1 Sex and Gender WEEK 5 Are sex and gender the same thing? NOPE   Sex  biological aspects of male and female.  Based primarily on reproductive organs Gender   Gender Identity   cultural, social, behavioral and psychological traits typically associated with being male or female a person's internal sense of being male, female, some combination of male and female, or neither male nor female 2 3 4 5 Gender  First classification in life  Central to identity  Socialized as prescriptions  Rewarded/punished for matching gendered expectations What are those expectations? 6 Quiz 1: Which Gender is Viewed as … …warmer and more likable? … more helpful, supportive, nurturing? …. more trustworthy and moral? … more arrogant and egotistical? … more dangerous and aggressive? … selfish (e.g., pursue goals at others’ expense)? Quiz 2: Which Gender is More Likely to… …be offered help on a technical task? … be treated gently, not harshly? … asked to serve in a support role? … receive challenging assignments? … receive a higher salary? … be promoted? We Like Women, but Respect Men Both men and women view: ▪ Women as warmer, more likeable than men ▪ Men as having traits linked to power and status Which is more valuable at work, liking or respect? Case of the Washington Redskins Name Change Controversy “It’s ludicrous to think in any way that we’re trying to upset anybody.” This comment was made by Bruce Allen, the general manager of the Washington Redskins football team, in response to protests over the team’s name on the grounds that it is offensive and harmful to Native Americans. “The Washington Redskins’ organization argues that while the name may be offensive to some Native Americans and other U.S. citizens, there are Native Americans who view the term positively and that according to a poll, the majority (two-thirds or 66%) of people living in the Washington D.C. area don’t want the Redskins to change their name. What the Redskin’s management doesn’t mention, however, is that even though 66% of people in the D.C. area “don’t want the Redskins to change their name,” the same poll indicated that 80% of them said it wouldn’t make much of a difference to them if the name were changed. “You’re not trying to offend people? No shit, dude – we know you don’t want to offend anyone … The problem is that it actually does offend people, even though you don’t want it to.” This comment was made in response to Bruce Allen’s comment (listed above) by Glenn Davis of Sportsgrid.com. Mr. Davis is accurate when he states that the term redskin “actually does offend people.” In a letter to NFL Commissioner Roger Goodell demanding that he formally endorse efforts to get the team to change its name, Democratic Senator Maria Cantwell (who is also the Chair of the U.S. Senate Committee on Indian Affairs) and Republican Representative Tom Cole argue that “The National Football League can no longer ignore this and perpetuate the use of this name as anything but what it is: a racial slur.” Senior members of Congress have some power over Goodell and NFL team owners. At present, the NFL enjoys tax-exempt status as the result of a deal between league officials and Congress that enabled the AFL-NFL to merge in 1966. The NFL’s taxexempt status is already under attack by Republican Senator Tom Coburn of Oklahoma, who doesn’t see why taxpayers should be subsidizing a $10 billion-a-year professional sports league and has proposed an amendment to end it. This is precisely the threat Cantwell and Cole pose in their letter: “It is not appropriate for this multibillion dollar 501(c)(6) tax-exempt organization to perpetuate and profit from the continued degradation of tribes and Indian people.” It isn’t clear how hard Cantwell and Cole are willing to press the NFL or whether they can attract enough colleagues to build a coalition to strip the league’s tax-exempt status. Besides Senator Cantwell and Representative Cole, there are other individuals and organizations that are pushing for a name change. The Oneida Indian Nation has launched radio ad campaigns in the D.C. area and in areas of teams the Redskins play. The Native American Journalism Association has a section of its website dedicated to the elimination of all Native American sports mascots. Some newspapers refuse to print the name of the team and some sportscasters refuse to say the name of the team. President Obama stated that if he was the owner of the team, he would think about changing it. “With all the issues Congress is supposed to work on such as the economy, jobs, war and health care, the Senator must have more important things to do than pushing for a name change of a football team which has received strong support from Native Americans.” This comment was part of a statement issued by the Redskins’ organization in response to the letter Senator Maria Cantwell sent to NFL Commissioner Roger Goodell. The statement also noted that Senator Cantwell should be aware that there are many challenges facing Native Americans (e.g. high unemployment and inadequate education). While it is undeniable that Native Americans are facing significant challenges such as high employment, they are also facing other challenges – such as reduced self-esteem – due to the use of Native American mascots by sports teams. Dr. Michael Friedman, a clinical psychologist, considers the Washington Redskins’ refusal to change their name to be a textbook case of bullying; And like other instances of bullying, there is evidence of psychological harm to those impacted by it. According to Friedman, research experiments show that “if you bring a Native American person into an experimental situation and you show them an image of a Native American mascot, their self-esteem goes down, their faith in their community goes down, their feeling that they can achieve goes down." In addition to psychological harm, Ray Halbritter (Representative of the Oneida Indian Nation) argues that "Washington's continued use of the current team name is not just a slur against one group of people, it has demonstrable and serious public policy, cultural, educational, and public health ramifications for our entire country." Phil Mushnick, a reporter for the New York Post, suggests another reason why the team should change its name – “A name with any racial implications such as Redskins would not be selected for a new team today; and no one would refer to a Native American as a redskin to their face.” When NFL commissioner Roger Goodell was asked at a news conference “if he would call Native Americans “Redskins” to their faces,” he declined to answer the question. “We will never change the name of the team.” This comment was made by Dan Snyder, the owner of the Washington Redskins, in response to those encouraging him to change the team’s name. Not only is Snyder refusing to change the team’s name, he is also funding a public relations campaign (“Redskin’s Pride) to push back against his critics. He stated that he respects the feelings of those who are offended by the team name but hopes that “such individuals also try to respect what the name means, not only for all of us in the extended Washington Redskins family, but among Native Americans too.” He wrote a letter to fans defending his decision not to change the Redskins name. "Our franchise has a great history, tradition and legacy representing our proud alumni and literally tens of millions of loyal fans worldwide … We are proud of our team and the passion of our loyal fans. Our fans sing 'Hail to the Redskins' in celebration at every Redskins game. They speak proudly of 'Redskins Nation' in honor of a sports team they love." Title: United States Women’s National Team fight for equal pay https://www.nytimes.com/2018/03/04/sports/soccer/us-womenssoccer-equality.html 1. Gather sources, create an outline of the case and a bibliography a. You should use at least 5 sources to write the case. Use sources that describe the situation from various perspectives (like I did in Name Change case). Do not use academic sources that provide analysis of the case. You can use the Name Change case as model for your case. I have attached the Name Change Case Study. 2. Length and format The case should be 4 pages (Times New Roman, 12 point font, double spaced). 1 Gender & Work WEEK 5 Despite Years in the Pipeline, Few Women Lead Men 100 Women 80 95 92 85 83 73 Percent 62 60 49 51 38 40 27 17 20 15 8 5 0 Managers & Professionals Upper Managers CEOs All Orgs F500 Board Members F500 Corporate Officers F500 Top Earners Sources: U.S. Bureau of Labor Statistics, 2013; Catalyst 2014 F500 CEOs How Are Leaders Stereotyped: Wonderful but Weak or Bad but Bold? Koenig et al. (2011)    Meta-analysis (40 studies) using “Think Manager, Think Male” paradigm 1 0.9 0.8 0.7 Respondents rate traits of managers, women, or men (e.g., aggressive, modest) 0.6 Traits associated with men correlate much more strongly with managerial traits 0.3 0.5 0.4 0.2 0.1 0 Women/Manager Correlation Men/Manager Correlation Gender Expectations Stem from 4 Traditional Work and Family Roles Traditional division of labor: Men Women  Provide (work)  Home  Protect  Bear/raise children Masculine Norms Good Man     5 Real Man Protect women  Show no weakness Chivalrous  Physically tough  All work, no life balance  Big dog who eats little dogs Helpful “Never hurt a girl” Even Good Man Norms Create Subtle Gender Discrimination at Work Men tend to give women:  More praise, but less challenge  Dependency-oriented helping Effect on women:  Undermines confidence  Inhibits performance Feedback and Challenge  Critical feedback  is  necessary for development Challenging assignments  provide opportunity to develop skills, gain promotions “Soft” Feedback Inhibits Promotion Biernat, Tocci, & Williams (2012)   Performance evaluations of associates in Wall Street law firm Women    received more narrative praise… But lower numerical ratings … … half as likely to be tagged as “partner material” 7 Male Associates Associates 6.5 6 5.5 5 4.5 4 3.5 3 < Positive comments Female 4.1 16 3.9 14 3.7 12 3.5 10 3.3 8 3.1 6 2.9 4 2.7 > 2 > 0 2.5 Numerical ratings % Mention as "Partner Material" Who Gets Stretch Assignments? Catalyst (2012) “High Potential” Study:    1600 MBAs from top business schools Followed longitudinally Reported projects assignments at work Men’s (vs. women’s) projects:  2x greater budget  3x more employees staffed  Greater C-suite visibility  Greater risk Expecting Protection by Men Undermines Women’s Performance Test Performance Dardenne et al. (2007)     Women met recruiter for male-dominated firm 9 Recruiter indicates male coworkers are hostile or protective toward women (vs. no comment) 7 Women take difficult “hiring selection” test Expecting protection uniquely undermined women’s performance Hostile Protective Control 8 6 5 4 3 2 1 0 > < > < Study 1 Study 2 The Masculinity Contest Masculinity Contest:  A perceived zero sum competition to achieve dominance by asserting masculinity Excluded Groups (penalized for dominance behaviors):  Women (Rudman, Moss-Racusin, Glick, & Phelan, 2012)  Minority men (Livingston & Pearce, 2009) Example: Uber Toxic culture including: • Illegal behavior • Sexual harassment • Lack of diversity/turnover • “Game of thrones” ethos (sabotage your boss!) • Why? Proud to be a “brilliant jerk” The Masculinity Contest: The Wrong Model for Business You feel lucky punk? Zero-sum male dominance competition Masculinity Contest Norms Organizational Dysfunction Harms Both Men and Women Show no weakness Poor leaders Burnout Strength/Stamin a Put work first Bullying Less dedication Harassment Turnover Dog eat dog Lack support Lower wellbeing Why Play a Game that Hurts the Bottom Line? Manhood = Precarious Status (Vandello & Bosson, 2013)  Intense prescriptions for dominance (needed to “win” as provider/protector)  “Real man” = tough, strong, ruthless  Masculinity is hard won, easily lost (one misstep and you’ve lost it) Masculinity Contest Culture Scale Sample Items (Glick, Berdahl, Alonso, 2018) Show No Weakness Strength/Stamina Put Work First Dog Eat Dog Admitting you don’t know the answer looks weak Physically imposing people have more influence To succeed you can’t let family interfere with work Expressing any emotion other than anger or pride is seen as weak People who are physically smaller have to work harder to get respect To get ahead you need to be able to work long hours You’re either “in” or you’re “out,” and once you’re out, you’re out You can’t be too trusting The most respected people don’t show emotions Physical stamina is admired Leadership expects employees to put work first In my workgroup… If you don’t stand up for yourself people will step on you And, the survey says …  Even “good man” prescriptions can create barriers to female leadership  Real man prescriptions that become organizational norms create:   Organizational dysfunction  Poor individual relationship to work and lower wellbeing (for both men and women) All leading to tangible costs to organizations (e.g., turnover) 16 
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