Sociology Final Studying WOOO

Population Change

what is happening to it over time? - how has the population grown or declined? hOw many people have been born, died or migrated? **population processes= way people exit or enter population (birth, death, migration in/out)

Graph: Experiences as Parents Are Related to Work-Family Balance.

First group: parents who report balancing work and family is very or somewhat difficult second group: parents who report balancing work and family is not that difficult --> parents much more likley to say enjoyable when dont find it difficult to balance work and childcare --> most parents who say difficult to balance work and child care, do not say its enjoyable to be a parent (only half say its rewarding) **Much more of people who think balance is not too bad both enjoy and find it more rewarding, but those who do find the balance hard find it more rewarding than enjoyable - parents who find the balance to be difficult say its much more likely to say tiring and stressful than parents who feel the balance is not that difficult (half as common for parents who say not at all difficult to find the balance) - dynamics in US context when not have institutional support --> less enjoyable experience being parents @ all!

Media Post: Tik Tok

For girls only: - running (outside) - throwing up after drinking --> guy cant be hungover - taking bus to class (boys shoud walk) - ordering white claw/seltzer (you can only have beer/whiskey/tequila_) - guys dont get chasers - being cold --> boys should provide heat and comfort, you should give girls your sweatshirts, blankets - sitting in the passanger seat (just drive) - singing in bar/shower - dancing unless ur rlly good or hot - asking someone to take a picture of u - taking a bath (you shouldnt get ro relax like that) - drinking from straw or water bottle --> guys only have plastic ones, shouldnt have hydroflask or anything like that - waiting in line @ bar to pee, guys should be quick not socializing complimenting each other in line - coffee, starbucks, dunkin - salad - grocery shopping - dressing up on halloween *Recent concepts - gender policing! - very prominent example of gender policing --> exaggerations! Probs dont actually think guys cant celebrate halloween, but many things they are saying have some seed for truth that men can get policed when they engage in these types of activities - hegemonic masculinity - not use umbrellas, wear hoods, get wet, call it a day --> stoicism *plays on gender rules

Ramaining life expectancy at age 25 varies by gender and education

remaining: after u reach 25, how much longer can u expect to live? - less than Hs graduate, 50% women live longer - high school graduate: more women live longer 56 vs 50% - some college: more women than men - college grad: more women than men - grad degree: more women than men but less of a gap! **education very important for life expectancy --> hgiher educated epople live logner on avg than lower education **AT highest levels of education, gap is barely there whereas at lowest levels, 5-6 years lost! *education important for longevity in general, but especially for men!! - gap between least educated to most educated for women= 11 years - for men= 16 years!! --> Men benefit more from education for life expectancy than women do ! --> maybe high educated men exposed to more info about health behaviors, what you should do or not do, maybe more income, access to better resources/healthcare, things that help when you get sick, etc.

Clip: Bachlor in Paradise

"waiting for you to get here" "personal trainer" "I can tell" -->entree into thinking about flirtation and ambiguity about flirtation - she compliments him and his physique in a subtle way "not me trying to flirt" ==> a bit ambiguous what flirting rlly is, are they intending to flirt, sexualize/romanticize an interaction or r they just giving a compliment to give a compliment! *flirting can be ambiguous!

Graph: Moms more likely to say parenting interferes with career advancement

% who say being a working parent has made career advancement: - easier, harder, no different - little more than half of the parents say no different - more parents say harder > easier when look @ all parents - by gender: big gap - mom 2x likely to say becoming parent has made career advancement harder, dad 2X likely to say becoming parent made career advancement easier (when father becomes parent= he should be breadwinner, so sometimes see boost in salary when they become fathers so that they could support family --> DO NOT see this for women even when they are working full time) - difficult to balance kids + family -->having kids= difficult to advance in their career

Two institutional things lacking in US

*very little support financially + childcare= two things we see little of in US context --> institutions with real impact on parents in terms of what they are and are not providing --> what policies most appropriate? how much gov intervene? should gov incentivize parents to have kids? how much of social safety net is appropriate for our society? links between policies and how they affect lives in material ways! --> as people age, given financial support by gov,- secuirty checks keep elder folks out of property! = similar (if people shared this cost more poverty, less happiness probably) INSTITUTIONS MATTER: WHAT PROVIDING + NOT PROVIDING! --> work-childcare conflict

Video clip: author of book about maternity leave in dif countries: Caitlyn Collinns

- 2015: interviewed 100 working mothers in europe - asked each woman how her boss responded when she disclosed her pregnancy, what maternity leave was like, if she allowed to work from home to care for sick child - how they divided house work and childcare with their partner - what advice to women about to become mothers *samantha: - unpaid time off, maternitiy leave, vacation days, disability leave , sick days to care for child before working full time --> do it yourself= only option - US lacks paid maternity leave - you can have childrne but u need plan in place for someone else to care for them - before children:you can do everything and be at the top if you put your mind to it! - if you keep all the balls in the air, you are broken --> cannot do it all at the same time 2011: - 135 middle class employed women italy, sweden, germany, US - how women navigate motherhood and jobs in dif countries - women responsible still for most household and childcare (2/3 in US) - american women: her or her and her partners job to cobble together a form of leave, find childcare, babysitter, etc. - samantha: joined less prestigious firm that demanded fewer hours, and hands free breast pump in her cubicle in a poncho she brought from home - families on their own when it comes to solving these problems US: least generous benefits, lowest public commitment to caregiving, highest maternal+ child poverty rates of any country - american mothers: lives is hard, american working mothers blame themselves --> torn between work and family *but itallians blame gov for their problems, not american mothers who blame themselves - sweden: mothers anticipated gov help them meet those goals, and thats what it does! - overwhelmed: blamed swedens expectations - Germans: blamed countries outdated cultural beliefs - Americans: lucky or privileged who found companies that were flexible for them *highly educated employees receive supports, but those who need the supports the most are vulnerable, hourly wage workers (60% of us workforce in 2018 --> 82 million workers) = least likely to enjoy any work-family benefits - highest income workers 4X more likely to have paid leave than those at bottom of scale - working mother in stockholm: women puzzled, they would laugh --> whats a nonworking mother? what else would she do? - cant input policies from abroad and expect them to have the same effects here *women not take advnatage of entire leave= bad mother who returns to work before she absolutely must --> "selfish" "career ho" - us: fails to see how institutions perpetuate the anxiety - women at US : their duty to stich together time off after childbirth --> fortunate enough to qualify for parental leave benefits even four weeks at partial pay= sincere gratitude for such slim provisions especially in a country where no paid leave @ all --> thankfulness make sense! - everyone should expect more - national emphasis on free markets: adults encouraged to work, private solutions for care --> lack policy to support care giving --> no universal healthcare, childcare, no guaranteed basic income, no paid parents leave, no standard for vacation and sick days - 70% mothers in US work outside home today (most full time) - work-family national crisis - transcends social class and race - bigger than region and religion *mothers dont need balance, they need justice --> up to them to cobble together time off --> every other country understands that care deserves public support! - we can enact policies for this!! --> need a revolution in public policies and cultural attitudes - mother stress urgent issue - supporting care giving benefits employers and the economy -- responsibility to solve work-family conflict *expect more of employers, representatives to step up, ask more of one another *paid family leave, high quality affordable child care should be national priorities! Takeaways: - what women in dif cultural contexts expect - european (italy): more conscious of governmental support not getting cuz closer to other countries that are getting it - us: american mothers when they encounter struggles with work and childcare blame themselves --> im not balancing this well enough, I should be doing this better, etc. - call to action: work-family justice!

Media Post : Disney characters.+ bodies

- 3 women who are heroins of disney films - belle, else, ariel **differences between images: (1) body type is bigger, the other is smaller left most image: unrealistically thin --> wasp waist *beauty ideal: womans body should have such a slim wasit that her body is segmented like wasps body is segmented - women in disney with impossibly thin waists like disney - Barbie would not have room for internal organs, would be too top heavy, would not be able to stand up --> see this is Disney films in women (back then and now) --> pics on right edited slightly to be more realistic, still slim but have room for internal organs in their bodies! **unhealthy set of beauty standards AND - see this coming up young in stories and imagery we give to children @ very young age

Population characteristics

- Describing people in the population? - what is the population like? What is the distribution of education, income, racial classification, gender, sexual orientation, locations, etc?

demography can reveal hidden rltps between population processes (birth, death, and migration) and gender phenomena : STUDY

- Hamoudi and Nobles 2014: Do daughters really cause divorce? --> a number of high profile studies in 1980s-2000s found over again that marriages producing firstborn daughters were more likely to end in divorce than those producing firstborn sons Daughters --> Divorce! *WHY we might see this? --> daughters cost more! (products for girls cost more) --> daughters are better at breaking up bad marriages than sons are (better able to convince their parents that its not working!) --> son-preference: people prefer boys! (fathers prefer to have sons) -> maybe cuz stressful to raise girls in patriarchal society --*SELECTION INTO LIVE BIRTH facts underlying study: (1) only a subset of pregnancies result in a live birth (25--50% pregnancies result in live birth ) --> 50-75% do not end in a live birth = huge amount of conceived pregnancies that do not end in live person (2) higher levels of stress hormones lower the likelihood of a live birth! --> after major earthquakes, after 9/11 more miscarriages (3) male fetuses are more frail than female fetuses (carrying males less likely to end in live birth than those carrying female fetuses) --> males= more vulnerable to corticosteroids= Parents stress-response DAUGHTERS --> DIVORCE *MARRIAGES WITH DAUGHTERS MORE LIKLEY TO LEAD TO DIVORCE THAN MARRIAGES WITH SONS! they found that can argue whole rltp with stress --> unstable rltps cause stress --> female fetuses more likley to survive stressful pregnancy, maybe they didnt divorce cuz of daughter but it is the stressful nature of their rltp that caused them to have higher likelihood a daughter and eventual divorce **rltp of daughter and divorce is brought on by third variable stress which is causing both things! --> the observed rltp between daughters + divorce= aritfical --> result form high levels of stress in a marriage leading to higher likelihood of having a daughter AND a higher likelihood of eventually divorcing DEMOGRAPHY CAN MAKE CERTAIN FORMS OF GENDER INEQUALITY OBVIOUS AND CAN REVEAL HIDDEN RLTPS!

Book: How the other half eats

- Priyah is focused on cooking part of family labor: who does share of cooking in the home? --> one of most repetitive tasks parents do (3X a day and snacks) = unescapable labor that comes up again and again - labor of deciding how and what to feed kids= not shared equally in typical case between heterosexual parents --> finds pattern instead: she identifies mom is doing most of the work (organizing, planning meals, focused on providing healthy meals, get kids to think about nutrition and get healthy foods into their bodies) *labor is falling much more on moms!!

