Formal and Informal Discrimination Against Women At Work: The Role of Gender Stereotypes
Name
CPL_WP_05_02_HeilmanWelle.pdf
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158.85 KB
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Adobe PDF
Checksum (MD5)
85258cdf9285c128ccd538bca99793cd
Author(s)
Heilman, Madeline E.
Welle, Brian
Date Issued
January 2, 2005
Publisher
Center for Public Leadership
Series/Report no.
Center for Public Leadership Working Paper Series;05-02
Abstract
When asked to think about a hostile environment for women in the workplace, many of us would first envision overt instances of sexual harassment or blatant employment discrimination. These associations are certainly not astonishing: even in an age in which these behaviors are denounced and in large part illegal, such organizational misconduct seems almost commonplace. There have been many high-profile allegations of discrimination leveled against organizations within the last several years (Morris, Bonamici & Neering, 2005). For example, Morgan Stanley’s investment banking business recently paid out $54 million to over 300 female employees who claim to have been denied pay and promotions equal to those received by their male colleagues. Additionally, 1.6 million women who are currently, or were formerly, employed at Wal-Mart are eligible to participate in what is poised to become the largest-ever civil rights
lawsuit: like the women of Morgan Stanley, they claim to have been victims of sex discrimination (Greenhouse, 2004). In fact, according to statistics from the Equal Employment Opportunity Commission, there has been no systematic decline over the last 12 years in the number of discrimination lawsuits filed, or the amount of monetary damages awarded to the plaintiffs of these suits (Equal Employment Opportunity Commission, 2004).
Subjects
hks
cpl
leadership
kennedy school
discrimination
female
stereotype
women
gender
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