{"id":336,"date":"2022-04-04T16:00:03","date_gmt":"2022-04-04T16:00:03","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/attitudes-and-gender-communication\/"},"modified":"2022-04-04T16:00:03","modified_gmt":"2022-04-04T16:00:03","slug":"attitudes-and-gender-communication","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/attitudes-and-gender-communication\/","title":{"raw":"Attitudes and Gender Communication","rendered":"Attitudes and Gender Communication"},"content":{"raw":"\n<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n \t<li>Compare and contrast how gender might impact communications styles<\/li>\n<\/ul>\n<\/div>\n<img class=\"wp-image-3376 size-medium alignright\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/25194320\/38520322262_4610477f34_o-300x200.jpg\" alt=\"Two men and two women standing in a circle talking to each other.\" width=\"300\" height=\"200\">\n\nStarting in childhood, girls and boys are generally socialized to belong to distinct cultures based on their gender and thus speak in ways particular to their own gender\u2019s rules and norms (Fivush; Hohnson; Tannen). This pattern of gendered socialization continues throughout our lives. As a result, men and women often interpret the same conversation differently. Culturally diverse ways of speaking based on gender can cause miscommunication between members of each culture or speech community. These cultural differences are seen in the simple purpose of communication.\n\nAlthough gender roles are changing and gender itself is becoming a more fluid concept, traditional roles still influence our communication behaviors.&nbsp;For those socialized to traditional female gender norms, an important use of communication is to create and foster relational connections with other people (Johnson; Stamou). In contrast, the goal of men\u2019s communication is primarily to establish identity. This is accomplished by demonstrating independence and control and entertaining or performing for others.\n\nDeborah Tannen, professor of linguistics and the author of multiple books on gender and language, provides the following examples of differences in men's and women\u2019s communication:\n<ul>\n \t<li style=\"font-weight: 400;\">\u201cMen engage in report talk, women in rapport talk.\u201d\n<ul>\n \t<li style=\"font-weight: 400;\">Report talk is used to demonstrate one\u2019s knowledge and expertise.<\/li>\n \t<li style=\"font-weight: 400;\">Rapport talk is used to share and cultivate relationships.<\/li>\n<\/ul>\n<\/li>\n \t<li style=\"font-weight: 400;\">Women request; men direct.\n<ul>\n \t<li style=\"font-weight: 400;\">For example, in communicating a request, a female manager might say: \u201cCould you do this by 5 PM?\u201d A male manager would typically phrase it: \u201cThis needs to be done by 5 PM.\u201d<\/li>\n<\/ul>\n<\/li>\n \t<li style=\"font-weight: 400;\">Women are information focused; men are image focused.\n<ul>\n \t<li style=\"font-weight: 400;\">For example, women are willing to ask questions to clarify understanding. Men tend to avoid asking clarifying questions in order to preserve their reputation.<\/li>\n<\/ul>\n<\/li>\n \t<li style=\"font-weight: 400;\">Empathy is not apology.\n<ul>\n \t<li style=\"font-weight: 400;\">Women often use the phrase \u201cI'm sorry\u201d to express concern or empathy. Men tend to interpret this phrase as an acceptance of responsibility for the situation, which it is not.<\/li>\n<\/ul>\n<\/li>\n \t<li style=\"font-weight: 400;\">Women are judged by their appearance; men are judged by what they say and do.[footnote]Bucher, Richard D.&nbsp;<i>Diversity Consciousness Opening Our Minds to People, Cultures, and Opportunities<\/i>. Pearson, 2015, p 130.[\/footnote]<\/li>\n<\/ul>\nAs in all things, it's important to remember that while these differences exist between groups, all individuals will fall somewhere along a spectrum of these tendencies. Additionally, you may run into men who demonstrate more \"feminine\" tendencies in their speech or vice versa.