Gender and social change: MeToo Movement

- Metoo: experiencing sexual violence before were expected to stay quiet about it, not anymore - Terana burke: assessing violence women of color experienced - what happened when MeToo got used by other folks and got viral --> focused on white women more than Black --> huge benefitS opened up huge frank convos about sexual violence 2017: after harvey weinsted, metoo rlly was up and coming --> produced a lot of famous films like pulp fiction, gangs of NY, etc --> used his powerful position to sexually harass and assault hollywood actresses and others in the entertainment industry --> did for decades with impunity (open secret that this was going o) --> so well known that he was sexually harassing women that it was used as punch line when describing work in hollywood Hollywood most high profile public facing event: OSCARS --> joking when women nominated for oscars not need to succumb to harveys advances - anna hathaway, amy adams, jacki weaver : congrats you no longer have to pretend to being attracted to harvey weinstein --> not to say EVERYONE knew he was violently seually assaulting people, but knwon enough he was using his power to coerce women to engage in sexual activity with him= using professional opp to coerce them into sexual opportunity= sexual harassment --> joke at oscars, and many ppl laughing --> many ppl knew!! : people see as somewhat humorous not deeply serious matter *general action: ppl know its going on to some degree and not terribly troubled by it **mcfarland! Harvey weinstein sentenced to 23 years in prison for sexual assault this is not okay!! big shift in how society perceived sexual harassment

Media Post 2: Cleaning in the house

- Mr. Clean from 2011 - this mother's day: get back to the Job that really matters! --> image of mother happily cleaning with her daughter **cleaning= something that moms do **even on mothers day (mother would want to be doing even on the day we try to appreciate what moms do --> she would wanna spend it cleaning her home) **gendered expectations about housework: who is expected to do it in families

what do demographers care about?

- Population structure, population change, and population characteristics

Study: Constraints into preferences: Gender status, and Emerging Career Aspirations

- Research Qu: How does the belief that men are better at a skill than women affect women's and men's views of their capabilities differently? --> rating math ability: men and women who perform similarly on math tests with different gendered aspirations in fields that require math --> women think not as good @ math as men, less likely to pursue careers that require math relative to men even when performing the same in math --> cleaner study: invents new skill and tests whether ppl rate themselves differently based on knowledge they have about who is better @ skill - method: experiment --> undergrads were told they were being tested on their "contrast sensitivity" (not a real skill, not linked to anything useful) --> tells them emerging new skill linked to job performance and ability to perform well in grad school (being tested now for companies who r planning to test employees and admit them based on whether they r good @ this skill or not) --> now new thing in potential applicants **NO ideas about gender for this new skill - researcher told half of the pp that on avg men were better at this skill than women; the other half told no gender differences *will just knowledge of this shape their skills, confidence, and aspirations - each study pp was given the contrast sensitivity test --> if you can see more black or white in pixilated image --> not related to any other skills, but impossible cuz equal amounts of black and white, but does this to make it ambiguous - gives people 40 rounds of this task - regardless of responses, pp were told they were correct 25/40 times (60% right, 40% wrong) --> everyones performance held constant --> everyone same info ab their performance -> do women and men interpret their performance dif - pp were asked to rate their own ability at the skill and describe how likely they would be to take classes or pursue a career that requires this skill --> how well do you believe you did on the task 0 10 20 30 40 50 60 70 80 90 100 (very well) **no gender dif: women 36/100, men 33/100 --> not meaningful dif --> neither think theyre particularly good (<50%) -> got 60%= unsurpring to rate performance p low --> not rating dif form one another *gender dif: - men evaluate their skill 50% higher than women! - women evaluate lower than men **shaping their performance evaluations! - how likely tot ake one-term course witht his (1-6) - how likely to be in 3 hour seminar on this (1-6) --> no gender dif: women greater aspirationto do it than men --> gender dif: mens aspirations more than women in taking courses that require this skill (3) longer term career aspirations + grad school --> women greater career aspirations than men when they think no gender dif --> gender dif: womens aspirations jump down quite a lot (2 points under than they did) --> affect short-term and longer-term aspirations *mere info that men better at skill than women shapes aspirations of careers that require this skill *stereotype: men better @ math than women think theyre worse than men even if perform the same

How relevant is the "second shift" today

- a common source of tension in heterosexual relationships is that women tend to do more unpaid housework and childcare than men (big shift of women moving into workforce, but not same equalling out of opportunities when it comes to splitting work in the home) **WHY?? is this still the pattern 30 years later?? - mothers are assumed to be *moms thought to be more involved and invested parents than fathers **moms are more competent parents than fathers! --> person doing childcare work will be mom! - child care has only become more demanding in recent decades! --> prior to this century: children put to work @ young age, served functional role in family of doing core household tasks (see this to some degree, but now intensely parenting kids= norm/expectation) --> offer brain stimulating activities, etc. - Even among heterosexual parents who both work full time, moms do more childcare and housework and have less leisure time *image of onesie: "you can do this dad" leg leg arm arm (points to the arm and leg holes) --> humorous! --> implying fathers dont know how to put on baby onesies without them being clearly labeled - dressing kids: men would be so confused they wouldnt be able to identify which are the arm and leg holes: dads just arent good at these types of things

when Fathers are involved in housework/childcare: People magazine

- david beckam: sexiest man alive --> hes a romantic husband, and a devoted dad- AND he vaccums --> commented on when dad does it, not when mom does it *if it was a woman as the sexiest woman wouldnt have a comment on the front of a magazine cover about a woman vacuming because that is expected of a woman - cultural ideas: women assumed and expected to be providers of childcare and housework - expected to be more competent at it - not surprising when women do it as opposed to men!

Unconcious Bias in the workplace

- an unconscious bias is a stereotype about a group that people hold outside of conscious awareness --> associating men with work and women with family is "unconscious" --> most americans have this bias *may not think consciously that it should be this way, but this is how we categorize it implicitly! --> categorize by things we think are most closely related! Task for others: -846,020 took test - folks who did associate male female and female with career (9%), 17% dont have association, --> most people do have the categorization of male and career and female and family = consequences for women in workplace when they seek to gain authority and respect in the workplace - likely left over form century ago where women would stay at home and take care of kids and men would go and make the money! --> see them today even as women enter the workforce in large # --> today most women work outside the home but we still see this pattern! (even tho labor force participation of women parallels man cuz its just an unconscious association we have) *associations we have can shape what we think is appropriate for women and men in the workplace --> can have unconscious associations and not act on them! --> many of us link concepts in non-neutral ways when it comes to gender, work, and family

How can we account for the lower pay of women-dominated occupations?

- are men innately more interested in high paying careers than women? NO --> men with more drive to earn more money Graph - career importance, by gender - % of young americans (18-34) asked how important it is to them to have a high paying jobs 1997: equal amounts of women and men 2010/2011: more important to young women than men --> not the case that men innately more intested!! - men being paid more cuz they do more hazardous/ onerous work than women ? NO (true but not help to explain the gap)(risky/taxing on body) --> construction workers: high likelihood of injuries/death or highway workers = dangerous --> not paid SO generously that we see it contributing to the pay gap in this way - are men investing more time in getting the training to do highly skilled. high-paying jobs?? NO! - graph percentage of population 25-29 with a bachlors degree or higher from 1967-2015: MORE WOMEN THAN MEN - several decades: women outstripping men in terms of getting education, training that would help them get into jobs that require a lot of skill - Are occupations becoming davalued as more women enter them? --> not that women select jobs low paying, but as women move into jobs in greater and greater #s, pay in those jobs drops! --> study analyzed the proportion of women and men in US occupations and the pay associated with those occupations Using US census data from 1950,1960, 1970, 1980, 1990. 2000 --> 1950: time when many women (more privileged) = homemakers --> not in labor force after married having kids : more men than women with jobs in labor market --> 1960,70s,80s: more women flooding into labor market --> occupations previously held by men becoming jobs held by women! (park service, being a biologist, working in design, etc.) --> are women moving into jobs already lower-paying or as women enter them do they become low-paying? - study finds after women entered occupations in greater numbers, the pay for occupations dropped! --> influx of women in job comes before pay dropping!! --> when jobs in recreation became women-dominanted, the pay dropped 57 percentage points --> when job of ticket agent became women=dominated, pay dropped 43 percentage points --> when job of biologist became women-domianted, pay dropped 18 percentage points!! **this supports the idea that as women move into jobs in greater #, these jobs become DEVALUED!! --> IF THEY WANNA BE IN JOB THAT EANRS HIGH SALARY, THEIR BEST BEST IS TO WORK IN OCCUPATION MOSTLY FILLED BY MEN (AS MORE WOMEN MOVE INTO OCCUPATION, PAY WILL LIKELY DROP) --> SO TO BE HIGH EARNER, REQUIREMENT FOR WOMEN TO BE GENDER MINORITY! -->not too many other women can joiun them or else pay might drop! *harassment, exclusion, microaggression, being questioned, being assumed not to be as skilled pushes some women out of these jobs! --> women 2X as likely as men for engineering and computer science to get training and then exit and move into other field (probs cuz harassment and microaggressions) *SEEMS LIke neutral procesS: that men and women choosing dif occupations that are more associated with their gender, BUT there is an element of bias shaping occupational gender segregation and the pay gap associated with it!

Why does Beauty matter?

- beauty= under-acknowledged source of inequality! **people not like to talk about effect/ importance of beauty in shaping peoples lives= taboo to discuss --> more likley to comment on someones appearance when we have something pos (not neg) --> more taboo to just randomly talk about appearance/physically attractiveness/ beauty in general *whether other people think you are physically attractive or not rlly impacts way people act towards you in your life Research finds that on average, people who are perceived as physically attractive --> are perceived as more intelligent, competent, friendly, and likable (based on their physical attractiveness) **appearance that people like= halo effect = other characteristics unrelated to way you look = higher, more positive --> have greater educational attainment **teachers= more likely to treat attractive students positively/kindly ** mechanism can shape educational attainment (more likey to do well and continue to achieve if treated better by teachers) **students also rate teachers more highly if the teachers are attractive (seen by teacher evals) --> attractive professors with higher course evals than unattractive --> more attractive people earn more income! Graph: Perceived attractiveness of women and men -1: less attractive than avg 0= avg +1= more than avg attraciveness +1: earn more money (for men and women) --> pay gap: men up to 60,000, men to 75,000= confirm men earn more than women --> racial gap! **but at top of beauty distribution: gaps start to close (@ highest end of attractiveness earn more similar amouts of money) *all= downstream consequences/real turns of attractiveness --taboo to talk about but rlly shapes peoples outcomes in life

How do gender biaes play out in the workplace?

