ࡱ>  #>ibjbjWW ==:+& & iiiii}}}8<},$p]sss$P>5iq"iiss ,_isis  i|sȥ\f}{w0,0<0$0i ߐ*,0& /:Branka Galic, PhD University of Zagreb Faculty of Humanities and Social Sciences Department of Sociology Ivana Lucica 3, 10000 Zagreb Croatia e-mail:  HYPERLINK "mailto:bgalic@ffzg.hr" bgalic@ffzg.hr International Conference Addressing Quality of Work in Europe Sofia, Bulgaria 18-19 October 2012 Some sociological aspects on gender discrimination at work in Croatia Abstract: This paper presents some results of the research on gender discrimination in Croatia conducted in 2009. within an interdisciplinary research project focusing on perceptions, experiences and attitudes about gender discrimination in different aspect of the Croatian society, and specially at the labour market. The overall objective of this paper is to present the main results of that research concerning perceptions, experiences and attitudes of a representative national sample of Croatian citizens, as well as the frequency of some specific forms of oppression in practice. The results showed awareness about gender discrimination, especially among women, and greater tendency of men toward gender discrimination against women in business and professional spheres. Women showed a higher level of gender awareness and a greater sensitivity to some forms of unequal gender treatment and/or discrimination against them in the labor market than men. Attitudes to gender in/equality in the labor market have confirmed only a general declaration of commitment to gender equality a tendency which is also found in other studies on the labour market in Croatia. However, the results showed statistically significant differences in attitudes between men and women, when claims were more specific, women expressed a higher readiness to support more egalitarian gender relations on the labor market than men. Key words: gender discrimination, labour market, men, women Introduction Regardless of the proclaimed equality between women and men in Croatia gender equality is still not realized in practice. Women are socially disadvantaged in treatment in relation to men, which is largely reflected on their labor market positions. In Zagreb 2009. was carried out an interdisciplinary research on perceptions, experiences and attitudes about gender discrimination in family, education, labor market and in politics. This paper presents some of the results of that research on the topic about the labor market in Croatia. The survey was conducted on a sample of 1363 persons (648 men and 715 women), from 15 untill 89 years old. We assumed that respondents will show some differences in perceptions, attitudes and experiences about gender discrimination in the labor market due to their different socio-demographic characteristics (sex / gender, age, education, rural or urban areas and regional differences). Since there is no evidence for the hypothesis that the sex/gender inequality (discrimination) on the labor market - which is reflected in the horizontally and vertically gender segregation in paid jobs and occupations, wage gap, unequal gender promotion, etc. reflects sex/gender differences in education, skills and abilities required for the job, we assumed that women on the labor market are sexually discriminated because of their gender and not because of the lack of skills or abilities for particular job (Crompton & Harriss, 1998a, 1998b; Crompton & Brockmann, 2006; Crompton & Le Feuvre, 1996; Crompton, 2010; Shelton, 1999.; Dunn & Skaggs, 1999.; Wharton, 2005.; Chant, 2003., 2007.; Perrons, Fagan, McDowell & al., 2006; Reskin & Hartmann, 1986; ILO, 2011; Hossfeld, 2009; Inglehart & Norris, 2003; Perry, 2009; Europan Commission, 2005). In addition, decisions about hiring employees are primarily employers' decisions, so employers cannot therefore be deprived of responsibility for the discrimination of people in employment, but just the opposite, we claim they directly participate in that (Leinert Novosel, 2000). The overall objective of this study was to determine perceptions, experiences and attitudes about gender discrimination against women and men in Croatia, frequency, forms and any possible forms of suppression and discrimination. Propensity to gender discrimination at work Table 1 - Responses of all participants (N = 1363) in propensity to gender discrimination - in percentage YESNOTo select partners for a significant and well-paid job, I would rather have selected a man than a woman.38,261,8If I can't solve some important task at work, I will rather ask for help from a men (colleagues) than a women (colleagues).38,261,8 Results from Table 1 show that about 2/3 respondents identify themselves primarily against the preferences for male candidates or employees (61.8%) in employment, although it is noticeable that a significant number of those respondents who would like for associates to important matters at work just to be men. Those people are more than 1/3 or 38.2% of respondents. While the majority of respondents declare, therefore, against a particular gender preference in hiring or dealing with business tasks in the workplace, there is still a relatively significant number of respondents who are still prone to such preferences (38.2%). The results indicate the existence of preferences for gender discrimination against women in business and