\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/8698\n\n<\/div>\n<h2>Gender in the World<\/h2>\nTraditional gender roles also influence how women are heard, as Tannen alluded to above. The <em>Oxford Handbook of Leadership and Organization<\/em> notes that the historical marginalization of women is still in practice today, with media coverage of women leaders often focusing on fashion sensibility rather than on the strength of their leadership. There is a \u201cCatch-22\u201d for women: \u201cto be \u2018too feminine\u2019 is to risk being perceived as weak and emotional or as manipulative and devious when exercising leadership; to be \u2018insufficiently feminine\u2019 generally results in being labeled as masculine, abrasive or pushy.\u201d [footnote]David D. Day, ed.,&nbsp;<em>The Oxford Handbook of Leadership and Organization.<\/em>&nbsp;Oxford: Oxford University Press, 2014. <a href=\"https:\/\/books.google.com\/books?id=_iqTAwAAQBAJ&amp;pg=PA735&amp;lpg=PA735&amp;dq=gender+bias+language+nancy+pelosi&amp;source=bl&amp;ots=SzNkjbkn7-&amp;sig=kQoD7GfBYJDX_fujtCZXqkV8t2c&amp;hl=en&amp;sa=X&amp;ved=0ahUKEwiGh7qcj8faAhULbK0KHXg7D9kQ6AEIRzAF#v=onepage&amp;q=gender%20bias%20language%20nancy%20pelosi&amp;f=false\" target=\"_blank\" rel=\"noopener\">https:\/\/books.google.com\/books?id=_iqTAwAAQBAJ&amp;pg=PA735&amp;lpg=PA735&amp;dq=gender+bias+language+nancy+pelosi&amp;source=bl&amp;ots=SzNkjbkn7-&amp;sig=kQoD7GfBYJDX_fujtCZXqkV8t2c&amp;hl=en&amp;sa=X&amp;ved=0ahUKEwiGh7qcj8faAhULbK0KHXg7D9kQ6AEIRzAF#v=onepage&amp;q=gender%20bias%20language%20nancy%20pelosi&amp;f=false<\/a>[\/footnote]\n\nThus, gender not only impacts the language we use but the language used to describe us.\n\nAlthough changing demographics and social trends have begun to erode the base of white male privilege, there are still strong cultural norms that resist this change in the status quo. Additionally, the composition of executive leadership still remains predominantly white male, and organizational culture and communications are largely designed to support that dominance. We see the legacy of that dysfunction in a variety of modes, from pussy hats (originating from the Pussyhat Project) to the #metoo movement.\n<div class=\"textbox examples\">\n<h3>James Damore<\/h3>\nWe see this struggle playing out at Google, where efforts to include more women in technical roles are meeting with some resistance. The conflict surfaced when James Damore, a white male engineer, posted a ten page critique of Google\u2019s diversity efforts titled \"<a href=\"https:\/\/www.documentcloud.org\/documents\/3914586-Googles-Ideological-Echo-Chamber.html\" target=\"_blank\" rel=\"noopener\">Google\u2019s Ideological Echo Chamber\"<\/a> on an internal discussion board. One of the most inflammatory points made was that \u201cbiological differences between men and women might explain why we don\u2019t see equal representation of women in tech and leadership.\u201d In his memo, Damore states his belief that women are better attuned to aesthetics and people rather than ideas and that this, as well as their \u201chigher agreeableness\u201d (versus aggressiveness) and \u201cneuroticism,\u201d rather than sexism accounts for gender gaps. The \u201cmanifesto,\u201d as some call it, resulted in Damore being fired for violating Google's code of conduct by \"advancing harmful gender stereotypes in our workplace.\"\n\nGoogle CEO Sundar Pichai responded to the memo. <a href=\"https:\/\/www.blog.google\/outreach-initiatives\/diversity\/note-employees-ceo-sundar-pichai\/\" target=\"_blank\" rel=\"noopener\">Read Pichai's&nbsp;note to employees here.<\/a>&nbsp;His memo includes this excerpt: \u201cTo suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK. It is contrary to our basic values and our Code of Conduct, which expects \u2018each Googler to do their utmost to create a workplace culture that is free of harassment, intimidation, bias and unlawful discrimination.\u2019\u201d\n\nIn a development that reflects the nation\u2019s sociopolitical polarization, it appears Damore\u2019s firing, rather than ending the issue, has turned him into what a <em>USA Today<\/em> writer terms a \u201chero of a resurgent conservative movement.\u201d Damore has since <a href=\"https:\/\/www.cnet.com\/news\/james-damore-sues-google-for-discriminating-against-white-men\/\" target=\"_blank\" rel=\"noopener\">filed a lawsuit against Google<\/a>, claiming the search giant discriminates against white, conservative men. In a development worth watching, Damore and David Gudeman, another former Google engineer, are being represented by Harmeet Dhillon, the Republican National Committee\u2019s committeewoman for California. Her law firm is seeking class action status for the plaintiffs.