- bias against products sold by women - bias against women embodying leadership qualities - bias against mothers

Why does occupational gender segregation matter

- big driver of the gender pay. gap (1/3 of gender pay gap cuz of this --> women earn amount .8 of dollar compared to men) - jobs held primarily by men pay more than jobs held primarily by women on avg -->out of 10 lowest paying occupations, 3 predominantly held by men, and rest of 7 by women --> highest paying: opposite trend: more by men than women except for one that is gender split

Media Post: STEM

- captain of robotics team - so into science - won first competition - only girl @ regional competition - your teammates built this and you obviously decorated it --> couldnt have aired it cuz it made them look bad but they assumed she just decorated it - whole group of guys took a cup of water and tried to pour it on her and her robot --> nationals changed their mind about second place --> first - she was captain of the team, but they invited the whole team of men not the female *she was discouraged from doing stem @ such a young age -->she works in space now! - signals that she doesnt belong in space, etc. - shes left off invitation to nationals even tho she is captain -- getting nudges from others that she doesnt belong in this space and that her contributions dont count as contributions

Media Post 3: clip from Greys anatomy

- cristina will take care of kids if their husbands ever died - critstina talking badly about not being a stay at home mom - Meridith does 30% less surgeries than cristina cuz of being a mom - compromise has to be made somewhere --> if ur going to be a mom cant put in as many hours - if you wanna be really focused on career, having kids can really complicate that and make it hard to be career-focused *CAN have both to some extent, but difficult to excel in both domains @ the same time *any parent could face this, but see particularly woman face this cuz they are expected to do more of the childcare and housework in heterosexual rltnps --> women more confronted with this choice: career or family

Gay Dads

- dads who are primary caregivers or who are sharing work in couples where no woman there to take part in the parenting! - dog chewed up newborn toy, etc. - got a lot of criticism not a good dad, not know what hes doing, etc. - criticism of dads: just taking time off to relax, should not be taking care of them -- could not possibly be doing that work himself! --> how gay dads r treated when they are raising kids!

Media post: clip from malcom in the middle

- dads who are taking care of their kids, and theyre playing shuffle board with them, sliding them across the floor = men are incompetent care takers - when they are in charge= this is what happens, not in tune with needs of child, putting kids safety @ risk!

Activity: What comes to mind when you think of womens jobs/ mens jobs

- dancer - teacher - nurse - social work - secretary - baby sitter - hair stylist/makeup artist *are jobs that women hold more than men Mens jobs: - plumber - engineer - construction worker - CEO - architect - scientist *certain jobs men go into, certain jobs women go into

Paid leave for New mothers Graph

- darker green: countries 24 weeks or more: canada, latin american countries, russie, india, middle eastern, much of europe - 12-24 weeks: africa. asia. austrlalia - 0 weeks: no paid parental leave: US, sernom, papau new ginea, and a few others not big enough to make it on the map= UNUSUAL! - US= rare case of country that not provide paid parental leave of any amount

Occupational gender segregation

- occupational gender segregation describes the phenomenon in which people of one gender are overrepresented or underrepresented within an occupation --> some jobs mostly women, some jobs mostly men! *gender minority folks not captured in this data

ex: men facing gender policing when in women-dominant job

- elementary school teacher who teaches little kids - Harold Johnson : hs football= right of masculine energy! - every HS football coach= guy! - elementary schools: % 1-5% are male! - Harold johnson the linebacker coach whos main job is running 2nd grade after teaching kindergarden - qualified guys would be hired right away so he did it right after college - attends yearly childhood conferences: this isnt PE, people are like what r u doing for and then theyre intrigued hes there to learn how to teach * so much surprise when he was a kindergarden teacher! --> patience= key! --> ur 5 not 4 u know how to this: not patience, gotta teach what you think they are capable of - his gender is a help not hinderence --> boy teachers= more nice --> understand better --> angela says male teachers do bring more to the table --> play with children differently? more tough play?--> good for young children (boys and girls) - he teaches economics to second graders= lessons in managing work place --> wants + needs --> assembly line of making cookie, people in back overworked, middle slow, beginning fast = hard work but all making sugar cookies' - boys who hated reading now running to read first takes pride in that Takeaways: - good for kids to have teachers of dif genders --> might bring dif playstyles to way they teach (also see in terms of benefits of diversity --> teams more diverse in terms of gender/race brings in more money than teams less diverse) - range of people with dif experience= good for organization! --> allows dif strengths to be brought to the table! - greeted @ conferences, way people react when he tells them what he does --> people tell him this isnt the PE place you should go somewhere else --> ask him to explain himself more than they ask of women

Evidence beauty is not socially construced

- evidence that faces that are more symmetric and avg tend to be perceived as more symmetric (one side= mirror image of other side) --> consistent across studies - "more avg" --> take a thousand faces, take nose from each and find avg size + face= avg most attractive nose - evidence that infants stare longer @ faces that adults consider attractive than unattractive --> infants like blank slate culturally (no lang, no cultural signals/ideas about values cuz just emerged from the womb --> not have same cultural messaging we get over time) --> infants: closest to not having culture so this is suggestive evidence! --> maybe inherent drive that makes infants wanna look @ more attractive faces longer --> downside about infantS: cannot communicate, not sure why they are staring @ these facing for so long (cannot conclusively interpret from this) --> but is suggestive (not overlook, but difficult to conclusively interpret)

Ambiguity in flirtation

- flirtation behaviors are often ambiguous: why?? - in research study, I examine what people gain by flirting ambiguously - look at context where people are incentivized to flirt in a particularly ambiguous way: the workplace! WHY care about flirtation in workplace **a lot of people meet romantic partner in the workplace! *largest share through friends and family, second largest share through work --> younger less likely to through work, younger people using dating apps work and have been in workplace for shorter period of time and may have had less time to meet romantic partners --> straight > queer to meet people at work (1/7 queer, 1/5 straight) Interview study: - 87 tech workers - 52 women, 32 men, 3 nonbinary people **tech workers --> sexual harassment + interactions at work (especially high rates in men-dominated fields and in tech) - interviews: 75 minutes - racially diverse - recruited for a study about "interpersonal interactions in tech" --> not say it was about sexual interactions cuz didnt want people who just wanted therapy and to talk about flirtation, wanted people with stories to tell and people who didnt think anything of those (those experiences= just as important) - interviewers asked: --> anyone at work seemed to have romantic interest in you or have you had romantic interest in someone else? How did that play out? --> if a person is romantically interested in their coworker, what do you think is the best way for them to express that interest? ROadmap (1) risks of initiating workplace romance (2) strategies of covert flirtation at work (3) uncertainty, confusion, and rejection: when covert flirtation fails

Are these patterns only true in heterosexual, cisgender marriages?

- gay and lesbian couples with less strict division of labor --> not surprising! --> gendered expectations about who would be good at this, so gendered expectations netted out when you have same-gender couples --> less of a baseline assumption that one person can and should be doing more childcare than other --> talk about it, not just assume - however, gay and lesbian couples do have some dividsion of labor: like in heterosexual couples, the person who earns more money contributes less to menial household chores --> person earning more money can buy out of more menial tasks (dishes, laundry, not exciting tasks that have to get done) *dynamic in straight rltps: fathers earn more than mothers! - new research suggests that marriages with transgender and gender nonbinary people also have a less strict division of labor (even than queer rltps) --> transgender/ gender non-binary might see roles as more fluid --> so more reluctant to embrace traditional divisions of labor when it comes to household work and childcare

In what ways is demography not so useful for studying gender?

- gender is often measured poorly in the datasets demoraphers use --> math is SO simple so mistakes in data cause HUGE problems --> gender is measured extremely poorly often! --> rely on large publicly available data sets --> survey-takers --> data sets include thousands and tens of thousands of people- good grip of whats happening - interview guides available **how is the survey trying to measure gender? --> only 2 options: male and female --> sex and gender= conflated --> what they are really asking about is sex! --> ask only if necessary if persons sex = necessary! (only ask if you cannot tell from name or sound of voice) --> assumption that sex should be clear! **DEMOGRAPHERS care rlly deeply about data quality so they should ask instead of assuming and conflating gender and sex --> makes it hard to be confident in statistics when not sure if data on whether people are women or men is corect in the first place --> surveys often conflate gender and sex, enforcing the gender binary, and assign gender based on interviewer perception. but researchers can use methodological failures in rceative ways (Lagos 2019) (2) demographers has historically not been interested in studying trans or nonbinary populations --> EPSCO host: Search Gender Demography in last 10 years = 128 (11.5% of all articles published in demography in last decade) --> search transgender or nonbinary or gender minority in demography = 3 papers (almost nothing, less than half percent) --> demography journal publishing almost nothing on these populations --> maybe cuz dont have so much data and demographers love high quality databut cant get this with populationt hat is already so small This limits our ability to understand the experiences of trans and nonbinary people. However new surveys and funding mechanisms are starting to fill the gaps! --> data collection on these groups not a priority for very long time!

What will gender be like 10,20, or 100 years for now?

