Face-gender discrimination is possible in the near-absence of attention

The attentional cost associated with the visual discrimination of the gender of a face was investigated. Participants performed a face-gender discrimination task either alone (single-task) or concurrently (dual-task) with a known attentional demanding task (5-letter T/L discrimination). Overall performance on face-gender discrimination suffered remarkably little under the dual-task condition compared to the single-task condition. Similar results were obtained in experiments that controlled for potential training effects or the use of low-level cues in this discrimination task. Our results provide further evidence against the notion that only low-level representations can be accessed outside the focus of attention

Using Firm-Level Data to Assess Gender Wage Discrimination in the Belgian Labour Market

In this paper we explore a matched employer-employee data set to investigate the presence of gender wage discrimination in the Belgian private economy labour market. We identify and measure gender wage discrimination from firm-level data using a labour index decomposition pioneered by Hellerstein and Neumark (1995), which allows us to compare direct estimates of a gender productivity differential with those of a gender labour costs differential. We take advantage of the panel structure of the data set and identify gender wage discrimination from within-firm variation. Moreover, inspired by recent developments in the production function estimation literature, we address the problem of endogeneity in input choice using a structural production function estimator (Levinsohn and Petrin, 2003). Our results suggest that there is no gender wage discrimination inside private firms located in Belgium.labour productivity; wages; gender discrimination; structural production function estimation; panel data

Socially-Tolerable Discrimination

History is replete with overt discrimination of various forms. However, these forms of discrimination are not equally tolerable. For example, discrimination based on immutable or prohibitively unalterable characteristics such as race or gender is much less acceptable. Why? I develop a simple model of conflict which is driven by either racial (gender) discrimination or generational discrimination (i.e., young versus old). I show that there exist parameters of the model where racial (gender) discrimination leads to conflict but generational discrimination does not.

Gender Discrimination and Job Satisfaction

This article defines the relationship between two factors and its impact by examining the effect of Gender discrimination in the work place which influences the job performance and job satisfaction in individuals(i.e.; hiring, promotion, salary, control/ autonomy/ influence, challenge, performance measures, feed back, in strumentality, stability/security). The data is collected through quantitative method. The sample of thestudy consisted of 500 employees working in different bank in Islamabad and Wahcantt (Pakistan) through the questionnaire, of which 300 were returned and processed. R was used to analysis the data, using independent T-Test, and excel, Correlation and Multi-regression analysis. There is a significant prove, gender discrimination has an influence on Job satisfaction and job performance and stability of individuals. From findings of the study, it is also depicted that male and female have significantly different level of job satisfaction

Gender Wage Inequality and Economic Growth: Is there Really a Puzzle?

Seguino (2000) shows that gender wage discrimination in export-oriented semi-industrialized countries might be fostering investment and growth in general. While the original analysis does not have internationally comparable wage discrimination data, we replicate the analysis using data from a meta-study on gender wage discrimination and do not find any evidence that more discrimination might further economic growth – on the contrary: if anything the impact of gender inequality is negative for growth. Standing up for more gender equality – also in terms of wages – is good for equity considerations and at least not negative for growth.

Does Gender Discrimination Impact Regular Mammography Screening? Findings from the Race Differences in Screening Mammography Study

Objective: To determine if gender discrimination, conceptualized as a negative life stressor, is a deterrent to adherence to mammography screening guidelines. Methods: African American and white women (1451) aged 40–79 years who obtained an index screening mammogram at one of five urban hospitals in Connecticut between October 1996 and January 1998 were enrolled in this study. This logistic regression analysis includes the 1229 women who completed telephone interviews at baseline and follow-up (average 29.4 months later) and for whom the study outcome, nonadherence to age-specific mammography screening guidelines, was determined. Gender discrimination was measured as lifetime experience in seven possible situations. Results: Gender discrimination, reported by nearly 38% of the study population, was significantly associated with non-adherence to mammography guidelines in women with annual family incomes of $50,000 or greater (or 1.99, 95% CI 1.33, 2.98) and did not differ across racial/ethnic groups. Conclusions: Our findings suggest that gender discrimination can adversely influence regular mammography screening in some women. With nearly half of women nonadherent to screening mammography guidelines in this study and with decreasing mammography rates nationwide, it is important to address the complexity of nonadherence across subgroups of women. Life stressors, such as experiences of gender discrimination, may have considerable consequences, potentially influencing health prevention prioritization in women

