Examples Of Gender Stereotypes

STEREOTYPES A stereotype is a thinking pattern which can be formed about certain types of individual or specific ways of doing things. These thoughts and beliefs may be or may not be accurately reflecting reality. Stereotypes are the biases that may create social inequality. Stereotypes are cognitive processing about how members of a group are equal to or similar to each other and different from members of other groups. Stereotypes are the beliefs about the social groups in terms of the traits or characteristics that they are believed to share. Stereotypes are cognitive frameworks that influence the processing of social information.

STEREOTYPES: BELIEFS ABOUT SOCIAL GROUPS

Stereotypes about the groups are beliefs and expectations that we

The various female stereotypic traits are warm, emotional, kind/polite, sensitive, follower, weak, friendly, fashionable, gentle etc and male stereotypic traits are competent, stable, tough/coarse, self-confident, leader, strong, accomplished, non conformist, aggressive etc. Stereotypes of each gender are typically the converse of one another. For instance, on the positive side of the gender stereotype for women, they are viewed as being kind, nurturing and considerate. On the negative side, they are viewed as being dependent, weak, and overly emotional. Thus our collective portrait of women is that they are high on warmth but low on competence (Fiske, Cuddy, Glick, & Xu, 2002). Indeed, perceptions of women on these two dimensions are similar to other groups who are seen as relatively low in status and nonthreatening (Eagly, 1987; Stewart, Vassar, Sanchez, & David, 2000). Contrast this to a group perceived as a threat to high-status group, such as Jews in Nazi Germany and perhaps Asian Americans at present in the United States, both of whom may be perceived as a threat to high-status group, at least on some dimensions. This is referred to as "envious prejudice," and such groups are frequently stereotyped as low in warmth but high in competence (Glick,

Barriers based on attitudinal or organizational bias that prevent qualified females from advancing to the top-level positions. Several studies have confirmed that a 'think manager, think male ' bias helps to maintain the glass ceiling (Schein, 2001). Because the stereotypic attributes of a typical manager overlap considerably with the typical man and share few attributes with the typical woman, this leads to a perception that women do not fit in positions of organizational leadership (Heilman,2001). People lacking the attributes of the powerful group can experience a visit as "foreign" territory. Even though women do break through the glass ceiling, they experience less favorable outcomes in their careers because of their gender than do men (Heilman & Okimoto 2007; Stroh, Langlands, and Simpson , 2004). For example when women serve as leaders, they tend to receive lower evaluations from subordinates than males, even they act similarly (Eagly, Makhjani & Klonsky, 1992; Lyness & Heilman, 2006). Indeed, those women who have been rather successful in competitive, male dominated work environments are more likely to report experiencing gender discrimination compared to those in gender stereotypic occupations (Redersdorff, Martinot, & Branscombe, 2004), and they are especially likely to be evaluated negatively when their leadership style is task