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Psychology 320: Psychology of Gender and Sex Differences

February 14

Lecture 48

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Office Hour InvitationsFebruary 14, 11:30-2:30, Kenny 3102

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Exam 3

• February 24: 30 multiple choice questions (1 point each).

• February 26: 5 extended response questions (2-6 points each, totaling 20 points).

• The exam is worth 20% of your final grade.

• The exam will be scored out of 50 points.

• Please arrive on time to facilitate rapid distribution of the exams.

• Bring a pencil, eraser, pen, and student ID to the exam.

• All electronic devices must be stored prior to the exam.

• Bags and backpacks should be left at the front of the room. Valuables may be placed under your seat.

• Turn in extra copies of the exam at the start of the examination period; university policy requires that all exams be accounted for before students are permitted to leave the examination room.

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• The exam will cover:

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• The exams in term 2 will place greater emphasis on research findings than the exams in term 1.

Chapters 9-12 (excluding p. 294-299, “Achievement”)All material discussed in class since January 6.

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• Reminder: In the case of a discrepancy between the material presented in the textbook and the material presented in class, please rely upon the material presented in class for the purpose of exam preparation.

I will hold additional office hours and a “Q&A” review session in preparation for the exam:

Friday, February 14: 11:30-2:30 (Kenny 3102)Thursday, February 20: 12:30-2:00 (Kenny 3102)Friday, February 21: 11:30-2:30 (Kenny 3102) Friday, February 21: 2:30-3:30 (Kenny 2101, “Q&A” review session)

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Announcement

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The peer mentors (Derek, Natalie) will hold a tutorial today:

When? 5:00-6:00Where? Kenny 2510

Reminder

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Careers and Work

1. What forms of discrimination are encountered in the workplace? (continued)

2. How can the sex disparity in pay be eliminated?

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2. explain sex differences in work-place negotiations.

1. discuss supply-side theory.

By the end of today’s class, you should be able to:

3. discuss demand-side theory.

4. define the terms maternal wall and marital bonus.

5. review methods to eliminate the sex disparity in pay.

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Females are less likely to engage in salary negotiation than males because they are more likely to (Barron, 2003):

What forms of discrimination are encountered in the workplace? (continued)

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1. feel unsure of “their worth.”

2. believe that they do not deserve to be paid more than others.

4. believe that conflict will jeopardize the negotiation relationship.

3. believe in meritocracy.

5. experience anxiety during the negotiation.

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(b) Demand-Side Theory

• Maintains that discrimination accounts for the pay disparity.

• Examples of discrimination shown by employers:

Some employers pay females less than males because they believe that females are less likely to relocate due to “family ties” (Helgeson, 2009).

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Some employers penalize mothers but reward fathers because they believe that (a) mothers will be less productive than fathers and (b) fathers must support a family.

Research (e.g., Correll et al., 2007; Cuddy et al., 2004; Heilman & Okimoto, 2008) has documented a “maternal wall” or “motherhood penalty” for females and a “marital bonus” or “paternal reward” for males:

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3. Sex differences in pay are larger for couples with children than couples without children:

2. Respondents indicate a preference to promote and train a woman without a child than a mother, but a preference to promote and train a father than a man without a child.

1. Mothers are perceived as less competent and committed employees than individuals without children and fathers.

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Percent Pay Gap As a Function of Parental Status (Dey & Hill, 2007)

Maternal wall for females, marital bonus

for males.

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“Motherhood is now the single greatest obstacle left in the path to economic equality for women” (Crittenden, 2001).

Research suggests that the maternal wall does not extend to lesbians.

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2. Implement and enforce a pay equity law.

3. Implement and enforce a comparable worth policy.

How can the sex disparity in pay be eliminated?

1. Educate people about supply-side characteristics that influence pay (e.g., salary expectations,

negotiation tactics).

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4. Train employers and employees to recognize unconscious biases.

5. Develop guidelines on how to set starting salaries that are free of bias; conduct annual audits of starting salaries and make corrections.

6. Create mentoring programs for new employees.

7. Conduct periodic working climate studies.

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For your interest, please watch:

TED Talk by Sheryl Sandberg: Why We Have Too Few Women Leaders

The link to this talk is provided on the “Extras for Your Interest” webpage of our course website (see listing under “Careers and Work”).

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2. explain sex differences in work-place negotiations.

1. discuss supply-side theory.

By the end of today’s class, you should be able to:

3. discuss demand-side theory.

4. define the terms maternal wall and marital bonus.

5. review methods to eliminate the sex disparity in pay.