tomislav carev, pamela el hajj, ekin irmak yildrim, laura...
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Tomislav Carev, Pamela El Hajj, Ekin Irmak Yildrim, Laura Peters, Arnaud Vedel
email address: [email protected]
International Business Communication
Spring 2014
Gender Stereotypes and Roles in Business
-Comparing Europe and Asia-
Abstract: Although the gender stereotypes and roles change, both genders have a
traditional view of doing business. This paper examines the general stereotypes and the
correlation between private life and workplace. It ascertain the variable stereotypes in
different countries; whereas, the countries handle the stereotypes and the solutions
variedly. It is not only a theoretically paper, so it includes a questionnaire where 160
students in 18 countries take part and if the stereotypes are found around the world are
similar or different.
2
Introduction 3
1. General Gender Stereotypes in doing Business 4
1.1 General Stereotypes 4
1.1.1. in Personal Life 4
1.1.2. at the Workplace 5
1.2. Correlation 6
2. Empirical Study of Gender in Business 8
2.1. Gender in Business 8
2.1.1. in Europe 8
2.1.2. in Asia 10
2.2. Differences between 2 Cultures 12
3. Questionnaire 14.
4.Conclusion 20
5. References 21
Attachment
3
Introduction
Nowadays, in the society we have to handle with gender and different stereotypes,
especially in the market place and business in general.
In all societies, men and women even boys and girls have a different status and have
different roles. They dress differently; have different leisure activities, different interests
and attitudes and so one. These differences are genetically and biologically determined.
In Europe, the female role became more and more democratized. There is a
democratization in the role of women. Nevertheless, some stereotypes are still existing
within the society. There is still a big gap between genders, history, culture, religion,
lifestyle.
What is gender? In the 1970s, Ann Oakley described the word gender as characteristics
of men and women which are socially determined, in contrast to those which are
biologically determined. Gender roles vary from one culture to another, and also vary
from one social group to another within the same culture. And “stereotypes are an
oversimplified image or idea of a particular type of person or thing” (Oxford dictionary,
2012). In fact, they are characteristics ascribed to groups of people involving gender,
race, national origin and other factors.
These factors tend to be oversimplifications of the groups involved however. In other
words there are a vision or a generalization without proofs, analysis. They are a mental
picture. This study deals with stereotypes in relation to gender in Europe and Asia.
Are the gender more equal in Asia or Europe? The purpose of this study is to see if the
equality is relevant in business. In a first part we will study general gender stereotypes
in doing business and then the empirical study of gender in business.
4
1. General stereotypes in doing business
1.1. General stereotypes
Stereotypes are founded in different ages and aspects of life.
At first stereotypes are founded deep inside a person; whereby, the person learn it from
their personal background like the family, education and society. This three aspects of
life are influenced most on a person's decision and career by stereotypes.
1.1.1. in personal life
Gender stereotypes have quite begun after a baby was born. Male babies wear blue and
dark clothes with pirates or cars' motive; whereas, female babies wear pink and bright
clothes with princess or animals motives.
Traditionally, the girls play games where they learn how to act interrelation and
emotional. Boys learn how to realize projects, fairness and lead other children (Oakley
2000: 327). Both genders learn what is expected of them in the later society. The boys
how to be successful and the girls how to be good.
Both genders learn the typical stereotypes characters and what is expected by the
society; instead of being what they want. If boys play with dolls, the parents would
worried about him and his future. If girls do not play with typical girls' toys, they would
hear that they would never get married. This two examples shows that the child is
influenced by the society and family and not by their own thoughts.
Nowadays, the childhood is more mixed with the child's interest. The girls can play
pirates and dressed like a pirate. The society changes the mind because of ethics article
and the development in childcare.
In adolescences the interest are more typical female or male. The girls are more
interested in looking good and talking to others than the boys. They are more interested
in cars and good looking women. This is one of the reason why the boys and girls think
that the other gender is from a different star.
In the housework the genders are separated clearly, the woman does the housework
indoor, for example, laundry and cooking, the man works outdoor, for example car
wash and garden. Although, man hover because it is technical. The woman helps in the
5
garden for example with the flowers because it belongs to the decoration of the house
and should look good.
The woman is responsible for the childcare whereas the man works and bring the
money home. This is the traditional point of view. The modern and economic point is
that both earn the money and share the household and childcare (Evans, Carney and
Wilkinson 2013: 437).
1.1.2. in workplace
At the workplace stereotypes do not only been found for female position, but also for
male position.
Men are expected to focus on their career and earn much money. If they do not earn
money and have a successful career, they could have lose their identity. "The success in
one's career was often socially and culturally valued over family commitments" (Evans,
Carney and Wilkinson 2013: 437) showing stereotypes are influenced by the society.
In the modern world men are struggled with flexible work arrangements for example
flexible hours; thus, they have more time with their families; nonetheless, having a
successful career (Vandello, Hettinger, Bosson and Siddiqi 2013: 315). If a man have
flexible work hours, he acts feminine. As a consequence, the man are evaluated on the
same level as a woman, but less as a masculine worker (Vandello, Hettinger, Bosson
and Siddiqi 2013: 316).
Women are faced the same problem, but also totally different. They want to have a
career and earn money but they are forced to face into a transparent barrier which
prevents women from climbing up the career ladder to a certain point which is called
"the glass ceiling" (Oakley 2000: 321). The first opponent for females career is the
threatened man as he afraid of his own career and network (Oakley 2000: 328);
whereas, the network is a status quo and with a network a man has more power. While,
the women get more power, the men lose the power and will not have a strong powerful
network.
There are more barriers than "the glass ceiling". One barrier is that woman earn less
money than men and also the men get better trainings.
6
Another barrier is the cultural and behaviour of a single person. Men are independent,
aggressive, dominant or self-confident while women are less self- confident, less
analytical, weak and incompetent (Oakley 2000: 326). If a person has this adjectives in
mind, the -so called- self-fulfill prophecy, meaning an assumption on a person would be
true because our behaviour align our expectation, appears (Welt, 2013).
Behavioural double binds is another barrier for women to be accepted as a leader. A
double- bind situation "creates a situation where a person cannot win no matter what she
does" (Oakley, 2000: 324). Women should be tough and aggressive like a man but if
they really act like that they are a bad woman so called "bitches" (Oakley, 2000: 324).
One famous double- bind is the femininity/competency bind meaning act like a female
is the same as to be incompetent; furthermore, act competent implies acting male. With
this bind the woman cannot win no matter what she is doing (Oakley, 2000: 325).
Comprising, both genders are faced the same problems with flexible work
arrangements, the double-bind problematic and the traditional stereotypes.
1.1.3. Correlation
The personal life, education and the own ambitions are the basics for a successful
career. It does not matter whether it is a woman or a man.
There are two different and mutual leadership styles. The first one is the most popular
and traditional one so called "masculinity". The "masculinity" leadership is a dominant
and fair one; wherefore, boys learned to play games in which they were taught to be
dominate, but fair. In the youth the men learned to prevail over other opinions.
The second leadership is the "femininity" where the interrelationship is more important
(Oakley 2000: 327). This style is also about other opinion but in a different way.
"Femininity" is interactive so that every employee can say their opinion and the
decision is making together because woman learned traditionally in their games
interrelation and taking care of other opinion and feelings in their childhood and youth.
Both leaderships should not be only male and female; hence, should it be a
"masculinity" or "femininity" leadership. The reason is that both genders could use both
leaderships and break through the stereotype.
7
One way to avoid stereotype thinking in business starts in the early childhood. When
children play games on their interests and ambitions the parents can avoid stereotype
thinking; with the result that both leaderships and genders will be accepted in business.
Another way is that boys in kindergarten and primary school should have a male mentor
because at this time boys learn how to handle with positive and negative feelings and
accept them. On the one hand they can suppress the feeling when they only have female
mentor. On the other the boys handle with strength and dominate a group which is
important for the "masculinity" leadership.
In business men can be ashamed, angry and frightened if a woman has a higher position
and they were losing against one (Oakley 2000: 328). This is one important aspect
which should be taken seriously as angry and frightened men inhibit a successful career
of a woman.
Otherwise, women inhibit themselves to have a successful career. Many women wants
to have more flexible work arrangement because of the family and their needs
(Vandello, Hettinger, Bosson and Siddiqi 2013: 315) whereas, the politics and society
try to change the mind, for example with kindergarten around the clock and more
friendly family attitudes in companies. Whereby, it is a long process to change a society
to be more modern and opened but the world is on a good way.
At last, gender roles and stereotypes influence the education and job choices of a
woman and their "beliefs about the most suitable types of education and career"
(Camussi and Leccardi 2013: 124).
8
2. Empirical study of gender in business
2.1. Gender in business
2.1.1. in Europe
The European countries are those among which the greatest parity exists, which is at the
salary level or the level of employment. Despite this, progress remains to be made,
indeed we cannot really talk about parity, men are more represented in the company.
They occupy most positions of directions, their incomes are higher, their professional
promotions are less affected by their family life as compared to women, such as giving
birth to child.
Moreover, in Europe some legal means to be in place to protect women within the
company, we can talk about sexual harassment, sexism. These crimes have an impact on
women and are severely punished by law. These laws protect the rights of women and
prevent against any discrimination in the company. This protection allows any women
to be successful in their professional life and to give them the chance to access the same
management position than men (European Commission, 2010)
Democratization of women in business is in progress because of the legislation. A
number of laws have been put in place to increase the number of women in management
positions, for example in the public service, in the board of management and in the
companies listed on the stock exchange.
Due to the law of 12 March 2012 concerning the law against discrimination in the
public service, which provides for the establishment by 2018 of a quota of women in
leadership positions. (Legifrance, 2012) Since 2010 a new strategy for gender equality
women was undertaken by the European Commission for a Europe of equality between
women and men, offering a new quality of life and a sustainable future (European
Commission, 2010).
According to Article 2 of the European Union Treaty and in the Charter of Fundamental
Rights of the European Union, equality between women and men is a fundamental right.
The European Commission provides for equal pay for men and women for the same
work and the same value, but it still remains a gap within the European Union an
average of 18% between men and women. (Europe, 2010). However there is a
9
willingness of the 28 member states significantly reduce the gender pay gap in the
European Union.
The willingness of reducing is reflected in particular by the use of the instrument called
"Gender Mainstreaming", which seeks to identify the potential impact of public policy
on women and men and gender relations, it is one of the main levers of change of
European Union policy of equality, he emerged from the aftermath of the UN
Conference on Women in Beijing in 1995. It also became one of the EU missions from
the Amsterdam Treaty in 1997 (United Nation, 2001).
Equality between men and women is also encouraged by financial rewards but also by
penalties if inequalities persist. Indeed, the state distributes grants to companies that
apply the parity is also a way to encourage others to do the same for the democratization
of women within society. Nevertheless, sanctions exist for reprimanding companies that
do not apply these quotas, fines are in place to encourage this gender equality policy.
