GENDER ROLES AND THE GENDER PAY GAP

CAN I DO ANYTHING TO HELP? NO, I CAN STAND UP FOR MY SELF.I’M GOOD AT

BOXING.IT’S OKAY FOR GIRLS TO BOX...NO ONE LAUGHED AT X,SHE WON THE GOLD
MEDAL IN THE LONDON OLYMPICS FOR BOXING...THERE’S NOTHING WRONG WITH GIRLS
BOXING.I’M NOT GOING TO LET PUT ME DOWN – THAT'S THE RIGHT ATTITUDE! IT’S WHAT
YOU DO THAT MATTERS, NOT WHAT PEOPLE SAY.

YOU’RE OUT OF BREATH.MAKE SURE YOU ALWAYS STAY IN CONTROL ...HE GOT SO ANGRY
THAT HE MISSED HIS SWING, FELL OVER, BANGED HIS HEAD ON THE FLOOR... KNOCKED
FOUR TEETH OUT, AND NEVER BOXED AGAIN. ...
IT’S BETTER TO HIT A PUNCH BAD THAT A PERSON...IF YOU HIT ANYONE LIKE THAT YOU’LL
GET INTO A LOT OF TROUBLE AND IT’LL BE YOU WHO LOSES. -WHO CARES?!...

I JUST WANT TO BE ABLE TO LEAD MY LEFE WITHOUT PEOPLE JUDGING ME.IT’S OK FOR
GUYS TO BOX SO WHY SHOULDN’T IT BE OK FOR ME?

YOU KNOW, I GET LAUGHED AT BECAUSE I’M TRAINING TO BE A MALE NURSE.THERE ARE
SOME GUYS IN THE NEIGHBOURHOOD WHO THINK THAT NURSING IS FOR GIRLS.SO I
RECKON IT’S IMPORTANT THAT I DEFEND MYSELF... IS HAVING SOME FRIENDS ROUND ON
SATURDAY AND THEN WE’RE GOING TO A CLUB.DO YOU WANT TO COME ALONG?...

WHAT ARE YOU? A BOXERESS? ONLY MEN BOX, REAL GIRLS DON’T BOX....SHE LOOKS
MORE LIKE A BOY THAN A GIRL... YOU’RE GONNA BE IN SO MUCH TROUBLE FOR THAT...

THEY WERE CALLING ME NAMES, MISS... THEY CALLED ME A BOXERESS.THEY ALL WANT
TO BE MODELS OR ACTORS OR AIR HOSTESSES. - YOU MEAN FLIGHT ATTENDANTS-

I TRY TO IGNORE THEM, BUT WHAT’S THE POINT? THEY DON’T STOP ANYWAY, THEY JUST GO ON
AND ON...

BUT YOU MUST REALISE- IT'S HOW YOU REACT THAT’S IMPORTANT.THERE ARE LOTS OF THINGS IN
LIFE THAT MAKE US ANGRY BUT WE HAVE TO LEARN TO CONTROL OURSELVES. SB WHO CAN’T
CONTROL THEMSELVES IS ALWAYS GOING TO GET INTO TROUBLE... I HOPE IT WILL TEACH YOU
SOME SELF-DISCIPLINE: THE BOXER WHO LOSES CONTROL OF THEIR EMOTIONS IS THE BOXER THAT
LOSES THE FIGHT... IT’S NOT NICE X SAID TO YOU ,IT’S UNKIND AND SEXIST,BUT YOU MUST TRY NOT
TO WORRY ABOUT WHAT OTHER PEOPLE SAY ABOUT YOU. WHEN SB TRIES TO PROVOKE YOU,JUST
IGNORE THEM, WALK AWAY AND UNDER NO CIRCUMSTANCES ARE YOU TO GET INTO TROBLE
AGAINS THIS TERM.

..NASTY STUFF... YOU CAN’T LET HER RULE YOUR LIFE. WHAT DOES IT MATTER WHAT X SAYS? ...

