SOC362H5 Chapter Notes - Chapter 8-11: Gender Pay Gap, Power Harassment, Payscale
Document Summary
Women supervisors = more likely to be harassed. Models of sexual harassment: any harassing behaviour, number of harassing behaviours, subjective harassment (females only, workplace power = significant predictor of who gets harasses especially in terms of women. When we see a woman, our instinct isn"t to think leader": especially in terms of agentic traits (self-assertion and independence, communal traits males and females are perceived as even. Non-specific and non-exclusive survey item: different interpretations by survey-ees, uncomfortable questions. Time frame issues (an annual vs. lifetime question) For older workers, longer job tenure and shifts in occupation reduced the gap. Higher education and declining unionization narrowed gap for younger workers. The female male wage ratio is calculated by dividing the female wage rate for a particular group or cohort by the male wage rate for the same group or cohort. The wage gap for women is calculated by subtracting the female male wage ratio from.
