CMN 685 UNH Gender Based Discrimination in The Workplace Presentation Individual Final Presentation Guidelines Your final presentation will represent the

CMN 685 UNH Gender Based Discrimination in The Workplace Presentation Individual Final Presentation Guidelines

Your final presentation will represent the culmination of research you did this semester in preparation for the group presentation (which we are no longer doing).So your objective is to take the research you did from your annotated bibliography, as well as the review of literature and analysis paper that you wrote (and any feedback Professor Borda provided to you in the comments/grade sections of those two papers), and translate those into a Power Point presentation that you orally narrate.

Your presentation should be between 12-15 minutes long and is due at 9:00 a.m. on Thursday, April 16, so others in the class may begin viewing them. You are required to add narration to your Power Point slides (see instructions below).

For your presentation, focus on answering these general questions:

What was the topic of your research/paper?
Why did you choose this particular topic?
What did you know about the topic you chose before you started your papers this semester?
What were three main ideas or arguments that rose to the surface when you explored the issue you chose?
What was some of the key research you found that increased your understanding of this topic?
How did the example that you found demonstrate the ideas or arguments you engaged with in your paper about this topic? (include the video or other example in your presentation)
Why does this research matter?To whom does it matter?
How is this research/topic helping us to expand our thinking about gender, communication, and the persistence of gender (as a social category) and gender equality?
What are you still curious about, even after researching and writing about this topic this semester?
After you complete the visual presentation in Power Point (or you may also use Keynote, Prezi, whatever you feel comfortable with), then you need to also narrate your presentation (as you would if you gave an oral presentation in person).The narration should go beyond just reading off of your slides—the visual presentation should just be signposts or visual cues that accompany your oral presentation.

Tips for Converting Your Research/Paper Into a Presentation:

See: https://twp.duke.edu/sites/twp.duke.edu/files/file-attachments/paper-to-talk.original.pdf CMN 656
Annotated Bibliography
2/26/20
Verniers, C., & Vala, J. (2018). Justifying gender discrimination in the workplace: The
mediating role of motherhood myths. PloS one, 13(1).
Researchers Catherine Verniers and Jorge Vala present the argument that there is a psychological
mediation between workplace discrimination against women and the role of women in the home
as mother’s and caretakers. This research article is pertinent to my paper because it shows in
great detail the psychology that goes into women getting lower positions than men and how
social norms perpetuate this.
They use data from 18 countries from a cross-national survey to identify the justifications that go
into discrimination in the workplace that involve myths about mothers in society. Their research
found that there is a correlation between the way societies view motherhood, even in countries
where anti-discrimination laws exist.
The article, however, fails to note that women being in the workforce is now
commonplace, the research could have therefore benefited from having actual working women
contribute to this research.
Julius E., Wolfson H., Yalon-Chamovitz S.(2003). Equally unequal: gender discrimination in the
workplace among adults with mental retardation, 20(3), 205-213
Researchers Shira Yalon-Chamovitz, Hagit Wolfson and Elona Julius argue that women,
even when it comes to people with mental illness, are discriminated against in the types of
employment they get. This research is therefore crucial to the group project because it shows a
direct correlation between gender and low level employment even when mental illness is
factored in.
They used data from a study of 112 adults with mental retardation done in Israel that
show a relationship between gender and employment that is present in the general workplace.
Their research found that though there is no great difference between the salaries of men and
women, the great difference appears in the positions that are given to men and women. They
found that women tend to get lower-level jobs than men, and that is the source of discrepancies
in salary noted by most people.
The paper is, however, lacking in representation of all mentally ill people instead of only
using those who are institutions and mental facilities and completely ignoring the people who
cannot get that sort of help. The researchers should have tried to get a sample of mentally ill
people who are not institutionalized as well in order to get a clear representation of all mentally
ill people and the employment opportunities that are available to them.
Lucifora, C., & Vigani, D. (2016). What if your boss is a woman? Work organization, work-life
balance and gender discrimination at the workplace.
Researchers and authors Daria Vigani and Claudio Lucifora present a discussion paper
that argues that having women as leaders in the workplace reduces discrimination at work. It is
therefore an alternative perspective of how the workforce is organized with female leadership
which is needed for the group project.
Their research uses six years of data from 30 European countries that shows that having
women in leadership positions highly reduces the amount of discrimination, especially against
women, that occurs in the workplace. The paper also shows that female leaders provide better
work-life balance for men and women who take on familial care duties. The research done by the
authors was extremely extensive, going as far as comparing other variables like the differences in
wages and ranks between men and women when women are given leadership positions as
compared to men.
This paper left me questioning how society will be really like if we had more female
leadership. Based on this research it is clear that society could benefit from more women in
power
Sipe, S., Johnson, C. D., & Fisher, D. K. (2009). University students’ perceptions of gender
discrimination in the workplace: Reality versus fiction. Journal of Education for
Business, 84(6), 339-349.
Researchers from colleges and universities in Georgia wrote a paper arguing that students
in institutions of higher learning are not aware of the level of workplace discrimination that
exists in the workplace to date. This paper contributes to the group project since it offers
viewpoints of men and women before they enter the workplace and with no in-depth knowledge
of gender discrimination.
Their study included a survey they conducted of 1373 students who were enrolled in a
public university that questioned the students on workplace sexual harassment and gender
discrimination. The study found that an overwhelming number of the students thought that their
gender would not impact the jobs they would get, advancement in the workplace or any other
gender-based discrimination. This paper was very enlightening about the thought process that
students have when it comes to the realities of the workplace, and the authors gave ways to
educate students on the actual nature of the job market they would be working in which is
important.
The only problem I found with the study is that the students were all taken from one
university and the findings might, therefore, be biased.
Badgett, M. V. (2009). Bias in the workplace: Consistent evidence of sexual orientation and
gender identity discrimination 1998-2008. Chi.-Kent L. Rev., 84, 559.
The book’ discrimination in the workplace’ explains that there does exist discrimination
on the basis of gender. This book contributes to the group project since it does not only show
how gender factors in the workplace, but also explains factors besides gender that may impact
how women are treated.
The authors, however, go on to argue that once in the workplace, in the ranks assigned,
perhaps through gender discrimination, there are other factors that determine how a person
climbs the ladder other than gender.
The book goes into how society and culture inform the way men and women are treated
differently at work and divulge ways in which these differences can be overcome. This book
thoroughly explores the practice of gender discrimination in the workplace and would be an
important source of information for the group project.
Siddique, H. (2018, September 12). Workplace gender discrimination remains rife, survey finds.
Retrieved from https://www.theguardian.com/world/2018/sep/13/workplace-gender
discrimination-remains-rife-survey-finds
This article from The Guardian presents a picture of the realities of the workplace today.
It uses data from studies and surveys to show the ways in which women are discriminated
