Gender Socialization

Abstract

Questions regarding gender roles, behavior, and expectations tend to be situated in the nurture versus nature debate. Scholarship is unsettled as to the ways in which genes, biology, and psychosocial experience interact to shape gender differences. However, most science scholarship focuses on the role of the social environment, with gender conceptualized as a social construct composed of roles, behaviors, and expectations rather than being biologically innate. This entry defines and explains socialization and gender socialization. It then examines the agents of socialization – family, education, peers, and media – as sites of gender socialization.

Development and Validity Testing of the Workplace Parent Index

“…A majority of employers and employees agree that familyfriendly practices benefit companies' attraction and keep companies productive and strong, supporting their beliefs that family-friendly practices are mutually beneficial for employers and employees and can provide a competitive edge in the industry market. 1,8,14 Interestingly, family-friendly practices were positively associated with fulfilling human needs, based on Maslow's hierarchy of needs. 29 Such a result brings forth a plausible idea that the companies and working parents are in a mutually benefiting relationship where working parents who achieve self-actualization can also meet companies' goals.…”

“…2,31 It is important to note that the strongest driver of change in family-friendly practice lies in government support. 1,2 Through national legislation and government support, employers and employees can readily utilize the WPI to identify hidden issues and prioritize what they need from each other, and consequently perform their best at work. 2,3…”

“…Therefore, the workplace should establish family-friendly environments where parents can fulfill their responsibilities and make a vital contribution to their children 7,8 . If these practices are being encouraged, they can also serve as an essential branding link and provide a competitive edge over other companies 1–3 …”

“…Employers and employees believe that family-friendly workplaces create a quality environment for work-life, impact employee health, keep companies strong, improve productivity, and enhance employee loyalty and commitment. [1][2][3][4][5] The Organization for Economic Co-operation and Development (OECD) defined family-friendly workplace practices as ''those practices that facilitate the reconciliation of work and family life, and which firms introduce to complement statutory requirements.'' 5 Family-friendly practices such as paid parental leave, flexible work schedules, provision of onsite childcare, and breastfeeding accommodations provide stability and are therefore sought after by younger and family-oriented employees.…”

“…7,8 If these practices are being encouraged, they can also serve as an essential branding link and provide a competitive edge over other companies. [1][2][3] However, family-friendly policies and health systems have not been able to prevent psychological harm during birth and even childcare, and the resulting psychological trauma is an international concern for childbearing women globally. [9][10][11] The family-friendly policies, such as paid parental leave, breastfeeding and childcare support, and provision of high-quality preschool education, practiced in the 41 countries of the OECD or the European Union, encompass various parental needs.…”