For example, a company was imposed a fine of 5000 Euros per month until the
company put in accordance with the law (L'expansion, 2013). Beyond these sanctions, a
way is set up to help reduce the salary gap between women and men, but also to
promote a new position of women within the company.
To this, some countries take individual measures to ensure equality between genders,
this is for example the case of France, and an agreement was signed between the
Minister of the rights of women and 16 leaders of large French group to account for the
proportion of women in their businesses (Femmes, 2013).
The parity situation in Europe varies depending on the country. According to a study by
MERCER, parity is heterogeneous, contrary to received ideas. Northern countries with
an egalitarian culture are not for most joint types (women are at the head of that 25% of
positions directions) yet. In contrast, the countries of the East Europe are those with the
highest parity in Europe, for example, Lithuania has a ratio of almost 44% and Bulgaria
43%, women are better represented in companies and participate decisions. This rise is
the result of a legacy of Soviet culture where women were considered equal to men in
all respects. As for the other European Union countries they oscillate between 20% and
30% of parity (Women Equity, 2013).
10
2.1.2. In Asia
Today, Asia is facing a rise. Before it was poor and backward. Now, it is the world’s
second largest economy with an annual Gross Domestic Product of nearly US$ 5 trillion
(Forbes, 2011) India is also another engine of Asia’s rise.
Indeed, in India they have powerful entrepreneurs and they are advanced in science.
Add to this, the powerful economies of South Korea and Japan, plus the dynamic
countries of Southeast Asia. In this context, it is necessary to rise wealth, leadership and
confidence.
At the same time, Asia suffers endemic poverty, political instability , environnemental
degradation, deep inequality and other threats. In order to solve these problems, Asia
will need all its human talent, that is to say women.
Unfortunately, leadership in Asia remains male-dominated, with few women reaching
top positions in the public and private sectors. Family and dynastic factors have also put
some women in Asia to the highest levels of political leadership. And in this way, Asia
has seen more women heads of state than many other part of the world. Asian women
have also joined the ranks of the world’s most rich and powerful ranks.
Even with a lot of changes and with the evolution of habits, women remained like
subordinate to men and also less competent than men. According to the report "World
Economic Forum’s on Gender Gap" published in 2011 by World Economic Forum; of
22 Asia Pacific countries, the top five are New Zealand, the Philippines, Australia, Sri
Lanka and Mongolia. The bottom five are Pakistan, Nepal, India,Republic of Korea and
Cambodia. The top three in women’s leadership are Philippines, Australia and New
Zealand followed by Singapore, Mongolia, Thailand and Malaysia considering a series
of indicators such as senior management, female advancement , remuneration, and
salary equality. Besides and in general, development is beneficial to women’s
leadership, but the relationship between human development rankings ( e.g., Japan and
South Korea) also perform most poorly with regards to women’s leadership. It is also
the case for Singapore, Hong Kong and China. Indeed, despite their high human
development, they continue to have significant gender gaps.
Asia is witnessing a new landscape for women in China and the region. Indeed, the last
4th Annual Woman Leaders of New Asia also called WLNA is a summit which has
11
gathered 35 delegates from 14 countries.(Asia Society, 2012) The aim was to develop
an action plan, to change social attitudes and mindsets but also to ask for proper
trainings and mentorships regarding women.
For example, Astrid Tuminez, Regional Director, legal and corporate affairs of
Microsoft Southeast Asia wrote an interesting report called "Rising to the Top?" which
enhance the situation of Asian women today and what is the solution to end up in a
better place for women in the workforce (Asia Society, 2013).
A report on women’s leadership in Asia will also be released no later than this year on
role of men mentoring and empowering women. She always said that "it’s not just about
women having a seat at the table- it’s changing the shape of the table". (Asia Society,
2013). Asia Society which is a famous organization supporting women, have always
organized campains in order to shape mindsets for gender parity.
But they aknowledged that change will only be possible when the policy changes, go
hand in hand with changes in social attitudes. Vishaka Desai, president of Asia Society,
said that "there is a mismatch between policy and social norms- to change an attitude
takes not only courage but generations. It is easier to change infrastructure than mindset
or culture. It is a work in progress, we have to be relentless." (Asia Society, 2013)
In 2011, the Asia Society launched the Global Leadership Iniciatives program to
identify, inspire and develop leaders across the Asia- Pacific region and to address their
shared challenges, by convening face-to-face meetings, creating networks, promoting
new ideas and sharing best practices across discipline. The goal was to increase the
number of women. In this way, societies must perceive girls to be as valuable as boys.
And according to Asia Society, the solution should be that
"Societies must view women as having roughly similar abilities and potential to
lead as men. Societies must be more open to gender roles that involve women
leading outside the home and men doing more in the home.These shifts will give
women more equal voice and agency in the home and in society and also
facilitate their role as leaders" (Tuminez, 2012: 9).
Affirmative action programs should also be taken but change will take time.
12
It is also important to strenghten women’s voice and in this way they will contribute
more fully to the society. In India, the exposure to female leaders will increase the
aspirations and education achievement of young women. In addition to positive action,
governements, particularly China and India, can increase media campaigns. In this way,
it will end sex selection against baby girls (Tuminez, 2012: 9). It is necessary to have
more laws and better implementation. This is needed to reduce domestic violence
against women. In a sense, women are the talents of today because they are ambitious.
They are needed to drive progress. Women have already contributed to Asia’s rise.
In the past five decades, Asia has seen more women in political power than any other
region in the world. (Tuminez, 2012: 11) Girls are healthier and better educated. And
more women are entering Asia’s workforce. There is less gap for women with males in
health, education and employment but there are severely under-represented in the top
echelons of formal leadership. They are still be paid less than men for similar work.
Asia counts with two thirds of the global population, that is to say, two billion of the
world’s women. These women are subjects to sexual offences, victims of conflicts and
war. In this way, the rise of Asia does not mean the rise of women leaders. Leadership
in Asia tends to be associated with men but women are important in top management.
In fact, in countries where they have an important numbers of top female managers, the
company will perform better in terms of profit and innovation. This means better
performance in national economic stability and growth. According the UN Millenium
Development Goals, countries with high levels of discrimination against women tend to
be those performing most poorly on the UN (Tuminez, 2012: 14).
2.2. Differences between two cultures
Whether in Europe or Asia, the woman are not considered equal to men in business.
Salaries remain different by gender. Women are under-represented in positions of
directions. Their promotions are less unlike men. Private life of women impact on their
careers either in Europe or Asia . They are unable to reconcile the two. There is a bigger
unemployment in Asia and Europe for the women, this is due to the culture and
traditions (United Nations, 2010).
13
Culture and traditions are more rooted in Asia, which is an obstacle to the
democratization of women in the labour market. Unlike Europe, which has enacted
many laws on the protection of the status of women, professional integration,
particularly through the creation of committee charters, treaties.
Asia is not as the same level as Europe despite the democratization of women in Asia.
Progress remains to be done on the protection of women's work but also within firms
about their legal protection against their employers or hierarchical superiors.
If there were laws protecting women, it could be beneficial for their emancipation and
access to higher positions. There are more women in higher positions in Europe than in
Asia. This is due to the later democratization of women in Asia (for example the
suffragettes, Georges Sand, Simone Weil ...).Another example in Asia, with the case of
Aung San Suu Kyi who is now a deputy member in Laos. This is an example of the
democratization of women in Asia. Whether in Europe or Asia, today women make
great studies. They are often better educated than men. By several years, many women
reach leadership positions through their diplomas and their studies.
Whether in Europe or in Asia some jobs remains with male or female dominance. This
shows that the parity reached its limits. In Europe, the governments are encouraging
women to go to work by social security benefits, bonuses contrary to Asia. This is one
reason why there is less businesswoman in Asia than in Europe.
In Asia contrary to Europe the women are not able to combine private and professional
life. That is why when there is the arrival of a new born, most of the women give up
their professional careers to be able to take care of their child and their family.
Indeed, in Asia, there is less or sometimes no child-care center and when they do exist,
they are private and held by big companies. As a result, only one small piece of
business woman have access to them. In Japan nearly 70% of the women give up on
their careers , in China 52%, in Hong Kong 48% and Singapore 45%. (Süssmuth-
Dyckerhoff, Wang, Chen, 2012: 9). There are really cultural divergences between the
situation of the women in Europe and Asia with regards to their access to important
positions.
14
3. Questionnaire
As the questionnaire was prepared, the differences between European and Asian
stereotypes should be seen, then the decision was to separate male jobs and female jobs,
because this shows which country has strong stereotypes and which not. For instance,
when saying 'baby sitter´, everybody thinks of a female job and subculture is ´woman
has to take care of a child´ and every country has own cultural stereotypes like ´working
under a female manager´. Then we asked ´it is hard to do business with male CEOs?´,
this question`s result shows that male CEOs accept woman in high position or not. The
other stereotype for female is ´it is hard to promote after having a child´. Almost every
cultures expect mothers have to take care of the children.
The questionnaire were reached by 160 people and the countries are divided as follow:
1. Asia (China, South Korea)
2. Central Europe (Czech Republic, Poland)
3. South Europe (Italy, Spain)
4. South-East Europe (Croatia, Serbia, Romania)
5. North Europe (Sweden, Norway, Finland)
6. Russia
7. Turkey
8. West Europe (Austria, Germany, France, the Netherlands)
In general, almost all countries answered ´fireman, football coach, boat captain and
boxer´ are male jobs and ´baby sitter, midwife, nurse and maid´ are female jobs. Of
course, it depends on countries` subcultures, countries` stereotypes etc. After having a
child for female, it is hard to promote almost in every country. Based on the
questionnaire, it can be seen that ´working under a female manager´ is changing in
every country. It means, the gap between male and female is getting closer and closer.
15
3.1.Asia
When asking to mark whether they think ´male´ profession ´manager/CEO´ and
´entrepreneur´ is considered to be more male or female job in their country 50% of
respondents answered ´both´, 40% answered ´male´, and 10% answered ´female´1.
Figure 8. Structure of profession „manager/CEO“ by gender in Asia
Explanation of these figures should be assigned to an ongoing trend of increasing
emancipated business women in developed Asian countries. It means, female CEOs and
entrepreneurs are seen easily in business life. And also deducing between male and
female promotable status is fair, equitable. In China women are underrepresented
comparing to men because of the one- child policy. The women are more discriminated,
they do not have the benefits, for example when the first child is a girl, their parents can
have a second child who should be a boy. It is typical that the boy will enjoy all the
benefits such as education.
When asking to mark whether they think ´female´ profession ´midwife´ is considered to
be more male or female job in their country, 80% of respondents answered as expected
– ´female´, while 20% answered ´both´2. Not only after having a child but also after
marriage they said it is hard to promote for female and there is no correlation for males
in these situations.
These results are particularly interesting, especially when comparing with European
answers where 100% of respondents answered ´just female´.
