Gender Stereotypes Paper

Cohen is correct in that hiring for image is essential for good business. It must be effective since all businesses pursue to do so. Hiring for image leads to the increased prices of product, increased sales of products, and can give the impression of authenticity which eventually leads to what businesses want, profit. It also is an important aspect in attracting the teenager group which is a large portion of consumers; Teens are well known for wanting to have a good image due to peer pressure and to be popular at school. The claim that businesses are discriminating are unreasonable; they may only be hiring certain types of people , but that is uncontrollable in pursuing to satisfy their customers ' wants and needs. They are only trying to do what they think will generate the most profit. If most people ask themselves, they would rather choose a place with good looking people than without. However, although it is beneficial for companies, the question of whether is

Today’s jobseeker has tough competition. In our text book readings “Judging by the Cover” (657-658), Bonny Gainley begins the argument of the paper by stating that job seekers must be careful when they make personal choices that initially will affect their chances of entering the workplace. People have a need to be accepted by others just the way they are, in the same way people continue to say, “you can’t judge a book by its cover”, yet people do based solely on their personal appearances. That goes for businesses as well, “[t]he bottom line is that businesses exist to make money. Whether it seems fair or not, most employers do care about the personal appearances of the people they hire because those people represent the business to its customers”.

“Judging by the Cover,” is an essay written in 2003 by Bonny Gainley who is a consultant, speaker, and author. It originally appeared in an opinion column in a Colorado newspaper. Although non-discriminatory, she believes that people project messages about themselves with their appearance. This essay seems to be intended for recent graduates and young job seekers. The main point that she tries to explain to the reader is that even though our family and friends may accept us for who we are, employers may not.

In the article “Going for the Look, but Risking Discrimination” Steven Greenhouse explains how most companies hire people only for their appearance but not for their experience. The author first presents the problem of how a young girl described as having “long blonde hair, being 5ft 6 and striking” is mainly the description of someone a clothing store is looking for. Next, Greenhouse addresses how clothing store workers approach people, mainly for their appearance rather than asking them if they need help. Then, the author brings out Mr. Serrano, who used to work in the clothing area. Interviewers state that the managers such as Serrano has a recruiting process that many uses.

Since the beginning of time, gender has played a big role in how one acts and how one is looked upon in society. From a young age children are taught to be either feminine or masculine. Why is it that gender plays a big role in the characteristics that one beholds? For centuries in many countries it has been installed in individual’s heads that they have to live by certain stereotypes. Women have been taught to be feeble to men and depend on them for social and economical happiness. While men have been taught to be mucho characters that have take care of their homes and be the superior individual to a woman. For the individuals who dare to be different and choose to form their own identity whether man or woman, they are out casted and

The stores attracted customers with “physical attractiveness” of the store employees and quite clearly there is an argument of unconscious bias in the practice of hiring employees based on physical attractiveness as considered by Shahani-Denning (2003) in the study. Although numerous lawsuits under employment legislation were filed, most of them were based on conscious discrimination and quite interestingly there are no laws governing discriminatory practices under hiring based on “physical attractiveness”. However the brand image of Abercrombie and Fitch is dependent on the outward projection of physical appearance and hence there is a rationale for the argument of hiring physically attractive store staff to attract more

The article named “The ugly vanishes but with them goes talent” written by Lucy Callaway, published in the Financial Times on 19, July 2015, in which the author claims that the companies in nowadays choose to hire only attractive people, who are significantly above the average appearance. The author is also assuming that by doing so the companies are missing the group of potential “stars” and risking by underperformance at work. The article, more or less is based only on the author’s prejudice, she doesn’t have any significant evidence on such a statement, she is irrational and fallacious.

At a young age, we are taught to adhere to norms and are restricted to conform to society’s given rules. We are taught that straying away from stereotypes is anything but good and encouraged to build our lives upon only these social rules. Recently, stereotypes based on genders have been put into the limelight and have become of high interest to a generation that is infamously known for deviating from the established way of life. Millennials have put gender roles under fire, deeming it a form of segregation and discrimination by gender. Researchers have followed suit. Mimicking millennial interests, numerous studies have been published that detail the relationship between gender, stereotypes, and the effects of the relationship between the two. Furthermore, gender roles have been used as a lens to study socialization; tremendous amounts of interest have prompted studies on the inheritance and dissemination of norms, culture, and ideologies based on the stereotypes that cloud gender. For sociologists, determining the extent of the impact of gender stereotypes on socializing our population has become a paramount discussion. Amidst many articles, the work of Karniol, Freeman, and Adler & Kless were standouts and between the three pieces, childhood served as a common thread; more specifically, these researchers studied how gender roles impact socialization from such a young age.