WHAT ARE THE MAIN DIFFERENCES BETWEEN WOMEN’S AND MEN’S ROLE IN TODAY’S SOCIETY?

- BOTH ARE VERY IMPORTANT, BUT I STRONGLY BELIEVE A MAN CAN’T SURVIVE WITHOUT A

WOMAN. I KNOW IT SOUNDS QUITE BIASED BUT IT’S THE TRUTH.

- I THINK THAT PEOPLE PERCEIVE THINGS DIFFERENTLY ,PEOPLE ARE SOMETIMES OLD

FASHIONED STILL, AND THEY BELIEVE WOMEN SHOULD LOOK AFTER THE CHILDREN OR MEN
SHOULD GO TO WORK BUT ACTUALLY I THINK IT’S QUITE NICE BECAUSE THAT SEEMS TO BE
CHANGING AT THE MOMENT AND YOU FIND A LOT MORE STAY-AT-HOME DADS, WHICH IS QUITE
NICE.

- I THINK THERE’S LESS DIFFERENCE NOW BETWEEN MEN AND WOMEN’S ROLE IN SOCIETY.

A LOT LESS THAN WHAT THERE WAS IN PREVIOUS YEARS AND THERE’S A LOT OF MORE
BUSINESSWOMEN AND ENTREPRENEURS NOW, THAN THERE WAS BEFORE.SO NOT TOO MUCH, BUT
STILL WOMEN DO TEND TO BE THE PEOPLE THAT STAY AT HOME AND RAISE A FAMILY AND LOOK
AFTER CHILDREN.

- I STILL THINK THERE ARE DIFFERENCES IN ROLES IN SOCIETY WITH MEN AND WOMEN.

THERE ARE A LOT OF WOMEN THAT COME BACK INTO WORKPLACE AFTER TAKING A BREAK AND
REALLY WANT TO HAVE THAT RESPONSABILITY AND GET THEIR BRAINS GOING AGAIN. AT HIGH
LEVEL, CFO, CEO LEVEL...I STILL FEEL WE NEED TO PUSH THOSE BOUNDARIES FURTHER.

- THERE SHOULDN’T BE A DIFFERENCE, BUT I DO BELIEVE THAT WOMEN ARE STILL IN A

SECOND PLACE AND DOING MORE ADMINISTRATION, RATHER THAN BEING IN A POSITION OF
POWER AND AUTHORITY.

- I THINK THAT WOMEN ARE STILL TREATED UNEQUAL, EVEN THOUGH THROUGH ALL THE

LAWS THAT HAVE BEEN PASSED, PEOPLE STILL SEE WOMEN AS AN ITEM THAT THEY CAN STILL USE
AND THEY’RE JUST NOT AS EQUAL AS MEN. I THINK THAT’S ATROCIOUS.
Using neutral language can be incredibly important for fostering inclusivity and
respect in communication. Neutral language aims to avoid assumptions or
implications about gender, race, ethnicity, sexuality, ability, or any other
characteristic that could marginalize or exclude individuals.
In many contexts, particularly in formal or professional settings, using neutral
language demonstrates sensitivity and awareness of diverse identities and
experiences. It helps create a more welcoming environment where everyone feels
valued and respected.
Additionally, neutral language can enhance clarity and precision in communication
by focusing on the content of the message rather than irrelevant details about
individuals' identities. It promotes fairness and equality, which are fundamental
principles in building a more inclusive society.
Overall, embracing and promoting the use of neutral language contributes to creating
a more inclusive and respectful environment in various social, professional, and
cultural contexts.