1 Attachment, chapter 1.1, fig. 8
2 Attachent, chapter 1.1, fig. 17
40%
10%
50%
manager/CEO
1
2
3
female
both
male
16
3.2.Central Europe
Analysing the central European answers to the question: "How hard is to get a
promotion after having a child?", it is clear that there is no correlation between job
promotion and having a child for male employees, while female employees in the same
situation have difficulties in getting a promotion3. The strong stereotype 'taking care of
the child' in Central Europe come from their religion and also come from their
subculture; thus, mothers raise up girls to become a good mother and house wife.
This is due to a dated trend where women are supposed to stay at home after birth and
take care of children while men should work.
3.3.North Europe
Comparing Central Europe to North European countries4 where there is no correlation
between job promotion and having a child for male or female employees. In the
Northern countries are seen an ongoing trend of fathers taking care of children and
mothers going back to work which is not so common in the rest of Europe and Russia.5
The reason why is that the social infrastructure for example kindergarten and the
educational system are more developed in Northern European countries. The rest of
Europe trying to make their educational systems better and reach the same levels of
standards regarding educational and social infrastructure of Northern Europe.
Figure 97. Comparison of correlation between job promotion and getting married for male
and female employees in North Europe
3 Attachemnt, chapter 1.2. fig. 72
4 Attachemnt, chapter 1.3. fig. 98
5 Attachment, chapter 1.4. fig.136
0 0 5 0 0 5
0 1 2 3 4 5 6
hard
hard
M AL E
FE M AL E
How hard is it to get a promotion after getting
married?
17
Opposite of expectation, asking: "Do you think male employees have better working
conditions than their female colleagues on the same job position (e.g. higher payment,
more benefits, etc.)?" 60% of North European respondents answered ´no, but they are
not equal either´ which is an interesting point as all other results imply that man and
woman are equal in business6. And not only after having a child but also after marriage,
these situations do not effect promotable status for male and female. The results are
expected, because North Europe has an equality between male and female compare the
other part of Europe.
3.4.South Europe
When asking "Would you prefer to have a male or female supervisor?" 67% of
respondents answered that gender of their supervisor is not relevant, but 33% of
respondents claimed that they would prefer to have a female supervisor over a male one.
In order to explain above mention, respondents answered "Female supervisors are more
open minded and less strict"7 which cannot be taken as a general rule as it may differ
from culture to culture and of course from person to person. Male jobs separating, they
chose male option. At the same time, female jobs which were separated, they chose
female option. There are strict about separating the jobs for male and female, because
they chose a hundred percent for male or female or both.
In South Europe exists a strong family relationship; thus, there is a strong separation
between male and female jobs in business life. It means the most important thing is a
having a family in society. Jobs are transferred from father to son. For instance, if the
father has a higher position in business life there is a big chance for the son to have the
same position.
6 Attachment, chapter 1.4, fig. 101
7 Unparafrased answers known to the authors of this papaer
18
3.5. South-East Europe
When asking to mark whether they think ´male´ profession ´fireman´ and ´football
coach´ are considered to be more male or female job in their country 97% of
respondents answered ´male´, while 3% answered ´female´8.
Figure 180. Structure of profession „football coach“ Figure 182. Structure of profession „electritian“
by gender in South-East Europe by gender in South-East Europe
Usually, the other observed countries have 100 % pay charts but in South-East Europe
they do not have pay chart just for traditional male jobs. It shows that they are breaking
through the stereotypes.
3.6.Turkey
When asking to mark whether they think ´male´ profession „high army profession (e.g.
general)“ is considered to be more male or female job in their country 94% of
respondents answered ´male´, while 6% answered ´female´9.
Figure 219. Structure of profession „high army position“ by gender in Turkey
These results are particularly interesting because comparison with all other groups in
this research, Turkish respondents are the only ones who answered „female“ for the
above mentioned position along with „male“. In Turkey Nur Inanc and Alev Belhan
8 Attachent, chapter 1.6, fig. 179, 180
9 Attachment, chapter 1.7, fig. 219
97%
3%
football coach
1
3 97%
3%
fireman
1
3
94%
6%
high army position (e.g. general)
1
2
male
both
male
female
19
these two women promoted the high position in army. That could be the reason why
they chose female option. Another reason came from the Turkish history. When we say
war Turkish people imagine one scenery; soldiers are defending the country. and
women stood behind them and were carrying bullets and foods.
3.7. West Europe
Comparing structure of „male“ and „female“ professions10
with answers to question „Is
it hard for a female CEO to do business with male CEOs?“, an interesting conclusion
arise. Although most of the professions are considered to be both male and female –
implying certain gender equality in business in Westl Europe, 61% of respondents
conceders female CEOs to have more problems in doing business11
than their male
colleagues which implies inequality between male and female CEOs.
Figure 290:
This graph is showing a big gap between male and female in high position in Western
Europe. There is one stereotype for man, the man should earn a lot of money for his
family; therefore, they need a higher position. Another reason is man wants to
communicate with a man and when they are together, it is more easy for them to use
some slang words or making bad jokes. On the contrary, their relationship with woman
should be more polite and they have to treat woman with respect. Also man can be
ashamed and frightened when women have a higher position than men.
10
Attachment, chapter 1.8. 11
Attachment, chapter 1.8. fig. 260
61% 32%
7%
Is it hard for a female CEO to do business with male
CEOs?
1
2
3
yes
no
no correlation
20
4. Conclusion
Parents raise their kids by using the traditional way where girls are playing with dolls
and boys are playing with cars. In addition, girls are gentle and boys are tough. It does
not matter which country genders belong to, there is misrepresentation of women in the
workplace. Based on lower promotion they are lower paid.
In Asia and also in Europe, stereotypes are still existing between genders. A lot of
stereotypes are transmitted by the main socializing agents such as parents, teachers and
schools (Guez, Allen, 2000: 21 ). On the one hand, when a country is well-developed
the gap between genders tends to be reduced. On the other hand when a country is less-
developed country the gap is bigger.
The questionnaire highlights that there are no strong stereotypes but it does not mean
that there are not exist any for example midwife, babysitter and fireman. In general, the
genders are more democratized for instance, the managers do not imagine that a job
position is male or female.
Another stereotype is after having a child a woman is affected by being promoted as the
subculture. One is that the society is expected a woman should take care of the children
and gives up her career. After the child is grown up to a pupil the mother takes a part-
time job, so that she can take care of the child after school is finished.
The mother is the first teacher in the child's life. She gives the child the first impression
of the world and what is expected in the society; furthermore, her child is got the
abilities and tools by the mother to find the path.
Nowadays, the image of women is changing. The societies become closer to equal
gender concept. The women is expected to occupy important male jobs in the hierarchy;
nevertheless, are less focusing on male which could be another trouble in the future.
21
4. References
Internet sources
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leaders-of-new-asia-wlna-summit
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leaders-of-new-asia-wlna-summit
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leaders-of-new-asia-wlna-summit
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22
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etude-sur-la-presence-des-femmes-aux-postes-de-direction-et-aux-postes-de-cadre-
superieur-dans-les-entreprises-europeennes_409
articles and book
Camussi, Elisabetta, Leccardi, Carmen, 2005, Stereotypes of working women: the
power of expectations, Social Science Information Vol. 44: No. 113, Sage
European Commission, 2010, A Strengthened Commitment to Equality between
Women and Men -A Women's charter
Evans, Amanda, Carney, Jamie S., Wilkinson Morgan, 2013, Work -life Balance for
Men: Counseling Implications, Journal of Counseling & Development: Special Issue:
Men in counseling Volume 9, Issue 4
Guez, Wilma, Allen, John, 2000, Gender Sensitivity Zambia Unesco,
Oakley, Judith G., 2000, Gender- based Barriers to Senior Managment Positions:
Understanding the Scarcity of Female CEOs, Netherlands, Journal of Business Ethics
27
Süssmuth- Dyckerhoff, Claudia, Wang, Jin, Chen, Josephine, 2012, Women Matter: An
Asian Perspective Harnessing female talent to raise corporate performance, McKinsey
& Company
Tuminez, Astrid S., 2012, Rising to the Top? A report on women's leadership in Asia,
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23
Wahl, Nils, 2010, Fördrag om Europeiska unionen, Treaty on European Union, Traité
sur l'Union europénnes, Vertrag über die Europäische Union, 6th edition, Stockholm,
Norstedts Juridik
24
Attachement
25
APPENDIX
1. DETAIL STATISTICAL ANALYSIS
1.1. ASIA
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 26 0 2 28
football coach 28 0 0 28
high army position (e.g. general) 25 0 3 28
electritian 26 0 2 28
bus driver 13 0 15 28
car mechanic 23 0 5 28
pilot 21 0 7 28
manager/CEO 12 0 16 28
train conducter 16 0 12 28
chef 12 0 16 28
barman/waiter 4 4 20 28
politician 8 0 20 28
boat captain 24 0 4 28
gardener 14 2 12 28
enterpreneur 15 0 13 28
boxer 24 0 4 28
Table 1. „Male“ professions in Asia
26
Figure 1. Structure of profession „fireman“ by gender in Asia
Figure 2. Structure of profession „football coach“ by gender in Asia
100%
fireman
1
100%
football coach
1
male
male
27
Figure 3. Structure of profession „high army position“ by gender in Asia
Figure 4. Structure of profession „electritian“ by gender in Asia
80%
20%
high army position (e.g. general)
1
3
80%
20%
electritian
1
3
male
male
both
both
28
Figure 5. Structure of profession „bus driver“ by gender in Asia
Figure 6. Structure of profession „car mechanic“ by gender in Asia
40%
10%
50%
bus driver
1
2
3
90%
10%
car mechanic
1
3
male
male
both
both
female
29
Figure 7. Structure of profession „pilot“ by gender in Asia
Figure 8. Structure of profession „manager/CEO“ by gender in Asia
60%
40%
pilot
1
3
40%
10%
50%
manager/CEO
1
2
3
male
male
both
both
female
30
Figure 9. Structure of profesion „train conducter“ by gender in Asia
Figure 10. Structure of profession „chef“ by gender in Asia
60%
40%
train conducter
1
3
50% 50%
chef
1
3
male
male
both
both
31
Figure 11. Structure of profession „barman/waiter“ by gender in Asia
Figure 12. Structure of profession „politician“ by gender in Asia
20%
10%
70%
barman/waiter
1
2
3
male
both
female
32
Figure 13. Structure of profession „boat captain“ by gender in Asia
Figure 14. Structure of profession „gardener“ by gender in Asia
100%
boat captain
1
60%
40%
gardener
1
3
male
male
both
33
Figure 15. Structure of profession „enterpreneur“ by gender in Asia
Figure 16. Structure of profession „boxer“ by gender in Asia
Question: For the following "female" jobs mark wether you think it is considered to be
more male or female job in your country
30%
10% 60%
enterpreneur
1
2
3
50% 50%
boxer
1
3
male
male
both
female
both
34
PROFESSION GENDER M F B Σ
midwife 0 8 2 10
teacher (e.g. kindergarden or elementary school) 0 7 3 10
nurse 0 7 3 10
babysitter 0 10 0 10
secretary 0 5 5 10
hairdresser 4 0 6 10
fashion stylist 3 0 7 10
maide 0 10 0 10
stewardess 0 6 4 10
runway model 0 3 7 10
hotel receptionist 1 3 6 10
shop assistent 0 4 6 10
bank front desk clerk 1 1 8 10
guide (e.g. museum, tourguide) 3 1 6 10
dancer 1 1 8 10
call center clerk 0 4 6 10
Table 2. „Female“ jobs in Asia
35
Figure 17. Structure of profession „midwife“ by gender in Asia
Figure 18. Structure of profession „teacher“ by gender in Asia
80%
20%
midwife
2
3
70%
30%
teacher (e.g. kindergarden or elementary school)
2
3
female
both
female
both
36
Figure 19. Structure of profession „nurse“ by gender in Asia
Figure 20. Structure of profession „babysitter“ by gender in Asia
70%
30%
nurse
2
3
babysitter
2
female
both
female
37
Figure 21. Structure of profession „secretary“ by gender in Asia
Figure 22. Structure of profession „hairdresser“ by gender in Asia
50% 50%
secretary
2
3
40%
60%
hairdresser
1
3
female
both
male
both
38
Figure 23. Structure of profession „fashion stylist“ by gender in Asia
Figure 24. Structure of profession „maide“ by gender in Asia
30%
70%
fashion stylist
1
3
100%
maide
2
male
both
female
39
Figure 25. Structure of profession „stewardess“ by gender in Asia
Figure 26. Structure of profession „runway model“ by gender in Asia
60%
40%
stewardess
2
3
30%
70%
runway model
2
3
female
both
female
both
40
Figure 27. Structure of profession „hotel receptionist“ by gender in Asia
Figure 28. Structure of profession „shop assistent“ by gender in Asia
10%
30%
60%
hotel receptionist
1
2
3
40%
60%
shop assistent
2
3
male
female
both
female
both
41
Figure 29. Structure of profession „bank front desk clerk“ by gender in Asia
Figure 30. Structure of profession „guide“ by gender in Asia
10%
10%
80%
bank front desk clerk
1
2
3
30%
10% 60%
guide (e.g. museum, tourguide)
1
2
3
male
female
both
male
female
both
42
Figure 31. Structure of profession „dancer“ by gender in Asia
Figure 32. Structure of profession „call center clerk“ by gender in Asia
QUESTION GENDER MALE Σ FEMALE Σ
10%
10%
80%
dancer
1
2
3
40%
60%
call center clerk
2
3
male
female
both
female
both
43
How hard is it to get a promotion
after getting married?
