Browse posts tag by gender bias

EVALUATION OF NEW ENGLISH TRANSLATION BIBLE ON GENDER

May 15, 2020 By dwayman

In her ongoing study of the gender appropriate translations of the Bible, Dr. Laura Hunt provides this study of the New English Translation (NET) of the Bible.  Completed in 2019 the authors claim: “With the first edition completed in 2001, ongoing revisions based on scholarly and user feedback in 2003 and 2005, and a major update reaching its final stages in 2019, the NET’s unique translation process has yielded a beautiful, faithful English Bible for the worldwide church today.”

Specifically focusing on this version being a true translation without gender bias, Dr. Hunt gives this analysis.  She says, in part:

“The first thing to look at is the list of translators. I found it here, at the very end: https://bible.org/netbible/index.htm?pre.htm Note that these are exclusively men, and that Dallas Theological Seminary is heavily represented…

Next, I want to look at a series of verses that are helpful to get a sense of the translators’ gender biases. There are many options, but these are mine:

Gen 3:16: There are two issues here. The beginning of the verse says, in Hebrew, “I will greatly increase your pain and your conception/pregnancy.” Most translators combine this idea with the next line and assume that the pain referred to is specifically pain in childbirth. That is quite possible, and a hendiadys is something that Hebrew does do quite often. However, in the footnote, the translators justify their choice by saying “there is no pain in conception.” That comment could only come from an exclusively male perspective.

IMPLICIT GENDER BIASES IN BUSINESS

February 10, 2018 By dwayman

In an article exploring implicit gender bias, the Harvard Business Review explored the reality of this in the business world:  The article explains:

“Last year, Harvard Business Review investigated a company where women comprise only 20% of senior roles. Their goal was to find out whether differences in gender behavior explained promotion disparities. The researchers perused communication exchanges and data coming from sociometric badges that recorded interactions between employees. They hypothesized that explicit preferences such as women having fewer mentors or less facetime with managers would account for discrepancies. But as they analyzed their data, they found men and women’s work patterns and performances were indistinguishable. And yet women weren’t advancing whereas men were. What gives?

It comes down to implicit biases, the researchers concluded, which are our unconscious tendencies to favor one thing over another. Often, these mental shortcuts are morally neutral, like linking “doctor” and “nurse” and “hospital.” But connect “doctor” to “he” and “nurse” to “she,” and these associations become loaded, and can, as others have observed, have oppressive consequences.

This reality helps explain why most organizations struggle to close gender gaps: It’s not enough for women to compete and show they’re capable. Implicit attitudes must change, too. But how? Here’s where to begin:

Know what gender bias looks like

A preeminent legal scholar identifies two prominent forms of workplace bias against women:

First,

SECOND GENERATION GENDER BIAS

February 2, 2018 By dwayman

When prejudice moves into the second generation, it becomes more subtle and in many ways more powerful.  Stephanie Dyrness Lobdell is a Nazarene pastor who writes a thoughtful and important article revealing this to us.

“In generations past, it was easy to identify explicit structures and policies that hindered women from obtaining and succeeding in pastoral roles, but in many cases, those overt barriers have been eliminated. Even so, the number of female pastors hasn’t shifted much. According to Hartford Institute for Religion Research, only 12 percent of congregations in the United States have female lead pastors, and, in evangelical churches, that number drops to 9 percent. If so many barriers have been eliminated, why haven’t the number of women and men in lead pastorates and denominational leadership positions equalized?

Researchers Herminia Ibarra, Robin J. Ely, and Deborah M. Kolb asked the same questions about women in the secular work place, and determined there was undoubtedly something in the water—something that went deeper than the overt barriers of years gone by. They named this experience Second-Generation Gender Bias, concluding that “second-generation bias erects powerful but subtle and often invisible barriers for women that arise from cultural assumptions and organizational structures, practices, and patterns of interaction that inadvertently benefit men while putting women at a disadvantage.”

Good Intentions Are Not Enough

Let’s be clear. We’re not calling out men for evil intent and taking names.