• Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off
Reading...
Front

Card Range To Study

through

image

Play button

image

Play button

image

Progress

1/34

Click to flip

Use LEFT and RIGHT arrow keys to navigate between flashcards;

Use UP and DOWN arrow keys to flip the card;

H to show hint;

A reads text to speech;

34 Cards in this Set

  • Front
  • Back
What characteristics describe a woman who "makes" it in a male dominated occ?
-"thick skin" doesnt let things get to them
-mentor: male mentor at top who has taken them "under their wing"
-make themselves indispensable: develop/master something that is valued in the field.
-being in a growing industry: relative attractiveness theory
Describe the Equal Pay Act
- req's equal pay for equal work
- only protects against sex discrimination
- burden of proof on plaintiff but employer can rebuttle
- those not protected: fishing industry, in home workers, operators @ amusement parks, camp workers
- major issue: we dont know what others make and cant ask
What is considered equal work in the Equal Pay Act?
- 2 jobs that require equal skill, effort, responsibility and performed under siimilar working conditions for the same employer
-Doesnt have to be the same job titles
Describe Civil Rights Act
- disc in hiring, firing, pay, placement, harrassment, or retaliation
- offers protection based on race, color, religion, sex, or national origin
- protects the spouses of these protected classes too
- EEOC created to enforce all this legislation
How do you prove discrimination?
1.Disparate Treatment Model= 2 groups are treated diff cuz of intentional disc. "smoking gun", damning evidence
2. Disparate Impact Model= illegal to have a policy/practice that had an adverse impact on members of a protected class so long as the practice was not job relevant or necessary. Must prove its a Bona Fide Occupational Req (BFOQ: height reqs, weight lifting, physical appear, organizational practices like travel, hrs)
Describe EEOC
- responsible for ensuring compliance with the EEO laws
- investigation
- filing lawsuits
- conducting voluntary assistance programs
Who must comply with EEOC laws?
- private employer with more than 15 employees
- state and loval govt employers
- educational institutions
- labor unions with more than 15 employers
Who must file EEO 1 reports?
- private employer with more than 100 employees
- fed contractor with more than 50 employees or 50,000$ worth of projects
How can EEO 1 reports detect segregation?
- Can look and compare numbers of years previous of the company to see if it has become more segregated
EEOC requires complete compliance, what are some of the measures EEOC can do to create compliance?
- reqs company to post or distribute non disc policies
- can req to initiate diversity, sensititvit training
- can req restructure job searches instead of inside networking
- can req compnay to create an oversight office to ensure EEO is ocurring in the workplace
What are problems with EPA
1. covers very few females bc of job and firm segregation
2. Easy for employers to dodge an EPA lawsuit
3. Hard to prove and dont know how much other make
What is comparable worth?
- pay equity between comparable occupations
- ex janitors usually make more than maids/housekeepers
How do you rate occupations worth?
- skill
- education
- risk involved
- responsibility on job
What are some problems with civil rights act?
1. hard to prove esp in disc suits
2. fairly limited statue of limitations
3. hard to know you've been disc against. (we compare ourselves to socially similar others)
4. hard to be a victim "naming, blaming, claiming":-misinformation/lack of info on how to file.-scared(retaliation, not a team player, etc))
Describe affirmative action
1. attempt to dismantle institutionalized/informal cultural norms and systems of ascriptive group-based disadvantage and the inequalities resulting from them
2. any policies that promote inclusively, multiculturalism, integration, democracy
- takes "action" to "affirm" its policies dont adversely impact members of protected classes/groups
- proactive vs EO laws are passive in that they assume an "equal playing field."
When is AA required?
- govt and fed contractors of more than 50 employees or 50000$ projects
1. determine race/sex composition of potential workforce (qualified) (local area can be taken into account)
2. calculates race/sex comp of its workforce (if theres a discrepency between the avail and actual workforce the employer must est proactive measures to fix discrepency and eliminate disc policies. write out and execute an AA plan)
3. est goals and time tables for fixing the discrepency
EEO 11246 Office of Federal Contract Compliance (OFCCP)
- monitors compliance with/EO11246 by conducting desk audits
1. Debar fed contractors but this only happens if the contractor does not have an AA plan
2. OFCCP can mandate compensatino for victims
what are the 3 types of AA
1. federally mandated AA for the gov and contractors
2. court ordered AA order quotes but only extreme cases
3. employees voluntary AA : -stay out of trouble with EEOC and OFCOP or courts. - "business model" for diversity used as a recruiting tool for new workers and customers (economic advantages)
What are the 2 types of sexual harassment
- Quid Pro Quo: this for that. ex: sexual favors in exchange for job
- hostile work environment: actions/behavior that create an intimidating environment. severe and pervasive, unwelcome