hard easy no correlation 10
hard easy no correlation 10
0 3 7 5 2 3
Table 3. Correlation between job promotion and getting married in Asia
Figure 33. Comparison of correlation between job promotion and getting married for
male and female employees in Asia
0
3
7
5
2
3
0 1 2 3 4 5 6 7 8
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
44
QUESTION GENDER MALE Σ FEMALE Σ
How hard is to get a promotion
after having a child?
hard easy no correlation 10
hard easy no correlation 10
0 3 7 10 0 0
Table 4. Correlation between job promotion and having a child in Asia
Figure 34. Comparison of correlation between job promotion and having a child for
male and female employees in Asia
0
3
7
10
0
0
0 2 4 6 8 10 12
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is to get a promotion after having a child?
45
QUESTION GENDER MALE Σ FEMALE Σ
Does being a single parent
affect ones working conditions
(e.g. higher payment, more
benifits, etc.)?
yes no no correlation
10
yes no no correlation
10 5 3 2 3 3 4
Table 5. Correlation between being a single parent and working conditions in Asia
Figure 35. Comparison of correlation between being as ingle parent and working
conditions for male and female employees in Asia
5
3
2
3
3
4
0 1 2 3 4 5 6
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
46
QUESTION ANSWER yes no no correlation Σ
Is it hard for a female CEO to
do business with male CEOs? 3 0 7 10
Table 6. Male vs. female CEOs in Asia
Figure 36. Male vs. female CEOs in Asia
30%
70%
Is it hard for a female CEO to do business with male CEOs?
1
3
yes
no
correlation
47
QUESTION ANSWER yes no, but they are not
equal either
completely
equal Σ
Do you think male employees have
better working conditions
than their female colleagues on the same
job position
(e.g. higher payment, more benifits,
etc.)?
1 8 1 10
Table 7. Male vs. female working conditions in Asia
Figure 37. Male vs. female working conditions in Asia
10%
80%
10%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
1
2
3
yes no, but they are not equal
either
completely
equal
48
QUESTION GENDER male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 4 0 6 10
Table 8. Male vs. female supervisors in Asia
Figure 38. Male vs. female supervisors in Asia
40%
60%
Would you preffer to have a male or female supervisor?
1
3
male
irrelevant
49
1.2. CENTRAL EUROPE
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 7 0 0 7
football coach 7 0 0 7
high army position (e.g. general) 5 0 2 7
electritian 5 0 2 7
bus driver 1 0 6 7
car mechanic 4 0 3 7
pilot 4 0 3 7
manager/CEO 2 0 5 7
train conducter 5 0 2 7
chef 2 0 5 7
barman/waiter 0 2 5 7
politician 2 0 5 7
boat captain 5 0 2 7
gardener 1 2 4 7
enterpreneur 2 0 5 7
boxer 7 0 0 7
Table 9. „Male“ professions in Central Europe
50
Figure 39. Structure of profession „fireman“ by gender in Central Europe
Figure 40. Structure of profession „football coach“ by gender in Central Europe
100%
fireman
1
100%
football coach
1
male
male
51
Figure 41. Structure of profession „high army position“ by gender in Central Europe
Figure 42. Structure of profession „electritian“ by gender in Central Europe
71%
29%
high army position (e.g. general)
1
3
71%
29%
electritian
1
3
male
both
male
both
52
Figure 43. Structure of profession „bus driver“ by gender in Central Europe
Figure 44. Structure of profession „car mechanic“ by gender in Central Europe
57%
43%
car mechanic
1
3
male
both
53
Figure 45. Structure of profession „pilot“ by gender in Central Europe
Figure 46. Structure of profession „manager/CEO“ by gender in Central Europe
57%
43%
pilot
1
3
29%
71%
manager/CEO
1
3
male
both
male
both
54
Figure 47. Structure of profession „train conducter“ by gender in Central Europe
Figure 48. Structure of profession „chef“ by gender in Central Europe
71%
29%
train conducter
1
3
29%
71%
chef
1
3
male
both
male
both
55
Figure 49. Structure of profession „barman/waiter“ by gender in Central Europe
Figure 50. Structure of profession „politician“ by gender in Central Europe
29%
71%
barman/waiter
2
3
29%
71%
politician
1
3
female
both
male
both
56
Figure 51. Structure of profession „boat captain“ by gender in Central Europe
Figure 52. Structure of profession „gardener“ by gender in Central Europe
71%
29%
boat captain
1
3
14%
29% 57%
gardener
1
2
3
male
both
male
female
both
57
Figure 53. Structure of profession „enterpreneur“ by gender in Central Europe
Figure 54. Structure of profession „boxer“ by gender in Central Europe
29%
71%
enterpreneur
1
3
100%
boxer
1
male
both
male
58
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
midwife 0 7 0 7
teacher (e.g. kindergarden, elementary school) 0 4 3 7
nurse 0 7 0 7
babysitter 0 7 0 7
secretary 0 7 0 7
hairdresser 0 3 4 7
fashion stylist 0 0 7 7
maide 0 7 0 7
stewardess 0 2 5 7
runway model 0 4 3 7
hotel receptionist 0 0 7 7
shop assistent 0 3 4 7
bank front desk clerk 0 0 7 7
guide (e.g. museum, tourguide) 0 0 7 7
dancer 0 3 4 7
call center clerk 0 0 7 7
Table 10. „Female“ professions in Central Europe
59
Figure 55. Structure of profession „midwife“ by gender in Central Europe
Figure 56. Structure of profession „teacher“ by gender in Central Europe
100%
midwife
2
57%
43%
teacher (e.g. kindergarden, elementary school)
2
3
female
female
both
60
Figure 57. Structure of profession „nurse“ by gender in Central Europe
Figure 58. Structure of profession „babysitter“ by gender in Central Europe
100%
nurse
2
100%
babysitter
2
female
female
61
Figure 59. Structure of profession „secretary“ by gender in Central Europe
Figure 60. Structure of profession „hairdresser“ by gender in Central Europe
100%
secretary
2
43%
57%
hairdresser
2
3
female
female
both
62
Figure 61. Structure of profession „fashion stylist“ by gender in Central Europe
Figure 62. Structure of profession „maide“ by gender in Central Europe
100%
fashion stylist
3
100%
maide
2
both
female
63
Figure 63. Structure of profession „stewardess“ by gender in Central Europe
Figure 64. Structure of profession „runway model“ by gender in Central Europe
29%
71%
stewardess
2
3
57%
43%
runway model
2
3
female
both
female
both
64
Figure 65. Structure of profession „hotel receptionist“ by gender in Central Europe
Figure 66. Structure of profession „shop assistent“ by gender in Central Europe
100%
hotel receptionist
3
43%
57%
shop assistent
2
3
both
female
both
65
Figure 67. Structure of profession „bank front desk clerk“ by gender in Central Europe
Figure 68. Structure of profession „guide“ by gender in Central Europe
100%
bank front desk clerk
3
100%
guide (e.g. museum, tourguide)
3
both
both
66
Figure 69. Structure of profession „dancer“ by gender in Central Europe
Figure 70. Structure of profession „call centre clerk“ by gender in Central Europe
QUESTION GENDER MALE Σ FEMALE Σ
43%
57%
dancer
2
3
100%
call center clerk
3
female
both
both
67
How hard is it to get a promotion
after getting married?
hard easy no correlation 7
hard easy no correlation 7
0 1 6 0 1 6
Table 11. Correlation between job promotion and getting married in Central Europe
Figure 71. Comparison of correlation between job promotion and getting married for
male and female employees in Central Europe
0
1
6
0
1
6
0 1 2 3 4 5 6 7
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
68
QUESTION GENDER MALE Σ FEMALE Σ
How hard is to get a promotion
after having a child?
hard easy no correlation 7
hard easy no correlation 7
0 1 6 5 0 2
Table 12. Correlation between job promotion and having a child in Central Europe
Figure 72. Comparison of correlation between job promotion and having a child for
male and female employees in Central Europe
0
1
6
5
0
2
0 1 2 3 4 5 6 7
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is to get a promotion after having a child?
