; however, this is more likely when stigmatization is perceived as illegitimate and when they have the resources to do so Major and Schmader, These evaluations should be done regularly, given that delays require retrieving memories of work performance and this process can be biased by gender stereotypes Sanchez and De La Torre, A climate for sexual harassment involves perceptions that the organization is permissive of sexual harassment.