Social‐Psychological Issues in Sex Discrimination

Kahn, Ethel D.; Robbins, Lillian

doi:10.1111/j.1540-4560.1985.tb01147.x

Cited by 21 publications

(3 citation statements)

References 16 publications

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“…72% of our sample, for example, had experienced males in positions of authority to be threatened by their abilities, and 59% had experienced this in women superiors. Kahn and Robbins (1985) found that the more competent the woman, the less likely she was to be rewarded with rank and tenure in higher education, and the experience of several of my clients and colleagues suggests that highly capable women, regardless of their field, are often prevented from advancing to a level of responsibility commensurate with their level of ability.…”

Section: Socio-cultural Barriersmentioning

confidence: 92%

Counseling Gifted Women: Becoming the Heroes of Our Own Stories

Noble¹

1989

Journal for the Education of the Gifted

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The journey toward becoming one's best is a heroic quest which demands strength, courage, independence, and perseverance. This paper assists counselors and psychotherapists to understand and illuminate the issues, obstacles, and challenges confronting gifted women, and to empower their clients to claim and express their high potential. These issues are drawn from the author's interviews with clients and colleagues, a survey of participants at a 1986 conference for and about gifted women, and a comprehensive literature review. Gifted women are urged to recognize and externalize cultural and familial devaluation, refuse to be invisible or to "disappear," resist the pull of the status quo, and envision new possibilities for personal fulfillment. Guidelines, strategies, and resources for enabling these goals are discussed.As a psychologist with ten years of clinical experience, four of which have focused on gifted women, I am very concerned about the lack of attention paid to this population. The dilemma of the gifted woman is a provocative topic which often evokes avoidance or a strong emotional response, but it must be addressed directly, openly and honestly from the perspectives of theory, research, and clinical practice if we are to understand how women live with and live out the promise of their giftedness.Elsewhere (Noble, 1987a, in press) I have described in greater detail the cognitive, social, and cultural forces which inhibit gifted women from developing their potential. This article will briefly review the issues which I believe are most salient for counseling gifted women, and suggest ways in which counselors can assist their clients to reclaim the fullness of themselves. These issues are drawn from interviews with clients in my clinical practice, colleagues, a survey of 109 women attending the 1986 "Women of Kathleen D. Noble is a Licensed Psychologist in private practice,

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Section: Socio-cultural Barriersmentioning

confidence: 92%

Counseling Gifted Women: Becoming the Heroes of Our Own Stories

Noble¹

1989

Journal for the Education of the Gifted

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“…Gersick et al (2000) found that women in academia framed their career as a personal assertion, while men framed it as an impersonal game. Previous research also suggests that the mechanism of inclusion and exclusion appears to be similar in both academia and other types of organizations (Goode and Bagilhole, 1998;Kahn and Robbins, 1985;Martin, 1994;Smith, 1975).…”

Section: Theoretical Backgroundmentioning

confidence: 91%

The Inclusion of Female PhD Students in Academia: A Case Study of a Swedish University Department

Elg¹,

Jonnergård²

2003

Gender Work & Organization

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The article introduces a framework for understanding women's entry into the academic world and how it interacts with internal departmental structures and practices. It presents three specific strategies applied by a group of women to gain a doctorate and acceptance in their department. Few previous studies have stressed women's strategies to cope with the organizational setting in academia. The article draws on previous research on women in academia and how organizational characteristics influence women's careers. It is based on a case study of a Swedish university department. Sweden is often recognized for creating favourable working conditions for women. Yet the Swedish academic world is very maledominated at the top and even the medium level. It is also more common than in many other Western countries that academics stay on at the department where they graduated. Therefore, a PhD is often a first step in a career within that department.

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“…La résistance à L'acceptation complete des femmes cadres aux échelons supérieurs de l'administration risque d'étre entretenue jusquá ce que leur nombre atteigne la masse critique. En effet, plusieurs s'accordent à croire qu'une augmentation substantielle du nombre des femmes enrayerait les stéréotypes véhiculés sur lcur compte et conséquemment, la discrimination (Brown, 1979; Epstein, 1970; Girard, Guimond & Mains, 1987; Heilman, 1980; Heilman & Martell, 1986; Kahn & Robbins, 1985; Kanter, 1977; Morrison et al, 1987; O'Lcary, 1974; Terborg, 1977).…”

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L'impact de la force numérique des femmes cadres: illusion ou réalité?

Rinfret¹,

Lortie‐Lussier²

1993

Canadian Journal of Behavioural Science / Revue canadienne des

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nationale d'administration publique MONIQUE LORTIE-LUSSIER, Universite d'Ottawa Resume La situation minoritaire des femmes cadres dans les organismes publics et prives souleve de nombreux problemes. Dans la foulee des travaux de Kanter ) et de Harlan et Weiss (1981, cette etude effectuee sur le terrain vise a verifier si les attitudes a l'e'gard des femmes cadres seraient d'autant plus favorables que leur nombre augmente. Les attitudes de 354 gestionnaires des deux sexes a la Fonction publique fe'de'rale ont ete mesurees en fonction de quatre pourcentages de gestionnaires fe'minines : 9 % et 20 %, effectifs reels, 35 % et 50 %, effectifs hypothe'tiques. Les attitudes se sont aveVees plus favorables a 20 % et 35 % qu'a 9 %, mais a 50 %, elles furent semblables a celles obtenues a 9 %. L'evaluation du statut des femmes cadres et de leur contribution a la culture organisationnelle ne fluctue eependant pas parallelement a ces attitudes. Les resultats suggerent que la proportion ideale de femmes cadres serait de 35 %. On a retrouve les attitudes les plus favorables chez les femmes, les gestionnaires dipl6m£-e-s dans les sciences humaines et administratives, les plus jcuncs et ceux et celles qui ont moins d'anciennete 1 a la FFF. La discussion fait ressortir les reactions differentes aux proportions reelles et anticipees des cadres feininines.

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Social‐Psychological Issues in Sex Discrimination

Cited by 21 publications

References 16 publications

Counseling Gifted Women: Becoming the Heroes of Our Own Stories

Counseling Gifted Women: Becoming the Heroes of Our Own Stories

The Inclusion of Female PhD Students in Academia: A Case Study of a Swedish University Department

L'impact de la force numérique des femmes cadres: illusion ou réalité?

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