professional spheres, which can then have specific effects on gender relations group on the labour market. Table 2 - Responses of men and women (Nmen=648, Nwomen=715) in the propensity of discrimination - percentages of responses Sexyesno21. If I would selected partners for a significant and well-paid job, I would rather selected a man (colleague) than a woman (colleague).m46,950,948,374 **F29,269,92. If I can't solve some important task at work, I'd rather sought by the help of men (colleagues) than women (colleagues).m48,349,862,101**f28,070,9** p<0,01 Table 2 shows descriptive analysis of data by sex. It has been shown that men and women when choosing associates for an "important and well-paid work" significantly differ ( = 48,374; p<0,01). The men were more likely than women to choose "a man for user" in "an important and well-paid job, rather than a woman" (46.9%), while women are significantly less prone to that (29.2%). There is more than 2/3 of women that is not prone (69.9%), while only about half of the men in the sample (50.9%) are not prone to it.  EMBED PowerPoint.Slide.12  In terms of the propensity toward "seeking help of peers at work, there is still more marked statistical difference between women and men ( = 62,101; p<0,01). Here we see that 48.3% of men tends to it, while 49.8% of them is not prone to. At the same time women in general also expressed significantly less preferences to it (28.0%), while the vast majority of women (70.9%) did not inclined to prefer the help of male colleagues at work. The results therefore indicate that, especially when well-paying jobs is concerned, men are more prone to gender discrimination than women, although is an interesting fact that almost 30% of women tends to prefer a male co-workers on work. Perception of (in)equality between men and women in the labor market Perception of achievement of equality between women and men in Croatian society we examined by the Likert-type scale of 8 items, where the answers were classified into 5 categories range from those in which the respondents do not agree to those in which they agree, with the option of choosing a neutral response. Table 3 - Perception of the achievement of equality between men and women in Croatian society - the percentages of responses ClaimsStrongly disagreeDisagreeNeither agree nor disagreeI agreeStrongly agreeMSD1. Today, men are easier to employ than women6,48,317,432,635,33,821,1852. Best paid jobs are mostly for men.4,68,918,333,734,43,841,133. For work of equal value women receive lower wages than men. 5,312,421,63129,73,671,1744. Abilities of women to work more often are underestimated more than abilities of men3,68,119,23831,23,851,0615. Women in employment are more likely to be questioned on marital status and number of children than men.2,23,79,330,754,14,310,9416. Women are more often dismissed from their jobs than men6,58,626,127,930,93,681,1827. Women tend to less thrive at work than men6,111,519,733,629,23,681,1838. Women more often experience sexual harassment at work than men. 2,93,212,339,142,54,150,958Data from Table 3 show that most respondents mostly "agree" or "strongly agree" with the claims of unequal treatment of women and men at work and the labor market, usually to the detriment of women. These are claims of easier hiring men than women in the job market, the preferences for men in the best-paid jobs, gender wage gap to the detriment of women, underestimating the ability of women to work more than the ability to underestimate men, often getting a failure when it comes to women, more severe progression women at work, and especially more frequent sexual harassment of women at work than men. Answers are ranging from 58.8% to 84.8% agreement, and the size of the average values are all above the mean. The greatest agreement was seen with the claim number 5, "Women in employment are more likely to be questioned on marital status and number of children than men." in total of 84.8%. A very high percentage of agreement of respondents can be seen with the statement number 8 "Women more often experience sexual harassment at work than men, and it is a total of 81.6% respondents. After that follows a series of allegations of gender discrimination against women at work, which are agreed to over 2/3 of respondents. Those claims underestimate abilities of women at work and a participation of women in the best-paying jobs, and generally confirm easier employment of men than women in Croatia. So with the statement number 4, "Abilities of women to work more often are underestimated more than abilities of men" agree and completely agree 69.2% of respondents. With the statement that "The best-paid jobs are mainly for men" agree and strongly agree most of the 68.1% of the respondent. The claim number 1, that "Today, men are easier to employ than women," is still one of the claims with which "agree" and "strongly agree" more than 2/3 of respondents, ie a total of 67.8%. From these results, therefore, is evident that there is presented an awareness of gender inequalities as well as some forms of discriminations in the labor market in Croatia. Actual facts that are in favour, since there are registered unemployed at the Croatian Employment Service mostly women, is 55% of women and 45% of men, according to Central Bureau of Statistics (Dr~avni zavod za statistiku, 2011). According to the same origin, recent years show that women in business are employed less than men, the wage gap persists, on average, about 12% in the public sector (data are unknown in the private sector, because it is not counting, but are even worse), and that the gender division of labour, sexism and segregation of certain areas of activity in the market is still present in Croatia. Also, some recent studies of these data confirm it, such as, for example, research of Nesti Daniel (2009, 2007), Gali (2011). The research of Gali & Nikodem (2009) showed employment opportunities in Croatian society for unemployed women. Their perspecitve has been shown very unsatisfactory, since the practice of gender discrimination of women during hiring and later employment persists thus hindering many unemployed women the posibility of a truly equal access to employment and without resolving their already threatened existential conditions. The remaining three claims about the perception of gender wage gap, show no differences with regard to gender and a comparison of group of women and men at work: 3, 6, and 7. In this sense, the claim number 7 that "Women tend less to thrive at work than men" agree "and" strongly agree "most of the 62.8% of the respondents. With the statement, number 3, "For work of equal value women receive lower wages than men", "agree" and "fully agree" overall majority of 60.7% of the respondents. It is evident from the data, therefore, that most of respondents do perceive gender equality in the labor market in a way that women are more discriminated than men.  EMBED PowerPoint.Slide.12  Some of these opinions of the respondents confirmed the similar results of studies of discrimination against women in the labor market (Gali i Nikodem, 2009), and research on citizens' attitudes towards joining the European Union ( ulig, Kufrin, Landripet, 2007), what has been shown that unemployed women are aware of certain forms of discrimination in the labor market, deterioration of access to employment, poor career development opportunities, as well as the generally more unfavorable positions of women in society, compared to men. Table 4 Perception of the achievement of equality between men and women in Croatian society - the percentages of responses  SexStrongly disagreeDisagreeNeither agree nor disagreeI agreeStrongly agreeMSDt1. Today, men are easier to employ than womenM7,910,520,632,528,53,631,2205,659 **F5,06,314,632,641,53,991,1262. Best paid jobs are mostly for men.M6,510,520,836,325,93,641,1626,256 **F2,97,416,131,442,24,021,0703. For the work of equal value women receive lower wages than men. M7,515,925,830,520,33,401,1918,331 **F3,39,217,831,538,23,921,1034. Abilities of women to work more often are underestimated than the abilities of men.M4,710,627,535,022,23,591,0878,715 **F2,55,811,740,639,44,08,9825. Women in employment are more likely to be questioned on marital status and number of children than men.M2,35,412,235,045,04,15,9896,002 **F2,12,16,726,762,44,45,8726. Women are more often dismissed from their jobs than men.M8,513,631,525,620,83,361,1979,734 **F4,64,121,230,040,13,971,0927. Women tend less to thrive at work than menM7,216,324,931,320,43,411,1878,136 **F5,27,014,935,637,23,931,1268. Women more often experience sexual harassment at work than men. M2,84,014,044,434,84,04,9493,924 **F3,12,410,834,249,54,25,957**p<0,01 Descriptive analysis of data by sex, has been shown the expected statistically significant differences in perception between men and women. In all the claims in which gender discrimination against women at work and the labor market has been pointed out, women have shown a higher degree of agreement than men. The greatest differences in achievement of gender equality has been proved in claims: No. 6 ("Women are more often dismissed from their jobs than men"), with which "agree" and "strongly agree" 70.1% of women and only 46.4% of men; No. 4 ("The abilities of women are more likely to be underestimate at work"), which agree a total of 80% of women, unlike 57.2% men, and the claim number 3 ("For ther work of equal value women receive less wages than men"), which agree with a significant percentage of 69.7% of women and just over half of men, 50.8%. Similar statistically significant differences found in the claim number 7 ("Women tend less to thrive at work than men"), which bring the total of 72.8% of women and 51.7% of men, as well as other statements that emphasize the preference for better-paying jobs for men, asking questions about family status and children, primarily for women who are employed, and generally easier to hiring men than women in Croatian society, as well as more frequent sexual harassment of women. In all of these claims a statistically significant difference in perception between women and men has been revealed that women more perceived personal gender discrimination in the labor market, than they perceived gender discrimination of men. Differences in age of the respondents in perception achievement of equality between men and women in Croatian society proved to be statistically significant with a risk of less than 1%, particularly among the youngest (15-29 years) and oldest (60-89 years) category of respondents. Older respondents more than younger were pointed the