against either sexually or through lower wages compared to men in the same positions. It offers a
unique perspective on how sexuality determines how women are treated in the workplace which
is useful for the group project.
The article shows the number of sexual assaults against women that go unreported
because of fear of repercussions from supervisors or HR. The article provided important
information for women entering the workforce and is spreading awareness that might evoke real
change.
The problem in this article is that their interpretation of some of the data presented could
be seen as biased because it could be interpreted by different people to show varying pictures.
The author should have used more straight forward data that showed a direct correlation between
gender and wages.
Quinlan, M. L. (2018, January 26). Review | Gender inequality in the workplace is not just a
women’s issue. Retrieved from https://www.washingtonpost.com/outlook/gender
inequality-in-the-workplace-is-not-just-a-womens-issue/2018/01/26/342d6fa4-ebf1-11e7
b698-91d4e35920a3_story.html
Author, speaker and writer at the Washington Post in an article on gender inequality
shifts focus from the “Me too” movement and back to the daily discrimination that women face
at work. Quinlan discusses how women are still treated as less than their male counterparts. With
such an in-depth knowledge of gender discrimination Quinlan offers great knowledge regarding
the source of inequality in the workplace for women which is useful to the overall project.
She uses books, and studies to show the wage gaps that are still prevalent in the
workforce and the fact that leadership positions are still mainly held by men. Lou concludes that
we, as a society, need to raise men who will treat women right in the workplace since the men in
power right now seem to be blind to the gender pay gap. This article raises many good points and
is spreading an important message.
I, however, don’t agree with the conclusion; we cannot stop trying to show the men that
are in the workforce right now the injustices women face. We can’t just ‘start fresh’. We, as a
society, need to keep pushing and fighting for equal rights for men and women.
Heilman, M. E., & Caleo, S. (2018). Combatting gender discrimination: A lack of fit framework.
Group Processes & Intergroup Relations, 21(5), 725-744.
Researchers and authors, Heilman and Caleo suggest that the lack of a suitable model to
deal with gender discrimination is why it still persists. The paper argues that people in the
workplace need to be deconditioned from thinking of women in a negative light when it comes to
competence and ability. This paper includes research that might be useful to the group project
and contains strategies that might actually bear fruit if put in practice
They offer a two-step lack of a fit model that aims at minimizing stereotypes about
women in the public’s eye. The authors conclude their paper by suggesting that everyone in the
workplace should be actively involved in trying to decrease discrimination against women in all
places of work.
Their method of reducing discrimination however might only be effective in theory since
stereotypes still exist that paint women as less hard-working and less competent than men.
Before this approach is successful there is the need to reverse how society views and treats
women
CMN 685
Literature Review and Analysis
3/15/2020
Several pieces of literature have studied gender-based discrimination in the workplace.
However, most of this literature fails to note that women being in the workforce is now
commonplace. The research could have, therefore, benefited from having actual working women
contribute to this research. Based on these limitations, this literature lacks a focus on the extent
to which gender-based discrimination at the workplace has affected both male and female
employees and how to avert such incidences in the future. This paper argues that gender-based
discrimination at the workplace has gone beyond just the perceived gender of the employee and
also manifests itself in the demographic characteristics of either gender at the workplace.
Verniers & Vala (2018) present the argument that there is a psychological mediation
between workplace discrimination against women and the role of women in the home as mothers
and caretakers. The article established that discrimination in the workplace that involve myths
about mothers in society. Their research found that there is a correlation between the way
societies view motherhood, even in countries where anti-discrimination laws exist.
Julius, Wolfson & Yalon-Chamovitz (2003) argue that women, even when it comes to
people with mental illness, are discriminated against in the types of employment they get. Their
research found that though there is no great difference between the salaries of men and women,
the great difference appears in the positions that are given to men and women. The study
conducted by Lucifora & Vigani (2016) present a discussion paper that argues that having
women as leaders in the workplace reduces discrimination at work. The study shows that having
2
women in leadership positions highly reduces the amount of discrimination, especially against
women, that occurs in the workplace.
Sipe, Johnson & Fisher (2009) argue that students in institutions of higher learning are
not aware of the level of workplace discrimination that exists in the workplace to date. The study
found that an overwhelming number of the students thought that their gender would not impact
the jobs they would get, advancement in the workplace, or any other gender-based
discrimination. Badgett (2009) examines discrimination in the workplace based on gender. The
author, however, goes on to argue that once in the workplace, in the ranks assigned, perhaps
through gender discrimination, other factors determine how a person climbs the ladder other than
gender.
Siddique (2018) presents a picture of the realities of the workplace today. It uses data
from studies and surveys to show how women are discriminated against either sexually or
through lower wages compared to men in the same positions. The article shows the number of
sexual assaults against women that go unreported because of fear of repercussions from
supervisors or HR. Quinlan (2018) examines gender inequality by shifting the focus from the
“Me too” movement and back to the daily discrimination that women face at work. Quinlan
discusses how women are still treated as less than their male counterparts. She uses books and
studies to show the wage gaps that are still prevalent in the workforce and the fact that leadership
positions are still mainly held by men.
