Confronting Gender Bias in the Workplace

Many of us have faced very obvious discrimination in the workplace because of our gender, but are we even aware of the unconscious biases we face every day? Think about the feedback you receive at work. When congratulated on a job well done, is credit given specifically to a woman, or is it directed more at her team for helping her? Now think about when a man is given praise; is it to him directly for being assertive, or to his team for a collective job well done? As you may have guessed, women are praised more for their teamwork, whereas men are highlighted for their individualism. But is this issue intentional or something that is subconsciously drilled into our brains? 

As managers, what can we do? 

Both male and female managers reportedly fall into the trap of biasing feedback. According to the Huffington Post, “Women are 2.5 times as likely to get feedback about an aggressive communication style - “coming on too strong.”” Whereas men are typically praised for their self-confidence and boldness. One way to stop this double standard? Your words. The words used in performance reviews say more than you think and can put unintentional but harmful bias on certain employees. One easy way to combat that is being transparent and showing appreciation. Make sure your employees know how valuable they are and be honest with them about their potential for success at the company. One study discussed in Women2 found that “Simply telling applicants that pay was negotiable drove down the gender gap in applications by 45%.” 45%! That alone should give women hope to apply for the right promotions, but they can’t do it without a positive word from their manager. 

Combating the issue

When talking to your employees, try to use words that will boost them in their careers, regardless of their gender. “Words make a difference. When it comes to promotions, research shows, there is a strong preference for individuals rated high on individual initiative,” per the Huffington Post. The best way for change to happen is to recognize your part and change it for the better. As Women2 states, “Whether it’s preconceptions about how much time off new parents should take or stereotypes about which roles are best-suited for women, gendered expectations run deep and are difficult to detect.” Our daily decisions are driven by our subconscious, and when we believe that men or women should hold certain roles or behave a certain way, we hold ourselves back from potential success. Feedback at work can determine your next promotion, so when writing up your self-review, don’t leave anything out and be sure

By MNT2LEAD featured writer Jacqueline Bailey

Contact Jacqueline at  https://www.linkedin.com/in/jacqueline-b-80972b98/