This document discusses changing gender roles in Ireland in 2012. It notes that women have increasingly taken on the role of "Generals" by controlling household spending and responsibilities due to factors like male unemployment and larger family sizes. However, women's roles within the home have not diminished and birth rates remain high. The inverse trend is the emergence of "Invisible Men" as unemployed men take on new roles at home. These men face struggles adapting to changed circumstances and lack strong role models. Brands are advised to specifically target both groups to effectively communicate and provide support.
Gender Equality is human right issue.when we are discriminating million of people on the basis of gender we are denying them basic dignity.so lets raise our voice against discrimination which is perpetual and glare at our face everyday weather we are at the Work place ,personal front or public.it is right there.Now it is your choice whether you face it,keep quiet about it due to the fear of backlash or voice your opinion against it.
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This presentation is about women empowerment & gender discrimination. Here, I have added a lot of facts & figures.
I have tried to highlight all the problems & hurdles regarding this problem and also suggested some ideas that can overcome all these problems.
Gender Sensitization is the need of an hour In third world countries, especially in India as the social evil of gender discrimination is very prevalent here along with gender-based stereotypical thinking.
Gender Equality is human right issue.when we are discriminating million of people on the basis of gender we are denying them basic dignity.so lets raise our voice against discrimination which is perpetual and glare at our face everyday weather we are at the Work place ,personal front or public.it is right there.Now it is your choice whether you face it,keep quiet about it due to the fear of backlash or voice your opinion against it.
Gender Discrimination & Women Empowermentsachin tiwari
This presentation is about women empowerment & gender discrimination. Here, I have added a lot of facts & figures.
I have tried to highlight all the problems & hurdles regarding this problem and also suggested some ideas that can overcome all these problems.
Gender Sensitization is the need of an hour In third world countries, especially in India as the social evil of gender discrimination is very prevalent here along with gender-based stereotypical thinking.
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How to engage men in inclusionary leadership programs within your Diversity and Inclusion initiatives. by Dale Thomas Vaughn, presented at the Women In Tech International Summit 2017, previous versions presented at SHMR Diversity and Inclusion 2016, and various corporations.
Gender Differences PowerPoint PPT Content Modern SampleAndrew Schwartz
165 slides include: highlighting gender and communication differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, negotiation and gender, biological brain and health differences, gender strengths with facts and trivia, managing and accommodating different genders, moving past stereotypes, the Parson's model, women working with men, men working with women, females in business, common misunderstandings with communication between spouses, interesting gender statistics and more.
Gender Differences (Comprehensive) PowerPoint Presentation 170 slides with 3...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives of this presentation (7 points)
• Definition/s of gender
• Etymology of gender and difference (3 points)
• General gender differences (8 points)
• The biological brain differences between genders 10 points)
• Sex differences in health explained (21 points)
• The brain's differences (6 points)
• Differences between report and rapport (2 slides)
• Negotiation as it relates to gender (20 points)
• Common areas of miscommunication between genders (6 points)
• Moving past gender stereotypes (11 points)
• Common gender misconceptions
• Gender facts and trivia (44 points)
• Positive strengths of each gender (12 points)
• Gender neutrality (3 slides)
• Parsons model (11 points)
• Women in today's business world (6 points)
• Women working with men (30 points)
• Men working with women (25 points)
• Koman's parenting peeves (9 points)
• Family relationships
• Differences in marriages (6 points)
• Common misunderstandings in marriages (18 points)
• Communication between spouses (22 points)
• Parenting as partners (5 points)
• Resolving parental conflict (8 points)
• Actions steps (16 points)
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
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In this presentation you will learn:
What makes the Millennial worker tick?
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Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
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In 2009, Australia’s Federal Sex Discrimination Commissioner, Elizabeth Broderick, brought together 12 of Australia’s most senior male leaders for the purpose of increasing gender equality and the representation of women in leadership within Australia. They are the Male Champions of Change
Qiang 6Gender NormsIntroductionAs human beings, we have a.docxmakdul
Qiang 6
Gender Norms
Introduction
As human beings, we have assigned ourselves roles in society that typify our different genders. Women have been assigned specific roles within society while the men have been assigned different set of roles as well. + Examples? Whereas this separation of roles between genders may be beneficial and accepted in some instances, it has worked to alienate a particular gender from various spheres of life in general. This paper argues that women have been disadvantaged by these accepted gender norms and as a result, stereotypes that are detrimental to women have been developed, women have been stifled when it comes to certain work industries such as the media and the portrayal of women in different media has as well worked to enhance these detrimental stereotypes (O’Brien, 14). It is important that these negative aspects of norms are considered (addressed and tackled) so that gender equality as envisaged by a majority of the world’s governments is achieved.