69
QUESTION GENDER MALE Σ FEMALE Σ
Does being a single parent
affect ones working conditions
(e.g. higher payment, more benifits, etc.)?
yes no no correlation
7
yes no no correlation
7 5 1 1 5 1 1
Table 13. Correlation between being a single parent and working conditions
in Central Europe
Figure 73. Comparison of correlation between being a single parent and working
conditions for male and female employees in Central Europe
5
1
1
5
1
1
0 1 2 3 4 5 6
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
70
QUESTION ANSWER yes no no correlation Σ
Is it hard for a female CEO
to do business with male CEOs? 4 1 2 7
Table 14. Male vs. female CEOs
Figure 74. Male vs. female CEOs
57%
14%
29%
Is it hard for a female CEO to do business with male CEOs?
1
2
3
yes
no
no correlation
71
QUESTION ANSWER yes no, but they are
not equal either completely equal Σ
Do you think male employees
have better working conditions
than their female colleagues
on the same job position
(e.g. higher payment, more benifits, etc.)?
4 1 2 7
Table 15. Male vs. female working conditions in Central Europe
Figure 75. Male vs. female working conditions in Central Europe
57% 14%
29%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
yes
no, but they are not equal either
completely equal
72
QUESTION GENDER male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 3 0 4 7
Table 16. Male vs. female supervisors in Central Europe
Figure 76. Male vs. female supervisors in Central Europe
43%
57%
Would you preffer to have a male or female supervisor?
male
irrelevant
73
1.3. NORTH EUROPE
Question: For the following "female" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 5 0 0 5
football coach 5 0 0 5
high army position (e.g. general) 3 0 2 5
electritian 5 0 0 5
bus driver 2 0 3 5
car mechanic 5 0 0 5
pilot 2 0 3 5
manager/CEO 2 0 3 5
train conducter 0 0 5 5
chef 0 0 5 5
barman/waiter 1 1 3 5
politician 0 0 5 5
boat captain 5 0 0 5
gardener 0 0 5 5
enterpreneur 0 0 5 5
boxer 5 0 0 5
Table 17. „Male“ professions in North Europe
74
Figure 65. Structure of profession „fireman“ by gender in North Europe
100%
fireman
1 male
75
Figure 66. Structure of profession „football coach“ by gender in North Europe
Figure 67. Structure of profession „high army position“ by gender in North Europe
100%
football coach
1
60%
40%
high army position (e.g. general)
1
3
male
male
both
76
Figure 68. Structure of profession „electritian“ by gender in North Europe
Figure 69. Structure of profession „fireman“ by gender in North Europe
100%
electritian
1
40%
60%
bus driver
1
3
male
male
both
77
Figure 70. Structure of profession „car mechanic“ by gender in North Europe
Figure 71. Structure of profession „pilot“ by gender in North Europe
100%
car mechanic
1
40%
60%
pilot
1
3
male
male
both
78
Figure 72. Structure of profession „manager/CEO“ by gender in North Europe
Figure 73. Structure of profession „train conducter“ by gender in North Europe
40%
60%
manager/CEO
1
3
100%
train conducter
3
male
both
both
79
Figure 74. Structure of profession „chef“ by gender in North Europe
Figure 75. Structure of profession „barman/waiter“ by gender in North Europe
100%
chef
3
20%
20% 60%
barman/waiter
1
2
3
both
male
female
both
80
Figure 76. Structure of profession „politician“ by gender in North Europe
Figure 77. Structure of profession „boat captain“ by gender in North Europe
100%
politician
3
100%
boat captain
1
both
male
81
Figure 78. Structure of profession „gardener“ by gender in North Europe
Figure 79. Structure of profession „enterpreneur“ by gender in North Europe
100%
gardener
3
100%
enterpreneur
3
both
both
82
Figure 80. Structure of profession „boxer“ by gender in North Europe
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
midwife 0 5 0 5
teacher (e.g. kindergarden, elementary school) 0 5 0 5
nurse 0 5 0 5
babysitter 0 5 0 5
secretary 0 5 0 5
hairdresser 0 3 2 5
fashion stylist 0 3 2 5
maide 0 3 2 5
stewardess 0 3 2 5
100%
boxer
1 male
83
runway model 0 3 2 5
hotel receptionist 0 3 2 5
shop assistent 0 3 2 5
bank front desk clerk 0 0 5 5
guide (e.g. museum, tourguide) 0 0 5 5
dancer 0 2 3 5
call center clerk 2 0 3 5
Table 18. „Female“ professions in North Europe
84
Figure 81. Structure of profession „midwife“ by gender in North Europe
Figure 82. Structure of profession „teacher“ by gender in North Europe
100%
midwife
2
100%
teacher (e.g. kindergarden, elementary school)
2
female
female
85
Figure 83. Structure of profession „nurse“ by gender in North Europe
Figure 84. Structure of profession „baby sitter“ by gender in North Europe
100%
nurse
2
100%
babysitter
2
female
female
86
Figure 85. Structure of profession „secretary“ by gender in North Europe
Figure 86. Structure of profession „hairdresser“ by gender in North Europe
100%
secretary
2
60%
40%
hairdresser
2
3
female
female
both
87
Figure 87. Structure of profession „fashion stylist“ by gender in North Europe
Figure 88. Structure of profession „maide“ by gender in North Europe
60%
40%
fashion stylist
2
3
60%
40%
maide
2
3
female
both
female
both
88
Figure 89. Structure of profession „stewardess“ by gender in North Europe
Figure 90. Structure of profession „runway model“ by gender in North Europe
60%
40%
stewardess
2
3
60%
40%
runway model
2
3
female
both
female
both
89
Figure 91. Structure of profession „hotel receptionist“ by gender in North Europe
Figure 92. Structure of profession „shop assistent“ by gender in North Europe
60%
40%
hotel receptionist
2
3
60%
40%
shop assistent
2
3
female
both
female
both
90
Figure 93. Structure of profession „bank front desk clerk“ by gender in North Europe
Figure 94. Structure of profession „guide“ by gender in North Europe
100%
bank front desk clerk
3
100%
guide (e.g. museum, tourguide)
3
both
both
91
Figure 95. Structure of profession „dancer“ by gender in North Europe
Figure 96. Structure of profession „call center clerk“ by gender in North Europe
MALE Σ FEMALE Σ
40%
60%
dancer
2
3
40%
60%
call center clerk
1
3
female
both
male
both
92
How hard is it to get a promotion
after getting married?
hard easy no correlation 5
hard easy no correlation 5
1 0 4 1 0 4
Table 19. Correlation between job promotion and getting married in North Europe
Figure 97. Comparison of correlation between job promotion and getting married for
male and female employees in North Europe
0
0
5
0
0
5
0 1 2 3 4 5 6
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
93
MALE Σ FEMALE Σ
How hard is to get a promotion
after having a child?
hard easy no correlation 5
hard easy no correlation 5
0 4 1 0 4
Table 20. Correlation between job promotion and having a child in North Europe
Figure 98. Comparison of correlation between job promotion and having a child for
male and female employees in North Europe
0
0
5
0
0
5
0 1 2 3 4 5 6
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
94
MALE Σ FEMALE Σ
Does being a single parent
affect ones working conditions
(e.g. higher payment, more benifits, etc.)?
yes no no correlation
5
yes no no correlation
5 1 1 3 2 1 2
Table 21. Correlation between working conditions and being a songle parent
in North Europe
Figure 99. Comparison of correlation between working conditions and being a single
parent for male and female employees in North Europe
1
1
3
2
1
2
0 0,5 1 1,5 2 2,5 3 3,5
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
95
yes no no correlation Σ
Is it hard for a female CEO
to do business with male CEOs? 2 1 2 5
Table 22. Male vs. female CEOs
Figure 100. Male vs. female CEOs
40%
20%
40%
Is it hard for a female CEO to do business with male CEOs?
1
2
3
96
yes no, but they are not equal either completely equal Σ
Do you think male employees
have better working conditions
than their female colleagues
on the same job position
(e.g. higher payment, more benifits, etc.)?
1 3 1 5
Table 23. Male vs. female working conditions
Figure 101. Male vs. female working conditions
20%
60%
20%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
yes
no, but they are not equal either
completely equal
97
male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 0 1 4 5
Table 24. Male vs. female supervisor
Figure 102. Male vs. female supervisor
20%
80%
Would you preffer to have a male or female supervisor?
female
irrelevant
98
1.4. RUSSIA
Question:For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 5 0 0 5
football coach 5 0 0 5
high army position (e.g. general) 5 0 0 5
electritian 5 0 0 5
bus driver 5 0 0 5
car mechanic 5 0 0 5
pilot 5 0 0 5
manager/CEO 1 1 3 5
train conducter 1 3 1 5
chef 2 0 3 5
barman/waiter 5 0 0 5
politician 0 0 5 5
boat captain 5 0 0 5
gardener 2 0 3 5
enterpreneur 0 0 5 5
boxer 3 0 2 5
Table 25. „Male“ professions in Russia
99
Figure 103. Structure of profession „firenam“ by gender in Russia
100%
fireman
1 male
100
Figure 104. Structure of profession „football coach“ by gender in Russia
Figure 105. Structure of profession „high army position“ by gender in Russia
100%
football coach
1
100%
high army position (e.g. general)
1
male
male
101
Figure 106. Structure of profession „electritian“ by gender in Russia
Figure 107. Structure of profession „bus driver“ by gender in Russia
100%
electritian
1
100%
bus driver
1
male
male
102
Figure 108. Structure of profession „car mechanic“ by gender in Russia
Figure 109. Structure of profession „pilot“ by gender in Russia
100%
car mechanic
1
100%
pilot
1
male
male
103
Figure 110. Structure of profession „manager/CEO“ by gender in Russia
Figure 111. Structure of profession „train conducter“ by gender in Russia
20%
20% 60%
manager/CEO
1
2
3
20%
60%
20%
train conducter
1
2
3
male
female
both
male
both
female
104
Figure 112. Structure of profession „chef“ by gender in Russia
Figure 113. Structure of profession „barman/waiter“ by gender in Russia
40%
60%
chef
1
3
100%
barman/waiter
1
male
both
male
105
Figure 114. Structure of profession „politician“ by gender in Russia
Figure 115. Structure of profession „boat captain“ by gender in Russia
100%
politician
3
100%
boat captain
1
both
male
106
Figure 116. Structure of profession „gardener“ by gender in Russia
Figure 117. Structure of profession „eneterpreneur“ by gender in Russia
40%
60%
gardener
1
3
100%
enterpreneur
3
male
both
both
107
Figure 118. Structure of profession „boxer“ by gender in Russia
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
midwife 0 5 0 5
teacher (e.g. kindergarden, elementary
school)
0 5 0 5
nurse 0 5 0 5
babysitter 0 5 0 5
secretary 0 5 0 5
hairdresser 0 3 2 5
fashion stylist 0 0 5 5
maide 0 5 0 5
60%
40%
boxer
1
3
male
both
108
stewardess 0 0 5 5
runway model 0 2 3 5
hotel receptionist 0 0 5 5
shop assistent 0 0 5 5
bank front desk clerk 0 0 5 5
guide (e.g. museum, tourguide) 0 2 3 5
dancer 0 0 5 5
call center clerk 0 0 5 5
Table 26. „Female“ professions in Russia
109
Figure 119. Structure of profession „midwife“ by gender in Russia
Figure 120. Structure of profession „teacher“ by gender in Russia
100%
midwife
2
100%
teacher (e.g. kindergarden, elementary school)
2 female
female
110
Figure 121. Structure of profession „nurse“ by gender in Russia
Figure 122. Structure of profession „babysitter“ by gender in Russia
100%
nurse
2
100%
babysitter
2
female
female
111
Figure 123. Structure of profession „secretary“ by gender in Russia
Figure 124. Structure of profession „hairdresser“ by gender in Russia
100%
secretary
2
60%
40%
hairdresser
2
3
female
female
both
112
Figure 125. Structure of profession „fashion stylist“ by gender in Russia
Figure 126. Structure of profession „maide“ by gender in Russia
100%
fashion stylist
3
100%
maide
2
both
female
113
Figure 127. Structure of profession „stewardess“ by gender in Russia
Figure 128. Structure of profession „runway model“ by gender in Russia
100%
stewardess
3
40%
60%
runway model
2
3
both
female
both
114
Figure 129. Structure of profession „hotel receptionist“ by gender in Russia
Figure 130. Structure of profession „shop assistent“ by gender in Russia
100%
hotel receptionist
3
100%
shop assistent
3
both
both
115
Figure 131. Structure of profession „bank front desk clerk“ by gender in Russia
Figure 132. Structure of profession „guide“ by gender in Russia
100%
bank front desk clerk
3
40%
60%
guide (e.g. museum, tourguide)
2
3
both
female
both
116
Figure 133. Structure of profession „dancer“ by gender in Russia
Figure 134. Structure of profession „call center clerk“ by gender in Russia
MALE Σ FEMALE Σ
100%
dancer
3
100%
call center clerk
3
both
both
117
How hard is it to get a promotion
after getting married?
