Psychologists Janice Yoder and Theodore McDonald conducted a survey of working women. They 're objective was to determine how many women had experienced sexist discrimination and which was the most pervasive. Their scale for sexist discrimination had four different components: denial of promotions, unfair treatment from superiors, drastic responses like firing or reporting a grievance, and unfair treatment from coworkers. Participants would respond on a "6-point scale, ranging from (1) never to (6) almost all the time," whether they experienced any of this discrimination within the past year (Yoder and McDonald 489).
The survey had work experiences that measured how much the participant felt that coworkers were more apt to notice her mistakes, …show more content…
Women who reported excessive coworker maltreatment, also felt that they were assigned tasks based on their gender and that if they were to be considered for a promotion, their coworkers would not be encouraging. It was also concluded that the attention on clothes and coworker acceptance did not have any correlation to sexist discrimination in the workplace. Regarding the outcome of their study, Yoder and McDonald said, "Sexist discrimination in the workplace was not related to age (our sample ranged from 23 to 44), education [...], or race. It also was unrelated to years of [employment]" (Yoder and McDonald …show more content…
Working women with children believe they should be able to spend time with their children and families without having to pay economic penalties. While this might seem selfish, it makes sense. The male-dominated workplace gives very little accommodation for the fundamental difference between genders: Women give birth, typically in their mid-20s to late 30s, the same years they are expected to work to advance their careers. Women like Kristin Maschka, who was working 50 to 70 hours a week as an internet startup manager when she got pregnant, are sacrificing their promising careers to raise their children. Maschka was content to work part-time and also take care of her daughter, however, she was told she could only keep her job if she went back to 70 hour work weeks, so she had to resign at 31 (Glazer 1). Mothers who work part time are extremely vulnerable. They receive even lesser pay than full time working women, get no benefits, and are rarely considered for promotion or management positions. Married women working part time might be supported by their husband’s bigger paycheck, but single mothers are left to provide both the paycheck and the child care. Thus is the argument, working mothers should receive economic support in benefits like paid parental leave (Glazer
The survey had work experiences that measured how much the participant felt that coworkers were more apt to notice her mistakes, …show more content…
Women who reported excessive coworker maltreatment, also felt that they were assigned tasks based on their gender and that if they were to be considered for a promotion, their coworkers would not be encouraging. It was also concluded that the attention on clothes and coworker acceptance did not have any correlation to sexist discrimination in the workplace. Regarding the outcome of their study, Yoder and McDonald said, "Sexist discrimination in the workplace was not related to age (our sample ranged from 23 to 44), education [...], or race. It also was unrelated to years of [employment]" (Yoder and McDonald …show more content…
Working women with children believe they should be able to spend time with their children and families without having to pay economic penalties. While this might seem selfish, it makes sense. The male-dominated workplace gives very little accommodation for the fundamental difference between genders: Women give birth, typically in their mid-20s to late 30s, the same years they are expected to work to advance their careers. Women like Kristin Maschka, who was working 50 to 70 hours a week as an internet startup manager when she got pregnant, are sacrificing their promising careers to raise their children. Maschka was content to work part-time and also take care of her daughter, however, she was told she could only keep her job if she went back to 70 hour work weeks, so she had to resign at 31 (Glazer 1). Mothers who work part time are extremely vulnerable. They receive even lesser pay than full time working women, get no benefits, and are rarely considered for promotion or management positions. Married women working part time might be supported by their husband’s bigger paycheck, but single mothers are left to provide both the paycheck and the child care. Thus is the argument, working mothers should receive economic support in benefits like paid parental leave (Glazer