work

A Daily Mail story reports that women lawyers are being told by “image consultants’ that to appear “professional” they should enhance their femininity by wearing skirts and stilettos, but avoid drawing attention to their breasts.  Thoughts about the word “professional” after the screenshot (thanks to Jason S. for the link):

A spokesman for the company doling out this advice says that it’s about being “professional.”  This is a great term to take apart.  What do we really mean when we say “professional”?

How much of it has to do with proper gender display or even, in masculinized workplaces, simply masculine display?

How much of it has to do with whiteness?  Are afros and corn rows unprofessional?   Is speaking Spanish?  Why or why not?

How much of it has to do with appearing attractive, heterosexual, monogamous, and, you know, not one of those “unAmerican” religions?

For that matter, how much of it has to do with pretending like your work is your life, you are devoted to the employer, and your co-workers are like family (anyone play Secret Santa at work this year)?

What do we really mean when we say “professional”?  How does this word get used to coerce people into upholding normative expectations that center certain kinds of people and marginalize others?

In STRATOS, “the premier in-flight magazine for corporate and private jets,” I found this two page article (text below):

Selected text:

High Dollar Highballs

STRATOS travels the globe in search of $1,000 cocktails in another installment of the world’s most exclusive cocktails.

…

Burj Al Arab, the dreamy, sail-like hotel on the water in Dubai, surely serves one of the most impressive… runs about $7,500. But when you factor in the cost of the ingredients, it almost seems reasonable. Start with a healthy pour of The Macallan 55 Year Old Single Malt Scotch… bottles… sell for $15,000 or more… The drink is stirred with a hand-carved piece of wood salvaged from a Macallan oak cask and presented in a Baccarat tumbler of 18-carat gold…

Hotel de Crillon, one of the loveliest hotels in Paris, has a beautiful lounge where barman Philippe Olivier offers perhaps the ultimate Sidecar for $1,600… this version opts for the creme de la creme of Cognac: Louis XIII Black Pearl, a special edition of Remy Martin’s long-aged signature bottle selling for about $30,000…

Master Mixologist Tony Abou-Ganim created Between the Sheets ($10,000) for Eyecandy Sound Lounge and Bar, the lounge at Mandalay Bay in Las Vegas. A slug of 200-year-old British Imperial Navy Rum gives this drink its kick, while a pour of Hardy’s Perfection, a rare and expensive long-aged Cognac, provides the subtle flavors… This drink is, naturally, made for two. The bartender assembles it in a sterling silver shaker and strains it into a pair of Baccarat crystal glasses… The lucky couple, once the last drop has been drained, takes home a cherry wood box, complete with engraved name plate, holding the shaker, the glasses and a crystal decanter.

An argument:  Because of the way we are segregated by class in the U.S., people rarely mix socially (pun intended) with others very far outside of their own social class.  For me, paging through magazines aimed at the super rich (see other posts from them here, here, and here), is kind of like flipping through Maxim.  There’s a whole world out there that is not aimed at me and of which I am largely unaware.  The segregation that nurtures this ignorance is part of what sustains our complacency.  Most of the time I can be completely naive to the entitlement to extremes of luxury that is marketed to the very rich, like I can remain blissfully unaware of what they are saying about women and men in Maxim magazine.  Political sociologists suggest that it is not deprivation that incites revolution, but relative deprivation.  That is, not having much doesn’t cause people to resist the system, it is the realization that others have so much more.  As long as we remain unaware, the system is likely to continue unchallenged. 

Maybe it doesn’t even make sense to say that we are segregated by class.  Class does separate people, but it also brings them together.  Working and middle class people are brought directly into interaction with people of other classes when they clean houses, are hired gardeners, and work as receptionists, administrative assistants, nurses, and nannies.  And it has often been this way throughout history (think slaves, indentured servants, etc).  So to say that we are segregated might be a stretch.

