Gender bias at workplace
Gender bias generally occurs due to personal values, mindset, traditional thought process about men and women. This topic mainly shows women as victim of interruption by men in business communication.
This is not something that occurs unexpectedly and can’t be resolved simply by manage interpersonal relationships. Gender bias begins right from the elementary education and long before entering the workplace
Various study shows that man interrupts more than women overall and they are three times more likely to interrupt a woman than to a man. However women do interrupt each other constantly but hardly ever does to men.
If you’re an employee then you can notice Gender bias at different degrees and forms.
Unfortunately studies show that the only way to resist this problem is to interrupt back. The saying – ‘‘ if you can’t beat them, join them perfectly fits here.
In an article that describes Snyder’s investigation, she says” the result suggest that women don’t advance in their career beyond a certain point without learning to interrupt, at least in a male dominating setting.
In fact her studies showed that women who interrupted were actually on higher ranks.
I guess during her extended career in tech field, MS Florida, the former CEO of HEWLWTT PACKARD, had lots of experience of interrupting others and thus expressing her judgment in male control workplace.
Most of the female employees realize that speaking up more often results them to be subjected in the view of ability and likeability.
It means that experienced women leader learn over time, when to speak and when not to or they end up getting disliked.
The research shows that when a woman speaks up in a meeting or conference she’s hardly valued and sometimes even misjudged as too assaulting.
Whereas men are dealt with totally different awareness.
And this is far beyond just interrupting.
Actress Jennifer Lawrence realized she was making way less money as compared to her male counterparts.
This is a direct quote from her online newsletter Lenny;
”A few weeks ago at work, I spoke my mind and gave my judgment in a clear and no-bull—t way; no aggression, just blunt. The man I was working with (actually, he was working for me) said, “Whoa! We’re all on the same team here!” As if I was yelling at him. I was so shocked because nothing that I said was personal, offensive, or, to be honest, wrong. All I hear and see all day are men speaking their opinions, and I give mine in the same exact manner, and you would have thought I had said something offensive.” So, how can you stave off biases?
The negative consequence of conscious biases has been studied for so long. According to a 1997 study of Harvard University professor James E Austin, companies who teach generous ideas and encourage employees to volunteer are respected in community and thus have a benefit
A company should;-
Teach employees about the functioning of the stereotypes as most people aren’t really aware of biasing and unknowingly their decision making capability is subjective.
Establish clear criteria for evaluation. This makes clear qualification for our decision while promotion or hiring. The more formal the criteria the more women will be hired.
Analyze your criteria have an objective look on the criteria you’ve prepared for hiring and re-evaluate it.
Hold decision makers accountable and be transparent – when we explain our decision to others it makes us reconsider it. Also, a transparent progress report of both the gender will make people more thoughtful for their decisions.
Always vouch for her- introduce female leaders and talk about her success and accomplishments.
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