1 Psychology 320: Psychology of Gender and Sex Differences Lecture 46

2 Reminder The midterm exam is scheduled for February 13 th (Part A: multiple choice questions) and February 15 th (Part B: extended response questions)

3 Announcement I will hold additional office hours in preparation for the midterm exam: Thursday, February 7 th, 1:00-2:00 Friday, February 8 th : 1:30-3:30 Tuesday, February 12 th : 1:00-2:30

4 Careers and Work 2. What forms of discrimination are encountered in the workplace? 1. Do females and males value similar job characteristics? (continued)

5 1. review Major and Konar’s model of sex differences in salary expectations. By the end of today’s class, you should be able to: 2. define the terms: access discrimination, treatment discrimination, the glass ceiling, and the glass escalator.

6 4. review statistics regarding sex disparities in pay in Canada. 3. generate examples of access discrimination and treatment discrimination.

7 From last class ….

Proportion of Household Labour Wife’s Economic Dependence (-1=High, 1=Low) Proportion of Household Labour Performed as a Function of Sex and Economic Dependence (Greenstein, 2000) 8

9 Major and Konar (1984) suggest that four factors account for the lower salary expectations of females in relation to males: Do females and males value similar job characteristics? (continued)

Sex Importance of Earnings Pay Expectations Major and Konar’s (1984) Model of Sex Differences in Salary Expectations Career Path Factors Job Input Factors Social Comparison Standards 10

11 What forms of discrimination are encountered in the workplace? There are two forms of discrimination that males and females encounter in the workplace.

12 1. Access discrimination:  Occurs when hiring decisions are made (e.g., who is hired, what position s/he is offered).  More likely to occur when job qualifications are ambiguous.  Example: Rent-A-Center, 2002.

13 2. Treatment discrimination:  Occurs after hiring decisions have been made (e.g., salary, opportunities for promotion, opportunities for professional development, working conditions).  Characterized by the “glass ceiling” and “glass escalator.”  Substantial research has examined one form of treatment discrimination—the pay disparity between females and males.

MalesFemalesPercentage Gap Overall40,13136,40536,53629,74429,21129, No high school36,60332,02230,47823,99322,83522, High School38,92934,22732,80427,79326,45125, Non-University Post-Secondary Certificate 41,78937,87136,68830,69529,06227, University Degree 44,65242,21945,05437,68437,06636, Disparity in Mean Pay by Sex and Education Level, (Statistics Canada, 2007) 14

DisciplineMalesFemales Education35,55233,877 Arts34,52929,524 Humanities36,42033,214 Social Sciences41,68435,133 Commerce47,96740,191 Life Sciences36,35433,076 Engineering52,06744,867 Health46,90742,841 Math, Computer Sciences, Physical Sciences 49,534 41,301 Disparity in Mean Pay by Sex and Area of Study (Statistics Canada, 2007) 15

Weekly Earnings by Sex (US Department of Labor, 2006) 16

Evidence of Treatment Discrimination at UBC (UBC Faculty Focus, 2009) With respect to starting salary, female faculty are paid an average of $1,667 less than male faculty. With respect to yearly salary, female faculty are paid an average of $14,827 less than male faculty. Over a 35-year career, the average female professor makes $267,000 less than her male counterpart. Average award amounts are 10% lower for female faculty than male faculty. 13% of female faculty achieve the rank of full professor, whereas 46% of male faculty achieve the rank of full professor. Female faculty achieve the rank of full professor after an average of 13 years, Male faculty achieve the rank of full professor after an average of 10 years. Although 44% of faculty are female, only 17% of heads and directors are female. 17

18 Careers and Work 2. What forms of discrimination are encountered in the workplace? 1. Do females and males value similar job characteristics?