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Diversity in Organizations: Sexism Issue - Term Paper Example

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The author states that work diversity has been brought about by equal employment opportunities for men and women. With the entry of women into the workforce, prejudice has also entered. There are two kinds of sexism attacking the women at workplace – hostile sexism and benevolent sexism…
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Diversity in Organizations: Sexism Issue
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Download file to see previous pages A self-study of Ambivalent Sexism Inventory results showed my percentage of hostile sexism to be 2.45 and my percentage of benevolent sexism to be 2.91. A sampling of five different countries was tried. The results showed that the men in any country scored more on hostile sexism than women of that country. When compared with the average scores of benevolent sexism among men and women of different countries, I was able to find that the percentage gap was small.
Psychologists distinguish between "hostile" and "benevolent" sexism (Glick & Fiske, 2001, pp.109-118; Glick, Fiske, Mladinic, et al, 2000, pp.763-775). The technical definition of hostile sexism is a set of beliefs about women - especially feminists: they see sexism where it does not exist, whine about discrimination when they lose fair and square, want to control men, and are sexual teases. The technical definition of benevolent sexism is the other side of the same coin. It is a complementary set of beliefs: women are purer, more refined, and more moral than men, and should be cherished, protected, and financially provided for. Men and women who endorse hostile sexist attitudes also tend to endorse benevolent sexist attitudes. Further, cross-nationally, men's and women's attitudes are correlated: nations with more sexist men are also nations with more sexist women. And, finally, nations with less legal gender equality show higher sexism scores. Experimental data demonstrate that we do not see other people simply as people; we see them as males or females. Once gender perceptions are invoked they work to disadvantage women by directing and skewing our perception, even in the case of objective characteristics like height. In one example (Biernat, Manis & Nelson, 1991, pp.495-502), the experimenters exploited the fact that our schemas include the correct information that men are on average taller than women. In this experiment, college students saw photographs of other students and estimated their height in feet and inches. The photos always contained a reference item, such as a desk or a doorway, so that height could be accurately estimated. ...Download file to see next pagesRead More
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