This chapter discusses career counseling and development theories that are important for women. It covers stereotypes women face, their dual roles as mothers and employees, and need for leadership roles. Barriers like the glass ceiling and unsupportive work environments for divorced women are also examined. The chapter provides an overview of career counseling interventions that can help women, such as teaching job search skills, preparing for discrimination, and providing ongoing support.
Gender discrimination at work place ...taqdees khan
this helps you in understanding gender discrimination of women at work place.. also tells you the examples and consequences of gender discrimination at work place..
Gender discrimination at work place ...taqdees khan
this helps you in understanding gender discrimination of women at work place.. also tells you the examples and consequences of gender discrimination at work place..
Objectification is one of main topic to be discussed in the current scenario. Here i have discussed various impacts of objectification and ways to combat. Women in general is discussed in dept.
Does identity affect aspirations in rural areas? An examination from the lens...CGIAR
This presentation was given by Muzan Alvi (IFPRI), as part of the Annual Gender Scientific Conference hosted by the CGIAR Collaborative Platform for Gender Research. The event took place on 25-27 September 2018 in Addis Ababa, Ethiopia, hosted by the International Livestock Research Institute (ILRI) and co-organized with KIT Royal Tropical Institute.
Read more: http://gender.cgiar.org/gender_events/annual-conference-2018/
In recent years, allegations of sexual abuse and harassment have increased in all activities involving young participants. Unfortunately, all organizations are vulnerable to abuse, and it can and does occur in even the most seemingly positive settings. In fact, the opportunity to work with youth may attract potential abusers to leak in highly reputable organizations. Rotary International takes youth protection very seriously. In this workshop we will discuss the definitions, signs, and prevention of abuse and harassment. Facilitator: Serdar Kelahmet
Objectification is one of main topic to be discussed in the current scenario. Here i have discussed various impacts of objectification and ways to combat. Women in general is discussed in dept.
Does identity affect aspirations in rural areas? An examination from the lens...CGIAR
This presentation was given by Muzan Alvi (IFPRI), as part of the Annual Gender Scientific Conference hosted by the CGIAR Collaborative Platform for Gender Research. The event took place on 25-27 September 2018 in Addis Ababa, Ethiopia, hosted by the International Livestock Research Institute (ILRI) and co-organized with KIT Royal Tropical Institute.
Read more: http://gender.cgiar.org/gender_events/annual-conference-2018/
In recent years, allegations of sexual abuse and harassment have increased in all activities involving young participants. Unfortunately, all organizations are vulnerable to abuse, and it can and does occur in even the most seemingly positive settings. In fact, the opportunity to work with youth may attract potential abusers to leak in highly reputable organizations. Rotary International takes youth protection very seriously. In this workshop we will discuss the definitions, signs, and prevention of abuse and harassment. Facilitator: Serdar Kelahmet
Surname 7Student’s NameProfessor’s NameCourseDate How .docxdeanmtaylor1545
Surname 7
Student’s Name
Professor’s Name
Course
Date
How Unconsciously Held Gender Stereotypes Affect Women at the Work Place
Introduction
In a speech she presented on TED Talk, Adichie (n.p) explained the dangers of only hearing one story about a person, a culture, a gender, a nation, a war and generally any phenomenon that possibly has more than one side to the story. Through her speech Adichie informed her audience just how powerful one story was in imprinting a perception in the mind of its audience that could both be upheld for an individual’s lifetime and transferred or passed down to the individuals generations. Her speech speaks of how culture has worked since time immemorial in defining gender roles, ethics and moral values and even more, cultural beliefs. Reflecting on the idea of gender stereotypes, I agree with Adichie (n.p) that one story can be destructive and its effects can be difficult but not impossible to undo.
Many would deny that not only do gender stereotypes exist in the twenty first century but that they continue to define what roles men and women should perform in the society. For instance, the article by the Singapore Management University (n.p) revealed that even in a post gender-stereotypical age, men continued to be preferred to hold the majority seats of leadership and boardroom positions as compared to women who continued to be preferred to follow instead of to lead. West (n.p) in a similar study disclosed that the reason why gender stereotypes continue to haunt the present day woman is because although society does not actively proclaim and pronounce the roles of men and women in society and at the workplace, individuals continue to carry what they learnt were each gender’s roles as children and embrace those gender roles.
For example, men in the past were considered to be bread winners, professionals and leaders. Women on the other hand were considered to be individuals who were required to spend more time at home and less time at work. Although these stereotypes sound outdated and forgotten, Mariani (202) explains how individuals continue to uphold and unconsciously live by the gender stereotypes among other stereotypes they learnt in their past as they grew up. Therefore, although more women are encouraged to take up more competitive and scientific courses at school, when it comes to hiring for the jobs, most organizations still consider that men are better for such positions and prefer to hire men instead of women despite the fact that all candidates may show equal qualification, possess similar skill sets and demonstrate equivalent experience levels.
Significance of the Study
For this report, the single story that that we focus on that has been passed on from generation to generation, more unconsciously than it has consciously, is that a woman’s place is first at home and then or not all in a boardroom or leadership position. For that reason, society has secretly either demanded more of a woman inter.
