Combating Gender Stereotypes in the Workplace During Covid
In a virtual world, companies are finding new ways to create open and safe places for promoting diversity and inclusion so that all voices, especially women’s voices, can be heard and accepted. Gender stereotypes distort our views of not only others, but ourselves too. Women are especially struggling during the pandemic because research shows that traditional gender roles contribute to the fact that the majority of caregiving duties still fall on women. Caregiving bias and the motherhood penalty may also lead to women hesitating to ask for more flexible work hours. As a result, a record number of women are leaving the workforce during the pandemic.
To learn about different perspectives for how companies can help break down gender stereotypes in the workplace, I (virtually) sat down with some women leaders for a Consciously Unbiased LinkedIn Live session. We discussed driving change, accepting differences, and speaking up to help build more inclusive workplace environments. Here are some key takeaways from our discussion:
Recent Social Unrest Has Amplified Existing Inequities
“Living in the twin cities, I was here during the time of the George Floyd murder,” says Wendy Stenger, Global Lead, External Workforce Programs at Thomson Reuters. “That was a time that helped me realize I was not as much of an ally as I could have been. White women in general say, ‘I’m not XYZ. I’m not racist, I’m not biased.’ The thing I’ve learned if you start a sentence with ‘I’m not,’ then you probably are. I had to ask myself: How am I showing up in the world? How am I recognizing my own bias and how am I removing them from not only my home life, but my work life? I’m raising three teenage boys; they are three future white men. What message am I teaching and sending them?”
Recognizing Privilege Makes You More Open
“I am a white female American,” says Kimberly Kelly Fahey, SVP of Global Client Delivery at Randstad Sourceright.“I need to really be aware of all the privilege that come with it, and how important it is for me to really acknowledge and understand that. By acknowledging and understanding, I can remember to keep my mind really open as I am interacting with people inside and outside of the workplace.”
Intersectionality Impacts How We Show Up
“I think about myself being part of the LGBTQ+ community, and about all of the biases I experience,” says Stephanie Kendrick, VP of Brand Operations at Ramada by Wyndham. “I think about the fact that I am an African American woman. There is sizeism, there is racism, there is ageism — I’m over 50 years old. Sometimes I feel like, what’s the bias going to be today? If I spent so much time consumed in what someone thought about me, then I’m going to probably lose the whole point in being at work and the role that I have.”
Companies Must Support Caregivers During the Pandemic and Beyond
“You can put all the flexible processes in place, but if it’s seen as a weakness to reach out for them, then you are going to have people afraid to do that,” says Stenger.“In many companies there is a difference between what leadership says and what management does. So as leaders, you need to make sure that your management is trained properly and on board with the ideas.”
Allow for Flexible Schedules
“Companies need to come forward on things and recognize what is happening to their people; it’s become too much for people to balance childcare, virtual schooling, plus work,” says Kelly Fahey. “As a result of the pandemic, our company developed flexible working programs, such as reduced hours and different hours to work, and also provided support for refurbished laptops.”
Amplify your Voice to Get Noticed in a Virtual World
“We are in this environment where it’s all virtual, I find myself on calls where there will be a large group of titled males and middle titled females,” says Kelly Fahey. “Women can use this time to speak up and voice their ideas. It doesn’t always have to be waiting for the promotion, but can also be using every platform you have and reminding people that they have it.”
Lead with Your Talent
“I feel like there are people who want to contribute, but they are waiting to be called upon because they are afraid that when you call upon them, all people are going to see are the biases [they have],” says Kendrick. “They are afraid to expose themselves because of those biases, versus leading with their talents…I think we owe it to ourselves to make sure that we get people to those tables into those general discussions and those brainstorming opportunities.”
In order to ensure that we continue to advance gender equality, I think we need to be students of learning; that’s how we change. I believe we can’t get rid of biases, because they are part of the way we grow up, our family values, and community. However, we can learn to apply them in the right situations. So what are some action steps, or microprogressions, that leaders of all levels can take to advance equality? My three guests emphasized the following: engage in more small group and one-on-one conversations, be open to learning about different cultures and values, and make sure you pause, listen, and reflect before responding.