- gender poicing trans nonbinary - men doing fem things gender policed - women doing masc things being gender policed - gender gap not narrowed in recent decades - women doing unpaid childcare *gender= real source of pleasure, also creates really profound inequalities --> ppl either benefiting unfairly or being penalized unfairly! *status quo not static! --> seen how gender system shifted over centering --> whats next where r we going in 20,100 years

Graph: US kids are more likely to live in poverty

- high rates of childhood poverty relative to other countries! - 18% in US, much different like sweden where have under 10% rates child poverty (same countries that provide financial support for parents) --> help manage financial strains of raising kids

Bias against products sold by women

- in a study, American adults were asked to read a (fake) beer label and rate their interest in drinking the beer --> not get to taste it just reading a label, reading blurb about brewer, and drinking it --> fake beer - everyone reads about identical beer, but brewer sometimes described as woman (sarah) and sometimes man (DAVid) - pp more interested in purchasing beer when it was brewed by a man! -->willing to pay more money when brewed by man rather than woman... unless beer had won an award! (equally likely, willing to pay same amount in either) maybe cuz award is marker of quality and without reward, uncertain of quality so they fall back on gender stereotypes *do you think of Beer as masc or feminine product? --> MASC --> women vs men in this masc domain= men r advantaged --> if we looked at product feminine-stereotyped would effect be the opposite? *run same study with cupcakes!(feminine connotations (2) in second study, American adults were asked to read a (fake) cupcake label and rate their interest in eating the cupcake - everyone read about an identical cupcake, but the baker was sometimes described as a woman (sarah) and sometimes described as a man (David) - pp no more or less likely to buy the cupcake baked by a woman vs man -> no matter whether it had won an award *IMBALANCE: fem market= no advantage for women - masc market= see advantage for man!! --> women thought to have more expertise but no advantages that we expected to see *sometimes women slight advnatage in fem-markets, but men more constintly get advantages in male markets! --> men gain more in gender consistent markets than women do! What about less gender-steroyped products: --> researchers analyzed more than 1 million transcations on ebay **ppl dont know theyre being evaluated for their gender + access to one million! --> in binary! --> women sell more womens clothing, men less likely to sell womens clothing (can pick up on gender, or by username) - even if gender not explicitly listed, people pretty good about making guesses about the sellers gender - focused on auctions, where buyers set the price (usually threshold of how much ur willing to give it up for) **women + men do not have any consistent differences in their profiles! --> any gender effects might favor women cuz they were rated a bit better but small difference - they compared cases where sellers were selling the exact same product. and where the product was new (avoid qus about quality!) --> expect quality of same brand, size, color, identical! - on avg: women sellers received only 80 cents for every dollar received by a man seller who was selling the same new product --> lines up with gender pay gap in US: women making 80% of what men make! --> how do we know for sure women not selling slightly inferior products?? *NARROW case: gift cards!! explicit value, cannot distinguish quality= dollar amount --> even in those transactions, still a gender gap!! -> men offered more money for same exact gift card to same place than owmen **people are not figuring out gender and then basing it on this, but probably unconscious process --> see info about seller, triggers ideas about seller, shapes ideas about products being sold! --> dif evaluation shows even on objects objectively valued like gift cards on ebay! still see gender bias favoring man where value of item ebing sold i s vwery clear cut

Brainstorm: What strategies do you think people might try to use to express romantic interest

- inviting for coffee, taking note of coffee order, bringing them coffee --> help with riskiness can play it off as friendship if not received well (why r u flirting, was just being friendly!) **one way to get people to like you is to do nice things for them like bringing them coffee, building pos rltp with them - enemies --> lovers narrative we see in films : hostile interactions between people as potential forms of flirtation (like schoolyard interactions) --> boy rude to girl, means he has a crush on her? - can invite person youre interested in and other coworkers out to do something so it is not obvious advance--> subtle strategy to have time to build more of a rltp

National center for Trans Equality survey

- largest survey of trans people in the US - 27,715 respondents in 2015 - 2022 wave is underway **NOT random = huge resource!

#me too has done what the law could not

- law made sexual harassment illegal, but Me too rlly convinced and taught america not acceptable and cannot look other way

In what ways is demography useful for studying gender?

- makes certain forms of gender ineqaulity obvious (women have life expectancy advantage over men: women tend to live longer!) --> for example, life expectancy varies dramatically by gender, race, and education --demography can reveal hidden rltps between population processes (birth, death, and migration) and gender phenomena --> Hamoudi and Nobles (2014) show how population processes (who enters the population via live birth) can shape gendered patterns in families *would have missed out on interesting explanation if not looking @ demography!

Media Post 1

- mans vs woman's shower man: --> single product 3 in 1 for man woman --> so many/plethora products for each type of thing she might need --> skin care --> hair care --> multiple loofas/wash cloths, etc. **DISPARITY IN BEAUTY WORK OF MEN VS WOMAN --> women tend to have more products and engage more with these products -> exaggerated image, but grain of truth here when it comes to men + grooming + work to maintain one's appearance **dif work expected and done by men and women when it comes to grooming and work to maintain one's appearance

1989 research from author of the second shift book: Arlie Hoschild

- mom born in 1908: women could not vite, 18% worked outside home --> could be maid, teacher, secretary, could not take loan out in ur own name (dif world) - now women: half labor force in every type of job - is this revolution compatible with happy work life? - i go to work on, come home kids need a bath to go to bed, get food ready for tmrw -> life @ home has become a second shift - how do they feel about what they do - design: go to fortune 500 company, every 13th name: would you be willing to be interviewed, sat down with them in living room and asked if they would be willing to bein case studied - focused on married, heterosexual couples working full time with children < 6 years old - at first just observed, then noticed that women spent more time dealing with children and house --> more likely to do two things @ once, laundry and on the phone! --> women going home to husbands who said would love to have you working as long as you can do most of housework and take care of children --> and then workplace expectations are for men with stay @ home wives - wanted to live happily family lives but disagreements about male and female roles --> happiest families with some agreement who shared second shift - transformation of women: fast-changing women, slow-changing every thing else and family= shock absorber of those changes - look for solutions to try to unstall revolution! - another company that offered family-benefits --> for men and women were their jobs that allowed them to thrive and balance work with family? --> more flexibility, but laid long hours -->middle class= longer, longer --> working class= longer + working two jobs -=> less time to be at home and tend to kids - today : lot of instability in the economy --> workplace: managers leading workers to cross train each other so can move from one job to another --> men need to be able to do what women have done and the opposite *WOMEN doing much more! --> historically: expected that workers would work these long hour jobs and that someoen else do childcare --> historically: mom did majority of childcare + housework and expectations have not shifted - mom in 80s: women in full force workforce, grappling with conflicting expectations about work and home

Book: The second Shift

- moms doing lion's share of the work - cover of book: mom juggling baby, birthdays, garden work, cooking, work, etc. - "shift" : hours put in @ job --> go to first shift=paid work, go to job, come home, and then there is a second shift awaiting u 2 home, children to feed, house to clean, activities to plan for kids --> a lot of labor awaiting you @ home - tends to fall on moms more than dad (not split evenly) - mom is physically juggling @ of these things in image --> labor that goes into planning birthdays, keeping track of others kids bdays, making cakes, etc. - rlly striking gender disparity - mom is coming home and juggling this to much greater degree than dad - this was 1989 --> lot of societal shifts since then! **How much is second shift still relevant today?

Leisure time for couples

- most uncommon parent configuration: --> mother= sole bread winner she works, dad does not *dad: 43 hours compared to mom 23 hours leisure time a week - father= sole compared to mom not work --> mothers more leisure time (30, compared to 25 fathers hours of leisure time) -> not dramatic gap cuz mothers do more of childcare and housework than fathers are! - couples both engaged in paid work! --> leisure time should and could be equivalent (both out in workforce working and should share childcare and house work) - fathers more leisure time > mothers --> have about 4.5 more hours a week than dad!! --> moms doing more childcare and housework have less time to do other things!

The risks of speaking out alone

- one person spoke out against sexual harassment or assault: --> accused of lying, being oversensitive, provoking harassment in first place --> faced a lot of scrutiny *lauren oconner: spoke against harvey: " i am 28 year old woman and trying to make living and a career. he is a 64 year old world famous man and this is his company. balance of power is me 0. harvey 10. --> gonna face a lot of questions, particularly when they r powerful *legal mechanisms helped him continue to be a predator --> they signed legal contracts that if experienced anything sexual they cannot speak about it!! --> paid secret settlement but could not tell stories legally OR warn other women --> he had a lot of connections: could tell people to hire you or not hire you (might hesitate to speak out if wanna be more in hollywood and could jeopardize their careers or harvey retaliating and damaging their careers) --> legal means of silencing *logical people wouldnt speak up - silence people -->shame -->not happen to good people --> makes person who went through tarnished and that they are somewhat to blame METOO: - stopped facing it alone - spoke out at same time - attention and intimidating became distributed across everyone speakngout! - no one faced attention and scrutiny alone, so many making same allegations *why would so many ppl be lying all at same time??--> they wouldnt Harvey Weinstein (2017): paid off sexual harassment accusers for decades - 8 cases - accumulation of cases made it more difficult to say they are untrustowrthy or oversensitive, happened to 8 so crediblity= higher New Yorker follow up: from aggressive to sexual assauT: accusers tell their stories -> implausible all be lying October 5 and 10th of 2017 --> how did he get away for so long --> unsurprised : saw this in own lives, and saw harasser faced no consequences AMPLIFICATION of sharing sexual harassment/assault online - alyssa milano: if all people who had been sexually assaulted or harassed wrote me too as a status --> might give people sense of magnitude of the problem --> many ppl taking to social media to describe experiences --> huge # of americans speaking out! --> not one-off problem few people in society experience --> widespread problem *some allege theyre trying to get attention --> hollywood actresses not need this! they get enough! do not need to generate publicity by themselves! --> diminishes the concept that do it for attention *deeply important that ordinary americans spoke out too --> touches lives of people that i know --> hits home for people that I know

ex video: Love Island!!

- originated in UK --> now in US - college student alana morrison from new haven - show all about sex - hopeless romantic so had to join! - dif from other dating tones: warm-hearted, fun, funny! - pair up, break up, new people entering, what it takes to win= voted americas fav couple --> more than want money= find love Love Island: reality dating show sticking streotypically beautiful people onto island to find partner (all required to be in couple) --> whoever is left single gets kicked out of show -->final couple left standing gets 50 grand

Graph: division of Labor in households with two full time working parents

- parents with similar work obligations - mothers do more for taking care of children when they are sick, taking care of children's activities/schedules - share equally: household chores, playing with children, disciplining them! - 2015!!

Media Post:

- pathways for women and men @ work --> staircase to climb -- put in effort to get into higher levels in working organization --> steps to rise to top! --> pathway is more doable for men (reasonable to get there stairs= evenly spaced) --> woman facing serious barriers, a couple steps up and now stairs get bigger and harder to overcome

Why does occupational gender segregation occur?