The practice of men opening doors or giving their seat to women is rooted in
traditional gender norms and chivalry. While some people may view these actions as
polite gestures or acts of respect, others may see them as reinforcing outdated
gender roles and stereotypes.
From a modern perspective, these actions can be perceived in different ways
depending on the context and the intentions behind them. Some individuals may
appreciate these gestures as signs of courtesy, while others may feel
uncomfortable or even offended by them, seeing them as patronizing or implying a
sense of superiority based on gender.
Ultimately, it's essential to recognize that gender should not dictate behavior or
expectations in social interactions. Instead, treating everyone with kindness,
respect, and consideration, regardless of gender, is the most inclusive and
respectful approach. It's important to be mindful of individual preferences and
boundaries and to avoid assuming that someone's gender determines how they
should be treated in everyday situations.
Gender roles in both business and the home have been evolving over time, but
they still persist in many cultures and societies around the world. Traditionally,
gender roles have assigned specific tasks, responsibilities, and behaviors to
individuals based on their perceived gender. For example, men have often been
expected to be the primary breadwinners and decision-makers in business and to
take on roles associated with leadership and authority. Meanwhile, women have
often been relegated to domestic roles within the home, such as caregiving,
housekeeping, and child-rearing.
In business settings, gender roles have historically resulted in disparities in
employment opportunities, wages, and representation in leadership positions.
Women have often faced barriers to advancement and have been
underrepresented in male-dominated industries and leadership roles. Additionally,
stereotypes about gender have influenced perceptions of competence, leadership
ability, and career aspirations, leading to biases and discrimination in the
workplace.
In the home, traditional gender roles have perpetuated inequalities in domestic labor
and caregiving responsibilities. Women have typically shouldered a disproportionate
burden of household chores and childcare, even when they are also engaged in paid
employment outside the home. This unequal distribution of labor can contribute to
women's economic dependence, limited career opportunities, and challenges
in achieving work-life balance.
However, there has been a growing recognition of the need to challenge and change
traditional gender roles in both business and the home. Efforts to promote gender
equality and diversity in the workplace have included initiatives to address pay gaps,
increase women's representation in leadership positions, and challenge stereotypes
and biases. Similarly, there has been a shift towards more equitable sharing of
household responsibilities and caregiving duties, with many couples striving for
more balanced and collaborative relationships.
Overall, while traditional gender roles continue to influence attitudes and behaviors in
both business and the home, there is a growing movement towards greater gender
equality, diversity, and inclusivity. By challenging stereotypes, promoting equal
opportunities, and fostering more equitable relationships, we can work towards
creating more inclusive and supportive environments for all individuals,
regardless of gender.
Elucidate verb /iˈluː.sɪ.deɪt/ to explain sth or make sth clear: clarify (EXPLAIN)
I don't understand. You'll have to elucidate. / The reasons for the change in weather
conditions have been elucidated by several scientists.
Atone verb /əˈtoʊn/ to do sth that shows you are sorry for sth bad that you did or for
something that you failed to do: The director of the company has expressed a wish to atone
for her past sins.
Nurture verb /ˈnɜː.tʃər/ to take care of, feed, and protect someone or something, especially
young children or plants, and help him, her, or it to develop:
She wants to stay at home and nurture her children.
Submit verb /səbˈmɪt/ -tt- to give or offer something for a decision to be made by others:
You must submit your application before 1 January.
The developers submitted building plans to the council for approval.
shut (something) down phrasal verb with shut verb [ I or T ] /ʃʌt/ present participle shutting |
past tense and past participle shut
If a business or a large piece of equipment shuts down or someone shuts it down, it stops
operating: The company plans to shut down four factories and cut 10,000 jobs.
if a computer or other machine shuts down or someone shuts it down, it stops operating
Alleviate verb [ T ] formal /əˈliː.vi.eɪt/ to make something bad such as pain or problems less
severe: The drugs did nothing to alleviate her pain/suffering.
Oppress verb /əˈpres/ [ T often passive ]to govern people in an unfair and cruel way and
prevent them from having opportunities and freedom:
For years now, the people have been oppressed by a ruthless dictator.
come across phrasal verb with come verb /kʌm/ came | come
to behave in a way that makes people believe that you have a particular characteristic:

She comes across really well (= creates a positive image) on television.