\n\n<\/div>\n<div class=\"textbox examples\">\n<h3>Gendered Language at Princeton<\/h3>\nOn the opposite end of the spectrum, Princeton University is an example of an organization that has a clear commitment to inclusivity in both policy and practice. However, it has also met with resistance in moving toward an inclusive campus. In a rather controversial 2015 memo announcing its new communication policy, Princeton drew the distinction between gendered and gender inclusive language, explaining that \u201cgender binary is the traditional view on human gender, which does not take into consideration individuals who identify as otherwise, including and not limited to transgender, genderqueer, gender nonconforming and or intersex.\u201d In contrast, \u201cgender-inclusive language is writing and speaking about people in a manner that does not use gender-based words.\u201d[footnote]Curran, Philip Sean. \"Princeton: University's Gender-Neutral Language Guidelines Come to Light.\" Centraljersey.com. August 18, 2016. Accessed August 5, 2019. <a href=\"http:\/\/www.centraljersey.com\/news\/princeton-university-s-gender-neutral-language-guidelines-come-to-light\/article_b7567958-657d-11e6-b018-438c69ef92ac.html\" target=\"_blank\" rel=\"noopener\">http:\/\/www.centraljersey.com\/news\/princeton-university-s-gender-neutral-language-guidelines-come-to-light\/article_b7567958-657d-11e6-b018-438c69ef92ac.html<\/a>[\/footnote]\n\nSome media interpreted the guidelines as an attempt to suppress free speech. Princeton\u2019s clarification: \u201cNo words or phrases have been banned at the University, which places a high value (on) free expression.\u201d[footnote]Ibid.[\/footnote]\n\nConservative factions also interpreted this statement as an attack. For example, CampusReform.org, a conservative blog, presented the college\u2019s new gender policy as another example of liberal bias and \u201cabuse against conservatives on America\u2019s colleges and universities.\u201d In a post titled \u201cPrinceton students can choose any\u2014or every\u2014gender identity\u201d the author, Matthew Penza, closed with a call for donations to support Campus Reform\u2019s \u201cinvestigative journalism,\u201d stating that \u201cCollege campuses are no longer bastions of higher learning. Professors indoctrinate students with their agendas. They even silence conservative students with their attempts to suppress free speech.\u201d[footnote]Penza, Matthew. \"Princeton Students Can Choose Any \u2013 or Every \u2013 Gender Identity.\" Campus Reform. July 31, 2017. Accessed August 5, 2019. <a href=\"https:\/\/www.campusreform.org\/?ID=9513\" target=\"_blank\" rel=\"noopener\">https:\/\/www.campusreform.org\/?ID=9513<\/a>[\/footnote] For perspective, Campus Reform is a project of <a href=\"https:\/\/www.leadershipinstitute.org\/\" target=\"_blank\" rel=\"noopener\">Leadership Institute<\/a>, an organization whose mission is to teach conservative Americans how to influence policy through direct participation, activism, and leadership.[footnote]\"About the Leadership Institute.\" Leadership Institute. Accessed August 5, 2019. <a href=\"https:\/\/www.leadershipinstitute.org\/aboutus\/\" target=\"_blank\" rel=\"noopener\">https:\/\/www.leadershipinstitute.org\/aboutus\/<\/a>[\/footnote]\n\n<\/div>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/8699\n\n<\/div>\n<h2>Contribute!<\/h2>\n<div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div>\n<a style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\" href=\"https:\/\/docs.google.com\/document\/d\/1wRA5C4GiK1bKBGFd-dIkxfJOiisJYKEGyQdIZNb4dK0\" target=\"_blank\" rel=\"noopener\">Improve this page<\/a><a style=\"margin-left: 16px;\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\" target=\"_blank\" rel=\"noopener\">Learn More<\/a>\n","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Compare and contrast how gender might impact communications styles<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-3376 size-medium alignright\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/2785\/2018\/04\/25194320\/38520322262_4610477f34_o-300x200.jpg\" alt=\"Two men and two women standing in a circle talking to each other.