- people select careers that fit their gendered sense of selves --> if a person likes to interact with others, help others, etc. : one's understanding of their own identity might impact this --> way they see what theyre good @/what they enjoy shape their careers and this makes a lot of sense! --> choose careers that match set of skills, interests, etc --> we know these are gendered! - men face gender policing when they do women dominant jobs - criticized, judged, - when men do feminine-oriented stuff in general - when men do things deemed feminine= gender-policied and gender- bullied - women face hostile environments in men-dominated jobs --> assuming women on robotics team is there for decoration --> women not have to explain why pursuing the men-dominated fields in terms of what motivates them (higher status jobs and they pay more= makes sense why woman would pursue careers in engineering) -->> not face same questions, but dif type of gender policing --> women face sexual harassment (sometimes highest rates in predominantly male occupations--> if they go into these occupations @ higher risk of sexual harassment ) --> women face higher rates of exclusion, etc. --> women questioned in terms of whether they have skill sets to bring to these male-dominated roles **BOTH men + women face unpleasant interactions when violate gender stereotypes and go into occupation mostly held by another gender --> dynamics dif for women and men - people underestimate their skills in domains that are not gender-stereotypical --> women underestimate skills @ masculine stereotyped pursuits and vice versa

Gender Minorities' experiences in the workplace

- people who identify as trans and nonbinary= minority! - one study suggests that while transgender men earn slightly more after gender transition= more authority, competence= slight benefit, transgender women's earnings fall by nearly 1/3 after transitioning during their careers = asymmetric! --> transwomen pay falls once recognized as women, trans men rises once recognized by coworkers as men! - according to 2015 US transgender survey: --> 18% trans women, 14% trans men, and 7% nonbinary people in the survey reported that they had ever lost a job due to their gender identity or expression ( a lot of folks experiencing severe job sequence: losing ones job, making ends meet, ability to put food on the table due to gender identity) --> transmen not just assuming advantages when they make transition @ work, but they also face striking gender policing too --> unemployment rate for trans and nonbinary people= 3X higher than the national unemployment rate! - in last year, 15% trans and nonbinary people described experiencing verbal harassment , physical attacks, or sexual assaults i the workplace because of their gender identity **REAL barriers they face in workplace as a direct result of their gender identity! --> harassment, physical attacks= not indirect; = overt explicit attacks!

Media Post: law school

- thinking about how when men vs women vs nonbinary people spoke in class - think women are speaking 50% of time, but rlly speaking 15% of the time *teachers more tolerant of men speaking in class without raising their hand! -->men may be particularly empowered to share opinions in these settings

What does it mean to flirt?

- to express romantic or sexual interest in a person - people do this in others for many reasons --> interest of initiating romantic/sexual rltp with another person --> to have fun --> not sure if theyre interested in person --> test water and see how interaction goes **still ambiguous/uncertain/unclear if someone is def flirting

The costs of the gendered division of lbor

- perhaps because of the greater share of unpaid work they do, wives are less happy than husbands in heterosexual marriages --> men= more eager to get married than women --> after divorce, men= less happy than they were before and women= more happy on avg! --> in these marriages: women doing more unpaid and unappreciated work! *feelings of resentment and irritation youre doing more and its going unacknowledged! - women report lower sexual desire for their partners in heterosexual rltps where they do moe of the housework and childcare! --> when straight ppl. get married, women lose sexual desire, and men have to pester them to engage in sex --> specific to rltps where women doing more in childcare and housewokr --> more sexual desire if its more evenly split - wives in heterosexual marriages= more financially precarious *cut back on hours, less money of your own, more financially precarious -->increasingly financially dependent on their partners --> becoming a mother for woman= single biggest predictor for her experiencing bankruptcy middle age and poverty old age (when she leaves workforce to care of kids can be risky for her financial wellbeing) - Meanwhile. nearly half of fathers think they are spending too little time with their kids --> heterosexual couples graph: do parents think they spend too little , too much, or right amount of time with kids --> half of dads, and two third of moms experience right amount of time with kids --> fathers 3x as likely than mothers to report they spend too little time with their kids --> men= lonelier in old age than women (maybe if more involved in raising kids, they wouldnt feel as much and the loneliness would be mitigated) *costs for men: time they are losing from spending time with kids *QUEER couples report being happier than heterosexual --> less of division between dividing tasks of household and childcare

The demography of Love Island: Population change

- population change involves looking at ways and rates @ which people enter a population - survival curve (graph probability that someone will survive up to a certain point) - probability of lasting in the villa broken down by gender - all original contestants from seasons 1-7 - blue: men, orange: women - probability of surviving 30 days in villa (middle) 57% for men, for orange (women) probability of surviving 30 days in villa= higher = 65% -- original women tend to survive longer in show than original men (who started the season!) *how initial group is changing over time as people exit at different rates

The demography of Love Island: population structure

- population pyramid: to show shape, structure, our outline of population in terms of age and sex --> contestants of love island season 7 --> everyone is same age, so have days in villa vs # of islanders (men in orange and women in blue) *GENDER BINARY - 1 day in villa: 5 men, 6 women - as villa age increases, more people around the middle of the season and narrows as days in villa comes to close Population in pyramid from 0-4 is a lot fo residents, but around 50-60= bulge in population cuz baby boomers - bump around age 20= baby boomers kids - oldest americans: see that women tend to outlive men

Media Post of women protesting

- protesting regulations in iran about how women are allowed to dress - gender operating @ institutional level --> how women expected to present themselves in public! --> how we see social change in society and how we see it @ institutional level

Bias agianst women embodying leadership qualitis

- qualities associated with leadership in our culture include: willingness to take risks, having a confident and forceful personality, and being blunt and forthright - these qualities= masculine, not feminine! --> not qualities of fem leader(women will experience backlash) - are women and men treated the same way when they embody these qualities?? --> study where they had pp read a description about professor going up for promotion: woman or man, professor who was diplomatic and smoothe things over or a professor who was very blunt and forceful in way they interacted with others *how likable + hireable is this person?? --> overly polite candidate=likeable whether woman or a man --> brutally honest (man was relatively likeable, not the woman!) **woman not acting as she is supposed to! too inconsiderate --> not likeable when she is brutally honnest Hireability: both equally hireable whether men or woman when overly polit --> man brutally honest is more hireable than woman who is brutally honest *women face backlash in workplace when they try to embody qualities we expect leaders to embody in the workplace makes it more difficult for thm to ascend to leadership position if they receive backlash for these very qualities whereas men dont experience this *how women can embody leadership without backlash --> most successful when act with combination with assertive masc characteristics WITH feminine characteriscs (act assertively in group but explain that they are going to before to care for others outcomes) *tight rope: women manage the way they perceived to fit into the fem sterotypes while taking on masc characteristics to be read as leaders when getting backlash and being seen as unlikeable

Study: Cash Aid to Poor mothers Increases Brain Activity in Babies, study finds

- randomly pick out half of mothers and give them monthly stipends of 333 dollars - other group of mothers 20$ a month --> both receive money but amount is much if,. can do a lot more with 333>20 *after year, have mothers bring kids in and scan brains - moms receiving more financial support, kids with indiciations of greater activity than moms without as much financial support --> maybe moms have more time to spend with kids, more time to focus on where theyll next get funds, have time to do more stimulating activities with kids --> link between financial support/ resources @ young age and brain activity that can shape life course down the road

Metoo movement parallels between gay rights activism

- right to gay marriage - still see a lot of homophobia, but see a great deal of progress too - not rid of issue, but public concern about it greater!! - not completely solved homophobia, but more attentionto gay right *both about people revealing hidden stigmatized identity --> revealing harassment, revealing gay - incr. # gay people open ab identities, has helped to create growing acceptance of gay rights chart: mapping ppl who say knowing gay person about 20% -> 1/5 of population to 65% 2/3 (1985s--> 2008s) -> increasingly comnig out during this period knowing gay person --> 1980s: 10% americans thought legal gay marriage, but then by 2015, risen to majority of americans (>60%) --> huge change in small period of time **still 40% americans not think should be legal, but tells us weve seen rapid shift --> small amount to most americans advocating for this *metoo ==> lot of people make themselves know change in how people saw sexual violence -->more people coming out, more people advocating for gay rights *VISIBLE: can be followed by rapid shifts in americans public perceptions of these issues and reduce stigma We see social change when people work collectively to change cultural ideas and institutions --> when a lot of people do it at the same time

What have scholars since simmel learned about flirtation?

- scholars have documented behaviors people use to flit --sustained eye contact -- leaning toward person -- complimenting person -- doing favors for person -- finding excuses to spend time tg -- trying to impress the person -- referencing to sexual topics *AMBIGUOUS! can think of times youve dont these in way it wasnt intended as flirtation! --> double meanings!! -> flirtation often quite ambiguous! - some flirting tactics considered effective shifted over time --> making person laugh was once considered an effective way for men but not women to flirt (women play supporting role and admire men, and men not expected to play same role for women) --> recent research: making person laugh is seen as equally effective for men and women - research shows that people often fail to pick up on flirting (1) way they are flirting not clear (2) person observing flirtation not pick up on intention to flirt or not) **in one study, single heterosexual women and male asked to make convos in pairs for 10 minutes **then asked : did you flirt in those 10 minutes, pp were asked to rate whether they flirted during interaction and whether they perceived the other person to be flirting Graph: - when people said partner did not flirt, 80% time they were correct (both women and men) cuz people were indeed trying not to flirt - when partner was trying to flirt, men only accurate in recognizing 36% of time and women 18% of the time --> people not very good @ picking up on flirtatious signals --> is it the case those observing can recognize? - researchers had sep pool of study pp watch film clips of interactions where people either were or were not flirtin and pp rated whether they perceived each interaction to be flirting **people better at knowing when flirting not happening than when happening --> less than half time ppl able to pick up on when person was flirting --> women can pick up when women are, and men can pick up when men are flirting --> people who share their gender are better @ picking up on flirting tactice **POTENTIAL FLAW: pp think theyre doing something else, so if they were flirting must be ambiguous cuz ppl dont go into research studies and just start overly flirting with each other --> not generalizable to all flirting interactions but know flirtation often ambiguous and can be hard for people to pick up on people in the interaction and observing thr interaction

How are our cultural ideas about beauty gendered?

- sexual objects vs subjects! --> object: person valued on basis of physical attractiveness (another way to think about0 --> more women in object role!