Gender norms refer to what society views as the correct male or female behavior. These expected norms of behavior are what would normally lead to the development of different gender roles for the males and females. The gender norms differ from one culture to another. The Middle East for instance is known for having their women solely dedicated to household and family duties, with minimal say in the affairs of government or anything beyond the family life. Women in these parts would as well have limited access to an education. Men in these areas, such as Pakistan for instance, have a greater say in the affairs of the country and in development as opposed to women.
Thesis Statement
Gender norms that have been accepted by society have had a detrimental effect on the females, with women being stereotyped in negative ways, their portrayal in society being negative and their progress in various job industries stifled as a result of these assigned norms.
Gender norms pose gender stereotypes on females, leading the public to view them with biased opinions and preventing them to make progress in their careers.
Discussion
Gender norms lead to the development of gender roles which normally develop in human beings from as early as childhood. This is normally as a result of the interactions we have with our parents, peers and teachers as well. + Evidence. These adults will normally reinforce the gender norms through education or the clothes they buy for their children, the colors they decorate rooms with or the different toys they provide to their children. It is these different roles that will normally lead to the development of stereotypes associated with either gender.
Stereotypes are generalizations and assumptions about what ought to be male or female characteristics. In most instances, these assumptions are inaccurate and hence they tend to have a negative impact. The stereotypes that are associated with women have worked to affect their progress in various s ...
Focusing on working class women and corporate women in filmtelevisi.pdfarishmarketing21
Focusing on working class women and corporate women in film/television, the public sphere,
and/or popular culture. Explore gender and culture the intersection of race and class and the
impact on womens leadership style and/or ability. To complete this assignment, consider the
following examples: 1. Corporate/Professional Women (film/popular culture) 2. Corporate
Women (CEOs): Lynn Elsenhans, Carol Meyrowitz, Andrea Jung, Ellen Hullman, Ilene Gordon,
Patrica Woertz, Carly Fiorina, etc. (Don\'t know any of them) 3. Professional Women: Elizabeth
Warren, Helen Gurly Brown, Gloria Steinem, Oprah Winfrey, Katie Couric, Barbara Walters,
Connie Chung, Maria Shriver, Sonia Sotomayor, Ruth Bader Ginsburg, Elena Kagan, etc. (Okay
I\'ve heard of Oprah, Katie, Barbara, Connie, Maria and Sonia) 4. Professional Women
(television characters/actresses): Jennifer Fischer (The Office), Glenn Close (Damages), Kyra
Sedgwick (The Closer), Chandra Wilson (Grey\'s Anatomy), and Tina Fey (30 Rock), etc. (never
saw) 5. Corporate/Professional Women in film: The Stepford Wives, The Devil Wears Prada,
Mildred Pierce, Working Girl, Nine to Five, etc. (never saw) 6. Working Class Women
(film/popular culture) Bread and Roses, Country, Norma Rae, Silkwood, Steel Magnolias,
Working Girl, North Country, Salt of the Earth, Fast Food Women, My American Girls, Her
Own Words (I saw long time ago) 7. Women in Nontraditional Jobs: Roseanne, etc. 8. Female
Politicos/Public Office: Hillary Clinton, Barbara Boxer, Nancy Pelosi, Michelle Obama, Sarah
Palin, Mary L. Landrieu, Margaret Thatcher, Mary Robinson, Indira Gandhi, Eleanor Roosevelt,
Golda Mier. To frame the assignment context, consider a fundamental tenet of Womens Studies
and the Womens Movement: the personal is the political, whereby the intersection of public
issues (public sphere) and personal problems (private sphere) yields political action or
movement. Address the following: (didn\'t take any class in regards to women\'s studies or the
women\'s movement) 1. Depict how women in film/television, the public sphere, and/or popular
culture portray leadership and or management skills. 2. What characteristics, behaviors, and/or
traits do the characters exhibit that demonstrate their leadership or management skills? 3. Is there
a politics to language with respect to communication and leadership style/ability? 4. Is there a
(dis)connect with respect to age and leadership style/ability? If so, provide examples. 5. What
effect does labeling have on leadership and womens ascension (or lack thereof) to power?
Solution
The film industry specifically creates and markets films towards the female demographic. Many
of these
Films represent in the workplace but the question is whether or not these accurately reflect the
roles
and experience of working woman. First explore the history of women in workplace over the last
one
hundred years. Second, review the role women play on film by discussing the political and
cultural ideas
of representa.
Recruiting male mentors is one of the toughest challenges mentoring programs face in Michigan. Mentor Michigan has created a toolkit designed to provide program staff and their trained mentor recruiters with language and tips to use when making the ask. These materials take you through the steps to recruit male mentors in a variety of settings and addresses the main components of a complete recruitment message. View the Men in Mentoring Toolkit online as well at www.mentormichigan.org.