\" width=\"300\" height=\"200\" \/><\/p>\n<p>Starting in childhood, girls and boys are generally socialized to belong to distinct cultures based on their gender and thus speak in ways particular to their own gender\u2019s rules and norms (Fivush; Hohnson; Tannen). This pattern of gendered socialization continues throughout our lives. As a result, men and women often interpret the same conversation differently. Culturally diverse ways of speaking based on gender can cause miscommunication between members of each culture or speech community. These cultural differences are seen in the simple purpose of communication.<\/p>\n<p>Although gender roles are changing and gender itself is becoming a more fluid concept, traditional roles still influence our communication behaviors.&nbsp;For those socialized to traditional female gender norms, an important use of communication is to create and foster relational connections with other people (Johnson; Stamou). In contrast, the goal of men\u2019s communication is primarily to establish identity. This is accomplished by demonstrating independence and control and entertaining or performing for others.<\/p>\n<p>Deborah Tannen, professor of linguistics and the author of multiple books on gender and language, provides the following examples of differences in men&#8217;s and women\u2019s communication:<\/p>\n<ul>\n<li style=\"font-weight: 400;\">\u201cMen engage in report talk, women in rapport talk.\u201d\n<ul>\n<li style=\"font-weight: 400;\">Report talk is used to demonstrate one\u2019s knowledge and expertise.<\/li>\n<li style=\"font-weight: 400;\">Rapport talk is used to share and cultivate relationships.<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Women request; men direct.\n<ul>\n<li style=\"font-weight: 400;\">For example, in communicating a request, a female manager might say: \u201cCould you do this by 5 PM?\u201d A male manager would typically phrase it: \u201cThis needs to be done by 5 PM.\u201d<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Women are information focused; men are image focused.\n<ul>\n<li style=\"font-weight: 400;\">For example, women are willing to ask questions to clarify understanding. Men tend to avoid asking clarifying questions in order to preserve their reputation.<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Empathy is not apology.\n<ul>\n<li style=\"font-weight: 400;\">Women often use the phrase \u201cI&#8217;m sorry\u201d to express concern or empathy. Men tend to interpret this phrase as an acceptance of responsibility for the situation, which it is not.<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Women are judged by their appearance; men are judged by what they say and do.<a class=\"footnote\" title=\"Bucher, Richard D.\u00a0Diversity Consciousness Opening Our Minds to People, Cultures, and Opportunities. Pearson, 2015, p 130.\" id=\"return-footnote-336-1\" href=\"#footnote-336-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a><\/li>\n<\/ul>\n<p>As in all things, it&#8217;s important to remember that while these differences exist between groups, all individuals will fall somewhere along a spectrum of these tendencies. Additionally, you may run into men who demonstrate more &#8220;feminine&#8221; tendencies in their speech or vice versa.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"lumen_assessment_8698\" class=\"resizable\" src=\"https:\/\/assessments.lumenlearning.com\/assessments\/load?assessment_id=8698&#38;embed=1&#38;external_user_id=&#38;external_context_id=&#38;iframe_resize_id=lumen_assessment_8698\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:400px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<h2>Gender in the World<\/h2>\n<p>Traditional gender roles also influence how women are heard, as Tannen alluded to above. The <em>Oxford Handbook of Leadership and Organization<\/em> notes that the historical marginalization of women is still in practice today, with media coverage of women leaders often focusing on fashion sensibility rather than on the strength of their leadership. There is a \u201cCatch-22\u201d for women: \u201cto be \u2018too feminine\u2019 is to risk being perceived as weak and emotional or as manipulative and devious when exercising leadership; to be \u2018insufficiently feminine\u2019 generally results in being labeled as masculine, abrasive or pushy.