Time Magazine video on Me Too movement

- silence breakers - includes Burke - 2017: time to take power back - duty for silenced women to be brave - harvey weinstein!! - Adama Iwu: man groped me in front of multiple colleagues --> what i wore? vibe? - wasnt a place to report the experiences (Ashley Judd) - other people would apply for jobs there and made them unfomy - wendy walsh - did everything they could to not go forward with concerns - have to show them other girls that you werent lying - digging up sexy photos so that mitigated it - was manipulated - cuz nonwhite woman it was expected to be treated that way - megyn Kelly - to be nice, polite, liked= BS - cant be sluts, asking for it, etc. - shame is on the perpetrator - took away power from predator and put power on victim - amount of ppl sharing stories is intense - did so much with # -- international movement - honor to be someone who said you spoke up about it - we wont be silenced Takeaways: - social change happening in metoo movement - few people were talking about it then everyone talking about it all @ once saying it was unacceptable - how important that women said it tg --> cannot ALL be crazy, sluts, making it up , etc. - myths hold less weight when so many people talking ab it at same time1

If a person is romantically interested in coworkers whats best way to express

- siri: no opinion not good at it - jacob: not sure how that works - caroline: never dated, met my husband at 16 - Grayson: --> reading someones body lang --> body mannerisms **this area= confusing!! - casey: --> bad to answer this, online dating is better cuz you know people are intending to date --> people know you are flirting and want to be flirted with! *people attribute lack of knowledge to dif things (not have experience. not have skill set, dating through apps) *reservations about being able to express romantic interest in coworkers in effective way --> A) less familiarity with strategy= misunderstandings when ppl trying to enact covert flirtation --> (b) ppl doing very ambiguous strategies even if confident --> still misunderstandings

Mears: Very important people (reading)

- sociology professor @ Boston U who studies elite spaces of super rich --> where they go when they are relaxing + when they are partying - writes thoughtfully about how she is able to get access to these spaces (where super rich go to party in NA/EU, etc.) --> why do these people let her come hang with them?? CUz of her beauty = former fashion model with fashion model look! **former fashion model (b4 professor) so that is how she is able to get into all of these spaces 2 ways to get entry into space - men: rich, wealth, afford to spend huge amounts of money in club (instead of 33 on grey goose, 2,500 on same bottle just to get bottle service in the club) --> super rich men get in by spending absurds amounts of money, have means to do that= ticket into high-ends clubs - how women get into space: super rich women not spending a lot of time in these spaces or spending this amount of money --> they are there for dif reason --> they are selected/ engineered to come into spaces cuz have fashion model look (see in evaluation bouncers make at door when they tell certain women they cannot come in because they dont have the specific "look" **VERY gendered process --> only women who look like fashion models are allowed in, men not expected to look like fashion models *gendered expectations for these places= very very different *see gendered expectation : women occupy decorative role --> fashion models thereto decorate this space and be sexual objects -->= purpose women are serving in this space= decorative

Graph: How much government spend on child care for toddlers

- substantial financial support: --> norway --> iceland -->finland --> Demark -->, Germany Lowest: Israel (more than 6X more than US tho!) US: 500$ (200 tax credit and a little more) --> US real outlier --> 200 a year

Interest from federal funding agencies (for having research on trans people)

- the National Institute of Health (NIH) issues a "Notice of Special Interest" in research on sexual and gender minority populations *probs cuz not much to go on right now

An early sociological theorist on flirtation (1911)

- the flirt "awakens delight and desire by means of a unique antithesis and synthesis: through the alternation or simultaneity of accommodation and denial; by a symbolic, allusive assent and dissent ) flirting is AMBIGUOUS --> any given flirting interaction can be interpreted multiple ways

Study: the penalties for Self-reporting Sexual Harassment

- the stigma around people who reported and spoke out against sexual harassment --> could face public backlash Olivia "reporting it woudl jeaporize your ability to work in a part of the company. "oh that person, they did that" --> what good will come form this? will only bring harm! --> hypothesizing that they would look down on her if she reported sexual harassment - victim experiencing social judgement and stigma rather than person who did it - asked online study pp read a (fake) employees performance review --> earlier in year appraised --> 2017 --> high sales @, she is valuable team member, takes too much on @ once. needs to stay focused. satisfactory in all areas. --> presented this way for everyone in experiment. Notes: varied for everyone 25% ranodmly selected to see: - sarah reported brian made sexual references to her body issues examined by HR - next condition: made references, but co-workers observed and reported it to HR to be investigated - maybe lying making it up, what happened, etc. --> but sarah not reporting it cant be true! - is there dif when person themselves report it or when someone else reports it?? - third condition: --> sarah reported that Brian, sales worker,. repeatedly shouted and swore at her --> HR - fourth condition: --> sarahs coworker sees shouting and reports it Four conditions (1) self-reported, sexual harassment (2) coworker reported, sexual harassment (3) selfreported, nonsexual harassment (4) coworker reported, nonsexual harassment --> should she be given promotion?? - pp asked to imagine if they were manager making promotion decisions, and asked to rate likelihood of giving a promotion --> ran study on Oct 5th, 2017 --> exact day harvey weinstein came out! "# of times googled harvey weinstein" small smike but rlly in next few weeks 100,000 googling him --> metoo movement not reach peak when first run this study! - oct 5, people not yet have access cuz need prescription fee to read nYT content Results: (1) women experienced nonsexual harassment either she reported or coworker , people rated under 5 (more likely than not to promotoe her) (2) sexual harassment by coworker around 5= still likely to promote --> little hesitation, but se outler self-report sexual harassment @ 4 : a little less likely --> initial Hs: real stigma associated with sharing experience of sexual harassment: detrimental experience on persons career -->difficult trap for people experiencing sexual harassment Then Metoo picked up steam --> motnh passed --> rna again, would they say the same. thing --> fresh pool not look @ study before (1) same other 3 conditions likely to be promotoed (2) self report sexual harassment more likely to be promoted in nov, more in december 2017 --> stigma around sexual harassment fades --> mor ein january **BY FEBRUARY not experiencing career penalty and almost more likely to be promoted than woman nonsexual reported by herself or coworkers, and sexual by coworkers --> people less likely to view these people negatively as metoo happens *pepole who experienced sexual harassment now being viewed less negatively beinbg treated with more credibility - another result of social movement: --> changes in institutions --> made it easier to sue for harassment --> nondiclosure agreement for sexual harassment - private court: arbitration -- used to have to resolve it secretly, now cannot be forced to sign contract that give up right to sue about sexual harassment in court - makes sexual harassment cases less secretive --> more public , in news,public attention on this = better Cuomo: brought down in part of bill he expanded legal definition of harassment, made harassment he was engaging at time more legally actionable (maybe he thought he was above the law) --> signed law that further criminalized his own behavior --> not only cuomo: hundreds of people pushed out of positions (200 powerful men lost jobs bc of assault/harassment allegations)

Diapers dad:

- to prove diapers can handle anything, out then to the toughest task around: dad! home for 5 days alone, while moms take well-deserved break - toughest task diapers can be put up to = DADS! - dads= so incompetent --> this would be a real test to see if dads can do it! - dads are not expected to be very good @ taking care of their kids - hard to imagine a onesie that says you can do it mom - expect moms to be competent in both of these domains! - this creates expectation: moms doing more of the work

childcare and # hours parents do childcare

- trends have not changed dramatically in last years - gender division has become more extreme when covid hit! - hours spent on housework in 1965-2011 - fathers in 1964: 4.4 hours per week, 1985: up to 9.8 hours per week of house work (approx doubles!) --> much of this change happened before 1990! - then not much change happened after that - mothers: 1965: on avg 32 hours a week of housework - since then, declined dramatically to 2011: 7.8 **more housework to be done 1965: like 36 hours per week, today like 28 hours per week --> today have dish washers, laundry machines --> helps cut time doing these household chores! --> moms spending less time on housework than they used to, but still see this persistent gap! - dads consistently doings less than moms, moms constituently doubled i housework (18 vs 10: W:M) CHILDCARE GRAPH: - overtime dads incr. - 1965: 2.5 hours per week, 2011: 7.3 - moms not same pattern where they do less and less - mom also increasing shared childcare same time dads are - not much progress in closing this gap cuz moms also doing more work with their kids - intense parenting demeands!! parents deeply involved in schooling, extra curricular, intellectual stimulation --> want them on good trajectory for college *SOME CHANGE OVER TIME - declines in housework, flatlining since then - moms doing more labor than dads *heterosexual data

Evidence that beauty IS socially construcyed

- what is deemed beutiful within a culture varies over time and from period to period ( body sizes + beauty ideals from western culture0 1. changing historical ideals of beauty -->1550: renaissance era: ideal: women with full figure: full hips, little bellies= icons of beauty!= today she would be considered plus size, but at time was paragon of what was seen as beautiful --> 1800s/victorian: corsets! rise of obsession with tiniest, narrowest waist u can imagine (troublingly small when think of womens health ) --> wear corsets to achieve this image --> shoving their livers into rib cage, shoving stomachs down= long-term health effects = shows strength of beauty ideal even special corsets for pregnant women (even when carrying children, women trying to reach ideal of having impossibly thin waists) --> this image= one of first doctored photographs= bit of blurring --> woman may have fudged image to make her waist appear even smaller so that it would fit beauty ideal at time **WASP body: back half is barely connected to first by small piece of tissue --> at time= called wasp waiste --> too look segmented in way wasp body looks segmented! **VERY DIF beauty ideal! --> still see slender ideal today, but rather than image achieved through corset, more athletic body ideal for women! --> expectations for what is beautiful shift in dif areas in western culture, and other cultures *ALSO shifting beauty standards for men!! - upper class in 1700s: overtly partaking in a lot of beauty work (wigs with elaborate hair styles, blush, curls in hair) --> less normative today for men to wear makeup, but was period of time where men did this (shifted complexions/hair) to match ideal! 2. Shifts in beauty standards as societies globalize! (shifts in beauty standards) - fiji: island east of australia --> fiji was relatively late to globalized world and to western TV --> western TV not in fiji until 1990s --> "youve gained weight" = typical compliment in fiji, dinner guests to eat as much as possible, round robust= ideal, skinny legs/going thing= worrysome condition/insult!! (before intro of televesion) for women having fuller-figured bodies! --> 1990s: TV arrives, western Tv shows without teenage dramas show white slender women, see dramatic shift in beauty standards to wards fijian womens' bodies --> slimmer bodies= new ideal --> rise in eating disorders! - presented with new beauty standard: form detrimental habits to try to fit beauty ideal **CAN pinpoint effect of TV so clearly cuz went from having no TV to TV quite suddenly (in our culture today all exposed so when new TV show comes on, hard to know with a lot of certainty something in that particular tv show is impacting society), but here shift in beauty standards/ shift in behavior towards unhealthy strategy = happen in rapid succession = beauty standards themselves in TV shows (can be confident that they are) shaping womens shifts in the body ideals they are working towards --> beauty standards were exposed to powerfully shape our ideas about beauty (disturbingly in this case) 3. People in the beauty industry do not always personally agree with the beauty standards they promote --> promotors not necessarily endorse ideas about fashion model (she is too skinny, etc.), but those r the people they are paid to let in 4. Elaborate efforts to distinguish men's and women's beauty work - sociologist: Kristen Barber writes about rise of men's beauty practices (LA= men more concerned about appearance--> more people trying to break into entertainment industry in hollywood, LA) --> what are salons doing to try to get men to engage in this beauty work? --> mobilization about stereotypes about men/masculinity used by salons to market services in a way that tries to preserve masculinity within these practices Womens salons: - bangs - manicure - pedicure - hair coloring - body waxing - facial man's salons: - grooming lounge - front -MANicure/hand-dealing - color camo -Malescaping/Manscaping - skin detail - man lights --> various terminology attaches stereotypes about men to these beauty services in way that salons hope allows men to seek these services without fear of being seen as feminine! = gendered --> stereotyped: who should even be doing this work in the first place?