come across as He comes across as a bit of a bore in an interview.
Mobilize verb (UK usually mobilise) /ˈməʊ.bɪ.laɪz/ [ T ]
to organize or prepare something, such as a group of people, for a purpose:
Representatives for all the main candidates are trying to mobilize voter support.
BRITAIN HAS MADE GREAT PROGRESS TOWARDS GENDER EQUALITY, BUT STEREOTYPES ABOUT
WHAT IT MEANS TO BE A MAN OR A WOMAN STILL EXIST- PARTICULARLY IN THE WORKPLACE.
SIMEON AND CAROLINE BOTH HAVE JOBS THAT ARE USUALLY ASSOCIATED WITH THE OPPOSITE SEX.
THEY TELL US ABOUT THE CHALLENGES THAT THEY HAVE TO OVERCOME IN THESE ROLES.

SIMEON IS A MALE MAKE-UP ARTIST.WE TALK TO HIM ABOUT HIS ROLE IN WHAT IS SEEN AS A
TRADITIONALLY FEMININE JOB: I WAS REALLY INTERESTED IN PHOTOGRAPHY, AND I WAS
RETOUCHING PHOTOS AT THE TIME AND I WOULD LOOK AT THESE PICTURES AND THINK, I WOULD
LIKE TO DO BOTH, BOTH ENDS OF THE PHOTO, THE BEFORE AND THE AFTER. SO WHEN I MOVED TO
LONDON FROM SYDNEY, I DECIDED TO STUDY MAKE-UP ARTISTRY. CURRENTLY IN THE UK THERE’S
34% MEN IN THE INDUSTRY AND 66% WOMEN. THANKFULLY IN THE INDUSTRY, MEN HAVE IT MUCH
EASIER THAN WOMEN, JUST BECAUSE THERE AREN’T THAT MANY. WHEN I TELL WOMEN I’M A
MAKE-UP ARTIST, THEY INSTANTLY FEEEL I’M JUDGING THEIR MAKE-UP, PROBABLY FROM THE WAY
I STARE AT THEM,AND THE TRUTH IS I PROBABLY AM. AND WHEN I TALK TO MEN, I THINK THEY
,KIND OF, GET A BIT SHOCKED SOMETIMES BUT I THINK ,THIS DAY AND AGE, PEOPLE ARE PRETTY
ACCEPTING ,OF WHATEVER YOU DO. - SIMEON DOESN’T LET OTHER PEOPLE’S ATTITUDES STOP HIM
FROM DOING THE JOB HE LOVES. - AND THAT IS YOU READY FOR THE SHOOT- .

GENDER STEREOTYOING IS OFTEN UNCONSCIOUS OR GOES UNNOTICED. BUT FIGURES FROM THE
OFFICE FOR NATIONAL STATISTICS SHOW HOE GENDER INEQUELITY EXIST IN THE UK. WOMEN
WORKING FULL TIME GET PAID AROUND 10% LESS THAN THEIR MALE COLLEAGUES. AND THERE ARE
NOTICEABLY FEWER WOMEN IN LEADERSHIP ROLES ACROSS DIFFERENT INDUSTRIES. SUCH THE
INEQUALITY THAT WOMEN MAKE UP JUST 22% OF MPS AND 20% OF UNIVERSITY PROFESSORS.
ACCORDING TO THE FINANCIAL TIMES AND TO THE STOCK EXCHANGE ,JUST 6% OF THE TOP 100
EXECUTIVE POSITIONS ARE WOMEN. - I HAVE NO DOUBT THAT BRITISH BUSINESS WILL DRIVE
FORWARD WITH THIS CULTURE CHANGE...- IS THAT JUST FOR MOT OR AN MOT AND SERVICE? -