\u201d <a class=\"footnote\" title=\"David D. Day, ed.,\u00a0The Oxford Handbook of Leadership and Organization.\u00a0Oxford: Oxford University Press, 2014. https:\/\/books.google.com\/books?id=_iqTAwAAQBAJ&amp;pg=PA735&amp;lpg=PA735&amp;dq=gender+bias+language+nancy+pelosi&amp;source=bl&amp;ots=SzNkjbkn7-&amp;sig=kQoD7GfBYJDX_fujtCZXqkV8t2c&amp;hl=en&amp;sa=X&amp;ved=0ahUKEwiGh7qcj8faAhULbK0KHXg7D9kQ6AEIRzAF#v=onepage&amp;q=gender%20bias%20language%20nancy%20pelosi&amp;f=false\" id=\"return-footnote-336-2\" href=\"#footnote-336-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/p>\n<p>Thus, gender not only impacts the language we use but the language used to describe us.<\/p>\n<p>Although changing demographics and social trends have begun to erode the base of white male privilege, there are still strong cultural norms that resist this change in the status quo. Additionally, the composition of executive leadership still remains predominantly white male, and organizational culture and communications are largely designed to support that dominance. We see the legacy of that dysfunction in a variety of modes, from pussy hats (originating from the Pussyhat Project) to the #metoo movement.<\/p>\n<div class=\"textbox examples\">\n<h3>James Damore<\/h3>\n<p>We see this struggle playing out at Google, where efforts to include more women in technical roles are meeting with some resistance. The conflict surfaced when James Damore, a white male engineer, posted a ten page critique of Google\u2019s diversity efforts titled &#8220;<a href=\"https:\/\/www.documentcloud.org\/documents\/3914586-Googles-Ideological-Echo-Chamber.html\" target=\"_blank\" rel=\"noopener\">Google\u2019s Ideological Echo Chamber&#8221;<\/a> on an internal discussion board. One of the most inflammatory points made was that \u201cbiological differences between men and women might explain why we don\u2019t see equal representation of women in tech and leadership.\u201d In his memo, Damore states his belief that women are better attuned to aesthetics and people rather than ideas and that this, as well as their \u201chigher agreeableness\u201d (versus aggressiveness) and \u201cneuroticism,\u201d rather than sexism accounts for gender gaps. The \u201cmanifesto,\u201d as some call it, resulted in Damore being fired for violating Google&#8217;s code of conduct by &#8220;advancing harmful gender stereotypes in our workplace.&#8221;<\/p>\n<p>Google CEO Sundar Pichai responded to the memo. <a href=\"https:\/\/www.blog.google\/outreach-initiatives\/diversity\/note-employees-ceo-sundar-pichai\/\" target=\"_blank\" rel=\"noopener\">Read Pichai&#8217;s&nbsp;note to employees here.<\/a>&nbsp;His memo includes this excerpt: \u201cTo suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK. It is contrary to our basic values and our Code of Conduct, which expects \u2018each Googler to do their utmost to create a workplace culture that is free of harassment, intimidation, bias and unlawful discrimination.\u2019\u201d<\/p>\n<p>In a development that reflects the nation\u2019s sociopolitical polarization, it appears Damore\u2019s firing, rather than ending the issue, has turned him into what a <em>USA Today<\/em> writer terms a \u201chero of a resurgent conservative movement.\u201d Damore has since <a href=\"https:\/\/www.cnet.com\/news\/james-damore-sues-google-for-discriminating-against-white-men\/\" target=\"_blank\" rel=\"noopener\">filed a lawsuit against Google<\/a>, claiming the search giant discriminates against white, conservative men. In a development worth watching, Damore and David Gudeman, another former Google engineer, are being represented by Harmeet Dhillon, the Republican National Committee\u2019s committeewoman for California. Her law firm is seeking class action status for the plaintiffs.<\/p>\n<\/div>\n<div class=\"textbox examples\">\n<h3>Gendered Language at Princeton<\/h3>\n<p>On the opposite end of the spectrum, Princeton University is an example of an organization that has a clear commitment to inclusivity in both policy and practice. However, it has also met with resistance in moving toward an inclusive campus. In a rather controversial 2015 memo announcing its new communication policy, Princeton drew the distinction between gendered and gender inclusive language, explaining that \u201cgender binary is the traditional view on human gender, which does not take into consideration individuals who identify as otherwise, including and not limited to transgender, genderqueer, gender nonconforming and or intersex.