Bias against mothers

- when workers combine expectations of family and work --> women expected to be more oriented to family and be dedicated to work second - in a study researchers sent out fake resumes to 1,276 real job marketing and business (field experiment- researchers not know they are in experiment) --> will resumes get enough interest that they get a call for interview? *compelling cuz like ebay dont know they are being studied so not bias about knowing they are being observed! - the resumes had identical qualifications but varied: --> the gender of the job candidate (by name: woman/man) --> the job candidate's implied parental status (PTA officer listed on resume or not) --> would not do this if not a parent *man parent, man not parent, woman parent, woman not parent - researchers posted a dif phone # on each of the 4 fake resumes and measured # of calls for an interview each resume received to see if employers treat different based on gender, parental status **WOULD want them to cal them back at equivalent rates if gender + parental status not important considerations! **JOBS in markets + business - employers are calling fathers vs non-father for interviews at statistically dif rates (no bias for fathers non fathers and parental status on men) BUT employers called mothers for interviews less than half as much as nonmothers! HUGE impact of parental status on women! --> less desirable employee if mother **WHY? Mothers viewed as less committed to work= less desirable employees --> follow up study get in lab to evaluate same resume and rate resume along various lines, perceived confidence, commitment, etc. --> commitment= key driver *why not showing up for non-parents or for fathers? --> ties into cultural expectations --> woman will be doing most of childcare and hoouse work--> way gender division of labor will work so expectation women will be less committed to their work if they have families to take care of **WOMEN doing more childcare, bleeds into how they are perceived in workplace as well!--> less able to commit to work in paid work domain **we know they CAN be competent in workplace and that women not always doing primary share of childcare either

Beauty and Gender

- women's perceived value and goodness has historically been linked to their beauty (messages we give kids about beauty and how it differs by gender) *GRIMM's fairty tales: passed down through generaitons to kids EU/American : disney fairytales, etc. --> give them these with tools to understand social rules/expectations within culture --> helps them understand morality and what is considered appro/good behavior **western fairytales: fixated on beauty of women protagonists - ex: in the Grimm's fairy tale anthology (like cinderella) --> women's beauty is referenced 5X more than mens (from rll young age, beauty is especially important for women, and less important for men; not unimportant, but less important) *beauty is also linked to their moral worth --> beautiful women= morally good women, ugly women= evil women ( Cinderella vs ugly step-sisters: part of reason cinderella win out is cuz of beauty she attracts prince, marries him, lives happily ever after) **womens beauty closely linked to moral worth and if they do indeed live happily ever after or not *true of men to some degree: prince charmings= attractive, but not touched on as often as women (1:5) --> common, but not main thing commmented on when it comes to men --> stories that referenced women's beauty were more likely to remain in the anthology over time (not dropped) *stories that link womens beauty to womens goodness= remain most popular in our culture *women beautiful affects access to other life outcomes

Brainstorm activity: (A) how could you study the strategies people use to flirt (B) what might make it difficult to study how people flirt?

--> create a fake tinder account or fake dating app account and could see how people respond or opening lines/banter **apps with legal restrictions tho! --> observational study: go to place where people are likely to flirt, but challenge of ambiguity are people meaning to flirt or just being friendly *singles bar! *more ambiguous cuz today bars not designed only for single people today, a lot of then go, but not certain everyone is single or that everyone flirting is single --> PP observartion: not just in a corner where people dont notice you, but participating in research and using tactics to see if people interpret as flirtation or not (not ethical--> creating false pretenses for people --> IRB)

To what extent is beauty socially constructed?

--> to some extent yes --> some things universally recognized as beautiful, and other ways= culturally constructed

What does this tell us about flirtation

-ambiguous in workplace -->people use gestures and over-friendliness as proxy for romantic interest - its ambiguous by design --> if one person makes subtle advance and other doesnt reciprocate, they can both pretend an advance was never made ad keep the professional rltp intact - knowledge of workplace flirtation strategies is fragmented: some people recognize the strategy and others do not - ambiguous flirtation can help to avoid awk rejections, but in other cases can create misunderstandings where awk rejections= necessary *THIS research gives us glimpse of how people conceptualize flirting, flirtation in tech workplaces is a unique case *How do people conceptualize flirtation more generally??

Population structure

-basic shape or outline of population (in terms of age and sex) - how many people are there of a given sex at a given age? **AGE AND SEX --> old, young population --> is the population inbalanced in terms of sex? *ALABANIA: men died from war, so more young women than men so women live functionally as men!

Downstream effects of parental support policies

1) parents' happiness *how happy r they when we compare them to people of same age (backgrounds, resources) who chose to not have kids *might expect parents to be happier (feelings like they have meaningful relationships, sense of community, etc.) --> parents in countries with comprehensive childcare policies are happier on average, than non-parents (norway, finland, etc.) --> parents in countries without comprehensive childcare policies are less happy on average than nonparents (US) --depends on institutional contexts: what are institutions doing to support or not support their pathways as parents and ability to manage these conflicting expectations around work and childcare -- within the US, parents who find it difficult to balance work and childcare find being a parent less rewarding (depends on industry, employer, policies provided by the employer) --> find it difficult to balance work and child care find being a parent less rewarding (2) Childhood poverty - children more likely to live in poverty in countries without comprehensive childcare policies --> gov not giving the parents cash/ direct financial support to help families (3) Childhood development - indications that when poor mothers given $333/month stipend, their children had heightened brain activity --> effects on parents happiness. and effects on children: cognitive activity and likelihood of falling into poverty!

Class Activity: Consider the following questions + create a budget/salary for a set of occupations

1. How much would you pay someone to be your personal chef and cook every meal for you and your family for a year? 2. How much would you pay someone to be your personal housekeeper and clean for you and your family for a year? 3. How much would you pay someone to be a nanny for your (hypothetical or actual) child for a year? 4. What is the total of these three #? This is the total yearly salary? --> 140,000 (adding up 3 things) --> 120,000 (adding up all three) --> 260,000 (hourly rate and hour per week used to calculate it) --> valuable labor!! --> lot of money!! --> difficult for most of us in this room to pay someone 120,000 $ a year to do these things = value of labor that families with kids do in the home! =. how we value this labor economically when we outsource it outside of the family! --> valuable labor! - parents have to decide who is going to do this highly valuable labor in the home? --> would pay a lot of money not to have to do?

Class Activity: Implicit Bias Test

1. What were most common scores 2. Rxns to test? 3. what do you think a tendency to more strongly associate one gender with work might mean for gender inequality in the workplace? - female family, male career --> maybe order of what you associated originally comes to play a role --> test randomly varies it so some saw male work and female family first and others female work and male family first --> could be impacted by how our family shaped it for us *knowing women who are not into doing family tasks and who are breadwinners might create stronger association for you **our own families and what we saw our parents doing!

Just one of the Guys (2010) Chapter 3: Becoming Men At Work

54 transgender men! --> transgender men experiences in the workplace! - reading gives insight into the treatment of people in the workplace who are: --> women vs men --> perceived as conforming or not conforming to a gender binary category --> many of interviewees made gender transition later in life! *transitioned partime through careers/during their working lives --> when they started careers perceived as women, and then throughout perceived as men Valuable perspective about gender in workplace cuz they have experienced workplace as themselves and not and how others perceive them --> how coworkers perception of their gender shape their experience in the workplace *how people treated as women vs men in workplace - 2/3 men in workplace: noticeable boost! --> more competent, more authority, listened to more in meetings, asked to supervise women at time who had more experience than they did themsleves --> intersectional caveat: trasngender men racial minroties less likely to report same reward (people not listening to them more or viewing them as more authoritative, etc.) --> most workplace: disproportionately white men @ top of latter so this makes sense! - how does gender ambiguity shape peoples experiences @ work! --> transmen ambiguous: lot of hostile gender policing (transman threatened/ridiculed stand in back of restaurant) told to stop making customers lose their appetite --> trans/nonbinary when presentation is ambiguous= harsh policing and hostility @ work GENDER SHAPING INTERACTIONS @ WORKK PLACE - is there other evidence to support the gender biases observed by the transgender men in Just oNe of the guys???

Activity: Beauty over time

Archive: American ads from 1910-1960 - select 5 ads that depict people, and analyze 1. what beauty ideals and norms are consistent with modern day beauty ideals and norms? *messages about not wanting to age! --> fixation on preventing aging (aging= antithesis of beauty, beauty= expressed through youthful complexions) saw it then and now!! * would your husband marry you again? (trying not to age, age=bad, WOMAN should maintain this youthful appearance) --> gender dif! 2. what beauty ideals and norms do you see that are dif from modern day beauty ideals and nomrms? --> more explicit then: *husband wont like you if you age!! --> anti-aging agds: much more explicit then! --> dif in trends in hair cuts/ hair style --> a lot of men clean-shaven , alot of razor ads for men (more expected to shave then,, more flexibility with this today) 3. Does the ad seem to carry any messages explicitly/implicitly about the value of beauty? --> same messages! --> importance of being beautiful and gendered importance --> lot of ads targeted towards women!

Demography

Demos - people (from demoracy work too) - graphy - description the description of people or the study of populations

Study #2: Lagos 2019 --> methodological flaws

Hearing Gender: Voice-based gender classification Processes and Transgender Health inequality - Data from BRFSS - interviewer identified respondents as men and women based on their sound of voice --> flawed strategy: based on interviewers' subjective perception of how voice and gender correspond with each other (now they ask about it directly) - then ask if they identify as transman or woman --> use this and clarification to figure out which transmen and women were correctly identified and misidentified - combine gender classification with trans identity to figure out who is being misgendered! four conditions Self identified as trans woman: - identified correctly by interview as woman having fem voice Self identified as trans woman: - identified incorrectly by interview as man having masc voice Self identified as trans man: - identified correctly by interview as man having masc voice Self identified as trans man: - identified incorrectly by interview as woman having fem voice --> how these r related to health? *Trans man: correctly identified as man (.069), 6% reported poor health incorrectly identified as woman (.321) = 32% poor far health *transwoman misclassified as man 15% chance reporting poor health, transwoman correctly classified as women 30% poorer health -->not just about misgendering! *only among transmen = misgendering related to poorer health POssible explanations --> could being misgendered mean something dif for transmen and women --> something about being perceived as women related to reporting your health as worse?? Lagos finds that trans women correctly identified as women and trans men incorrectly classified as women have worse health than trans men correctly classified as men and trans women incorrectly classified as men --> results of poorer health: (1) Self identified as trans woman: - identified correctly by interview as woman having fem voice (2) Self identified as trans man: - identified incorrectly by interview as woman having fem voice *misgendering work dif for men and women? something about feminine presentation? --> impossible to tell in this data!