hard easy no correlation 5
hard easy no correlation 5
0 1 4 2 0 3
Table 27. Correlation between job promotion and getting married for male and female
employees in Russia
Figure 135. Comparison of correlation between job promotion and getting married for
male and female employees in Russia
MALE Σ FEMALE Σ
0
1
4
2
0
3
0 1 2 3 4 5
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
118
How hard is to get a promotion
after having a child?
hard easy no correlation 5
hard easy no correlation 5
0 2 3 3 1 1
Table 28. Correlation between job promotion and having a child for male and female
employees in Russia
Figure 136. comparison od correlation between job promotion and having a child for
male and female employees in Russia
MALE Σ FEMALE Σ
0
2
3
3
1
1
0 0,5 1 1,5 2 2,5 3 3,5
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is to get a promotion after having a child?
119
Does being a single parent
affect ones working conditions
(e.g. higher payment, more benifits, etc.)?
yes no no correlation
5
yes no no correlation
5 0 2 3 1 1 3
Table 29. Correlation between working conditions and being a single parent for male
and female employees in Russia
Figure 137. Comparison of correlation between working conditions and being a single
parent for male and female employees in Russia
0
2
3
1
1
3
0 0,5 1 1,5 2 2,5 3 3,5
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
120
yes no no correlation Σ
Is it hard for a female CEO
to do business with male CEOs? 2 2 1 5
Table 30. Male vs. female CEOs
Figure 138. Male vs. female CEOs
40%
40%
20%
Is it hard for a female CEO to do business with male CEOs?
1
2
3
121
yes
no, but they are
not equal either completely equal Σ
Do you think male employees
have better working conditions
than their female colleagues
on the same job position
(e.g. higher payment, more benifits, etc.)?
1 3 1 5
Table 31. Male vs. female working conditions
Figure 139. Male vs. female working conditions
20%
60%
20%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
yes
no, but they are not equal either
completely equal
122
male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 2 0 3 5
Table 32. Male vs. female supervisor
Figure 140.Male vs. female supervisor
40%
60%
Would you preffer to have a male or female supervisor?
male
irrelevant
123
1.5. SOUTH EUROPE
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 3 0 0 3
football coach 3 0 0 3
high army position (e.g. general) 3 0 0 3
electritian 3 0 0 3
bus driver 3 0 0 3
car mechanic 3 0 0 3
pilot 3 0 0 3
manager/CEO 0 0 3 3
train conducter 3 0 0 3
chef 0 0 3 3
barman/waiter 0 0 3 3
politician 0 0 3 3
boat captain 3 0 0 3
gardener 3 0 0 3
enterpreneur 0 0 3 3
boxer 3 0 0 3
Table 33. „Male“ professions in South Europe
124
Figure 141. Structure of profession „firenam“ by gender in South Europe
100%
fireman
1 male
125
Figure 142. Structure of profession „football coach“ by gender in South Europe
Figure 143. Structure of profession „high army position“ by gender in South Europe
100%
football coach
1
100%
high army position (e.g. general)
1
male
male
126
Figure 144. Structure of profession „electritian“ by gender in South Europe
Figure 145. Structure of profession „bus driver“ by gender in South Europe
100%
electritian
1
100%
bus driver
1
male
male
127
Figure 146. Structure of profession „car mechanic“ by gender in South Europe
Figure 147. Structure of profession „pilot“ by gender in South Europe
100%
car mechanic
1
100%
pilot
1
male
male
128
Figure 148. Structure of profession „manager/CEO“ by gender in South Europe
Figure 149. Structure of profession „train conducter“ by gender in South Europe
100%
manager/CEO
3
100%
train conducter
1
both
male
129
Figure 150. Structure of profession „chef“ by gender in South Europe
Figure 151. Structure of profession „barman/waiter“ by gender in South Europe
100%
chef
3
100%
barman/waiter
3
both
both
130
Figure 152. Structure of profession „politician“ by gender in South Europe
Figure 153. Structure of profession „boat captain“ by gender in South Europe
100%
politician
3
100%
boat captain
1
both
male
131
Figure 154. Structure of profession „gardener“ by gender in South Europe
Figure 155. Structure of profession „enterpreneur“ by gender in South Europe
100%
gardener
1
100%
enterpreneur
3
male
both
132
Figure 156. Structure of profession „boxer“ by gender in South Europe
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
midwife 0 3 0 3
teacher (e.g. kindergarden, elementary
school)
0 3 0 3
nurse 0 3 0 3
babysitter 0 3 0 3
secretary 0 3 0 3
hairdresser 0 0 3 3
fashion stylist 0 0 3 3
maide 0 3 0 3
100%
boxer
1 male
133
stewardess 0 0 3 3
runway model 0 0 3 3
hotel receptionist 0 0 3 3
shop assistent 0 0 3 3
bank front desk clerk 0 0 3 3
guide (e.g. museum, tourguide) 0 0 3 3
dancer 0 0 3 3
call center clerk 0 0 3 3
Table 34. „Female“ professions in South Europe
134
Figure 157. Structure of profession „midwife“ by gender in South Europe
Figure 158. Structure of profession „teacher“ by gender in South Europe
100%
midwife
2
100%
teacher (e.g. kindergarden, elementary school)
2
female
female
135
Figure 159. Structure of profession „nurse“ by gender in South Europe
Figure 160. Structure of profession „babysitter“ by gender in South Europe
100%
nurse
2
100%
babysitter
2
female
female
136
Figure 161. Structure of profession „secretary“ by gender in South Europe
Figure 162. Structure of profession „hairdresser“ by gender in South Europe
100%
secretary
2
100%
hairdresser
3
female
both
137
Figure 163. Structure of profession „fashion stylist“ by gender in South Europe
Figure 164. Structure of profession „maide“ by gender in South Europe
100%
fashion stylist
3
100%
maide
2
both
female
138
Figure 165. Structure of profession „stewardess“ by gender in South Europe
Figure 166. Structure of profession „runway model“ by gender in South Europe
100%
stewardess
3
100%
runway model
3
both
both
139
Figure 167. Structure of profession „hotel receptionist“ by gender in South Europe
Figure 168. Structure of profession „shop assistent“ by gender in South Europe
100%
hotel receptionist
3
100%
shop assistent
3
both
both
140
Figure 169. Structure of profession „bank front desk clerk“ by gender in South Europe
Figure 170. Structure of profession „guide“ by gender in South Europe
100%
bank front desk clerk
3
100%
guide (e.g. museum, tourguide)
3
both
both
141
Figure 171. Structure of profession „dancer“ by gender in South Europe
Figure 172. Structure of profession „call center clerk“ by gender in South Europe
100%
dancer
3
100%
call center clerk
3
both
both
142
MALE Σ FEMALE Σ
How hard is it to get a promotion
after getting married?
hard easy no correlation 3
hard easy no correlation 3
0 0 3 1 0 2
Table 35. Correlation between job promotion and getting married for male and female
employees in South Europe
Figure 173. Comparison of correlation between job promotion and getting married for
male and female employees in South Europe
0
0
3
1
0
2
0 0,5 1 1,5 2 2,5 3 3,5
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
143
MALE Σ FEMALE Σ
How hard is to get a promotion
after having a child?
hard easy no correlation 3
hard easy no correlation 3
0 0 3 3 0 0
Table 36. Correlation between job promotion and havign a child for male and female
employees in South Europe
Figure 174.Comparison of correlation between job promotion and having a child for
male and female employees in South Europe
0
0
3
3
0
0
0 0,5 1 1,5 2 2,5 3 3,5
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is to get a promotion after having a child?
144
MALE Σ FEMALE Σ
Does being a single parent
affect ones working conditions
(e.g. higher payment, more benifits, etc.)?
yes no no correlation
3
yes no no correlation
3 2 0 1 2 0 1
Table 37. Correlation between working conditions and being a single parent for male
and female employees in South Europe
Figure 175. Comparison of correlation between working conditions and being a single
parent for male and female employees in South Europe
2
0
1
2
0
1
0 0,5 1 1,5 2 2,5
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
145
yes no no correlation Σ
Is it hard for a female CEO
to do business with male CEOs? 1 0 2 3
Table 38. Male vs. female CEOs
Figure 176.Male vs. female CEOs
33%
67%
Is it hard for a female CEO to do business with male CEOs?
1
3
146
yes no, but they are not equal either completely equal Σ
Do you think male employees
have better working conditions
than their female colleagues
on the same job position
(e.g. higher payment, more benifits, etc.)?
1 2 0 3
Table 39. Male vs. female working conditions
Figure 177.Male vs. female working conditions
33%
67%
0%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
yes
no, but they are not equal either
completely equal
147
male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 0 1 2 3
Table 40. Male vs. female supervisor
Figure 178.