CAROLINE IS ONE WOMAN WHO DIDN’T LET STEREOTYPES STOP HER FROM PURSUING HER DREAM.
SHE TELLS US ABOUT SOME OF THE CHALLENGES SHE FACE WHEN SHE STARTED TRAINING AS A
MECHANIC- I DIDN’T DO AN APPRENTICESHIP BECAUSE GIRLS BACK THEN, VERY OFTEN STILL NOW,
DON’T DO THAT KIND OF THIN, IT’S NOT A GIRL CAREER, IS IT? SO I WENT IN THE HARD WAY ,I WAS
AN UNPAID APPRENTICE FOR A VERY LONG TIME AT A LOCAL GARAGE. I DID ONE DAY A WEEK,
BUILT MY WAY UP ,EVENTUALLY DECIDED THAT SETTING UP A GARAGE AIMED AT WOMEN WOULD
BE A GOOD IDEA. THE ATTITUDE OF MEN TOWARDS WOMEN,WHETHER THEY’RE GOING INTO A
GARAGE AS A CUSTOMER ,OR PARTICULARLY STILL BEING A MECHANIC, IS AWFUL. WOMEN
SHOULDN’T NEED TO GO INTO A GARAGE AND FEEL THAT IT’S A SCARY EXPERIENCE, THAT’S
WRONG.-

SO FRUSTATED IS CAROLINE ABOUT THE LACK OF FEMALE MECHANICS, THAT SHE DECIDED TO DO
SOMETHING ABOUT IT – I’VE JUST WRITTEN A BOOK FOR WOMEN- I WAS LUCKY ENOUGH TO BE
APPROACHED BY HAYNES MANUALS. FOR THEM TO APPROACH ME TO WRITE A BOOK ABOUT CARS
FOR WOMEN, WAS JUST AWESOME.MY BOOK INTENDED TO GIVE WOMEN KNOWLEDGE,
EVERYTHING FROM UNDOING YOUR BONNET,CHECKING FLUID LEVELS, TO TYRE PRESSURES TO
HOW YOUR ENGINE, YOUR STEERING, YOUR SUSPENSION WORKS. - THE EFFORTS OF PEOPLE LIKE
CAROLINE, AS WELL AS NEW LAWS AMD LEGISLATION, ARE SLOWLY LEADING TO IMPROVEMENTS.
HOWEVER THESE MEASURES WILL NOT BE EFFECTIVE IF GENDER STEREOTYPES CONTINUE TO
DISTORT THE WAY WE SEE EACH OTHER IN THE WORKPLACE.