Heilman & Caleo (2018) suggest that the lack of a suitable model to deal with gender
discrimination is why it persists. The paper argues that people in the workplace need to be
deconditioned from thinking of women in a negative light when it comes to competence and
3
ability. They offer a two-step lack of a fit model that aims at minimizing stereotypes about
women in the public’s eye.
From the literature review, the most significant about how the artifact engages in the
complexity of meanings about gender is that Heilman & Caleo (2018) suggest useful strategies
that might bear fruit if put in practice. Quinlan (2018) also provides an in-depth knowledge of
gender discrimination, which provides insights on the source of inequality in the workplace for
women, which is useful to the overall project. Siddique (2018), on the other hand, offers a
unique perspective on how sexuality determines how women are treated in the workplace, which
is useful for the group project. The significance of the book by Badgett (2009) is that it shows
how gender factors and other inherent factors may impact how women are treated.
The study by Sipe, Johnson & Fisher (2009) is significant in that it offers viewpoints of
men and women before they enter the workplace and with no in-depth knowledge of gender
discrimination. Lucifora & Vigani (2016) provides an alternative perspective on how the
workforce is organized with female leadership. Julius, Wolfson & Yalon-Chamovitz (2003), on
the other hand, show a direct correlation between gender and low-level employment even when
mental illness is factored in. Further, the study by Verniers & Vala (2018) shows in great detail
the psychology that goes into women getting lower positions than men and how social norms
perpetuate this.
The implications of those meanings for politics, culture, social relations, and equality is
that the kind of ideologies referenced, produced, or implied regarding gender through your
example is that women entering the workforce need awareness that might evoke real change to
prevent gender-based discrimination. The consequences culturally and politically of these
ideologies in terms of relationships of power is that women tend to get lower-level jobs than
4
men, and that is the source of discrepancies in salary noted by most people as was established by
Julius, Wolfson & Yalon-Chamovitz (2003). These findings were affirmed by Quinlan (2018),
who observed that as a society, we need to raise men who will treat women right in the
workplace since the men in power right now seem to be blind to the gender pay gap.
The kind of impact that this example has on certain groups in terms of empowerment or
disempowerment is those female leaders provide better work-life balance for men and women
who take on familial care duties, as was noted in the study by Lucifora & Vigani (2016).
Therefore, the meanings invited from this example could change the way we think about the
relations between men and women by starting to perceive women as a group that is marginalized
and discriminated against compared to their male counterparts.
The social classes between various races and ethnicities show that those from an ethnic
minority are subject to more gendered stereotypes and discriminations, unlike those who come
from the majority and privileged racial and ethnic backgrounds. The later fall in the higher social
class while the former falls under the lower social class. The same case of social classes` is
experienced with the group with various expressions of sexuality where some are classified as
transgender, bisexual, genderqueer, or non-binary based on their social categories.
Most of the literature lacks the representation of all mentally ill people instead of only
using those who are institutions and mental facilities and completely ignoring the people who
cannot get that sort of help. While others use a limited sample from a restricted region, other
literature use interpretation of the data presented that could be seen as biased because it could be
interpreted by different people to show varying pictures. Another article also uses a method of
reducing discrimination, which might only be effective in theory since stereotypes still exist that
painted women as less hard-working and less competent than men. These limitations thus
5
provide a research gap to study the extent to which gender-based discrimination at the workplace
has shifted from the two genders to the demographic characteristics of either male and female
employees.
Julius, Wolfson & Yalon-Chamovitz (2003should have tried to get a sample of mentally
ill people who are not institutionalized as well to get a clear representation of all mentally ill
people and the employment opportunities that are available to them. The research was done by
Lucifora & Vigani (2016was extremely extensive, going as far as comparing other variables like
the differences in wages and ranks between men and women when women are given leadership
positions as compared to men. This paper left me questioning how society will be like if we had
more female leadership. Based on this research, it is clear that society could benefit from more
women in power.
Sipe, Johnson & Fisher (2009) was very enlightening about the thought process that
students have when it comes to the realities of the workplace, and the authors gave ways to
educate students on the actual nature of the job market they would be working on in which is
important. The only problem I found with the study is that the students were all taken from one
university, and the findings might, therefore, be biased.
Badgett (2009) goes into how society and culture inform the way men and women are
treated differently at work and divulge ways in which these differences can be overcome. This
book thoroughly explores the practice of gender discrimination in the workplace and would be an
important source of information for the group project. Siddique (2018) should have used more
straight forward data that showed a direct correlation between gender and wages. Quinlan (2018)
raises many good points and is spreading an important message. I, however, don’t agree with the
6
conclusion; we cannot stop trying to show the men that are in the workforce right now the
injustices women face. We can’t just ‘start fresh’.
Gender-based discrimination at the workplace has shifted from targeting the female
against their male counterparts to the extent of focusing on the other demographic characteristics
of the employees that place them in various social classes due to this development, everyone in
the workplace should be actively involved in trying to …
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