- "reasonable person standard": what a "reasonable" person considers SH
what is the victim of SH profile?
-university education
-22-44 yrs od
-single or divorced
-sex atypical job, male-dom environment, male supervisor
-female in sex atypical occs=hostile work environment
-female in female dom occs: face hostile environment when working in a male dom environment
-female in female dom occs are more likely to face quid pro quo if they have a male supervisor
Why does under-reporting of sexual harassment happen?
-fear of career suicide "black balled"
-fear of consequences, retaliation (&physical retaliation)
-fear of being blamed for SH (they did something to deserve it like short skirt)
-fear that the harassment will be trivilaized
-SH is a "condition of employment" just comes with the job
What are the causes of SH?
-maintaining power, not about sexual favors
-"unwelcome mat" bc of threats to masc
-demystifies 'male jobs"
-jobs are "gender badges" we identify our gender by choosing what job we want
Explain organization/job level characteristics & inequality
-orgs size; larger organization, less likely ascriptive biases affect employment
-age: older an organization, the more likely its relying on old disc policies. Organizational inertia: hard to make changes esp when big and beaurocratic, family wage and pin $
what is institutional isomorphism?
-institutions over time become very similar in practices
What is job idiosyncracy?
-less common a particular job in an organization, the more likely biases affect decisions. less formalization with idiosyncratic jobs
What are organizational human resource policies?
-moderate the extent to which biases affect decisions
-successful HR policies eliminate the chance for decisions to be based on homophily or status expectations. 2 main steps:1 formalization of the workplace(formal job posts, not word of mouth) 2 make managers/employees accountable for their decisions and ensure oversight of decision making
Explain diversity training
-focuses on individuals and trying to change their behavior/attitudes or raise awareness
When is diversity training the most effective?
1. has support from top management
2. when training is given to all employees
3. when complimented with other HR changes
4. When followed up on with more training or other inititiatives
-on the whole diversity training does not promote female and racial thnic minority representation
Explain the motherhood wage penalty
-refers to the gap in pay between mothers and childless females
-above and beyond gender inequality
what are the explanations of the motherhood wage penalty?
-Human Capital Theory:
1. Motherhood interrupts labor force attachment less HC=less $
2. compensation differentials. mothers choose "motherly friendly" jobs that pay less but allow them to combine work and family
3. work effort: women exert less effort at work bc they're tired from child responsibilities. invest less in HC=less $
Explain the discrimination in motherhood wage penalty
Why discriminate?
1. Mothers arent as good of employees bc their "heads are somewhere else" thought of as using more sick days, off early, lots phone calls
2. definition of "ideal work" unencombered and works all day for pay uninterupted. motherhood and being an ideal worker are inconsistent bc mothers are not unencombered. status expectations theory 1:expect better performance from those w/higher status 2. high status groups are judged less harshly than low status
what is the "stalled revolution"?
-refers in the equality among humans in 1. division of labor in the home (gender division of labor in the home) 2. @ work, 3 in social policy/institutional response
What are the assumptions of Dual-Career families?
-"male-work model": assumes a "support system"
-timing of career development and family formation coincide
-female to accomodate the situation
male usually makes more so it makes sense for female responsibility in the home
What are two solutions to fam/work balance problem of dual-career families?
1. change how mothers are seen as primary response of children. Realize it benefits all of society to have better children
2. change the ideology of what the perfect worker is. lessen work day the perfect worker should be able to balance family and work