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NAME IT! Podcast: Why women have a harder time getting leadership roles
In this interview with Aaron Levine, who has a master’s in sociology from Portland State University, we discuss what hegemonic masculinity is- and how it manifests in our nonprofits.
Part one in a series of 3.
Show 1: Introduction, Gender Structure and the Workplace
Here’s what we know for sure. Studies show women make less. But it goes beyond that. Sexism in the workplace according to my Bloomerang research (lower wages for women across all job titles, levels of experience)
By the end of this series we will cover:
–Why your boss doesn’t pay you more
–Why women have a harder time getting leadership roles
–And what we can do about it.
I. Aaron Levine, our guest has a PSU Sociology Master’s & Studied Swazi male drinking habits & Connell’s theory of masculinities
II. What are gender structures and masculinities in hegemonic masculinity?
A. Connell’s theory of masculinities, asymmetric power difference between men and women. Gender as performance is varied. Men are accepting or rejecting various factors of it. It’s a type of performance of masculinity.
i. Gender structure is a large analytical cloud. You have to talk about it in small arenas to get people to activate their understanding of it.
ii. How does this activate in the gender structure of the organization? Domineering male is hegemonic performed. Complicit is woke male friend, getting benefits because he is male.
B. Four types of relations
i. Power relations: what men can do that women can’t/what they can do to dominate women (being your boss, having more money and can therefore spend more)
ii. Production relations: MOST IMPORTANT FOR THE WORKPLACE, that male work is rewarded more than female work, regardless of what that work actually is, i will get more preferential treatment because I am male.
iii. Emotional relations: How men and women relate to each other on the personal level, which OBSCURES THE GENDER STRUCTURE and what most listeners run into when talking about “woke-ness”
iv. Symbolic relations: cultural and social relationships to others and things that support the gender structure (name, color, relation to childrearing)
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By Wild Woman FundraisingIn this interview with Aaron Levine, who has a master’s in sociology from Portland State University, we discuss what hegemonic masculinity is- and how it manifests in our nonprofits.
Part one in a series of 3.
Show 1: Introduction, Gender Structure and the Workplace
Here’s what we know for sure. Studies show women make less. But it goes beyond that. Sexism in the workplace according to my Bloomerang research (lower wages for women across all job titles, levels of experience)
By the end of this series we will cover:
–Why your boss doesn’t pay you more
–Why women have a harder time getting leadership roles
–And what we can do about it.
I. Aaron Levine, our guest has a PSU Sociology Master’s & Studied Swazi male drinking habits & Connell’s theory of masculinities
II. What are gender structures and masculinities in hegemonic masculinity?
A. Connell’s theory of masculinities, asymmetric power difference between men and women. Gender as performance is varied. Men are accepting or rejecting various factors of it. It’s a type of performance of masculinity.
i. Gender structure is a large analytical cloud. You have to talk about it in small arenas to get people to activate their understanding of it.
ii. How does this activate in the gender structure of the organization? Domineering male is hegemonic performed. Complicit is woke male friend, getting benefits because he is male.
B. Four types of relations
i. Power relations: what men can do that women can’t/what they can do to dominate women (being your boss, having more money and can therefore spend more)
ii. Production relations: MOST IMPORTANT FOR THE WORKPLACE, that male work is rewarded more than female work, regardless of what that work actually is, i will get more preferential treatment because I am male.
iii. Emotional relations: How men and women relate to each other on the personal level, which OBSCURES THE GENDER STRUCTURE and what most listeners run into when talking about “woke-ness”
iv. Symbolic relations: cultural and social relationships to others and things that support the gender structure (name, color, relation to childrearing)