\u201d In contrast, \u201cgender-inclusive language is writing and speaking about people in a manner that does not use gender-based words.\u201d<a class=\"footnote\" title=\"Curran, Philip Sean. &quot;Princeton: University's Gender-Neutral Language Guidelines Come to Light.&quot; Centraljersey.com. August 18, 2016. Accessed August 5, 2019. http:\/\/www.centraljersey.com\/news\/princeton-university-s-gender-neutral-language-guidelines-come-to-light\/article_b7567958-657d-11e6-b018-438c69ef92ac.html\" id=\"return-footnote-336-3\" href=\"#footnote-336-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a><\/p>\n<p>Some media interpreted the guidelines as an attempt to suppress free speech. Princeton\u2019s clarification: \u201cNo words or phrases have been banned at the University, which places a high value (on) free expression.\u201d<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-336-4\" href=\"#footnote-336-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a><\/p>\n<p>Conservative factions also interpreted this statement as an attack. For example, CampusReform.org, a conservative blog, presented the college\u2019s new gender policy as another example of liberal bias and \u201cabuse against conservatives on America\u2019s colleges and universities.\u201d In a post titled \u201cPrinceton students can choose any\u2014or every\u2014gender identity\u201d the author, Matthew Penza, closed with a call for donations to support Campus Reform\u2019s \u201cinvestigative journalism,\u201d stating that \u201cCollege campuses are no longer bastions of higher learning. Professors indoctrinate students with their agendas. They even silence conservative students with their attempts to suppress free speech.\u201d<a class=\"footnote\" title=\"Penza, Matthew. &quot;Princeton Students Can Choose Any \u2013 or Every \u2013 Gender Identity.&quot; Campus Reform. July 31, 2017. Accessed August 5, 2019. https:\/\/www.campusreform.org\/?ID=9513\" id=\"return-footnote-336-5\" href=\"#footnote-336-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a> For perspective, Campus Reform is a project of <a href=\"https:\/\/www.leadershipinstitute.org\/\" target=\"_blank\" rel=\"noopener\">Leadership Institute<\/a>, an organization whose mission is to teach conservative Americans how to influence policy through direct participation, activism, and leadership.<a class=\"footnote\" title=\"&quot;About the Leadership Institute.&quot; Leadership Institute. Accessed August 5, 2019. https:\/\/www.leadershipinstitute.org\/aboutus\/\" id=\"return-footnote-336-6\" href=\"#footnote-336-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a><\/p>\n<\/div>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"lumen_assessment_8699\" class=\"resizable\" src=\"https:\/\/assessments.lumenlearning.com\/assessments\/load?assessment_id=8699&#38;embed=1&#38;external_user_id=&#38;external_context_id=&#38;iframe_resize_id=lumen_assessment_8699\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:400px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<h2>Contribute!<\/h2>\n<div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div>\n<p><a style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\" href=\"https:\/\/docs.google.com\/document\/d\/1wRA5C4GiK1bKBGFd-dIkxfJOiisJYKEGyQdIZNb4dK0\" target=\"_blank\" rel=\"noopener\">Improve this page<\/a><a style=\"margin-left: 16px;\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\" target=\"_blank\" rel=\"noopener\">Learn More<\/a><\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-336\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Attitudes and Gender Communication. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>M17-115_1cm7933 - . <strong>Authored by<\/strong>: Oregon Department of Transportation . <strong>Provided by<\/strong>: flickr. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li><li>Survey of Communication Study.. <strong>Authored by<\/strong>: Scott T Paynton and Linda K Hahn. <strong>Provided by<\/strong>: Humboldt State University. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/en.wikibooks.org\/wiki\/Survey_of_Communication_Study\/Preface\">https:\/\/en.wikibooks.org\/wiki\/Survey_of_Communication_Study\/Preface<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-336-1\">Bucher, Richard D.