Book contents
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Copyright page
- Dedication
- Contents
- Tables
- Preface
- Table of Cases
- Table of Legislation
- 1 Lifetime Disadvantage
- 2 Education and Training
- 3 Stereotyping and Multiple Discrimination
- 4 Caregiving and Career Outcomes
- 5 Glass Ceilings and Pay Inequality
- 6 Occupational Segregation and Non-standard Working
- 7 Pensions and Retirement
- 8 Beyond Lifetime Disadvantage
- Bibliography
- Index
3 - Stereotyping and Multiple Discrimination
Published online by Cambridge University Press: 13 October 2016
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Copyright page
- Dedication
- Contents
- Tables
- Preface
- Table of Cases
- Table of Legislation
- 1 Lifetime Disadvantage
- 2 Education and Training
- 3 Stereotyping and Multiple Discrimination
- 4 Caregiving and Career Outcomes
- 5 Glass Ceilings and Pay Inequality
- 6 Occupational Segregation and Non-standard Working
- 7 Pensions and Retirement
- 8 Beyond Lifetime Disadvantage
- Bibliography
- Index
Summary
Here we are concerned with gender and age discrimination and stereotyping. Gender stereotypes are the result of assumed male and female characteristics which influence not only people in choosing and developing their careers but also those that make decisions affecting male and female employees. Older age is also full of negative stereotyping, and there is some evidence that women suffer further disadvantages by being perceived to age earlier than men and being more likely to be affected by prejudice based on appearance rather than ability. We also consider what is meant by multiple discrimination and what the cumulative effect of being the subject of age and gender discrimination is.
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- Publisher: Cambridge University PressPrint publication year: 2016