I also don’t know how I feel about this argument in light of the rash of reality shows that have emerged over the past 5-10 years that depict real, honest-to-goodness rich people basking in luxuries that most of the viewers could never afford.  Not that (I think as I write this) reality shos are all that different from the non-reality shows that have been on TV for a very long time that depict extreme wealth (e.g., Dynasty).  Do we not, on some level, recognize that those people, at least those in the reality shows, are real?  Or do we identify with them over and against people of our own class?  (I described how this might work in a previous post on McDonald’s coffee.)  Would actual physical integration (insofar as it doesn’t exist) have a different impact on us than the integration that occurs on between us and our television screens?  Or does our current social climate challenge the tenet of relative deprivation?

Asked another way, given that I am a sociologist AND watch TV, why do I still find the stupid article about expensive cocktails so surprising?

If there are any method-heads out there who want to tell me this isn’t as bad as it looks, I’m ready to listen.

Actually, I just thought of one.  The line looks like it drops to the bottom, but the scale starts at 61 and ends at 65.  Even still… method-heads?

(Found here, via Alas!)

Have you ever wondered why many stores now no longer require a signature when you make a purchase of $25 or less with a credit card?  Today, I found out why.

It has to do with the pressure to increase employee efficiency.  So how do you make employees more efficient?  According to this article from the Wall Street Journal, you change practices.  Consider:

Then, you start clocking employees.  For example:

Daniel A. Gunther has good reason to keep his checkout line moving at the Meijer Inc. store north of Detroit. A clock starts ticking the instant he scans a customer’s first item, and it doesn’t shut off until his register spits out a receipt.

To assess his efficiency, the store’s computer takes into account everything from the kinds of merchandise he’s bagging to how his customers are paying. Each week, he gets scored. If he falls below 95% of the baseline score too many times, the 185-store megastore chain, based in Walker, Mich., is likely to bounce him to a lower-paying job, or fire him.

According to the article, the cost is, in large part, paid by the employee in the form of comfort on the job, the ability to make human contact with regular customers, and having to be mean to old ladies to get them to hurry up. 

Jay Livingston has a nice analysis.

The 1966 and 1976 editions of this old board game illustrate both historical ideas about gender and the way they can change in just ten years.

The 1966 version for girls (found here):

Options for girls include going to charm school to become a model, nursing school to become a nurse, drama school to become an actress, college to become a teacher, ballet school to become a ballet dancer, or airline training school to become an airline hostess.

The 1966 version for boys (found here):

Options for boys include going to law school to become a statesman, graduate school to become a scientist, medical school to become a doctor, college to become an athlete (!?), technical school to become an engineer, or flight school to become an astronaut.

They revised the girl’s game (I’m not sure about the boy’s game) in 1976 (found here).  Girls could now choose between going to medical school to become a surgeon, the riding academy to be a jockey, flight training school to be an astronaut, college to be a commentator, drama school to be a director, and law school to be a lawyer.

I wonder if the revised boy’s version included going to college to become an elementary school teacher, to medical school to be a pediatrician, or to a dance academy to become a dancer.  I predict not.

In this video, Campbell Brown analyzesGov. Ed Rendell’s comments, overheard due to standing too close to an open mic, that Janet Napolitano is perfect for secretary of Homeland Security because she has no family (you can also see the video here if the CNN site doesn’t play correctly).

In fact, the wage gap between men and women is made up, almost entirely, by the comparison between men (fathers or not) and mothers. Women without children make significantly more money than mothers. Conversely, fathers make slightly more than men without children.

Women without children do pretty well at work in the U.S. Of course, about 90% of adult women are mothers.

Lisa Wade, PhD is an Associate Professor at Tulane University. She is the author of American Hookup, a book about college sexual culture; a textbook about gender; and a forthcoming introductory text: Terrible Magnificent Sociology. You can follow her on Twitter and Instagram.

