 LECTURE NOTES  35% of single mother households are living in poverty.  WOC, once convicted, cannot obtain future welfare benefits, including food stamps or housing assistance.  Poor women are increasingly criminalized due to welfare policies.  Women (all) earn 77 cents for every $1 men make. Black women earn 63 cents and Latinas 57 cents (also quoted as 72 and 60 cents).
She felt the first two groups were more honorable in comparison to the last two. The concept of socioeconomic status is very evident in her approach. McDougald points out that the “superficial critics who have had contact only with the lower grades of Negro women, claim that they are more immoral than the other groups of women.” Just because a woman doesn’t go to college and maintain a career does not mean she is corrupted or shameful. This shallow view of women is the same view that some White Americans had of Black Americans. McDougald was participating in the torment of her own race and she did it with selfish reasons.
A longitudinal study by Farrington and Painter into female offenders showed that they have poor or erratic parenting which meant that they did not get the right socialisation from their mothers which could have led to this crime being committed, showing a gender difference in crime. This shows that women want to be like their mothers but if they don’t
Sondra Douglas English Honors Gifted- 4th Mrs. Hotlets March 4, 2014 Gender Inequality in the Workplace Gender inequality is the unequal treatment or perceptions of individuals based on gender. Over the last 50 years, the involvement of women and fairness has been a problem. Economically, women, particularly poor women and African American women did not fare well during this time period. Inequality grew as wages remained depressed and tax cuts to the wealthy failed to “trickle down” to the bottom of the economic ladder where nearly half of the female labor force was concentrated (Justin Karr pg. 41).
The consequence of these roles and stereotypes has resulted in their disproportional presence as offenders. In which the incarceration rates for Black women are and have always been higher than her proportion to the general population (Lewis, 1981, p. 93 & Russell-Brown, 2004 p. 125). French (1978, p. 333) further elaborated, “The female population had a higher proportion of Blacks than did the male populations.” Historically, and still in some ways the criminal justice system has been biased against African Americans. Furthermore, it has been noted that women are often treated differently within the criminal justice system. Lastly, it has been well documented within the oppression framework that the law is biased against the lower class.
It was this growing awareness that women soon realised that their position within society was disproportionate to that of men as illustrated by Freeman (1971, p39), who states that “women are 51 percent of the population. That is the only category in which they constitute 51 percent. In virtually every other, their share is grossly disproportionate”. In addition, she articulates that during the 50’s and 60’s it became apparent that women were lower earners by almost double than men, they were not entitled to the same benefits of sick pay than men, and were subjected to gender discrimination within the working environment (Freeman, 1971). Through the women’s movement, women began to inspire protests and minorities such as civil rights, students, and blacks in an attempt to redefine public perception (McLaughlin, 2003).
The Role of Anger and Gender in the Workplace Dinesha Deonarine Hunter College, The City University of New York Abstract In western cultures, it has been conveyed that women tend to be more emotional than men. Due to the stereotype, it has caused a strain on women in the work environment where women as seen to be too emotional if anger or any other emotion is displayed in the work environment. Our aim was to examine reactions of anger and gender shown in professional environments based on status and competence ratings. Our hypothesis was that professional women who express anger in the workplace are significantly accorded lower status and are seen as less competent than professional men who express anger. We showed participants 4 videos, sequentially in balanced order and gave a questionnaire for them to complete.
This situation constitutes in someway a handicap in the access of women to job opportunities. On the other hand, gender stereotypes stemming from patriarchy confine them to so-called low-skilled and low-paid feminine sectors. In Côte d'Ivoire, the average income of Ivorian women is 59% lower than that of men, a situation that accentuates the male predominance, mostly at the professional level (Moreau, 2014). Thus, the observation is that the subordination of the Ivorian women to men has become institutionalized due to their lower representation in the political and administrative sphere, the denial of their rights and education as well as the lack of government protection against abuse (Moreau,
Employers who engaged in unfair hiring practices attempted to justify making discriminatory hiring decisions for several reasons. Some employers believed women lacked the skills and qualifications necessary to perform nontraditional and higher-paid positions simply because of gender. Other employers who hired or promoted women into supervisory or management positions prevented those women from attaining higher-level roles, which is referred to as the "glass ceiling." The glass ceiling is a metaphor used to describe a barrier where the targeted group--in this case, women--can see the higher rungs on a career ladder but are prevented from attaining more responsible and influential positions due to discrimination based on sex and business decisions that convey the message that men are more suited to leadership roles. This is evidenced by a study in 2003 conducted by University of California-Hayward professor Dr. Richard Drogin who discovered "women make up 72 percent of Wal-Mart's total workforce, but only 33 percent of its managers."
50% of the samples were working middle class, 25% were upper elite class and 25% indicated that they were working poor class. All participants indicated that they have experienced discrimination or have discriminated against someone else in their life. About half of the sample indicated that they experienced discrimination the most in the work environment. Thirty percent indicated that they had experience sexual harassment from someone in a higher position. Forty percent indicated that lack of education about wealth and saving attributed to their current economic status.