Utilization of global attributions in recognizing and responding to gender discrimination among college women

Although learned helplessness theories suggest that global attributions for gender discrimination may serve to promote feelings of helplessness about responding to discrimination, group consciousness theories suggest they may instead be a precursor to enhancing collective actions against discrimination. To examine this theoretical discrepancy, college women completed measures of attributions for gender discrimination, political consciousness (as measured by common fate), participation in collective action, and helplessness behavior among college women. To examine the unique role of global attributions, participants were included if they made external and unstable attributions for discrimination (N = 231). Structural equation modeling showed hat recognizing discrimination occurs globally was associated with an increased sense of common fate, which in turn was related to greater collective action and less helplessness behavior. Theoretical (attributions in an intergroup context) as well as practical (institutional policies on publicizing discrimination) implications were discussed

Gender Discrimination and Evaluators’ Gender: Evidence from the Italian Academy

Relying on a natural experiment consisting in 130 competitions for promotion to associate and full professor in the Italian University, we analyze whether gender discrimination is affected by the gender of evaluators. Taking advantage of the random assignment of evaluators to each competition, we examine the probability of success of each candidate in relation to the committee gender composition, controlling for candidates’ scientific productivity and a number of individual characteristics. We find that female candidates are less likely to be promoted when the committee is composed exclusively by males, while the gender gap disappears when the candidates are evaluated by a mixed sex committee. Results are qualitatively similar across fields and type of competitions. The analysis of candidates’ decisions to withdraw from competition highlights that gender differences in preferences for competition play only a minor role in explaining gender discrimination. It also emerges that withdrawal decisions are not affected by the committee gender composition and therefore the gender discrimination is not related to self-fulfilling expectations.Gender Discrimination, Evaluators’ Gender, Affirmative Actions, Academic Promotion

Outside Offers and the Gender Pay Gap: Empirical Evidence from the UK Academic Labour Market

Using a unique data source on academic economists' labour market experiences, we explore gender, pay and promotions. In addition to earnings and productivity measures, we have information on outside offers and perceptions of discrimination. In contrast to the existing literature, we find both a gender promotions gap and a within-rank gender pay gap. A driving factor may be the role of outside offers: men receive more outside offers than women of comparable characteristics, and gain higher pay increases in response to outside offers. This may arise due to discrimination, and we find that perceptions of discrimination and also outside job applications correlate with an individual receiving earnings below that expected, given their characteristics.gender, promotions, earnings, discrimination

Group versus individual discrimination among young workers: a distributional approach

We evaluate the gender wage gap and the unexplained gender wage differential for workers 15-29 year old during the period 1990-1997, using a particularly rich set of data from the Italian Social Security System covering all individuals in the labour markets of two Italian provinces. We estimate separate earnings functions for men and women correcting for endogeneity of education and we evaluate gender discrimination by studying the entire distribution of the unexplained wage gap as suggested by Jenkins (1994). We evaluate discrimination against females by means of bivariate density functions. This innovation makes it possible to condition the density distribution on the marginal distribution of any characteristic and to evaluate more precisely the existence of group and individual discrimination. Our analysis suggests that discrimination is not evenly distributed among women, in relation to their characteristics; in particular, there is evidence of lower discrimination against highly educated females. Moreover in 1997, compared to 1990, discrimination increased in a appreciable way, affecting human capital rich females more significantly. While our work is based in a very local context the richness of the data and the methodological innovation give the results a wider application.wage differentials, wage discrimination, gender