Tomislav Carev, Pamela El Hajj, Ekin Irmak Yildrim, Laura ...ekladata.com/Wmzom6j6DYNSgbmkfKRhH5deka4/Final-IBC... · oversimplified image or idea of a particular type of person or

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 ít 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 ít 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

éntrepreneur´ 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 ńo, 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.


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


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

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leaders-of-new-asia-wlna-summit

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Asia Society,2013c, retrieved 10.03.2014 from



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236_fr.htm

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tombent_1374917.html

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22

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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,

The Rockefeller Foundation

Vandello, Joseph, Hettinger, Vanessa E., Bosson, Jennifer K., Siddiqi, Jasmine, 2013,

When Equal Isn't Really Equal: The Masculine Dilemma of Seeking Work Flexibility,

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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%


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


30%

10% 60%

enterpreneur

1

2

3

50% 50%

boxer

1

3

male

male

both

female

both

34


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


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


How hard is to get a promotion

after having a child?



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


Does being a single parent

affect ones working conditions

(e.g. higher payment, more

benifits, etc.)?

yes no no correlation

10


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




fireman 7 0 0 7



electritian 5 0 2 7

bus driver 1 0 6 7


pilot 4 0 3 7

manager/CEO 2 0 5 7


chef 2 0 5 7


politician 2 0 5 7


gardener 1 2 4 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%


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




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


maide 0 7 0 7

stewardess 0 2 5 7






dancer 0 3 4 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%


3

100%


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


43%

57%

dancer

2

3

100%

call center clerk

3

female

both

both

67





0 1 6 0 1 6

Table 11. Correlation between job promotion and getting married in Central Europe


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


68






0 1 6 5 0 2

Table 12. Correlation between job promotion and having a child in Central Europe


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


69




(e.g. higher payment, more benifits, etc.)?


7


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



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%


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


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%



yes

no, but they are not equal either

completely equal

72

QUESTION GENDER male female irrelevant Σ



Table 16. Male vs. female supervisors in Central Europe

Figure 76. Male vs. female supervisors in Central Europe

43%

57%


male

irrelevant

73

1.3. NORTH EUROPE

Question: For the following "female" jobs mark wether you think it is considered to be



fireman 5 0 0 5



electritian 5 0 0 5

bus driver 2 0 3 5


pilot 2 0 3 5

manager/CEO 2 0 3 5


chef 0 0 5 5


politician 0 0 5 5


gardener 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%


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




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


maide 0 3 2 5

stewardess 0 3 2 5

100%

boxer

1 male

83






dancer 0 2 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%


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%


3

100%


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





1 0 4 1 0 4

Table 19. Correlation between job promotion and getting married in North Europe


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


93

MALE Σ FEMALE Σ





0 4 1 0 4

Table 20. Correlation between job promotion and having a child in North Europe


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


94

MALE Σ FEMALE Σ





5


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



95

yes no no correlation Σ





40%

20%

40%


1

2

3

96

yes no, but they are not equal either completely equal Σ






1 3 1 5

Table 23. Male vs. female working conditions

Figure 101. Male vs. female working conditions

20%

60%

20%



yes


completely equal

97

male female irrelevant Σ



Table 24. Male vs. female supervisor

Figure 102. Male vs. female supervisor

20%

80%


female

irrelevant

98

1.4. RUSSIA

Question:For the following "male" jobs mark wether you think it is considered to be



fireman 5 0 0 5



electritian 5 0 0 5

bus driver 5 0 0 5


pilot 5 0 0 5

manager/CEO 1 1 3 5


chef 2 0 3 5


politician 0 0 5 5


gardener 2 0 3 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%


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




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


maide 0 5 0 5

60%

40%

boxer

1

3

male

both

108

stewardess 0 0 5 5






dancer 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%


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%


3

40%

60%


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





0 1 4 2 0 3

Table 27. Correlation between job promotion and getting married for male and female

