Problem:
Schilt explains that workplace inequality is maintained through invisible interactional processes, meaning the everyday ways people interpret and respond to gender at work. By studying female-to-male trans men, she shows how the same person can be treated very differently once others begin to see them as men rather than women. This gives some trans men an "outsider-within" perspective, allowing them to recognize men's workplace advantages more clearly because they have experienced both sides of gendered treatment (Schilt 2006:376). Many respondents reported gaining more authority, respect, and recognition after transition even though their education, skills, and work experience did not change. For example, some said their ideas were taken more seriously, or that they were suddenly viewed as more competent and better suited for leadership once they were seen as men (Schilt 2006:381). These examples show that workplace disparities are not simply based on merit, but on gender stereotypes that reward masculinity. Schilt also points out that not all trans men gained the same advantages, since race, youth, and body size could limit access to male privilege (Schilt 2006:386). As she concludes, "the same behavior, attitudes, or abilities they had as females bring them more reward as men" (Schilt 2006:387). Overall, her findings challenge human capital theory and make visible the subtle interactional processes that continue to reproduce gender inequality at work. Need Assignment Help?
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