Successful Women Expatriates Foreign, Not FemaleIn a classic ar.docxfredr6
Successful Women Expatriates: Foreign, Not Female
In a classic article titled “A Gaijin, Not a Woman,” Nancy Adler debunked one of the key myths regarding women as expatriates.*Gaijin is the Japanese word for foreigner. From her research, Adler concluded that it is a mistake to assume that people from foreign cultures, even traditionally patriarchal Asian cultures, apply the same gender role expectations to foreign women that they apply to local women. It seems that people from even very traditional cultures can view foreign businesswomen so differently from how they view local women that gender becomes irrelevant for business purposes. For example, one businesswoman working in Sudan was surprised by the behavior of her Sudanese host. She asked him how it was possible that he could serve her food, give her a cushion to sit on, and wash her arms after the meal. Men never do these things for women according to traditional Sudanese gender role expectations. The Sudanese host reasoned, “Oh, it’s no problem. Women do not do business; therefore, you are not a woman.”* After establishing a business relationship, according to Adler, the real issues that arise in cross-cultural interactions depend more on how host country people react to people of another nationality than on how they react to an expatriate’s gender.
The Woman’s Advantage and Disadvantage
Some studies suggest that women may have some advantages in expatriate positions, especially in Asia.* Being unique has its benefits. Because so few women have expatriate assignments, women who take them report being more visible. Local businesspeople were more likely to remember them and often sought them out more than the women’s male colleagues. North American expatriate women also report that local businessmen from traditional cultures assume that the woman is the best person for the job, reasoning, “Why else would the organization send a woman?”
Women may be more likely to excel in relational skills, a major factor in expatriate success. Women report that local male managers can be more open in communication with a woman than with a man. Local men, even from traditional cultures, can talk at ease with a woman about an array of subjects that include issues outside the domain of traditional male-only conversations. Consequently, being both a businessperson and female gives expatriate women a wider range of interaction options than those available to expatriate men or to local women.*
A recent study provides further insights into the potential advantages that female expatriates have relative to male expatriates.* In a comparative small survey of expatriates, the researchers found that female expatriates had higher scores of self-transcendence than males. Self-transcendence, made up of universalism (ability to understand, appreciate, and care for the well-being of others and nature) and benevolence (ability to make decisions that shows caring and enhancement of the wellbeing of others), is expected t.
Family and Social Support System for facilitating Women’s Work Participation ...hemurathore1
The relationship between female labor force participation and economic development is far more complex than often portrayed in both the academic literature and policy debates. Due to various economic and social factors, such as the pattern of growth, education, attainment, and social norms, trends in female labor force participation do not conform consistently with the nation of a U- shaped relationship with GDP. Beyond participation rates, policymakers need to focus on improving women’s access to quality employment.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
2. Career Development Theories for Women
Ginzberg: lifestyle dimensions for women
Traditional
Transitional
Innovating
Stereotypes
What stereotypes are associated w/ women that work
full time?
What about women that are stay at home moms?
3. Career Development Theories for Women
Zytowski: vocational patterns of women
Mild vocational
Moderate vocational
Unusual vocational
4. Special Needs for Women
Title VII of the Civil Rights Act of 1964
Title IX of the Educational Amendments of 1972
Career information
Women need to be made aware of atypical
professions and need to be encouraged to seek
advanced degrees in all career areas
5. Special Needs for Women
Dual Roles
Role of mother/wife and employee often
conflict
Despite working outside the home, women still
take on the primary responsibility for
childrearing
Coleman (1998) found men spend 50% of their
time in play w/ their children; women only
spend 10% of their time in play w/ their
children
6. Special Needs for Women
Need for leadership roles
Women have traditionally lacked power in the
workplace
Glass Ceiling
Divorced Women/Working Environment
Many companies are not family friendly,
especially to women with the sole
responsibility of childrearing
7. Wentling (1992) Climbing to the Top
Educational credentials
Hard work
Mentors
Interpersonal/people skills
Competency on the job
Willingness to take risks
8. Sexual Harassment
Single most work hazard to women
50% will experience sexual harassment at some
point
Factors that constitute sexual harassment are
subjective
Was the behavior extreme?
Was the victim to blame?
Is the perpetrator a direct supervisor
How frequently did the offense occur?
9. Multicultural Perspectives
African American women
Traditionally cooks, housemaids, nannies, and
other low paying jobs
Making advancement in institutions of higher
education
Face discrimination
Asian American women
Strong focus on family has held them back
Generational conflicts are common related to
work
10. Multicultural Perspectives
Hispanic women
Typically in non-skilled jobs
Underrepresented in institutions of higher
education
Native American Women
Roles of women vary by tribe
Typically homemakers and caregivers
11. Career Counseling Interventions
Job Search Skills
Encourage women to apply for nontraditional
jobs
Learn a typical skills necessary to apply for
such jobs
Discuss gender role stereotypes both in and out
of the workplace
12. Career Counseling Interventions
Working Climate
Prepare women for discrimination in the
workplace and stereotyping that may occur
Discuss barriers
Lifestyle Skills
Goal setting
Assessing strengths and weaknesses
Identifying lifestyle values and work value
conflicts
13. Career Counseling Interventions
Support and Follow up
Support through individual or group
interventions
Career counselors can serve as a source of
support for women in the workplace