&nbsp;<i>Diversity Consciousness Opening Our Minds to People, Cultures, and Opportunities<\/i>. Pearson, 2015, p 130. <a href=\"#return-footnote-336-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-336-2\">David D. Day, ed.,&nbsp;<em>The Oxford Handbook of Leadership and Organization.<\/em>&nbsp;Oxford: Oxford University Press, 2014. <a href=\"https:\/\/books.google.com\/books?id=_iqTAwAAQBAJ&amp;pg=PA735&amp;lpg=PA735&amp;dq=gender+bias+language+nancy+pelosi&amp;source=bl&amp;ots=SzNkjbkn7-&amp;sig=kQoD7GfBYJDX_fujtCZXqkV8t2c&amp;hl=en&amp;sa=X&amp;ved=0ahUKEwiGh7qcj8faAhULbK0KHXg7D9kQ6AEIRzAF#v=onepage&amp;q=gender%20bias%20language%20nancy%20pelosi&amp;f=false\" target=\"_blank\" rel=\"noopener\">https:\/\/books.google.com\/books?id=_iqTAwAAQBAJ&amp;pg=PA735&amp;lpg=PA735&amp;dq=gender+bias+language+nancy+pelosi&amp;source=bl&amp;ots=SzNkjbkn7-&amp;sig=kQoD7GfBYJDX_fujtCZXqkV8t2c&amp;hl=en&amp;sa=X&amp;ved=0ahUKEwiGh7qcj8faAhULbK0KHXg7D9kQ6AEIRzAF#v=onepage&amp;q=gender%20bias%20language%20nancy%20pelosi&amp;f=false<\/a> <a href=\"#return-footnote-336-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-336-3\">Curran, Philip Sean. \"Princeton: University's Gender-Neutral Language Guidelines Come to Light.\" Centraljersey.com. August 18, 2016. Accessed August 5, 2019. <a href=\"http:\/\/www.centraljersey.com\/news\/princeton-university-s-gender-neutral-language-guidelines-come-to-light\/article_b7567958-657d-11e6-b018-438c69ef92ac.html\" target=\"_blank\" rel=\"noopener\">http:\/\/www.centraljersey.com\/news\/princeton-university-s-gender-neutral-language-guidelines-come-to-light\/article_b7567958-657d-11e6-b018-438c69ef92ac.html<\/a> <a href=\"#return-footnote-336-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-336-4\">Ibid. <a href=\"#return-footnote-336-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-336-5\">Penza, Matthew. \"Princeton Students Can Choose Any \u2013 or Every \u2013 Gender Identity.\" Campus Reform. July 31, 2017. Accessed August 5, 2019. <a href=\"https:\/\/www.campusreform.org\/?ID=9513\" target=\"_blank\" rel=\"noopener\">https:\/\/www.campusreform.org\/?ID=9513<\/a> <a href=\"#return-footnote-336-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-336-6\">\"About the Leadership Institute.\" Leadership Institute. Accessed August 5, 2019. <a href=\"https:\/\/www.leadershipinstitute.org\/aboutus\/\" target=\"_blank\" rel=\"noopener\">https:\/\/www.leadershipinstitute.org\/aboutus\/<\/a> <a href=\"#return-footnote-336-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":395986,"menu_order":13,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Attitudes and Gender Communication\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"M17-115_1cm7933 - \",\"author\":\"Oregon Department of Transportation \",\"organization\":\"flickr\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by-sa\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"Survey of Communication Study.\",\"author\":\"Scott T Paynton and Linda K Hahn\",\"organization\":\"Humboldt State University\",\"url\":\"https:\/\/en.wikibooks.org\/wiki\/Survey_of_Communication_Study\/Preface\",\"project\":\"\",\"license\":\"cc-by-sa\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"a617b6be-9bd7-4993-b307-27447ec477ac, 4b08b7a3-ba9f-46c6-bb43-409575b23aa8, 976c0a25-e328-4d40-adbf-630f874683c0","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-336","chapter","type-chapter","status-publish","hentry"],"part":323,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters\/336","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/users\/395986"}],"version-history":[{"count":0,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters\/336\/revisions"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/parts\/323"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapters\/336\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/media?parent=336"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/pressbooks\/v2\/chapter-type?post=336"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/contributor?post=336"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/wp-json\/wp\/v2\/license?post=336"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}