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Author bell hooks wrote a critical analysis of the book, called "Dig Deep: Beyond Lean In". [14] hooks calls Sandberg's position "faux feminist" and describes her stance on gender equality in the workplace as agreeable to those who wield power in society—wealthy white men, according to hooks—in a seemingly feminist package. hooks writes, "[Sandberg] comes across as a lovable younger sister ...
For example, the United Nations Human Development Report 2004 estimated that, on average, women work more than men when both paid employment and unpaid household tasks are accounted for. In rural areas of selected developing countries, women performed an average of 20 per cent more work than men, or an additional 102 minutes per day.
Positive traits were assigned to men by participants of both genders, but to a far lesser degree. The authors supposed that the positive general evaluation of women might derive from the association between women and nurturing characteristics. This bias has been cited as an example of benevolent sexism. [1]
Women's work and therefore women themselves can be "rendered invisible" in situations in which women's work is a supportive role to "men's work". [8] For example, in peace negotiations , terms and language used may refer to ' combatants ' to indicate the army in question. [ 8 ]
The Fond du Lac Area Women's Fund original board members from 2004, from top left, Ginny Gilmore, Gayle Hytrek, Marian Sheridan, Kim Mooney, Sheli Sadoff, Cathy Wolfe, Elise Barnhart, and from ...
Women's higher rates of job-related stress may be due to the fact that women are often caregivers at home and do contingent work and contract work at a much higher rate than men. Another significant occupational hazard for women is homicide , which was the second most frequent cause of death on the job for women in 2011, making up 26% of ...
Matilda effect. The Matilda effect is a bias against acknowledging the achievements of women scientists whose work is attributed to their male colleagues. This phenomenon was first described by suffragist and abolitionist Matilda Joslyn Gage (1826–1898) in her essay, "Woman as Inventor" (first published as a tract in 1870 and in the North American Review in 1883).
A high nPow score predicts greater career success for men and for women who report high satisfaction with the power-related aspects of their workplace. [ 11 ] [ 12 ] McClelland's own research included case studies illustrating the advantage of high nPow in the workplace, especially for more experienced workers competing for management positions.