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
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Changing Gender Roles
1. CHANGING
GENDER
ROLES
In 2012 men and women’s
roles have undergone
significant changes. We’ve
seen 2 distinct cohorts
emerge: Women as
Generals and Invisible men.
Women as Generals
Women’s ever increasing not diminished. On average, The lack of discretionary
influence over household women in Ireland are spend means that women
spending is well- having more babies than are enjoying non-
documented, but as more women in any other discretionary spending and
men than women have lost country in the EU. The making an occasion of
their jobs, women now average number of children everyday purchases and an
have even more per woman in 2009 was 2.1, actual event of larger items.
responsibility; they are now meaning the Irish have the
contributing to and running highest fertility rate of the Switching is another
the household. The factors 27 EU member states. But resulting behaviour.
contributing to this are as families grow, so does Mothers are switching
male unemployment, the the cost of running the brands in even sensitive
baby boom of the past few household. Mothers are categories that they would
years and the sustained affected disproportionately normally avoid, such as
decrease in discretionary by the recession, but older baby care.
spending available. Male mothers (34+) have been
unemployment is 2:1 and worse affected by the Invisible Men
more women have had to downturn and they are The converse of the
return to the workforce out looking to economise every ‘Women as Generals’ trend
of necessity. More women element of household is the effect it is having on
no longer simply control the expense. men. A group of men are
purse-strings; they now also emerging who have been
have ‘breadwinner’ particularly affected by the
responsibility. Playing all of these roles recession, losing jobs and
takes its toll on women. The staying home: ‘Invisible
However despite taking on resulting effects are feelings Men’. Society is recognising
additional responsibilities of Isolation and the seeking the need to support men as
outside the home women’s of support through social they take on new roles, face
roles within the home has networking and common the brunt of
not diminished. The birth- interests. unemployment, and feel
rates continue to be strong the burden of associated
by international standards anxieties. These new roles
for men are leading men to
mccp.ie For more information on changing gender roles contact: kathy@mccp.ie
ph (01) 6350030
2. seek out the type of in which men are looking to CSO 2012). Domestic
support that is typically figure out these new roles violence against men is on
shown to their female are by looking to trusted the increase and
counterparts, for example and admired role models. organisations such as Amen
parenting columns written But these role models are provide support and
by male homemakers. closer to home than we awareness.
might expect.
“Male causes
are more
successful
when they
target men
specifically”
Their appearance is also a
major source of anxiety for
men; more than four in five
men (80.7 %) talk in ways
that promote anxiety about
their body image by
referring to perceived flaws
and imperfections,
compared with 75% of
In addition to the struggles When asked who they look women. 29% of men think
of adapting to their new up to the most, 58% of men about their appearance at
role, men are facing a say their parents, 56% say least five times a day. 35%
multitude of other friends, 22% say of men would sacrifice a
problems. The 280,000 men humanitarian workers, 4% year of life to achieve their
who are currently look up to actors and only ideal body weight or shape.
unemployed in Ireland 1% look to politicians as 17.8% of men feel fat every
struggle with their finances, role models. day.
daily routine and identity.
So how do you talk to the Men face new challenges So, with this in mind, how
invisible man? and receive extra support. do brands effectively talk to
Men are less likely to seek men?
Firstly, it is important to help for health issues than
recognise that they have women and have a lower Brands with male causes
moved from the ‘Easy life expectancy. are more successful when
breadwinner’ stereotype to Academically, girls they target men specifically,
a crisis both economically outperform boys in the for example Movember
and personally and are now leaving certificate and are raised awareness and
moving into recognition of more likely to have a 3rd millions in Ireland last year.
newer male roles. One way Level Qualification (Source: Equally, this year’s ‘men’s
mccp.ie For more information on changing gender roles contact: kathy@mccp.ie
ph (01) 6350030
3. health awareness week’ Kathy Troy is Strategic
received press and achieved Planner at MCCP
its goal of raising awareness The Planning Agency who
across the country. work with some of Ireland’s
largest brands to help game
So what for your brand? change through better
Untapped potential lies consumer insights and
within this group; if few sharper strategy (brand,
people are talking to the communications and
‘invisible man’, should your innovation).
brand find a way to support
and help him. The lack of
clear role models beyond
family and friends shows
that men are discerning in
terms of whom they choose
to admire, but that they
also may whole-heartedly
get behind those that they
do.
Men have slipped into some
gaps in society as exhibited
by the male carers and
other groups; can your
brand appeal to these men
or does it focus too much
on the male stereotypes?
Products, brands and
experiences that target men
specifically are no longer
un-pc. Do you tailor your
brand propositions to male
needs?
mccp.ie For more information on changing gender roles contact: kathy@mccp.ie
ph (01) 6350030