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p 64 - "when men choose to enter less-prestigious female professions they quickly find rolled out for them a red carpet leading to a better-paying position within the field. The sociologist Christine Williams coined the term "glass escalator" to encapsulate her discovery that men in (what are currently) traditionally female occupations ... "face invisible pressures to move up... they must work to stay in place."

continued - "When they criticize, they are disparaged. Even when they merely offer an opinion, people look displeased. The perceptive reader will notice a certain pattern emerging. The same behavior that enhances HIS status simply makes HER less popular. It's not hard to see that this makes the goal of getting ahead in the workplace distinctly more challenging for a woman." (Again, caps used for italics in original)

p 62-63 - "Experimental studies find that, unlike men, when [women] try to negotiate greater compensation they are disliked. When they try out intimidation tactics they are disliked. When they succeed in a male occupation they are disliked. When they fail to perform the altruistic acts that are optional for men, they are disliked. When they DO go beyond the call of duty, they are not, as men are, liked more for it."

p 62 - "University of California - Irvine math professor Alice Silverberg has "seen a variety of excuses used to justify not choosing a woman, which [she's] never seen used against a man.""

continued - "Ironically, the people who were most convinced of their own objectivity discriminated the most. Although self-reported endorsement of sexist attitudes didn't predict hiring bias, self-reported objectivity in decision making did." (NOTE - M/M IS EXCELLENT EXAMPLE OF PRIVILEGE.)

continued - "No such helpful shifting of criteria took place for Michelle. As a consequence, regardless of whether he was street-wise or educated, the demands ... were shaped to ensure that Michael had more of what it took to be a successful police chief. As the authors put it, participants may have "felt that they had chosen the right man for the job, when in fact they had chosen the right job criteria for the man."

continued - "The undergraduate participants judged the job applicant on various streetwise and education criteria, and then rated the importance of each criterion for success as a police chief. Participants who rated Michael inflated the importance of being an educated, media-savvy family man when these were the qualities Michael possessed, but devalued these qualities when he happened to lack them." (continued)

p 60 - "students evaluated on of two applicants (Michael or Michelle) for the position of police chief. One applicant was streetwise, a tough risk-taker, popular with other officers, but poorly educated. By contrast, the educated applicant was well schooled, media savvy, and family oriented, but lacked street experience and was less popular with the other officers." (continued)

p 59 - "Perhaps unsurprisingly, the working mother was thus also regarded as less valuable, less likely to be promoted, and less worthy of training. Suspiciously, this penalizing of working mothers was justified by some as being "because she telecommutes," even though telecommuting was of no concern whatsoever when performed by childless women and men, or fathers."

continued - "and assume that these are important qualities she lacks. Thus, the alternative to being competent but cold is to be regarded as "nice but incompetent.""

continued - "In experimental studies, women who behave in an agentic fashion experience backlash: they are rated as less socially skilled, and thus less hirable for jobs that require people skills as well as competence than are men who behave in an identical fashion. And yet if women don't show confidence, ambition, and competitiveness then evaluators may use gender stereotypes to fill in the gaps" (continued)

p 58 - "When women display the necessary confidence in their skills and comfort with power, they run the risk of being regarded as "competent but cold": the bitch, the ice queen, the iron maiden, the ball buster, the battle axe, the dragon lady... the sheer number of synonyms is telling. Put bluntly, we don't like the look of self-promotion and power on a woman." (continued)

p 57 - "While parenthood served as no disadvantage at all to men, there was evidence of a substantial "motherhood penalty." Mothers received only half as many callbacks as their identically qualified childless counterparts. Ongoing research is investigating whether these days it is especially mothers who are discriminated against."

p 57 - "The lack-of-fit bias may act particularly strongly against mothers... sociologist Sherry Correll and colleagues found that, compared with paper nonmothers, identical paper mother applicants were rated about 10% less competent, 15% less committed to the workplace, and worthy of $11k less salary. Moreover, only 47% of mothers, compared with 84% of nonmothers were recommended for hire."

