Julienne Saldon Mrs. Tinnin Annotated Bibliography Historically, women were limited to poor and low-paying jobs. Thus, when women began dominating workforces, many thought that this suggested gender equality progress. However, magnifying these female-led workplaces, like healthcare, exposes the perpetuation of inequality due to gender experience disparities. An editorial by Amy Diehl et al. shows the handicaps faced by women in female-led industries, supported by Jennie Jacobs Kronenfeld’s book Where Attitude Stereotypes hinder Women’s Career Progressions. Leslie A. Athey and Peter A. Kimball’s journal article also cites women’s challenges, revealing compensation gaps despite having similar qualifications to their male counterparts. Prior sources
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This contradicts Diehl et al. and Kronenfeld who argued that women’s underrepresentation is caused by biases. Additionally, women’s healthcare domination seems rooted in the feminization of specific jobs. Alice Blackmore’s ally editorial supports this through society’s feminine perception of nursing, similar to my contextualizing document “Clerical Work, A Manual for Change: Report of the Permanent Commission on the Status of Women on Sexual Discrimination in Clerical Work, February 1978” which mentions the stigma of certain jobs being for women. These sources foster varying ideas about women’s roles in workplaces, families, and societies. Thus, others may perceive gender equality progress from women’s workforce populations, but the nuanced reality says otherwise. My final project will explore the perpetuation of gender inequalities within healthcare industries, revealing the systematic disadvantages faced by women due to stereotypes and …show more content…
Maybe they wanted to work fewer hours or see their children more” (Russell). Moreover, the article reveals how the modern-day feminist movement of simply adding women in leadership positions lacks nuance and intuition as women have distinct priorities compared to men. It reveals women’s prioritization of other goals besides career ambition, stating “Women aren't robots and they aren't men. They have different wants and needs; they aspire to different roles. They have career goals but also relationship goals” (Russell). I will use this source as a counterargument for my essay, since Russell’s article focuses more on women’s unique needs being the reason for the lack of women executives instead of the systematic, biased workplaces that disadvantage women. Thus, Russell contradicts Diehl et al. Russell downplays the significance of women leaving executive positions due to family priorities, while Diehl et al. underscores the systematic disadvantages faced by women in industries due to gender bias. Underserved and Socially Disadvantaged Groups and Linkages with Health and Health Care Differentials, edited by Jennie Jacobs Kronenfeld, Emerald Publishing Limited,
This contradicts Diehl et al. and Kronenfeld who argued that women’s underrepresentation is caused by biases. Additionally, women’s healthcare domination seems rooted in the feminization of specific jobs. Alice Blackmore’s ally editorial supports this through society’s feminine perception of nursing, similar to my contextualizing document “Clerical Work, A Manual for Change: Report of the Permanent Commission on the Status of Women on Sexual Discrimination in Clerical Work, February 1978” which mentions the stigma of certain jobs being for women. These sources foster varying ideas about women’s roles in workplaces, families, and societies. Thus, others may perceive gender equality progress from women’s workforce populations, but the nuanced reality says otherwise. My final project will explore the perpetuation of gender inequalities within healthcare industries, revealing the systematic disadvantages faced by women due to stereotypes and …show more content…
Maybe they wanted to work fewer hours or see their children more” (Russell). Moreover, the article reveals how the modern-day feminist movement of simply adding women in leadership positions lacks nuance and intuition as women have distinct priorities compared to men. It reveals women’s prioritization of other goals besides career ambition, stating “Women aren't robots and they aren't men. They have different wants and needs; they aspire to different roles. They have career goals but also relationship goals” (Russell). I will use this source as a counterargument for my essay, since Russell’s article focuses more on women’s unique needs being the reason for the lack of women executives instead of the systematic, biased workplaces that disadvantage women. Thus, Russell contradicts Diehl et al. Russell downplays the significance of women leaving executive positions due to family priorities, while Diehl et al. underscores the systematic disadvantages faced by women in industries due to gender bias. Underserved and Socially Disadvantaged Groups and Linkages with Health and Health Care Differentials, edited by Jennie Jacobs Kronenfeld, Emerald Publishing Limited,