Impact of gender bias in the workplace

Gender bias and gender discrimination are as rife as they have ever been – the only difference is that we now have a word for it. Ok, that may be a little hyperbolic but when you are hit with analytical data that highlights a lack of workforce diversity, workplace prejudices still in effect, and a prominent glass ceiling, it’s hard not to feel like nothing has changed.

Scientifically speaking, we commit acts of bias from the moment we form cognitive thought. This is because we grow up with distinguishing experiences: this is familiar, this is safe, etc.

But these are the innocent, naïve impulses of children. No one should expect them to continue into adulthood and then into a working environment. And yet they do.

What exactly is meant by gender bias in the workplace

Examples of gender bias in the workplace can be seen everywhere. Specifically, whenever a person has experienced unfair disadvantage or unearned advantage, solely due to their gender. This is complicated further with the question of what is gender? As it should be noted that the spectrum of gender identities isn’t limited to simply male and female.

And we can never forget that bias is insidious. It can be quite overt and brazen, but it mostly reveals itself in a way which can be downplayed or dismissed.

“You weren’t passed over for a promotion because you’re a woman. It’s because this male employee has worked extremely hard and it was long overdue.” A familiar phrase designed to invalidate accusations of bias, implying the observation is one of petty jealousy.

Whether unconscious or implicit, giving one gender preferential treatment over another, leads to an individual’s working life and career being stymied. It can be unintentional, but the results are still extremely harmful to a progressive business’ success and reputation.

Types of gender bias occurring in the workplace

Gender bias can manifest in multiple ways, throughout companies worldwide. The three strongest examples of that are as follows:

Performance support bias

The practice of offering more opportunities for one gender over another. Not only in terms of clear promotions and upward movement, but also through the assignment of lucrative briefs and commission work which is ‘rewarded’ unevenly.

Motherhood bias

This is a bias within a bias. Women are already discriminated against but this can be escalated further by effectively penalizing female members of staff for choosing to have children or not. This can surface years into a role or be inappropriately included in the interview process: asking women about their personal lives and plans for motherhood, as a condition for if they are a successful candidate.

“Women’s work” bias

The perpetuation of antiquated views, labelling certain careers which are designated as “women’s work.” These roles are usually in care or hospitality and are undervalued, underpaid and looked down upon as menial.

How does gender bias impact your company?

The unpleasant truth is that when bias is normalized, the impact of real consequences can be almost entirely avoided. But with consumers, staff and industry commentators voting with their feet, we have seen companies that do not emulate positive work practices being called out and taking a notable hit.

In the 2020s, a lack of workforce diversity and underrepresentation is considered a red flag. A symbol of a toxic environment that does not warrant your business, custom or support.

This, naturally, stifles growth and prosperity. It leads to high turnover rates, as employees do not want to be part of an organization which emanates outdated and offensive attitudes (directly experienced by them or not). And all of this cultivates a poor reputation which sees business and opportunities dry up.

What your company can do to reduce gender bias in the workplace

As with many issues, awareness is the key to reducing gender bias and gender discrimination in the workplace. More than a flimsy non-effectual tick-box, it should be rooted in your business’ culture. It’s also important that this is transparently demonstrated and reflected from the upper echelons of management, all the way down to the latest new hire. No matter your station or title, there should be the freedom to speak up and challenge bias when it rears its head.

This doesn’t necessarily call for a complete pendulum swing in the opposite direction, as that too is an example of gender bias. Instead, companies should be seeking out and encouraging gender neutral benefits, language and development.

How can you personally address gender bias experiences in the workplace?

A cultural attitude shift isn’t always easy. As stated earlier, these biases are ingrained from childhood, they are learned behavior. But that also means, they can be superseded. By undergoing training courses to tackle gender bias, you can also learn important leadership skills, listening proficiency and empathetic sensitivity – which are vital qualities in order to succeed in a management role.

It’s also important to champion change. If your workplace is lagging or procrastinating in updating policies and philosophy, it’s up to you to speak up and make that change happen.

The future of work is true gender parity, and to hear more from industry leaders who are striving to make this a reality, sign up for tickets to attend UNLEASH American 2023.