p 55, continued - "Yet strangely, the male Dr. Miller was perceived (by both male and female reviewers) to have better research, teaching, and service experience than the luckless female Dr. Miller. Overall, about three-quarters of the psychologists thought that Dr. Brian was hirable, while only just under half had the same confidence in Dr. Karen."

p 55 - "there are experimental studies showing that men's qualifications, talents, and achievements shine brighter and provide a better fit with the demands of a nonfeminine job - even when identical to those of a woman. For example, in one recent study more than 100 university psychologists were asked to rate the CVs of Dr. Karen Miller or Dr. Brian Miller. The CVs were identical, apart from the name."

p 52 - "As the arguments that women lack the necessary intrinsic talent to succeed in male-dominated occupations become less and less convincing, the argument that women are just less interested has grown and flourished. Yet as we've seen in this chapter, interest is not impervious to outside influence"

p 51 - "female engineers whom men assumed were administrative assistants; senior women assumed to be the most junior person in the room; double takes in the meeting room at the sight of a woman."

p 51 - "a quarter of women in corporate engineering and technology jobs thought that their colleagues believed their sex to be intrinsically inferior in scientific aptitude. "My opinions and reasoning are always questioned, 'Are you sure about that?'" complained one focus group participant, "whereas what the man say is taken as gospel.""

p 49 - "For example, gender differences in self-assessment of math ability fully explained the gender gap in calculus enrollments."

p 49 - "Correll concludes that "boys do not pursue mathematical activities at a higher rate than girls do because they are better at mathematics. They do so, at least partially, because they THINK they are better."" [Note - emphasis in original; changed to caps here because italics are not available.]

p 45 - "computer programming was a job done principally by women and was regarded as an activity to which feminine talents were particularly well suited. "Programming requires lots of patience, persistence, and a capacity for detail and those are traits that many girls have" wrote one author of a career guide to computer programming in 1967."

p 39 continued - "Intriguingly, they found that across countries... the more strongly males are implicitly associated with science and females with liberal arts, the greater boys' advantage in science and math in the eighth grade... the researchers suggest that implicit gender stereotypes and the gender gap in science and math achievement may be "mutually reinforcing"

p 39 - "Social psychologist Brian Nosek and his colleagues recently collected more than 500,000 scores from around the world on the gender-science Implicit Association Test (which measures how much easier it is to pair masculine words with science words and feminine words with liberal arts words, relative to the opposite...)."

p 34, continued - "And when researchers make the test-taking situation less threatening to women - that is, attempt to create for them the kind of situation in which men usually take math tests - they don't see these negative effects on working memory and performance."

p 34 - "important to bear in mind that these jittery, self-defeating mechanisms are not characteristic of the FEMALE mind - they're characteristic of the mind UNDER THREAT. Similar effects have been seen in other social groups put under stereotype threat (including white men)." (Note - using caps because italics isn't available. Emphasis in original.)

continued - "Although in the first half of the test both groups scored on average around 70 percent, by the latter half of the exercise the control group's performance had slightly improved (to 81 percent) whereas the threat group's performance had plummeted to 56 percent."

continued - "Before each of the problems in the test, the women were given a blank page on which they were asked to write down anything that popped into their heads. Women in the stereotype threat condition listed more than twice as many negative thoughts about the math test... it increasingly interfered with performance. "

p 32 - "For example, Mara Cadinu and her colleagues at the University of Padova gave women a math test similar to the [GRE]. Beforehand, some women were told that "recent research has shown that there are clear differences in the scores obtained by men and women in logical-mathematical tasks," while other participants were told that there were no such differences."

p 32 - "Somewhat inconveniently, when faced with the prospect of a math test that will probe one's mathematical strengths and weaknesses, the female mind brings out its gender identity. The stereotype that females are poor at math is now officially self-relevant, and this seems to be important."