Diversity Gender Essay

the cast there is a large amount of diversity, causing many gender stereotypes and genre conventions to be broken. Orange Is the New Black has characters that represent many different spectrums of sexual orientations and identities, creating a change in gender expectations. This essay will focus on episode thirteen of season one, where characters Sophia Burset and Big Boo have a large influence over the audience. These characters are unique as they break the gender expectations for LGBT and African

married heterosexual couples. The racial/ethnic breakdown of children adopted by same-sex couples is 53% White, 14% African American, 18% Hispanic or Latino and 11% Asian or Pacific Islander ("Gayadoption.org"). Gay adoption is when a couple of the same gender tries to adopt a child that does not share their same DNA or physically come from them. Gay adoption has been a controversial topic since the 1970’s.  In California, 1979 a gay couple was the first to jointly adopt a child. Gay couples adopt because

continuous problem that has plagued businesses since slavery. Gender inequality has been ongoing due to societies views on woman roles. Social class differences of high class reaping all the benefits has always existed since even the 1920s. But the ethnic background, or the gender of an individual can also relate to the economic inequalities and position held within a company. We have this inequality threatening different races, genders, and social classes of the business industries. Inequality in

themselves in a unique way compared to what most other people would identify them as. To be clear, travestis don’t have any confusion with their identity, it is the rest of the world that has a hard time categorizing them. The travestis’ perception of gender is developed through the way in which genitals are used during sex (Kulick, pg. 227). A male who “penetrates” and is never “penetrated” is referred to as a man, while others who are “penetrated” and may “penetrate” are referred to as either homosexuals

When studying the history and art of drag, it is crucial to recognize the multiplicity and diversity of this art form. While most academia and studies of drag pertain to drag queens, a less popular subset of drag artists are the drag kings. In J. Jack Halberstam’s essay “Drag Kings: Masculinity and Performance,” the unexplored history of these artists as well as their differences from their (typically) male counterparts are explored. Although both drag kings and queens usually work to imitate the

community. Emily Welter, of Butler University, constructed a qualitive study at a Midwestern University to better understand the social environment of the sorority and fraternity houses as it pertains to the acceptance of sexual diversity. It presses on issues such as: gender norms and perceptions of sexuality, the impact of sexual orientation, and the general decisions to join a Greek Fraternity or Sorority. The importance of this study is to see if there is an act of discrimination happening, whether

In the article, “Gendered media: The influence of media on views of Gender,” Julia T. Wood (1994) stated that “women are underrepresented which falsely implies that men are the cultural standard and women are unimportant or invisible” (p.31). She goes on to say that this is the main reason why media distort reality; it creates a false image of the representation that is outside the media world. In Television women continue to be predominantly lacking and many people are wondering who is to blame

Diversity is one of the main things that separates people from each other in society. There are many ways diversity can be seen, either by, culture, nationality, status in society, or by gender. A visible diversity many people commonly see is culture diversity. Culture is simply, people's way of life. Culture is what distinguishes people; some may say it creates an invisible line between people. Many cultures are not accepted due to the fact that their beliefs, traditions, or practice are different

Statistically No Chance She’ll Be Hired”, the authors Stefanie K. Johnson, David R. Hekman, and Elsa T. Chan discuss how unconscious bias toward the status quo hinders diversification in the workforce despite diversity initiatives. To provide a potential solution for the workforce’s diversity problem, the authors conducted three studies which they changed the status quo among final job applicants. The authors concluded that when there are at least two minorities or women in the finalist pool instead

"workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity, and culture," (p. 235.). These differences will vary from place to place, and from organization to organization. Therefore, the human resources management must respond to the situational variables, not making generalizations about the needs of the organization to promote diversity and the