Child Care at the Institutional level

Individual Level: - peoples expectations/internalizations they themselves expect to it, or they learned outside that shapes their sense of self and their expectations Interactional level - negotiations couples make when they decide who will do more of child care and house work Institutional level: - large-scale social systems developed in society to meet needs of individuals that individuals cannot meet themselves! - US: outlier when it comes to support for parents grappling children + work - sweden + us= two extreme cases telling us about dif arrangements that are possible!

(1) risks of expressing romantic interest @ work

Kelly "if things go badly youre gonna have to see them every day. And I feel like its probably gonna affect. your work performance. it just doesnt seem like a good idea" --> coworkers have ongoing rltps and have expectation that will continue to interact in future, need to have good enough rltp to get work done --> romantic interest can threaten rltp that people need in order to work functionally Anna " there was a guy at work who was very interested in a woman and she wasnt. he left company not too long after that. too painful to be aroudn her and uncomfy so that was his choice " **rejection can be so painful it could prompt person to leave their job Warren " first she was watching movies with me and sitting close, but then the energy faded" "a woman coworker had been flirting with me pulled a 180 which f**cked me up because wasnt sure if she knew i was dating someone or if she pulled away cuz i was unattractive. from that point not able to do good work cuz it was so intense" *pain of rejection= real risk of expressing clear interest *another core risk: sexual harassment Marcello " expressing romantic interest could be misinterpreted in any # of ways. it could be going form gentle thing im not interested, to just saying no, and next day HR on their way" --> could create sanctions, issues if being labeled person engaging in sexual harassment, etc. - women concern about costs that a person who experiences unwanted sexual advances experiences --> Seda " after i declined the date he wouldnt talk to me, no to all lunches. in meetings he was more opposing for the sake of just opposing. said that i thought too highly of myself so it was hard to work with me cuz i was an arrogant person. if it wasnt for this thing. that prob would not be his assessment of me" --> retalliant against her cuz she rejected him after explicit rejection TAKEAWAYS: MANY AMERICAN COUPLES MEET IN WORKPLACE EXPRESSING ROMANTIC INTEREST AT WORK IS RISKY! --> bleed into harassing experiences

Graph of life expectancy at birth by race and sex us 1970-2015

People assigned female @ birth higher life expectancy than assigned male @ birth - different across racial groups *1980s/90s= stagnation for Black males! --> incarceration rates skyrocketing, violent crime rates= higher --> both= most likely to affect black americans than white, and especially black me (not see this same stagnation for other groups)

Disputed interactional meanings

Phil - me and dani talking. friendly. for her meant something for me platonic, but she didnt let me know. V day i said i needed a plus one, PG she said she had feelings for me and then he said not interested and then she pulled away (she is reading these friendly moments outside of work as his indications of romantic interest) --> she feels confident to express feelings when he invited her to be plus one but he just wanted to be friends!! - other people told me asking on v day can be misconstrued. but i dont care of social tiptoeing. if i wanna be ur friend i wanna be ur friend. Olivia: - talking about music festival at lunch and someone asked if they wanted to go tg. after 3 hours of listeing to muysic he thought it was a date and asked to dinner, his body lang indicated it was something more. but she didnt agree and he took it. --> after i avoided him as much as possible and then asked colleague questions and might have strained her cuz didnt want to ask im questions

The demography of Love Island: population characteristics

Season 1: total # islanders: 23 Proportion of women = 49%, avg # days in villa= 21 Season 2 3, etc.

Covert firtation @ work

Seth " best case scenario people hit t off in platonic way, become friend, talk banter in group chat, then individual chat, then drink at happy hour. have a great time, see movie at work. get eachothers #" --> coworkers, friends, or flirting --> but people do this when they are and when they are not trying to flirt with each other *amibguous Anna - subtle, friendly, smile. if reciprocated do something more but very very. gradually. as soon as not being reciprocated, back off and its professional. --> looking for reciprocation= important in what people think is appro for expressing romantic/sexual interest at work Haley - is the other person responding? and in a way thats like are they engaging with you or trying to shut it down. ignoring you, avoiding you? -- overly friendly also or no?? Melanie --> if you ask them to hang out outside of work and they dont show interest= signal. if you try to talk to them frew and they dont respond as much, also another way to know (1) use behaviors that are basically overly friendly behaviors -find reasons to spend time, do small favors, make convo with them (without romantic/sexual motivation, but do them a lot and consistenly) --> more friendly than they need to be (2) Reciprocity -- see if person acting in same way *HOW well does strategy actually work? (1) successfully initiating romantic rltps *Larry: --> spending time alone, hanging after work. made a move. and changed the dynamic in a good way --> Not needs to be more explicit ab telling her , she picked up on it (2) tactfully conveying romantic rejection *not have to talk about fact that rejection was made --> melanie: been interest, appro done. not put work relationship in gender cz of pursuit. stopping by freq to chat but easy enough to let them know i wasnt interested through interactions and say no and not say maybe next time --> Adam --> hand on shoulder, fb --> he said get some dinner in you and more :) --> felt more like a personal rltp referencing dinner, fast responses, a lot of emojis, etc. --> adam is more removed, takes hour to respond. and doesnt resopnd to dinner and then thats the end, leave it there, dont deal with rejection screwing with their rltp *subtle friendly cues + clear focus on reciprocity **WOMEN 2X likely to express this > men - other half of people were less certain NOT EVERYone express familiarity with covert flirting strategies

Differing parental support policies in US and Sweden

Sweden: - some of most generous policies when it comes to work and parents - parents are allowed a total of 16 months paid parental leave (earning at least 80% of previous salary) --> 10 available for either parents can take, 3 months only one parent can take so that both get leave! --> subtle incentive for both parents to take some amount of leave= successful (all new moms take some leave and 9/10 fathers do too) --> parents can spend lot of time with their infants and both parents actively involved - parents with kids under 8 entitled to work 75% time at any job - the state provides high-quality public childcare with a maximum of $160./ month --> typical to send children to daycare at age 1/2 (daycare professionals= highly trained, highly educated to work with kids) --> younger age before pre-K, state already providing childcare with highly paid workers to make sure safe and stimulating environments for kids **50% kids between infancy - 2 go to public day care, 90% 3-5 go to public day care --> gov heavily subsidizes this! - parents receive $132/month from the gov to help with childcare costs --> help parents mitigate costs of working and raising kids @ same time *strange to be a working mom in sweden--> what else would they do? redundant: if ur mom= assumed ur working! *substantial amoutn fo support for working parents US: - some of least comprehensive policies when it comes to work and parents **less common to see fathers taking leave --> referred to it as vacation but not vacation when u r taking care of infant, dont sleep a lot and a lot of work --> but this is how its read cuz assumption that men would not be doing the childcare! **rush hour= kid under age 6 --> not think about this in sweden cuz childcare available for kids at such a young age, normative to send them, and getting financial support to do that - no paid parental leave!! (extreme outlier!) --> 1 of a few in the WORLD that does not provide this! (8 state sin US have paid parental leave, other 42 states including wisconsin do not have access to paid parental leave) --> family and medical leave act: if person needs to leave work to care for loved one (infant, sick family member). can do that and get job back in 12 weeks when u return (but no pay and limit is 12 weeks!) --> if not have savings to take leave and stay afloat, out of luck cuz no financial pay associated with this leave - no assurance that parents can switch to part time - no state-provided childcare for kids under Pre-K : on avg private sector childcare costs $1,100/month --> pay childcare facilities but not funded or regulated by state but option for parents, asking families, friends people you trust - up to parents to make sure childcare place is safe!!--> need to do work to make sure sending kids to safe place! --> much more expensive than in sweden where gov is subsidizing the cost! - parents receive a $200 tax credit (= support from gov every year to help mitigate costs of raising kids, wont mitigate much when u think of cost of childcare in private sector alone) *US= outlier --> atypical for countries to provide such little financial support!

Activity: Do you think time when you evaluated competence @ skill dif cuz of ur own gender

YES

Is there other evidence to support gender biases observed by the transgender men in JUst ONe of the Guys?

YES - what are the consequences?? --> pay gap! --> men earning dollar for around .80 women r earning --> biases when selling prodcuts, or trying to embody roles of authority in workplace or trying to do role of mothr and worker, the biases affect compensation men and women ending up with! (2) who occupies leadership positions in US? --> fortune 500 CEOs (ceos of 500 largest companies in US) --> 2000s: striking gender disparity : 2/500= women, not more progress= 41 women/500 *consequences for gender and nonbinary folks in the workplace ! --> another set of consequences we see (2015 survey from earlier)

Male dominated occupations

low skilled: Men: driver/sales workers, truck drivers, grounds maintence workers women: nursing psychiatric and home aids personal and home care aids medium: men: construction laborers, secuirty guards women: secretaries, bookkeeping high: men: chief executive, computer software engineers women: social workers, elementary school teachers, registered nurse Blue collar occupations: more for men! (92%/94 of people in these jobs= men) **90% of nursing/psychiatric home aids= women *for low medium and high skilled *secondary school teachers= more mixed occupation! --> both women and men in this one --> not ever case predominantly women or men

Google searches show more worry over gay men and boys than over gay women and girls!

people ask whether sons are gifted at 2.5 X more than daughters - ask google if daughter is more overweight than sons - more about sons intellect, stupidity, leadership and for daughters: beautiful, fat, ugly, etc. *assumptions about mens higher capabilities in workplace --> parents think about in gendered terms for their daughters + sons --> kids socialized into them @ very young age! *result of dif queries: kids learning to think competence + leadership most important to men where beauty and attractiveness more important to women --> parents want whats best for kids, not necessarily wanna push them on these tracks but parents also raised into these stereotypes + norms and it gets passed on **impactful later in life when they get into workplace