Blanca and Stephanie brought this video, called “The Race Flag,” to my attention. In it, a referee penalizes African Americans who use “the race card” too eagerly (go here if the video doesn’t show up right):

It’s an interesting clip that plays on the idea of African Americans as over-sensitive, bitter whiners who see racial insult (or at least claim to) where none was intended. It might be useful for sparking a discussion about what we mean by “playing the race card.” For instance, what’s the difference between playing the race card…and pointing out actual incidents of discrimination? Obviously the difference, based on this video, is that playing the race card means the person is over-reacting and making ridiculous accusations. But “over-reacting” is a subjective term, and the idea of playing the race card assumes that there wasn’t any actual discrimination or prejudice. But most of the time we don’t have video cameras that can clearly catch everyone’s intentions and actions on tape for review. Concerns about playing the race card tend to ignore the very real fact that minorities often do face discrimination and prejudice (as well as backhanded compliments like “You’re so articulate!”) in the workplace. While I’m sure there are African American workers who make unwarranted accusations of racism (just as there are examples of almost any behavior you can think of), I’m also quite certain that there are employers and coworkers who engage in discriminatory actions but then deny any racist intent and accuse anyone who complains of playing the race card.

I’d also point out that Whites use the race card, too: I cannot tell you how many of my White students have told me that they did not get a job, into a particular college, etc., because they are White. Sometimes they say a manager/friend/etc. told them the company “had” to hire a minority “to meet quota.” Other times they’ve simply inferred, from the fact that they can see no other possible explanation for not getting said job/college acceptance letter/etc., that it must have been because they are White.

You might pair this with the chapter “‘Racing for Innocence’: Whiteness, Corporate Culture, and the Backlash against Affirmative Action,” by Jennifer L. Pierce, from White Out: The Continuing Significance of Racism (2003).

Apparently the same people who made that video made this one, which laughs at the idea of the Republican Party trying to woo African Americans (found here):

I’ll leave the commentary on that one to our readers, if they feel so inclined.

Thanks, Blanca and Stephanie!

Muriel M.M. brought my attention to the catalog for Galls, a company that makes equipment and uniforms for public safety officers (military, police, firefighting, etc.). Muriel, an EMT, says,

The thing about their products is they don’t change much. Over the ten years I’ve received the catalog I can pretty much tell you what’s going to be in it: guns, batons, handcuffs, clothing such as boots, coats, uniforms, etc. Medical equipment and fire equipment are sold such as sirens, lights, latex gloves, breathing equipment. The list goes on and on.

But the newest version of the catalog Muriel received has something new: handcuffs now come in colors, not just silver. The options are blue, brown, gray, orange, yellow, and pink (light and bright!):

There are a couple of interesting things here. For one, it’s an attempt to provide a little (very limited) individualization to people who have to wear standard uniforms. Of course, it’s a superficial type of customization, similar to getting a cell phone of a particular color, but it provides at least some sense that the product reflects the personality or tastes of the user…something companies figured out long ago could boost sales (how many colors do cell phones come in these days?). Given that, I wonder how many police departments would allow officers to use brightly-colored handcuffs. Officers are allowed to buy customized items, but they can’t just go buy a different color of uniform; it may be that little personalized “touches” like this are allowed, though.

It’s also interesting to think about what the reaction might be to an officer who showed up at work with pink handcuffs. I wonder how many female officers would want to bring attention to their gender by using a product marked by the stereotypical feminine color. It also made me think of this post about cops in Thailand being punished by being forced to wear pink Hello Kitty armbands. I’m assuming a person would buy pink handcuffs to express their taste, but after looking at the old post, it made me wonder if anyone would ever put pink cuffs on male suspects just to try to annoy them. I bet one of my relatives who is a police officer would totally do that, except that it would require him to carry pink cuffs around all the time, which he would never, under any circumstances, do. He flipped out because his son liked a pink ball once.

NEW! Ben O. sent us a link to a similar product, Petals Workwear for Women.  The company makes pink products for female construction workers.

Hard hat:

Tool belt:

Protective ear wear:

Protective eye wear:

NEW (Aug. ’10)! Garland Walton sent along these pink boxing accessories: gloves, tape, and a mouth guard.  All in pink!

See also our post with a cartoon riffing on how people seem to think that pinkification is the answer to gender inequality.