employees in Russia


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


118





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


119





5


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


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



120






40%

40%

20%


1

2

3

121

yes

no, but they are







1 3 1 5


Figure 139. Male vs. female working conditions

20%

60%

20%



yes


completely equal

122





Figure 140.Male vs. female supervisor

40%

60%


male

irrelevant

123

1.5. SOUTH EUROPE




fireman 3 0 0 3



electritian 3 0 0 3

bus driver 3 0 0 3


pilot 3 0 0 3

manager/CEO 0 0 3 3


chef 0 0 3 3


politician 0 0 3 3


gardener 3 0 0 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%


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




midwife 0 3 0 3


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


maide 0 3 0 3

100%

boxer

1 male

133

stewardess 0 0 3 3






dancer 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%


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%


3

100%


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





0 0 3 1 0 2

Table 35. Correlation between job promotion and getting married for male and female

employees in South Europe


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


143

MALE Σ FEMALE Σ





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


144

MALE Σ FEMALE Σ





3


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


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



145





Figure 176.Male vs. female CEOs

33%

67%


1

3

146

yes no, but they are not equal either completely equal Σ






1 2 0 3


Figure 177.Male vs. female working conditions

33%

67%

0%



yes


completely equal

147





Figure 178.

33%

67%


female

irrelevant

148

1.6. SOUTH-EAST EUROPE




fireman 69 0 2 71






pilot 58 0 13 71



chef 21 0 50 71




gardener 26 15 30 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%


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




midwife 0 71 0 71


school)

0 55 16 71

nurse 0 51 20 71


secretary 0 59 12 71



maide 0 53 18 71

87%

13%

boxer

1

3

male

both

158

stewardess 0 56 15 71






dancer 0 28 43 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%


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%


2

3

7%

23%

70%


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





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


168

MALE Σ FEMALE Σ





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


169

MALE Σ FEMALE Σ





71


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



170




Table 47.

Figure 214.

27%

29%

44%


1

2

3

171

yes

no, but they are







25 32 14 71

Table 48.

Figure 215.

35%

45%

20%



yes


completely equal

172




Table 49.

Figure 216.

14%

10%

76%


male

female

irrelevant

173

1.7. TURKEY




fireman 31 0 0 31






pilot 26 0 5 31



chef 13 3 15 31




gardener 19 2 10 31

174


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%


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




midwife 0 29 2 31


school)

0 14 16 30

nurse 0 25 6 31


secretary 0 28 3 31



maide 0 25 6 31

74%

7%

19%

boxer

1

2

3

male

female

both

183







dancer 0 8 23 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%


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%


1

2

3

13%

6%

81%


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





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


193

MALE Σ FEMALE Σ





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


194

MALE Σ FEMALE Σ





31


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



195




Table 55.

Figure 252.

22%

23% 55%


1

2

3

196

yes

no, but they are







6 18 7 31

Table 60.

Figure 253.

19%

58%

23%



yes


completely equal

197




Table 61.

Figure 254.

29%

16%

55%


male

female

irrelevant

198

1.8. WEST EUROPE




fireman 26 0 2 28






pilot 21 0 7 28



chef 12 0 16 28




gardener 14 2 12 28

199


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%


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




midwife 0 26 2 28


school)

0 15 13 28

nurse 0 20 8 28


secretary 0 25 3 28



maide 0 25 3 28

86%

14%

boxer

1

3

male

both

208







dancer 0 10 18 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%


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%


2

3

14%

86%


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





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


218

MALE Σ FEMALE Σ





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


219

MALE Σ FEMALE Σ





28


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



220




Table 67.

Figure 290.

61%

32%

7%


1

2

3

221

yes

no, but they are







19 8 1 28

Table 68.

222

Figure 291.




Table 69.

68%

29%

3%



yes


completely equal

14%

86%


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)

Documents

Tomislav Carev, Pamela El Hajj, Ekin Irmak Yildrim, Laura ...ekladata.com/Wmzom6j6DYNSgbmkfKRhH5deka4/Final-IBC... · oversimplified image or idea of a particular type of person or