ON THE NEWS: CLOSING THE GENDER PAY GAP THE SCARY THING IS THERE’S PROGRESS BEING
MADE BUT YOU’LL REACH EQUALITY IN...AND I LOOK FORWARD TO THIS DAY, UH 2070, WHICH I
MAY OR MAY... I MEAN I’M HOPEFUL BUT ... - WE’RE ALL OPTIMISTIC, YES, I’D LIKE TO SEE THAT
DAY, TOO. .. IT DOESN’T SEEM THAT PROGRESS IS MOVING QUICKLY ENOUGH. - YEAH, IT HAS TO
COME A LOT FASTER. THANKS SO MUCH FOR HAVING ME HERE. WHAT WE KNOW IS THAT WHEN
WE LOOK AT THE GAP TODAY, THERE ARE 2 OR 3 THINGS THAT WE CAN DO DIFFERENTLY TO
ACELERATE TO A NUMBER OTHER THAN 2070. THE FIRST IS WE NEED TO SEE MORE WOMEN IN
LEADESHIP ROLES. A LOT OF TIMES WHEN YOU LOOK AT THE PAY GAP, WHAT WE’RE LOOKING AT IS
THE AVERAGE OF WHAT MEN MAKE AND WOMEN MAKE AND THEN THOSE NUMBERS ARE
COMPARED AND SO THE MORE WOMEN THAT YOU HAVE IN SENIOR LEADERSHIP, YOU’RE GOING
TO SEE THAT GO DOWN. THE SECOND THING THAT I WOULD SAY IS THAT THERE ARE SOME NEW
PRACTICES: IN CALIFORNIA IT’S LAW NOW THAT YOU CAN’T ASK SOMEONE HOW MUCH THEY
CURRENTLY MAKE IN THEIR ROLE. THAT’S IMPORTANT BECAUSE YOU DON’T PERPETUATE THA GAP
THAT EXISTS IN THE MARKET. YOU JUST PAY SOMEONE FAIRLY AND THE MORE THAT WE CAN SEE
THAT ACROSS THE BOARD IN INDUSTRY IS GREAT. AND THEN I THINK COMPANIES JUST HAVE TO
WORK REALLY HARD AT COMPARING THE PAY OF THEIR EMPLOYEES. JUST TO GIVE YOU AN
EXAMPLE, AT CISCO ABOUT 3 YEARS AGO, WE INVESTED 2 MILLION DOLLARS TO CREATE A
FRAMEWORK WHERE WE COULD ASSESS PAY ON A REGULAR BASIS. WE DO IT ANNUALLY, AND
WHAT WE FIND AND WE JUST RAN IT AGAIN ABOUT 2 MONTHS AGO, WAS THAT WE HAD TO
CORRECT THE PAY OF ABOUT NINE HUNDRED EMPLEYEES BUT THE MOST IMPORTANT THING TO
SHARE WITH YOU IS THAT’S BOTH MEN AND WOMEN AND WHEN A MARKET MOVES SO
QUICKLY,COMPANIES HAVE TO STAY ON TOP OF THAT AND LOOK AT WHERE THEIR PEOPLE ARE.
WHAT HAPPENED? WHY DID SOME PEOPLE FALL BEHIND? WHAT WERE THE COMMON
REASONS?THE MOST COMMON REASON IS BECAUSE THE MARKET CONTINUES TO MOVE AND YOU
HAVE NEW PEOPLE COMING IN AT A HIGHER PAY AND THEN YOU START TO SEE A GAP WITH YOUR
EXISTING EMPLOYEES. - SO YOU GET PENALISED IF YOU STAY LOYAL AND REMAIN IN THE
COMPANY.- BUT THIS HAS ALWAYS BEEN THE CASE. IF YOU STAY AT A COMANY FOR A LONG TIME,
YOU’RE ALWAYS GOING TO BE PENALISED, RELATIVE TO THE NEW PLAYER. ISN’T THAT HISTORICALLY
WHAT’S HAPPENED?- AND THAT’S WHY COMPANIES HAVE TO STAY ON TOP OF LOOKING AT THE
DIFFERENCES AND SO WE ACTUALLY LOOK AT IT COUNTRY BY COUNTRY, ROLE BY ROLE AND MY
SENSE IS, REGARDLESS OF HOW WE ARE IN THE HIRING PROCESS, WE’RE ALWAYS GOING TO HAVE
TO DO SOME CLEAN-UP BECAUSE IT’S MOVING THAT QUICKLY .- HERE’S A TECH QUESTION: I WAS IN
SILICON VALLEY LAST WEEK AND I KEPT HEARING THESE STORIES ABOUT THESE ENGINEERS,
CERTAIN INGENIEERS, WHO ARE NOW GETTING THESE 20 MILLION DOLLARS CONTRACTS, I MEAN
