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Gender in sentence

1388 examples of Gender in a sentence

That sometimes shows up in the first decade of life, but it can be very confusing for parents, because it is quite normative for children to act in a cross-gender play and way, and, in fact, there are studies that show that even 80 percent of children who act in that fashion will not persist in wanting to be the opposite gender at the time when puberty begins.
And then I got really confused, because I thought it was relatively easy at that age to just give people the hormones of the gender in which they were affirming.
I was getting sexual orientation confused with gender identity.
They were treating young adolescents after giving them the most intense psychometric testing of gender, and they were treating them by blocking the puberty that they didn't want.
But once they gave them the hormones consistent with the gender they affirm, they look beautiful.
So in my lab and with colleagues, we've developed mechanisms where we can quite accurately predict things like your political preference, your personality score, gender, sexual orientation, religion, age, intelligence, along with things like how much you trust the people you know and how strong those relationships are.
There's a long tradition in Asian culture that celebrates the fluid mystery of gender.
But then two weeks later she called me, she said, "Did you know that if you move to the United States you could change your name and gender marker?"
At that time in the United States, you needed to have surgery before you could change your name and gender marker.
So in 2001, I moved to San Francisco, and I remember looking at my California driver's license with the name Geena and gender marker F. That was a powerful moment.
I'm wondering what you would say, especially to parents, but in a more broad way, to friends, to family, to anyone who finds themselves encountering a child or a person who is struggling with and uncomfortable with a gender that's being assigned them, what might you say to the family members of that person to help them become good and caring and kind family members to them?
And sometimes it works, sometimes it doesn't, so — But it's just, gender identity is in the core of our being, right?
I mean, we're all assigned gender at birth, so what I'm trying to do is to have this conversation that sometimes that gender assignment doesn't match, and there should be a space that would allow people to self-identify, and that's a conversation that we should have with parents, with colleagues.
Some of our struggles are things we're born to: our gender, our sexuality, our race, our disability.
Incidentally, black and latino LGBT folks were at the forefront of this rebellion, and it's a really interesting example of the intersection of our struggles against racism, homophobia, gender identity and police brutality.
We know that when it comes to choosing somebody for a job, for an award, we are strongly biased by their race, we are biased by their gender, we are biased by how attractive they are, and sometimes we might say, "Well fine, that's the way it should be."
I'm fed up with the power that a few exert over the many through gender, income, race, and class.
And in all that time, she has never, and I do mean never, had to ask a patient their gender, race or ethnicity.
So as a writer and gender activist, I have written extensively on women, but this time, I realized it was different, because a part of me realized I was a part of that young woman too, and I decided I wanted to change this.
That doesn't mean that gender equity is achieved, not at all.
We started the pilot last year, and now we're pretty sure that we will encounter a lot of ignorance across the whole world, and the idea is really to scale it up to all domains or dimensions of global development, such as climate, endangered species, human rights, gender equality, energy, finance.
Photo agencies in Gaza refused to train me because of my gender.
Because of my gender, I had access to worlds where my colleagues were forbidden.
So what Tonya doesn't realize is that there's a missing 33 percent of the career success equation for women, and it's understanding what this missing 33 percent is that's required to close the gender gap at the top.
And this is why conventional advice to women in 40 years hasn't closed the gender gap at the top and won't close it.
On average, talent and performance management systems in the organizations that I've worked with focus three to one on the other two elements of leadership compared to the importance of business, strategic and financial acumen, which is why typical talent and performance systems haven't closed and won't close the gender gap at the top.
So what this illustrates is that as managers, whether we're women or men, we have mindsets about women and men, about careers in leadership, and these unexamined mindsets won't close the gender gap at the top.
So for some of you, the missing 33 percent is an idea for you to put into action, and I hope that for all of you, you will see it as an idea worth spreading in order to help organizations be more effective, to help women create careers that soar, and to help close the gender gap at the top.
Because they're based on assumptions about who we all are based on our gender and our age and where we live as opposed to data on what we actually think and do.
The laws are ours, and no matter what your ethnicity, nationality, gender, race, they belong to us, and fighting for justice is not an act of insanity.
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