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'Measured by two yardsticks': women in bank management training, 1960s to 1990s

机译：'由两个码杆衡量'：20世纪60年代到20世纪90年代银行管理培训妇女

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摘要

In the 1960s and 1970s, the United States government ordered corporations to remedy sex discrimination by increasing the number of women working in male-dominated job categories. This article traces the grassroots activism and government policies that led to the creation of management training programs for women in the commercial banking industry. To move women into the managerial job of a bank officer, conflicting advice emerged about how to best design and deliver training programs that could reconcile the real and imagined incongruities between women's traditional social roles and the masculine character of managerial job positions. This article uses prescriptive literature, government documents, social science research, and mainstream media articles to show the ideological tension that arose as women began moving into the ranks of commercial banking management. Which women should be selected for training? What should be the content and structure of the programs? While many academics and practitioners considered the benefits of having separate training for women, others questioned if female managers should continue to be trained separately from male managers. The integration of women into commercial banking management likely sparked a broader discussion about the ideal qualities of managers. Female traits and tendencies could enhance the management function, helping to reconcile the traditional role incongruity between woman and manager.
机译：在20世纪60年代和70年代，美国政府下令公司通过增加在男性主导的工作类别工作的妇女人数来解决性别歧视。本文追溯了基层活动和政府政策，导致了商业银行业妇女管理培训方案的创造。为了将妇女转移到银行官员的管理工作中，出现了关于如何最佳设计和提供培训计划的冲突建议，这些计划可以调和妇女传统社会角色与管理工作职位的男性角色之间的真实和想象的不协调。本文采用规范文献，政府文件，社会科学研究和主流媒体文章，以展示妇女开始迁入商业银行管理等级时出现的意识形态张力。应该选择哪些女性进行培训？程序的内容和结构应该是什么？虽然许多学者和从业者认为对妇女进行单独培训的好处，但有人质疑如果女性经理应该继续与男性经理分开接受培训。将妇女纳入商业银行管理可能引发了对经理理想品质的更广泛的讨论。女性特征和倾向可以提高管理功能，帮助协调妇女与经理之间的传统角色不协调。

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