(A) Despite the growing number of women in the workforce, there are few in leadership positions. This is due to ambivalent sexism. There are two different types of ambivalent sexism: hostile and benevolent. A hostile sexist is someone who has a combative and antagonistic view towards a woman. She believes that women are trying to gain control over men using feminist views and their sexuality (which they are threatened by). Examples of hostile sexism: “Women don't appreciate everything men do for them” or “Women use sex to gain power over men.” Hostile sexism punishes women who do not conform to social roles with aggression and hostility and rewards women who do conform. Benevolent sexism is when a man believes in traditional gender roles and has a “chivalrous attitude.” The chivalrous man believes that women are weak and need to be taken care of. Examples of benevolent sexism are: “women should be protected by men”; “Women should be put on a pedestal.” Benevolent sexists realize that women are very important in society as mothers and wives in society, so this perpetuates the “women are wonderful” effect. This paradox of discrimination associates positive traits (such as being kind and caring) with women. This encourages benevolent sexism because men feel they have to care for and protect women. However, it should be noted that very few women are placed in this pedestal position (only those who conform to the male view of the female role). (B) A descriptive stereotype is a belief someone has about the behaviors, roles, and attributes that categorize men and women in society. These stereotypes help someone predict the behaviors of each gender. This stereotype perpetuates the way men perceive… the center of the card… which is associated with common traits, is occupied by women; CEO positions, associated with agent traits, are filled by men. Women in typical female careers (nurses, teachers, receptionists, etc.) struggle with the “sticky floor” scenario. This refers to the fact that many women's occupations offer little advancement in their field, so they are unable to progress or significantly increase their salary. Another issue women in the workforce face is the “glass ceiling” scenario, where women are only able to achieve a certain level of management. This serves to keep women subservient to men because they do not occupy higher levels of power. However, men in women's occupations face a "glass escalator" scenario, where men are promoted to higher management levels than women, even if they are less qualified...