i love the Women Against Feminism that are like “I dont need feminism because i can admit i need my husband to open a jar for me and thats ok!” cause listen 1. get a towel 2. get the towel damp 3. put it on the lid and twist. BAM now men are completely useless. you, too, can open a jar. time to get a divorce
“Claiming there is no other life in the universe is like scooping up some water, looking at the cup and claiming there are no whales in the ocean.”—Neil deGrasse Tyson in response to “Aliens can’t exist because we haven’t found them yet” (via we-are-star-stuff)
In a study of children aged 2-5, parents interrupted their daughters more than their sons, and fathers were more likely to talk simultaneously with their children than mothers were. Jennifer Coates says: “It seems that fathers try to control conversation more than mothers… and both parents try to control conversation more with daughters than with sons. The implicit message to girls is that they are more interruptible and that their right to speak is less than that of boys.”
Girls and boys’ differing understanding of when to talk, when to be quiet, what is polite and so on, has a visible impact on the dynamics of the classroom. Just as men dominate the floor in business meetings, academic conferences and so on, so little boys dominate in the classroom - and little girls let them.
Dedication to diversity can be a liability in the workplace, according to a new study.
Researchers at the University of Colorado found that women and non-whites executives who push for women and non-whites to be hired and promoted suffer when it comes to their own performance reviews. A woman who shepherds women up the ranks, for example, is perceived as less warm, while a non-white who promotes diversity is perceived as less competent. Both end up being rated less highly by their bosses, according to the paper, which is set to be presented at an Academy of Management conference next month.
“Women can lean in and try to bridge the confidence gap all they want, but they’re going to be penalized for advocating for other women, just like non-whites are,” said David Hekman, an author of the study and an assistant professor of management at the University of Colorado’s Leeds School of Business.
Often, having women or minorities atop a company is perceived as a marker of progress for diversity efforts, but Hekman’s research suggests their presence might not have a large impact on the rest of the organization. If they believe it’s too risky to advocate for their own groups, it makes sense that successful women and non-white leaders would end up surrounded by white males in the executive suite, he said.