33%
67%
Would you preffer to have a male or female supervisor?
female
irrelevant
148
1.6. SOUTH-EAST EUROPE
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 69 0 2 71
football coach 69 0 2 71
high army position (e.g. general) 61 0 10 71
electritian 69 0 2 71
bus driver 58 0 13 71
car mechanic 65 0 6 71
pilot 58 0 13 71
manager/CEO 22 0 49 71
train conducter 49 2 20 71
chef 21 0 50 71
barman/waiter 21 5 45 71
politician 26 0 45 71
boat captain 66 0 5 71
gardener 26 15 30 71
enterpreneur 26 0 45 71
boxer 62 0 9 71
Table 41. „Male“ professions in South-East Europe
149
Figure 179. Structure of profession „firenam“ by gender in South-East Europe
97%
3%
fireman
1
3 both
male
150
Figure 180. Structure of profession „football coach“ by gender in South-East Europe
Figure 181. Structure of profession „high army position“ by gender in South-East
Europe
97%
3%
football coach
1
3
86%
14%
high army position (e.g. general)
1
3
male
both
male
both
151
Figure 182. Structure of profession „electritian“ by gender in South-East Europe
Figure 183. Structure of profession „bus driver“ by gender in South-East Europe
97%
3%
electritian
1
3
82%
18%
bus driver
1
3
male
both
male
both
152
Figure 184. Structure of profession „car mechanic“ by gender in South-East Europe
Figure 185. Structure of profession „pilot“ by gender in South-East Europe
92%
8%
car mechanic
1
3
82%
18%
pilot
1
3
male
both
male
both
153
Figure 186. Structure of profession „manager/CEO“ by gender in South-East Europe
Figure 187. Structure of profession „train conducter“ by gender in South-East Europe
31%
69%
manager/CEO
1
3
69% 3%
28%
train conducter
1
2
3
male
both
male
female
both
154
Figure 188. Structure of profession „chef“ by gender in South-East Europe
Figure 189. Structure of profession „barman/waiter“ by gender in South-East Europe
30%
70%
chef
1
3
30%
7% 63%
barman/waiter
1
2
3
male
both
male
female
both
155
Figure 190. Structure of profession „politician“ by gender in South-East Europe
Figure 191. Structure of profession „boat captain“ by gender in South-East Europe
37%
63%
politician
1
3
93%
7%
boat captain
1
3
male
both
male
both
156
Figure 192. Structure of profession „gardener“ by gender in South-East Europe
Figure 193. Structure of profession „enterpreneur“ by gender in South-East Europe
37%
21%
42%
gardener
1
2
3
37%
63%
enterpreneur
1
3
male
female
both
male
both
157
Figure 194. Structure of profession „boxer“ by gender in South-East Europe
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
midwife 0 71 0 71
teacher (e.g. kindergarden, elementary
school)
0 55 16 71
nurse 0 51 20 71
babysitter 0 65 6 71
secretary 0 59 12 71
hairdresser 0 29 42 71
fashion stylist 5 22 44 71
maide 0 53 18 71
87%
13%
boxer
1
3
male
both
158
stewardess 0 56 15 71
runway model 0 48 23 71
hotel receptionist 2 23 46 71
shop assistent 0 48 23 71
bank front desk clerk 0 25 46 71
guide (e.g. museum, tourguide) 5 16 50 71
dancer 0 28 43 71
call center clerk 0 16 55 71
Table 42. „Female“ professions in South-East Europe
159
Figure 195. Structure of profession „midwife“ by gender in South-East Europe
Figure 196. Structure of profession „teacher“ by gender in South-East Europe
100%
midwife
2
77%
23%
teacher (e.g. kindergarden, elementary school)
2
3
female
female
both
160
Figure 197. Structure of profession „nurse“ by gender in South-East Europe
Figure 198. Structure of profession „babysitter“ by gender in South-East Europe
72%
28%
nurse
2
3
92%
8%
babysitter
2
3
female
both
female
both
161
Figure 199. Structure of profession „secretary“ by gender in South-East Europe
Figure 200. Structure of profession „hairdresser“ by gender in South-East Europe
83%
17%
secretary
2
3
41%
59%
hairdresser
2
3
female
both
female
both
162
Figure 201. Structure of profession „fashion stylist“ by gender in South-East Europe
Figure 202. Structure of profession „maide“ by gender in South-East Europe
7%
31%
62%
fashion stylist
1
2
3
75%
25%
maide
2
3
female
male
both
female
both
163
Figure 203. Structure of profession „stewardess“ by gender in South-East Europe
Figure 204. Structure of profession „runway model“ by gender in South-East Europe
79%
21%
stewardess
2
3
68%
32%
runway model
2
3
female
both
female
both
164
Figure 205. Structure of profession „hotel receptionist“ by gender in South-East Europe
Figure 206. Structure of profession „shop assistent“ by gender in South-East Europe
3%
32%
65%
hotel receptionist
1
2
3
68%
32%
shop assistent
2
3
female
female
both
male
both
165
Figure 207. Structure of profession „bank front desk clerk “ by gender in
South-East Europe
Figure 208. Structure of profession „guide“ by gender in South-East Europe
35%
65%
bank front desk clerk
2
3
7%
23%
70%
guide (e.g. museum, tourguide)
1
2
3
female
both
male
female
both
166
Figure 209. Structure of profession „dancer“ by gender in South-East Europe
Figure 210. Structure of profession „call center clerk“ by gender in South-East Europe
39%
61%
dancer
1
3
23%
77%
call center clerk
2
3
female
both
female
both
167
MALE Σ FEMALE Σ
How hard is it to get a promotion
after getting married?
hard easy no correlation 71
hard easy no correlation 71
0 10 61 22 3 46
Table 43.
Figure 211.
0
10
61
22
3
46
0 10 20 30 40 50 60 70
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
168
MALE Σ FEMALE Σ
How hard is to get a promotion
after having a child?
hard easy no correlation 71
hard easy no correlation 71
0 15 56 61 0 10
Table 45.
Figure 212.
0
15
56
61
0
10
0 10 20 30 40 50 60 70
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is to get a promotion after having a child?
169
MALE Σ FEMALE Σ
Does being a single parent
affect ones working conditions
(e.g. higher payment, more benifits, etc.)?
yes no no correlation
71
yes no no correlation
71 34 14 23 37 12 22
Table 46.
Figure 213.
34
14
23
37
12
22
0 5 10 15 20 25 30 35 40
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
170
yes no no correlation Σ
Is it hard for a female CEO
to do business with male CEOs? 19 21 31 71
Table 47.
Figure 214.
27%
29%
44%
Is it hard for a female CEO to do business with male CEOs?
1
2
3
171
yes
no, but they are
not equal either completely equal Σ
Do you think male employees
have better working conditions
than their female colleagues
on the same job position
(e.g. higher payment, more benifits, etc.)?
25 32 14 71
Table 48.
Figure 215.
35%
45%
20%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
yes
no, but they are not equal either
completely equal
172
male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 10 7 54 71
Table 49.
Figure 216.
14%
10%
76%
Would you preffer to have a male or female supervisor?
male
female
irrelevant
173
1.7. TURKEY
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 31 0 0 31
football coach 27 0 4 31
high army position (e.g. general) 29 2 0 31
electritian 31 0 0 31
bus driver 31 0 0 31
car mechanic 31 0 0 31
pilot 26 0 5 31
manager/CEO 8 2 21 31
train conducter 27 0 4 31
chef 13 3 15 31
barman/waiter 9 3 19 31
politician 8 2 21 31
boat captain 29 0 2 31
gardener 19 2 10 31
174
enterpreneur 10 3 18 31
boxer 23 2 6 31
Table 50. „Male“ professions in Turkey
Figure 217. Structure of profession „firenam“ by gender in Turkey
100%
fireman
1 male
175
Figure 218. Structure of profession „football coach“ by gender in Turkey
Figure 219. Structure of profession „high army position“ by gender in Turkey
87%
13%
football coach
1
3
94%
6%
high army position (e.g. general)
1
2
male
both
male
female
176
Figure 220. Structure of profession „electritian“ by gender in Turkey
Figure 221. Structure of profession „bus driver“ by gender in Turkey
100%
electritian
1
100%
bus driver
1
male
male
177
Figure 222. Structure of profession „car mechanic“ by gender in Turkey
Figure 223. Structure of profession „pilot“ by gender in Turkey
100%
car mechanic
1
84%
16%
pilot
1
3
male
male
both
178
Figure 224. Structure of profession „manager/CEO“ by gender in Turkey
Figure 225. Structure of profession „train conducter“ by gender in Turkey
26%
6%
68%
manager/CEO
1
2
3
87%
13%
train conducter
1
3
male
female
both
male
both
179
Figure 226. Structure of profession „chef“ by gender in Turkey
Figure 227. Structure of profession „barman/weiter“ by gender in Turkey
42%
10%
48%
chef
1
2
3
29%
10% 61%
barman/waiter
1
2
3
male
female
both
female
both
180
Figure 228. Structure of profession „politician“ by gender in Turkey
Figure 229. Structure of profession „boat captain“ by gender in Turkey
26%
6%
68%
politician
1
2
3
94%
6%
boat captain
1
3
both
male
female
male
male
both
181
Figure 230. Structure of profession „gardener“ by gender in Turkey
Figure 321. Structure of profession „enterpreneur“ by gender in Turkey
61%
7%
32%
gardener
1
2
3
32%
10%
58%
enterpreneur
1
2
3
male
female
both
male
female
both
182
Figure 323. Structure of profession „boxer“ by gender in Turkey
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
midwife 0 29 2 31
teacher (e.g. kindergarden, elementary
school)
0 14 16 30
nurse 0 25 6 31
babysitter 0 31 0 31
secretary 0 28 3 31
hairdresser 3 2 26 31
fashion stylist 2 7 22 31
maide 0 25 6 31
74%
7%
19%
boxer
1
2
3
male
female
both
183
stewardess 0 19 12 31
runway model 2 17 12 31
hotel receptionist 3 2 26 31
shop assistent 2 4 25 31
bank front desk clerk 3 4 24 31
guide (e.g. museum, tourguide) 4 2 25 31
dancer 0 8 23 31
call center clerk 2 8 21 31
Table 51. „Female“ professions in Turkey
184
Figure 233. Structure of profession „midwife“ by gender in Turkey
Figure 234. Structure of profession „teacher“ by gender in Turkey
94%
6%
midwife
2
3
47%
53%
teacher (e.g. kindergarden, elementary school)
2
3
female
both
female
both
185
Figure 235. Structure of profession „nurse“ by gender in Turkey
Figure 236. Structure of profession „babysitter“ by gender in Turkey
81%
19%
nurse
2
3
100%
babysitter
2
female
both
female
186
Figure 237. Structure of profession „secretary“ by gender in Turkey
Figure 238. Structure of profession „hairdresser“ by gender in Turkey
90%
10%
secretary
2
10%
6%
84%
hairdresser
1
2
3
female
both
female
male
both
187
Figure 239. Structure of profession „fashion stylist“ by gender in Turkey
Figure 240. Structure of profession „maide“ by gender in Turkey
6%
23%
71%
fashion stylist
1
2
3
81%
19%
maide
2
3
female
male
both
female
both
188
Figure 241. Structure of profession „stewardess“ by gender in Turkey
Figure 242. Structure of profession „runway model“ by gender in Turkey
61%
39%
stewardess
2
3
6%
55%
39%
runway model
1
2
3
female
both
female
male
both
189
Figure 243. Structure of profession „hotel receptionist“ by gender in Turkey
Figure 244. Structure of profession „shop assistent“ by gender in Turkey
10%
6%
84%
hotel receptionist
1
2
3
6%
13%
81%
shop assistent
1
2
3
female
male
both
female
male
both
190
Figure 245. Structure of profession „bank front desk clerk“ by gender in Turkey
Figure 246. Structure of profession „guide“ by gender in Turkey
10%
13%
77%
bank front desk clerk
1
2
3
13%
6%
81%
guide (e.g. museum, tourguide)
1
2
3
female
male
both
female
male
both
191
Figure 247. Structure of profession „dancer“ by gender in Turkey
Figure 248. Structure of profession „call center clerk“ by gender in Turkey
26%
74%
dancer
2
3
6%
26%
68%
call center clerk
1
2
3
female
both
female
male
both
192
MALE Σ FEMALE Σ
How hard is it to get a promotion
after getting married?
hard easy no correlation 31
hard easy no correlation 31
4 7 20 16 4 11
Table 52.
