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Essay / Research Paper Abstract
This 5 page paper supports the position that female interviewers are more likely to hire males than females. Several studies are noted. Gender bias and reverse stereotyping are discussed. Bibliography lists 5 sources.
Page Count:
5 pages (~225 words per page)
File: RT13_SA020Gen.rtf
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Unformatted sample text from the term paper:
pry Elaine, the firms secretary, away in order to gain hidden knowledge. While the scenario wreaked of feminism, the truth is that more women hire men, not other women. That
may come as a surprise to many as it is assumed that women prefer the company of other women and seek to elevate other females. They are assumed to want
to give their female counterparts a break. After all, the female interviewer probably did not have an easy time climbing her own corporate ladder so she should be sympathetic to
the plight of the woman in search of a job. But statistics and studies have hinted that women are not more likely to hire other women. In fact, they are
more likely to be harder on their female colleagues than would men. The thesis of this paper is in fact that female applicants who interview with females get less job
offers then male applicants who interview with females. Some women do believe the female stereotypes such as a woman will leave if she gets pregnant, she will be absent due
to home ties, she will not perform as well nor is she as capable as a man. While it is assumed that women in high positions are confident and do
not hold these prejudices, it appears that they do. Reverse stereotyping is prevalent in the workplace today. In order to understand why women are more likely to hire men than
those of their own gender, one can look at business relations among women. Generally, the supposition is that women do not get along with women as well as men on
the job and this may have an impact on hiring decisions. Because a female interviewer may not like working with women herself, she may be more likely to hire a
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