facilitating aspects of employment of men more than women in Croatia, gender wage gap on the detriment of women and to underestimate women's abilities at work. Clearly, therefore, that older respondents have developed an awareness of gender discrimination in the labor market, presumably on the basis of certain experiences that influenced their opinions and conclusions. With the same level of risk (p <0.01) showed a statistically significant difference between the youngest age groups and all others when it comes to the cancellation at work what is more difficult for women and the advancement of women at work in comparison to men, all older age groups more perceived not as examples of gender/equality at work, in contrast to the youngest. These results suggest that differences in the perception of gender inequality at work, probably resulting from the fact that the youngest participants did not gained enough work experience in some of the phenomenon of gender discrimination at work, so they then can not even register it as discriminatory. Unlike them, the older employees, especially those with a long, long time, many of whom are already retired, clearly recognize certain phenomena of unequal gender treatment at work. Certain less significant differences, with the risk of 5%, showed up in questions of the best payed jobs for men, asking questions about the marital status of children and women in employment, and more often experience sexual harassment at work women than men, also younger than the older age groups. Clearly, then, that would be some gender inequalities or even discrimination at work could see, it is needed some work experience and age, because otherwise it cannot be registered clearly in the case of paid work in the labour market. Analysis of the perception of achievement of equality between men and women in Croatian society with regard to the education level of participants has shown only one statistically significant difference between those who have lower qualifications and those with high ones and when it comes to getting more frequent failure of women at work in comparison to men. Participants with lower education more agree with the statement that women are more likely than men to will get fired than participants who have a university degree. As in all other claims differences with respect to education level of participants has not been shown. We can conclude that Croatian citizens were equally perceived gender (in)equalities in the labor market, regardless of their educational status. Analysis by type of settlement (rural-urban) showed no statistically significant differences in the perception of achievement of gender (in)equality of men and women at work, suggesting that participants perceived a similar situation in the labor market, regardless of whether they are rural or urban kind of environment. Experience of inequality and discrimination based on gender Experience with inequality and discrimination in the labor market on the basis of gender, we examined with the scale of 8 items that were concretized certain discriminatory experiences that are frequently encountered in the labor market. These are the following experiences of discrimination based on sex: "I have not received the job", "I got fired","I received less pay than colleagues for the same job, "Ttraining for me on the job was denied", "I was disabled in progress to a higher position", "I have experienced abusive comments at work, "I have experienced sexual harassment at work, "I have experienced violent behavior (physical assault and/or rape) at work". Respondents had to answer whether it happened to them never, once, several times or often. Table 5 Experience of unequal treatment (discrimination) based on gender (N=1363) percentages of answers neverYes, onceYes, several timesYes, oftenNot applicable on meMSDI did not get the job62,64,83,32,326,90,920,809I`ve got fired65,34,51,3127,90,820,662I received less pay than colleagues who do the same job58,54,855,126,61,040,988At work I was denied training61,14,442,927,50,940,861Prevented my advancement to a higher position59,84,943,228,10,940,879I have experienced abusive comments at work59,74,46,42,427,10,970,888I have experienced sexual harassment at work66,31,92,11,128,60,810,670I have experienced violent behavior (physical assault and/or rape) at work68,21,20,70,829,10,760,589 The analysis of data by sex showed us the difference in actual experience of discrimination on the labor market. It was shown that there are no statistically significant differences between the two gender groups, except when it comes to getting different salaries for equal work. Thus, in this case, showed that 19.4% of women in the sample received less pay than male colleagues doing the same job, which was happened "a several times" or "often", whereas such a difference in wages was stressed by 10% of men. That is a significant difference in the risk level of less than 1%. Thus, when it comes to salary, women are more deprived than men for equal work.  