CRAZY CONTRACTS, UNBELIEVABLE, I MET ONE OF THEM, UNBELIEVABLE CONTRACTS. SOMETIMES
THEY’RE TWO OR THREE YEAR-LONG CONTRACTS BUT THEY’RE FOR HUGE AMOUNTS OF MONEY
AND THESE ARE CLEARLY THE SUPERSTARS OF THE BUSINESS, BUT MY QUESTION IS WHEN IT COMES
TO THESE SORT OF SUPERSTAR LEVEL PEOPLE, ARE YOU TRYING.. I ASSUME THAT’S ... I DON’T
WANNA SAY PURE MARKET, BUT HOW DO YOU BALANCE THAT AGAINST EVERYTHING ELSE AND I’M
TALKING ABOUT GENDER, DIVERSITY, ALL OF THESE OTHER ISSUES? - YEAH, SO WHAT I WOULD SAY
TO YOU IS THOSE ARE ABSOLUTE CORNER CASES AND YOU’RE NEVER GONNA HAVE PARITY ‘CAUSE
BUSINESSES WON’T SURVIVE IF THEY TRY TO PAY EVERYONE AT THAT LEVEL, ALTHOUGH IT SEEMS
RATHER LOVELY. SI WHAT I WOULD SAY IS WHAT YOU ARE GOING TO SEE IS THAT COMPANIES LIKE
CISCO, WE LOOK AT TEAMS AND WE REALLY WANNA HAVE TEAMS THAT WORK TOGETHER IN THE
MOST EFFECTIVE WAY. SO WE’RE ALWAYS GONNA LOOK AT HOW WE COMPARE THE MARKET
THAT’S ABSOLUTELY CRITICAL. WE’RE ALSO GONNA LOOK AT WHAT’S MOST MEANINGFUL TO OUR
EMPLOYEES AND IT VARIES COMPANY BY COMPANY AND I THINK THAT’S CRITICAL AS WELL. -
WHAT DO YOU THINK ABOUT COMPLETE DISCLOSURE AND TRANSPARENCY? THERE ARE SOME
SMALLER COMPANIES- I DON’T KNOW IF THERE ARE ANY BIG COMPANIES OUT THERE DOING IT
FULLY YET- WHERE EVERYBODY JUST KNOWS WHAT EVERYBODY ELSE IS MAKING. - IT’S REALLY
INTERESTING BECAUSE I THINK ABOUT THAT A LOT .I THINK FOR OUR EMPLOYEES, THEY WANT
MORE PRIVACY. THEY DON’T WANT EVERYONE KNOWING WHAT THEY MAKE. I WILL TELL YOU STH
THAT WE DO, HOWEVER WHEN WE FING... SO THAT FOR THE 900 EMPLOYEES THAT WE HAD TO
ADJUST THEIR PAY, WE’RE OVERT ABOUT IT.SO WE SHARE WITH THEM , HEY, YOU HAVE FALLEN
BEHIND ,SO WE’RE GOING TO ADJUST YOUR PAY.-RIGHT- AND WE FEEL LIKE IT’S THAT TYPE OF
TRANSPARENCY THAT BUILDS TRUST WITHIN A COMPANY AS WELL, AND SO WE ABSOLUTELY
SUPPORT THAT.
DO YOU THINK IT MIGHT BE...THE THONGS THAT YOU DO DEFINE YOUR GENDER OR IS IT HOW YOU
APPEAR? ARE THERE CERTAIN PROFESSIONS THAT HAVE MORE...?- WELL, WE’RE ALL JUST PEOPLE,
AREN’T WE?- WELL, THAT’S IT. DOES THAT DEFINE WHO WE ARE?- DEPENDS WHERE YOU ARE, I
GUESS. - IT MIGHT, OR WHAT YOU’RE DOING... I MEAN ,IT DEFINES....I THINK IT DEFINES CERTAIN
OPPARTUNITIES THAT YOU HAVE. I THINK THAT IN THE WORLD THAT WE LIVE IN... YOU KNOW
WHAT I MEAN? IN OTHER WORDS, LIKE, I DON’T FEEL THAT MY GENDER DEFINES WHO I AM AT ALL.
I AM THE PERSON THAT I AM. BUT AT THE SAME TIME, I’M VERY AWARE THAT YOU GENDER DOES
DEFINE A LOT OF THE OPPORTUNITIES THAT YOU HAVE OR THE KINDS OF DISCRIMINATION THAT
YOU MIGHT RUN INTO.I MEAN... LET ALONE PEOPLE WHO ARE TRANS PERSONS OR GAY ...EVEN
TALKING ABOUT JUST HETEROSEXUAL CISNORMATIVE.EVEN THERE YOUR GENDER CAN DEFINE A
LOT OF THE OPPORTUNITIES...

IT’S NOT ABOUT WHAT GENDER YOU ARE BORN...IT’S THE GENDER THAT YOU IDENTIFY AS...

.....