Gender stuff #1

Kot kaže ne smeš več mislit ampak bo tak kot feminaciji rečejo :)

dice7 je 11. apr 2016 ob 12:46 izjavil:

seveda ima vsak pravico do svojega mnenja. nihce pa nima pravice do psihicnega nasilja nad osebami ki delujejo nasprotujoce njegovem mnenju

thramos je 11. apr 2016 ob 14:26 izjavil:

dice7 je 11. apr 2016 ob 12:46 izjavil:

seveda ima vsak pravico do svojega mnenja. nihce pa nima pravice do psihicnega nasilja nad osebami ki delujejo nasprotujoce njegovem mnenju

Kaj pa, če nekatere osebe dojemanjo že izražanje mnenja nekoga drugega kot psihično nasilje?

dice7 je 12. apr 2016 ob 23:35 izjavil:

ja, so na youtubu rekli da ne obstaja tak da mora bit res. mimogrede http://www.ncbi.nlm.nih.gov/pubmed/2128...

Given that rapid changes in family status probably did not drive our findings, one hypothesis is that women face gender discrimination in the physician labor market in spite of the evolving role of women in the physician workforce.12,13,15 Although this hypothesis cannot be proved or disproved based on our data, it would be difficult to believe that discrimination, after a period of quiescence, has actually been on the rise in recent years. Moreover, our results indicate a trend toward diverging salaries not only in the traditionally male-dominated subspecialty fields, which experienced an influx of women in our sample, but also in primary care fields.

Given that the trend toward diverging salaries appears to affect female physicians regardless of specialty, an alternative explanation focuses on the unobserved aspects of jobs taken by women. It is possible that the continued influx of women into medicine has reached a tipping point, and physician practices may now be offering greater flexibility and family-friendly attributes that are more appealing to female practitioners but that come at the price of commensurately lower pay.

Such an explanation not only is consistent with the pattern observed in the data, but it also suggests that the continued integration of women into the physician workforce is reshaping the practice and business of medicine in ways that need to be measured by variables that are more subtle and comprehensive than salary. If true, it also implies that female physicians respond to nonmonetary elements in a given job offer and are willing to accept lower salaries in return for jobs that better reflect their broader employment preferences.

The changing employment preferences in medicine have been documented in the growing literature that demonstrates increased attention is being paid to physicians’ quality of life.1,7,10,34,35 However, this is probably only one dimension of female physicians’ employment values because male and female medical students both care about quality-of-life issues.

Developments in the legal profession provide a comparison. Like physicians, lawyers acquire substantial human capital, are a self-selected group of driven and successful individuals, and have a range of postgraduate employment opportunities with variable occupational demands and wages. Additionally, law was once a male-dominated profession that now has a substantial number of women joining its ranks each year.36

Despite the greater number of female lawyers, a gender gap in earnings persists within this profession, even after observable variables are adjusted for.36–38 Characteristics related to family status are estimated to account for approximately half of this pay gap.

However, that still leaves a substantial portion of the pay difference unexplained, although Mary Noonan and colleagues observe, “If women, on average, work in less onerous or more personally rewarding kinds of practices than do men, there may be systematic unmeasured sex differences in the kinds of jobs and work experience these lawyers have.”38(p867)

A final consideration relates to the impact of gender on employment negotiations. Although early research was inconsistent and conflicting, recent studies have demonstrated gender differences driven by social contexts and constraints, as opposed to a deficient negotiating capacity in women.39–42 However, we are unwilling to accept the theory that women have become worse negotiators in recent years. It is more likely that women are increasingly paying attention to family considerations as well as salary and advancement potential in their negotiations.42

The full compensation value of any occupation is difficult to infer from a large data set, particularly in professions that have many requirements unrelated to pay. For example, practicing doctors are required to be “on call” and to work night or weekend shifts that are often unpredictable. Such factors could correlate with the unexplained and growing difference in female and male physicians’ pay.

Thus, instead of being penalized because of their gender, female physicians may be seeking out employment arrangements that compensate them in other—nonfinancial—ways, and more employers may be beginning to offer such arrangements.

dice7 je 13. apr 2016 ob 00:05 izjavil:

torej veliko napisanega in malo povedanega?

razerznak je 12. apr 2016 ob 23:45 izjavil:

Zakaj pa potem podjetja ne najamejo vec zensk kot moskih da prisparajo pri izplacilu plac?

lahk bi tut kar ilegalce, njim se še manj plačuje

On average, we found companies offer women 3% less than men for the same roles, with some companies offering as low as 30% less. In fact, our data--which spans technology, sales and marketing roles--shows that 69% of the time, men receive higher salary offers than women for the same job title at the same company. It's difficult to determine whether this is a symptom of unconscious gender bias in the hiring process or results from an ongoing cycle of women being underpaid, setting their salary expectations too low, and ultimately receiving less in subsequent roles.

ZaphodBB je 13. apr 2016 ob 00:30 izjavil:

torej veliko napisanega in malo povedanega?

Daj se odloči ali je študija relevantna ali ne?

ZaphodBB je 13. apr 2016 ob 07:59 izjavil:

dice7 je 13. apr 2016 ob 00:37 izjavil:

podatki (torej plače) so 100% jasne, kar pa v studiji ni jasno je pa kako je prislo da teh variacij

No, potem pa bodi pazljiv, da ne boš na njeni podlagi prodajal napačnih zaključkov.

That the gap is due mostly to choices men and women make in their careers and not discrimination.
Men pay over 70% of income tax but the vast majority of public spending is on services for women.

dice7 je 13. apr 2016 ob 11:01 izjavil:

oh, jaz sem pa skos zivel v iluziji da se placuje glede na opravljeno delo in ne na kolicino testosterona in/ali visino IQja

Markus386 je 13. apr 2016 ob 10:57 izjavil:

Stereotipi so stereotipi, realnost je pa drugo.

Markus386 je 13. apr 2016 ob 10:57 izjavil:

Ali pa še vedno kdo resno misli, da v modernem kapitalizmu, kjer vsak cent šteje, delodajalci plačujejo 20%+ samo zato, da imajo v firmi več penisov.

cakaj malo, prej je pa blo govora da trg to sam uredi in najde dva ki bi delala za jurja

dice7 je 13. apr 2016 ob 12:08 izjavil:

in ker je zenska uporabis stereotip da se ne spozna na avte in ji reces za vecji znesek da placa. taki primeri se dogajajo zal

ZaphodBB je 13. apr 2016 ob 12:09 izjavil:

in ker je zenska uporabis stereotip da se ne spozna na avte in ji reces za vecji znesek da placa. taki primeri se dogajajo zal

In na Pithlit ali nevone tega ne moreš uporabit, bogve zakaj?

Studies using more moderately-qualified graduate students have found that male students are much more likely to be hired, offered better salaries, and offered mentorship.[98][99]

ker ne mecemo vseh ljudi v isti kos