SHAPE \* MERGEFORMAT  Statistically significant difference at 5% of risk has been shown in cases of refusal of employment for women - a total of 14.2% of women had at least one or more times this experience in relation to total 6.3% of men, and also in the case of violent behavior at work (physical assault and/or rape). In other examples of experiences of discrimination at work, differences between men and women was found not statistically significant. Thus, the experience of gender discrimination at work, on average, women have still more (11.8%) than men (7.2%). The differences in the experience of discrimination on the job based on the age of participants has been proved to be statistically significant with a risk of less than 1%, especially when it comes to middle age groups (30-44 years and 45-59 years), specially when cite specific experiences of discrimination at work - it's about the experience of smaller pay for equal work, derogatory comments, denial of education, refusal of promotion, refusal to obtain employment, but also sexual harassment and violent behavior. Since this is mainly active working population of middle age, which has work experience, and experiences of discrimination at work, it is logical to expect that they will show up the experience in recognition the discrimination at work because they are most able to identify it. It is assumed also that the older generation had less experience of that kind of discriminatory behaviours in the labor market, because they did the majority of their working life in socialism which did not allow to carry out certain categories of discrimination, such as, for example, gender wage gap, denial of training and other forms of discrimination. One can therefore say that the new system of capitalism in Croatia deteriorated the working conditions and practices of equality at work. Attitudes towards gender equality in the labor market Table 6 - Averages by gender and scattering for the scale of attitudes about gender equality MaleFemalet-testMSDMSD1. Men should not be excluded from the traditionally "female" professions only on the basis of their sex (kindergarten teacher, etc.)3,791,2274,061,197-4,193**4, Men should have priority to apply for managerial positions. 3,531,3244,021,224-7,075**5. Society should have equally appreciate the results of the women and men.4,35,9094,61,792-5,517**14. It is acceptable that men are better paid than women, even when performing the same type of job.3,701,2704,081,278-5,527**16. Women should have opportunities for employment and advancement in all professions as men .4,15,9204,52,783-7,742**19. Women should be selected for managerial positions equally with men.3,941,0014,33,976-7,104*** p<0,05; **p<0,01 When we look at differences by gender in terms of attitudes towards gender equality in the labour market, we see that in all the statements there were no statistically significant differences in the commitment of men and women for these positions. Women also generally expressed a higher average level of agreement than men with all the statements that emphasize the need for more egalitarian gender relations in the labor market, the inclusion of men in traditionally female professions, equal respect for the results of both gender groups, equal employment opportunities of business and business promotions for women and men, equal opportunities and choices for women in management positions. The overall average score for the position of women suggests a greater tendency of women towards more egalitarian values than men.  EMBED PowerPoint.Slide.12  Age differences in attitudes about gender equality in the labor market showed that the biggest differences are between respondents aged 30-44 years and the oldest ones (60-89 years), as well as was shown that younger respondents are more egalitarian in their attitudes than older ones. Difference by education level showed a statistically significant difference (F = 13.039, p <0.01) between the lowest and highest educated respondents. To egalitarian gender attitudes are, according to these results, more likely prone respondents with high educational attainment. And this time again, the variable of education proved to be the essential factor in expectations of emancipatory social processes of gender equality. Analysis by type of settlement showed less significant difference (t = 2.254, p <0.05) between city and country when it comes to attitudes about gender equality, where it is evident that the inhabitants of some cities are more prone to gender egalitarian attitudes than the residents of the village. Conclusion From these results we can conclude that there is a tendency towards gender discrimination against women in business and professional spheres of the labor market. Men are more prone to discriminate their women's colleagues, especially when that comes to better-paid jobs and the expectations of collegial cooperation of the male gender groups. Although the majority of the respondent expressed their own awareness of the unequal treatment of women and men at work and the labour market, usually to the detriment of women - especially when it comes to the perception of ease of employment of men than women in the labor market, the preference for males on the best-paid jobs, wage gap to the detriment of women, greater ability to underestimate women at work, often obtaining dismissal of a woman, worse advancement of women at work and more frequent sexual harassment of women at work - have also shown the expected significant differences between men and women. Women showed a higher level of awareness and greater sensitivity to these forms of unequal