Figure 249.
4
7
20
16
4
11
0 5 10 15 20 25
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
193
MALE Σ FEMALE Σ
How hard is to get a promotion
after having a child?
hard easy no correlation 31
hard easy no correlation 31
3 9 19 20 6 5
Table 53.
Figure 250.
3
9
19
20
6
5
0 5 10 15 20 25
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is to get a promotion after having a child?
194
MALE Σ FEMALE Σ
Does being a single parent
affect ones working conditions
(e.g. higher payment, more benifits, etc.)?
yes no no correlation
31
yes no no correlation
31 16 5 10 20 0 11
Table 54.
Figure 251.
16
5
10
20
0
11
0 5 10 15 20 25
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
195
yes no no correlation Σ
Is it hard for a female CEO
to do business with male CEOs? 7 7 17 31
Table 55.
Figure 252.
22%
23% 55%
Is it hard for a female CEO to do business with male CEOs?
1
2
3
196
yes
no, but they are
not equal either completely equal Σ
Do you think male employees
have better working conditions
than their female colleagues
on the same job position
(e.g. higher payment, more benifits, etc.)?
6 18 7 31
Table 60.
Figure 253.
19%
58%
23%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
yes
no, but they are not equal either
completely equal
197
male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 9 5 17 7
Table 61.
Figure 254.
29%
16%
55%
Would you preffer to have a male or female supervisor?
male
female
irrelevant
198
1.8. WEST EUROPE
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
fireman 26 0 2 28
football coach 28 0 0 28
high army position (e.g. general) 25 0 3 28
electritian 26 0 2 28
bus driver 13 0 15 28
car mechanic 23 0 5 28
pilot 21 0 7 28
manager/CEO 12 0 16 28
train conducter 16 0 12 28
chef 12 0 16 28
barman/waiter 4 4 20 28
politician 8 0 20 28
boat captain 24 0 4 28
gardener 14 2 12 28
199
enterpreneur 15 0 13 28
boxer 24 0 4 28
Table 62. „Male“ professions in West Europe
Figure 255. Structure of profession „firenam“ by gender in West Europe
93%
7%
fireman
1
3 both
male
200
Figure 256. Structure of profession „football coach“ by gender in West Europe
Figure 257. Structure of profession „high army position“ by gender in West Europe
100%
football coach
1
89%
11%
high army position (e.g. general)
1
3
male
male
both
201
Figure 258. Structure of profession „electritian“ by gender in West Europe
Figure 259. Structure of profession „bus driver“ by gender in West Europe
93%
7%
electritian
1
3
46%
54%
bus driver
1
3
male
both
male
both
202
Figure 260. Structure of profession „car mechanic“ by gender in West Europe
Figure 261. Structure of profession „pilot“ by gender in West Europe
82%
18%
car mechanic
1
3
75%
25%
pilot
1
3
male
both
male
both
203
Figure 262. Structure of profession „manager/CEO“ by gender in West Europe
Figure 263. Structure of profession „train conducter“ by gender in West Europe
43%
57%
manager/CEO
1
3
57%
43%
train conducter
1
3
male
both
male
both
204
Figure 264. Structure of profession „chef“ by gender in West Europe
Figure 265. Structure of profession „barman/waiter“ by gender in West Europe
43%
57%
chef
1
3
14%
14%
72%
barman/waiter
1
2
3
male
both
male
female
both
205
Figure 266. Structure of profession „politician“ by gender in West Europe
Figure 267. Structure of profession „boat captain“ by gender in West Europe
29%
71%
politician
1
3
86%
14%
boat captain
1
3
male
both
male
both
206
Figure 268. Structure of profession „gardener“ by gender in West Europe
Figure 269. Structure of profession „enterpreneur“ by gender in West Europe
50%
7%
43%
gardener
1
2
3
54%
0%
46%
enterpreneur
1
2
3
male
female
both
male
female
both
207
Figure 270. Structure of profession „boxer“ by gender in West Europe
Question: For the following "male" jobs mark wether you think it is considered to be
more male or female job in your country
PROFESSION GENDER M F B Σ
midwife 0 26 2 28
teacher (e.g. kindergarden, elementary
school)
0 15 13 28
nurse 0 20 8 28
babysitter 0 26 2 28
secretary 0 25 3 28
hairdresser 0 14 14 28
fashion stylist 0 14 14 28
maide 0 25 3 28
86%
14%
boxer
1
3
male
both
208
stewardess 0 22 6 28
runway model 0 22 6 28
hotel receptionist 0 6 22 28
shop assistent 0 10 18 28
bank front desk clerk 0 8 20 28
guide (e.g. museum, tourguide) 0 4 24 28
dancer 0 10 18 28
call center clerk 0 8 20 28
Table 63. „Female“ professions in West Europe
209
Figure 271. Structure of profession „midwife“ by gender in West Europe
Figure 272. Structure of profession „teacher“ by gender in West Europe
93%
7%
midwife
2
3
54%
46%
teacher (e.g. kindergarden, elementary school)
2
3
both
female
female
both
210
Figure 273. Structure of profession „nurse“ by gender in West Europe
Figure 274. Structure of profession „babysitter“ by gender in West Europe
71%
29%
nurse
2
3
93%
7%
babysitter
2
3
female
both
female
both
211
Figure 275. Structure of profession „secretary“ by gender in West Europe
Figure 276. Structure of profession „hairdresser“ by gender in West Europe
89%
11%
secretary
2
3
50% 50%
hairdresser
2
3
female
both
female
both
212
Figure 277. Structure of profession „fashion stylist“ by gender in West Europe
Figure 278. Structure of profession „maide“ by gender in West Europe
50% 50%
fashion stylist
2
3
89%
11%
maide
2
3
female
both
female
both
213
Figure 279. Structure of profession „stewardess“ by gender in West Europe
Figure 280. Structure of profession „runway model“ by gender in West Europe
79%
21%
stewardess
2
3
79%
21%
runway model
2
3
female
both
female
both
214
Figure 281. Structure of profession „hotel receptionist“ by gender in West Europe
Figure 282. Structure of profession „shop assistent“ by gender in West Europe
21%
79%
hotel receptionist
2
3
36%
64%
shop assistent
2
3
female
both
female
both
215
Figure 283. Structure of profession „bank front desk clerk“ by gender in West Europe
Figure 284. Structure of profession „guide“ by gender in West Europe
29%
71%
bank front desk clerk
2
3
14%
86%
guide (e.g. museum, tourguide)
2
3
female
both
female
both
216
Figure 285. Structure of profession „dancer“ by gender in West Europe
Figure 286. Structure of profession „call center clerk“ by gender in West Europe
36%
64%
dancer
2
3
29%
71%
call center clerk
2
3
female
both
female
both
217
MALE Σ FEMALE Σ
How hard is it to get a promotion
after getting married?
hard easy no correlation 28
hard easy no correlation 28
0 5 23 12 0 16
Table 64.
Figure 287.
0
5
23
12
0
16
0 5 10 15 20 25
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is it to get a promotion after getting married?
218
MALE Σ FEMALE Σ
How hard is to get a promotion
after having a child?
hard easy no correlation 28
hard easy no correlation 28
0 10 18 23 2 3
Table 65.
Figure 288.
0
10
18
23
2
3
0 5 10 15 20 25
hard
easy
no correlation
hard
easy
no correlation
MA
LE
F
EM
AL
E
How hard is to get a promotion after having a child?
219
MALE Σ FEMALE Σ
Does being a single parent
affect ones working conditions
(e.g. higher payment, more benifits, etc.)?
yes no no correlation
28
yes no no correlation
28 10 8 10 17 7 4
Table 66.
Figure 289.
10
8
10
17
7
4
0 5 10 15 20
yes
no
no correlation
yes
no
no correlation
MA
LE
F
EM
AL
E
Does being a single parent affect ones working conditions (e.g.
higher payment, more benifits, etc.)?
220
yes no no correlation Σ
Is it hard for a female CEO
to do business with male CEOs? 17 9 2 28
Table 67.
Figure 290.
61%
32%
7%
Is it hard for a female CEO to do business with male CEOs?
1
2
3
221
yes
no, but they are
not equal either completely equal Σ
Do you think male employees
have better working conditions
than their female colleagues
on the same job position
(e.g. higher payment, more benifits, etc.)?
19 8 1 28
Table 68.
222
Figure 291.
male female irrelevant Σ
Would you preffer to have
a male or female supervisor? 4 0 24 7
Table 69.
68%
29%
3%
Do you think male employees have better working conditions than their female
colleagues on the same job position (e.g. higher payment, more benifits, etc.)?
yes
no, but they are not equal either
completely equal
14%
86%
Would you preffer to have a male or female supervisor?
female
irrelevant
223
Figure 292.
What do you think about personal
relationship between collegues?
("personal relationship" in this case
is concidered more than friendship)
WEST EUROPE 2,32
ASIA 2,5
SOUTH-EAST EUROPE 2,85
TURKEY 2,87
RUSSIA 3
CENTRAL EUROPE 3,14
SOUTH EUROPE 3,33
NORTH EUROPE 3,6
Table 70.
224
Figure 293.
2,32 2,5 2,85 2,87 3 3,14 3,33
3,6
0 0,5
1 1,5
2 2,5
3 3,5
4
What do you think about personal relationship between collegues? ("personal relationship" in this case is concidered more than friendship)
What do you think about personal relationship between collegues? ("personal relationship" in this case is concidered more than friendship)