THE RESEARCH SHOWS...

BY ALEXA MITTENTHAL

There is still gender bias in the workplace Regardless of the truly admirable activism from feminists around the world, men and women still aren’t equal Although this is apparent in all aspects of life, it is especially noticeable in the workplace Unfortunately, biases make it very difficult to achieve equality, as well as a positive work environment

A 2020 McKinsey & Company statistic says that only 21% of C-Suite members were women (McKinsey & Company 2020). This could include Chief Executive Officers (CEO), Chief Operating Officers (COO), Chief Marketing Officers (CMO), etc This is despite women accounting for over 50% of the world’s population, 57% of undergraduate degrees, and about 60% of masters degrees (Smallbizgenius, 2022) And this is all a result of biases

According to Forbes, there are four fundamental biases: the affinity bias, gender bias, out-group bias, and status quo bias (Forbes, 2022) Someone with an affinity bias may favor those who are similar to themselves over those who are different Gender bias occurs when masculinity is valued over femininity A person who holds an out-group bias might feel that someone who is different from themselves is, in blatant terms, worthless. Lastly, someone with a status quo bias is likely to resist change to something they’re used to

Men who hold an affinity bias toward women would likely choose to work with other men This isn’t always intentional, but it is always harmful Imagine there’s a pool of applicants for a position, and the pool consists of all women and one man The hiring manager, a man, can see that they all have equal experience aside from a few women who have more If he were to have an affinity bias, he may ignore all the facts and favor the man for the position simply because he is not a woman He would prefer to work with someone he is similar to This bias could also show up in socialization and collaboration Men with an affinity bias might choose to exclude the women they work with

Someone who holds gender bias is also likely to hold gender stereotypes They’re likely to believe that men should be in charge or in a leadership position, while women are the support, the caretakers They would see a man as fit for a CEO, and a woman, his assistant Assume a male manager with a gender bias has two associates up for a promotion He wouldn’t view the female candidate as capable of taking on leadership positions, and as a result, give his male candidate the promotion

A man with out-group bias may think that the women of the company they work for just aren’t as good as the men. As a result, they might exclude women from work and work-related events Someone with an out-group bias toward women is also more likely to, knowingly or not, harass women or be hostile toward them A man with this bias probably has the traditional masculinity mindset Men are the breadwinners, and women have no place working When it comes to a professional environment, women are worthless and don’t need to be included

Someone with status quo bias is probably uncomfortable with unfamiliarity. If a company is male dominant, and decides to practice gender equality and hire more women, a man with status quo bias might resist or ignore the practices But overcoming this bias isn’t possible without the men who hold power recognizing this bias and actively working to change it.

The Impact of the Fundamental Biases

Bias can negatively impact the culture, productivity, and the business functionality of a workplace, as well as the emotional and mental well being of women All of the scenarios above are likely to result in women feeling excluded, unequal, and worthless in the workplace Maledominant workplaces hold clear biases toward women, and it can have a negative impact on their culture and their public appearance Today, younger generations look specifically for inclusivity and diversity in the workplace

The inequality in the workplace has led to women either adjust how they present themselves and act at work or internalize these biases Women in the workplace often “ masc up” in order to be seen as professional, competent, and capable Professional attire leans masculine and the energy across industries and C-suites is masculine, and women have met it to survive. But if women continue to meet the masculine energy, by adjusting themselves at work or believing that a level of masculinity is necessary in business, then women are perpetuating the stereotype that women inherently don’t have what it takes Which results in the devaluation of femininity in the professional world

Be it on culture, performance, or basic functionality, an unequal workplace can only have a negative impact The four fundamental biases (affinity, gender, out-group, and status quo) can make women feel undervalued, unappreciated, and unwanted It’s so important that our society continue to strive for equality in all aspects of life to make for a better tomorrow