gender treatment and/or discrimination against women in the labor market than have shown men. In addition to women, and older participants too, unlike the young, have developed an awareness of gender discrimination in the labor market, presumably on the basis of certain experiences that were influenced on their opinions and conclusions. In terms of experiences of gender discrimination at work, it is evident that although the majority of 2/3 of respondents did not report such experiences, inequality or discriminatory treatment to some extent still present in the labor market. This is especially evident among women and men when it comes to salaries for the same job, where they are generally more deprived women and more frequent cases of refusal of employment where women are concerned. In addition to women, more experience of discriminatory treatment at work showed the group of respondents in a mean age, unlike the youngest and oldest, as well as the more educated respondents are opposed to the lower educated. There arises the question of the ability of recognition and registration of certain experiences of discrimination, which is characteristically different for different participants and, depending on the age, education and overall work experience. Since the older generation of employees and retirees with specific forms of inequality and discrimination mentioned in the study encounter less, and most or all of their life spent under socialism, we conclude that the former socialist system produced fewer gender inequalities and discrimination in the labor market than the existing, new system of capitalism. The results also indicate possible influences of professional aspects of competition in the business, which also come into play, especially for more highly skilled categories of employees employed in the new system, as a rule more often in larger urban areas, which can then be more likely to face with specific experiences of gender discrimination at work. In this sense, the most experienced unequal treatment in the labor market reported in the region Zagreb. Regarding the role of discriminator at work, men as supervisors at work are often labeled as major discriminators. Apart from them, and male colleagues at work appeared to be statistically significant discriminators, especially towards women and colleagues at work. In this sense, men are less discriminated gender group than women. Attitudes about gender in/equality in the labor market have confirmed to us a general declaratory commitment to gender equality, which also showed similar attitudes from other research on sexism and the labor market (Leinert-Novosel, 2000; Gali & Nikodm, 2009, Nesti, 2007). However, when claims were specified, there is a statistically significant difference in attitudes between women and men, while women were more willing to support a more egalitarian gender relations in the labor market than men, as well as are urban residents, unlike residents of the village. Younger respondents, and those with higher levels of education also proved to be more prone to more egalitarian gender relations in the labor market than older and lower skilled categories of participants. The results showed that the research confirmed our assumptions, particularly the general hypothesis of gender discrimination and treatment of women compared to men and that women in the labor market are discriminated because of their gender, not because of lack of skills or abilities to particular job. Women also showed more sensitivity in their own perception of their position in the labor market, presenting more often experiences of gender discrimination against them and expressing egalitarnijih attitudes about gender roles and relations in the labor market, as opposed to men, in Croatia. References: Chant, S. (2007). Gender, Generation and Poverty: Exploring the 'Feminisation of poverty' in Africa, Asia and Latin America. Edward Elgar Publishing Inc. Crompton, R. & Le Feuvre, N. (1996). Payed employment and the changing system of gender relations: a cross-national comparison. Sociology, 30(3):427-445. Crompton, R. & Harris, F. (1998a). Explaining women's employment patterns: Orientations to work. British Journal of Sociology, 49 (I):118-136. 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Encyclopedia of Gender and Society~PPQQ\R^RTSVSHTIT/U0UUhW:XXX?Y@YYYZZ $Ta$gd $x*$a$gd'$ dd[$\$a$gd$a$gd WDWHWLWdWfWhWXX:XOXgXuXxX{XXXXX!Y@YiYjYYYZPZn[[[Ƚu`L&hh5CJOJQJ\^JaJ)hh56CJOJQJ\^JaJ hhCJOJQJ^JaJ#hh5CJOJQJ^JaJhOJQJ^Jh'h'6OJQJ^Jh'h'OJQJ^Jh5OJQJ^Jhh5OJQJ^JhhOJQJ]^JhhOJQJ^Jhh6OJQJ^JZ[[t\u\u]v]h hhhnioiiiiiiiiiiiiiii$a$gdU$a$gdr$a$gd[V\\\\?]]]]]h!h/hHhahbh|hhhiiiiiiiiiiiiiiiiiii佪zvzvzvzvnjnanjh/ mHnHuhUjhUUh= jh= Uhch0JOJQJ\2hhB*OJQJ^JfHphq $hh6B*OJQJ^Jph5hh6B*OJQJ^JfHphq UhOJQJ^JhhOJQJ^Jhh6OJQJ^J%, Volume 1. Los Angelos: SAGE. Reskin, F. B. & Hartmann, I. H. (1986). Women's Work, Men's Work:Sex Segregation on the Job. Washington D. C.: National Academy Press. Shelton, A. B. (1999). Gender and Unpaid Work, u: Saltzman Chafetz, J. (Ur.) Handbook of the Sociology of Gender. New York, Boston, Dordrecht, London, Moscow: Kluwer Academic / Plenum Publishers. Wharton, A. S. (2005). The Sociology of Gender. Blackwell.      PAGE \* MERGEFORMAT 1 iiiihch0JOJQJ\h= h-ii$a$gdr,1h. 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