Gender Bias Interferes in the Workplace
A lens of fragility cloaked around women hurts business
I recently found myself captivated by an episode of “The Crown,” where Queen Elizabeth, in a powerful moment, implores Winston Churchill and says, “I would ask you to consider your response in light of the respect that my rank and my office deserve, not that which my age and gender might suggest.” These words struck a chord not just with me but, I believe, with countless women navigating workplaces and daily life.
Despite years of progress and feminist movements advocating for equality, from Olympe de Gouges in 1791 who in her writings declared that “If a woman has the right to mount the scaffold, she must equally have the right to mount the rostrum,” to the recent equal pay for equal work movement, women continue to grapple with being judged based on gender rather than their qualifications. This is bad for women and bad for business.
In today’s professional landscape, a male colleague’s voice is often amplified in meetings, while a female’s contribution may be drowned out by the loud noise of more assertive men. Moreover, the achievements of male counterparts are frequently magnified, while the women’s achievements are dismissed, or credit for them are sometimes unjustly claimed by male colleagues.
“I would ask you to consider your response in light of the respect that my rank and my office deserve, not that which my age and gender might suggest.” ~Queen Elizabeth
On a personal note, I recall an incident involving an acquaintance, a learned professor and administrator, being advised by a colleague not to let emotions interfere with decision-making. Just because she is a woman, her actions were labelled as emotional, even though she acted in a fair, assertive way. How is that acceptable?
Why is it that women are often viewed through the lenses of care, concern, emotion, and love? These qualities are certainly valuable, but why can’t a woman be seen just as an administrator, rather than a “female” administrator? Part of authentic leadership, in fact, is showing up as your whole self including practicality and emotions. Why is the decision-making capability of women perceived through a lens of fragility? It is time that we start perceiving women as CEOs, not SHE-EOs.
When you’re a woman in the workplace, chances are your boss and colleagues expect you to be nicer than your male peers. This not only contributes to a preconceived perception, but also affects the tasks you are assigned, and how your performance is evaluated.
Beware the likability bias
A series of experiments led by Associate Professor Christine Exley of Harvard Business School show that women are directly impacted by the likability bias, or the expectation for men to be assertive and women to be kind. When men and women behave in a way that goes against these common beliefs, we tend to like them less. Pervasive stereotypes and biases like these hold women back in the workplace.
The ILO Bureau for Employers’ Activities (ACT/EMP) surveyed many companies on the top barriers to women’s leadership. The results were published in the global report on “Women in Business and Management: Gaining Momentum.” Five of the barriers to women’s leadership were related to discrimination and unconscious gender bias. According to the report, the barriers included the societal roles attributed to men and women, the general perception that management is a man’s job and the masculine office culture. Pervasive stereotypes and biases like these hold women back in the workplace.
The question that falls is how do we mould these misperceptions so that we can move past them? It may be time to ponder and make an effort to break through the glass ceiling of stereotypes too.
It is time that we start perceiving women as CEOs, not SHE-EOs.
After all, people don’t intentionally harbour negative prejudices, but we all may have unconscious biases that affect our behaviour. Let’s collectively strive to be more aware and considerate, to foster an inclusive workplace where individuals are judged based on their qualifications and contributions rather than their gender.
For more of the good stuff, follow Fourth Wave. Have you got a story, essay, or poem that focuses on women or other disempowered groups? Submit to the Wave!
