Shut up and do the job like a man or behave like women and go home Workplace gender bias (aka Sexism) not only remains
Shut up and do the job like a man or behave like women and go home
Workplace gender bias (aka Sexism) not only remains but prospers in ways that many of us don’t even recognize, particularly for women in male dominated jobs. These stereotypes are so rooted in our brains that we often oblige them without being aware. For decades, females are not thought at first when people think leader, they just don’t consider females. Based on old-style gender roles, people associate men with taking charge and women with taking care.
During the longer part of last century, women used to perform the majority of household tasks and child-care, and men used to leave the home to earn a living. Leisure time for men was not social but relied on sexual one: The breadwinner’s sexual needs were expected to be met by an opposite partner.
The ongoing belief that women will endure the more traditional jobs in the home in addition to any outdoor job that they have. Women are still responsible for the same household tasks, if they are working outside the home; cleaning the house, fixing meals, and so on. Maternity leave is a concern only for women, and paternity leave creates issues. It is also expected that it will be the wife who leaves a job in order to care for kids.
What do we expect from women?
Women are often expected to set up meetings, answer the phone, fill out paperwork, take notes in a meeting, asked to fetch coffee, expected to mentor young people and assist coworkers, asked to head thankless committees, expected to bring cakes for a colleague’s birthday, order food for the office, and plan parties.
Also they are being mistaken for the secretary, their ideas are idea ignored only to be repeated by a male coworker few minutes later to interest and applause, they are seen as ‘maternity risk’, and accused of ‘baby brain’.
Types of Sexism
Sexism appears in three ways and they enforce men’s power over females by stressing differences of gender and sexuality.
- Benevolent Sexism: People who follow benevolent sexism show positive regard toward women yet firmly believe that they should adapt to traditional womanly roles. Benevolent sexism apprehends that women should fill certain roles like the stay-at-home or the office receptionist.
- Hostile sexism: It incorporates negative sentiments toward women with fear that they are trying to regulate men through feminist principles or sexual persuasion.
Benevolent and Hostile sexism appears in the modern places of work in subtle, yet harmful forms.
- Persistent sexism: In the workplace it can contribute to what has become known as “glass ceiling,” which signifies a barrier so delicate that it is transparent, yet so strong that it prevents women from moving up the corporate hierarchy.” An unfair treatment makes it difficult to actually obtain the growth potential through raises or promotions .Due to low self-esteem caused by the glass ceiling women experience decreases in cognitive performance. These destructive structures in some work surroundings makes it nearly terrible for women to succeed.
Other practices of sexism appear in the biased wages and unequal opportunity for growth. Most of these victims don’t even make out the mistreatment while some choose to take sidestep by not reporting the behavior and it continues to affect the emotional well-being of many female employees.
What is “Glass Ceiling”?
‘Glass ceiling’ is referred to an unseen barrier that stops someone from achieving further success. It used in the context of someone’s age, gender, or society keeping them from progressing to a certain point in a business ladder or will not be promoted to a higher level of position. Glass ceilings are often observed in the workplaces and are usually a barrier to attain authority and success equal to that of a more dominant one. An example would be a woman who has better talent, skills, and education than her male peers but is obviously being neglected over for promotions.
Sexism is present in Sports
In May 2015, EA Sports announced it would be adding women’s teams to its new video game of FIFA and the male games fans went into panic. And there were comments ranged from: “Don’t break my balls with this bullshit”, “Women have ruined the earth and now they are ruining Fifa.”
On 7th June 2015, England’s official Twitter account tweeted that about England’s female football team as they reached the semi-finals of World Cup by disgracing them as “Our Lionesses go back to being mothers, partners and daughters today, but they have taken on another title – heroes”. Later the tweet was deleted after it was criticized.
In July 2015, Serena Williams became the Wimbledon Champion but became the matter to sexist and racist commentary.
What needs to change?
Gender stereotypes not only affect how women evaluate themselves but also affect how women are evaluated by others. Woman also assess themselves as “not-fit’’ with male keyed jobs, and their verdict becomes negative. Lack of confidence in one’s own capability can have very destructive effects.
Swarnalatha Iyer, psychologist suggests that “Change the way we bring up our boys, and things will change because the way men are being brought up is the same”. Since the last 15-20 years, things are changing the way daughters are being brought up.
Psychologist Diana Monteiro suggests “Women also need to be aware of the way how they’re being treated and are treating others. And they should stand up for it when they see such kind of discrimination. And also the other party should understand that you have an issue and why do you have it.”
It is the time for businesses to set intended targets for female representation at board and senior management level. It should be the responsibility of Business Leaders for building an effective talent team, and make it a priority to identify, develop and promote prospective leaders of both sexes.
Having a corporate board that is not only made up of men has a positive characteristic that is desirable for the matter of profits. Many studies also show that women have greater links and they can differentiate between the emotional and rational thought processes better than that of men and that would make women more actual CEOs and business leaders. Businesses have to think about how they can encourage that ambition.
Good governance is good governance and it shouldn’t be gender-specific.