"For most of history, anonymous was a woman", quotes Virginia Woolf. (1) Throughout history, women’s lives were restricted to domesticity and family, and they were left oppressed and without political voice. Over the decades the roles of women have dramatically changed from chattels belonging to their husbands to gaining independence. Women became famous activists, thinkers, writers, and artists, like Frida Kahlo who was an important figure for women’s independence. The price women paid in their fight for equality was to die or be imprisoned along with men, and they were largely forgotten in written history. However, the roles they took on were wide-ranging which included working in factories, tending the troops, taking care of children

When it comes to attractiveness, many people who are perceived to be more good-looking have more “socially desirable features in addition to being considered more efficient” in the work force (Desrumaux et al., 2009). The study continues in which Desrumaux et al. explain to us on how gender effects the decisions that the job recruiters face. In the working world previous studies have shown us that men’s attractiveness does increase their chances of being hired for all sorts of jobs (Heilman & Saruwatari) however when it comes to female jobs there might be a bias. Desrumaux et al. (2009) catorgoize certain jobs by gender. A male job is classified as “a position in which the employee is in a managerial or heavy labor typed job” (p. 34). The career paths that fit women were classified for being any type of job that was non-managerial. Certainly, this was not the case because after Desrumaux et al. (2009) concluded their study the findings that they received were shocking. They found that “attractive applicants received higher hireability ratings than did unattractive ones” (p. 37). The job recruiters that were selected for the study gave more positive ratings for “male sex-typed jobs than for female sex-typed jobs” (Desrumaux et al., 2009). However, it was concluded that “the applicant’s gender had no effect” on the recruiters judgment for hire (Desrumaux et al., 2009). Overall, the study concluded that it is true

Cann, A., Siegfried, W., & Pearce, L. (1981). Forced attention to specific applicant qualifications: Impact on physical attractiveness and sex of applicant biases. The Journal of Personnel Psychology, 34, 65-66.

As I walked out of my nine-story apartment complex, I saw an interesting array of faces. Mixed genders, some male, some female, all very different deep down inside. I study their faces, wondering what it'd be like to walk a day in their shoes. Some people are like open books, you can look at their facial expression and instantly guess what their emotions are, yet others are like locked diaries. You can't tell what they're thinking and you'll probably never know. I shake the thought out of my head as I rummage through my pathetic excuse of a handbag, pulling out my most recent bank statement. Thirty-two cents to my name. How do I live like this? My train of thought is lost as my mind ponders elsewhere. Do you think people can tell I'm a broke

Overall people perceived as beautiful have more job opportunities as well as a higher chance for advancement in their carriers. A study was conducted by the University of North Carolina at Pembroke on the topic of the relationship between attractiveness of professors and the perceived quality of their teaching. What the study found out was a strong relationship between the two – “results indicated that as hotness ratings increased, so did ratings on overall quality, clarity, and helpfulness. Additionally, further analysis indicated that the greater the percentage of hotness ratings to overall ratings, the more likely that students rated the professors favorably.” Moreover research shows that attractive people perform better when interviewed. An interesting fact is

The first section addresses the question of whether it is possible to use measures of beauty to analyze the role of looks in the labour market. Since, it would be futile to examine the effect of beauty on employment if there is no mutual agreement on what defines beauty. Using data from

How women are perceived by others, and how women perceive themselves, impacts their leadership roles in the work place. Stereotypes and gender biases are themes women have been dealing with for centuries. How women are perceived by social medial and television have been influencing how they are treated by men, and how they view themselves when it comes to taking a leadership role in their organization. According to Omega Institute (2012), “The rapidly shifting landscape of new media and technology, including reality television and celebrity culture, continue to reinforce gender stereotypes” (p. 1). This leads to men still growing up viewing women as home makers versus bread winner. With more women entering leadership roles in the work place they lack the respect from men due to how these men have grown up to know the typical role of a man and woman. Men tend to feel belittled due to the gender stereotypes seen on television, and this leads to women struggling to succeed as a leader with the lack of support from their male counterparts. Lack of confidence with women in the workplace is also influenced and effected by how women are perceived in social media and television. According to Steele (2005), “Exposure to stereotypic commercials persuade women to avoid leadership roles” (p. 276). As young women grow up seeing the typical gender stereotypes they lack ambitions to break the mold and