Tag Archive | 2003

The Role of “Real Rape” and “Real Victim” Stereotypes in the Police Reporting Practices of Sexually Assaulted Women

Title: The Role of “Real Rape” and “Real Victim” Stereotypes in the Police Reporting Practices of Sexually Assaulted Women

Link: pdf


Some feminists have argued that rape myths constrain women’s reporting of sexual assault to the police. The authors investigated whether myth-associated characteristics of sexual assaults play a role in police reporting behaviors of women. A sample of 186 sexual assault cases seen at a hospital-based sexual assault care center in 1994 was analyzed using logistic regression. A positive association was found between reporting a sexual assault to the police and two overtly violent components of the “real rape” myth: the use of physical force and the occurrence of physical injury.

What’s in a name?

Title:  What’s in a name? Study shows that workplace discrimination begins long before the job seeker shows up for an interview

Link: http://findarticles.com/p/articles/mi_m0DXK/is_9_20/ai_104521293/?tag=content;col1


Dr. Marianne Bertrand, a professor of economics at the University of Chicago, and Dr. Sendhil Mullainathan, MacArthur-winning associate professor of economics at the Massachusetts Institute of Technology, have made a significant contribution to the research literature with their new study, “Are Emily and Brendan More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination.”

With names chosen from birth records in Chicago and Boston, the researchers crafted sets of resumes–some of higher quality, some of lower–labeled them with either “White-sounding” or “Black-sounding” names and sent nearly 5,000 of them out in response to 1,300 jobs advertised in the Chicago and Boston papers.

The response from colleagues as they designed their deceptively simple study was, “‘Oh, yes, you’ll find a discrimination effect, a reverse discrimination effect,'” Bertrand says.

Instead, they found that resumes with “White-sounding” names–like Jay, Brad, Carrie and Kristen–were 50 percent more likely than those with “Black-sounding” names to receive a callback. The results were striking, holding both for jobs at the lower end of the spectrum–cashier and mailroom clerk positions–and for those at the executive level. Put another way, a White job seeker would have to send out at least 10 resumes to receive a single contact from a potential employer. A Black candidate, meanwhile, would have to send out 15–and this in a “soft” economy with a relatively low rate of new job creation.

Factors Associated with Satisfaction or Regret Following Male-to-Female Sex Reassignment Surgery

Title: Factors Associated with Satisfaction or Regret Following Male-to-Female Sex Reassignment Surgery

Link: http://www.springerlink.com/content/g40k461746677054/

Summary: (abstract)

This study examined factors associated with satisfaction or regret following sex reassignment surgery (SRS) in 232 male-to-female transsexuals operated on between 1994 and 2000 by one surgeon using a consistent technique. Participants, all of whom were at least 1-year postoperative, completed a written questionnaire concerning their experiences and attitudes. Participants reported overwhelmingly that they were happy with their SRS results and that SRS had greatly improved the quality of their lives. None reported outright regret and only a few expressed even occasional regret. Dissatisfaction was most strongly associated with unsatisfactory physical and functional results of surgery. Most indicators of transsexual typology, such as age at surgery, previous marriage or parenthood, and sexual orientation, were not significantly associated with subjective outcomes. Compliance with minimum eligibility requirements for SRS specified by the Harry Benjamin International Gender Dysphoria Association was not associated with more favorable subjective outcomes. The physical results of SRS may be more important than preoperative factors such as transsexual typology or compliance with established treatment regimens in predicting postoperative satisfaction or regret.

Exploring the Color of Glass: Letters of Recommendation for Female and Male Medical Faculty

Title: Exploring the Color of Glass: Letter’s of Recommendation for Female and Male Medical Faculty

Link: http://das.sagepub.com/content/14/2/191.short

Summary: (abstract)

This study examines over 300 letters of recommendation for medical faculty at a large American medical school in the mid-1990s, using methods from corpus and discourse analysis, with the theoretical perspective of gender schema from cognitive psychology. Letters written for female applicants were found to differ systematically from those written for male applicants in the extremes of length, in the percentages lacking in basic features, in the percentages with doubt raisers (an extended category of negative language, often associated with apparent commendation), and in frequency of mention of status terms. Further, the most common semantically grouped possessive phrases referring to female and male applicants (`her teaching,’ `his research’) reinforce gender schema that tend to portray women as teachers and students, and men as researchers and professionals.