We all heard the term bias, but what does it really mean and how does it manifest in business? In this article, we will consider what prejudices women encounter in the workplace and how we can all take steps to overcome them to create a better, more inclusive environment for all.
What is partiality?
The problem is complex. We all have prejudice and stereotypes, both conscious and subconscious. Depending on hasty judgment may sometimes be useful, especially in times of danger, but making a priori judgments about people can be harmful. At work, prejudice can take various forms, such as:
- underestimating a person because of her age or gender, for example, assuming that a woman is an administrator and does not have the actual position of team leader,
- accusing women of excessive emotionality or overpowerment, while accepting the same behavior in a man and calling him assertive or strong leadership,
- to listen to or value the opinion of a colleague more than a colleague, even if they have the same opinions,
- the assumption that someone will behave in a certain way on grounds of sex, belief, sexual orientation or origin.
People of all sexes can consciously or unconsciously make biased comments or behave in a way that is detrimental to women, so it requires work and sacrifice to combat this. The awareness of prejudice is not enough. Prejudices can have a major impact on people's daily lives, their abilities and mental and physical health; we must not only be aware of prejudice, but also take steps to counter them.
Recognizing prejudice in yourself and others, you can mitigate their effects by taking time to make informed decisions and alerting when you see or experience discrimination.
Why is fighting prejudice important?
The pandemic has had a profound impact on everyone and has exacerbated existing problems with equality in the workplace. Studies by McKinsey have shown that three out of four women experience discrimination at work, and those who do are more inclined to quit work. Let us add resignations and dismissals resulting from the pandemic, and the effect is really disturbing.
Companies must act now to promote, hire and retain women and to break the prejudices they encounter in the workplace. As the movements such as International Women's Day show, there is a desire to create a world free from prejudice, free from stereotypes and discrimination – one in which diversity is valued and celebrated.
Not just for women
Everyone can play a role in creating a better environment for women; we need case law, an inclusive thinking and concrete action by men and women. Most importantly, increasing the number of women does not mean falling men; it is equality for all.
It may be difficult for men to know how best to support women in the workplace. The most important thing is to be an ally. The International Women's Development Agency describes male alliances as desirable for strengthening women's voices. Men can support their friends, listen to them and pay attention to prejudice. Gender equality is not just about improving women's lives. It is about questioning all forms of harmful sexual prejudice.
Ask your friends what they need, don't assume. For example, do not avoid hiring women when they return from maternity leave because you do not want to overload them. Although your intentions are good, you underestimate the ability of women. Instead, ask them how they think about their workload and the amount they would feel comfortable with.
Forbes suggests two ways men can be better allies:
- listen to women and pay attention to the specific ways in which they want to be supported,
- knowing when to back out and when to step in.
Strategies to combat prejudice
There are many steps that men and women can take to reduce prejudice. A mentoring and support group for Lean In women suggests these strategies. These actions can have a huge impact when someone encounters prejudice at work. For example
remind people of your colleague's talents when they are overlooked;
ask for a conversation with the person interrupted;
Ask questions that encourage others to look at their way of thinking, for example, “What makes you say that?” or “Can you give me such an example?”. This can help people discover bias in their own thinking. But don't embarrass or humiliate, sometimes prejudice is unconscious; instead, offer it as an opportunity to learn and see a new perspective.
If possible, eliminate prejudice by directing the conversation to concrete, neutral information if one’s biased opinion directs the conversation. For example, if someone makes a subjective or biased comment at a meeting, focus your attention back on the program or facts.
Ombudsman for the amendment
If you notice repeated prejudice at work, talk to the HR department or management teams. Raise the problem and suggest solutions or best practices that could reduce prejudice among colleagues.
The development of a gender parity may seem a huge task and you may wonder what impact one person can have.
It is everyone's duty to put an end to bias:
start with small steps
Celebrate the Little Victory
Talk to your employees and follow their opinions to improve the areas that are important to them.
Listening to employees and making changes in the company will have an infinite impact on productivity, commitment and more. We will need to invest some time and creativity, but this is no different than when business had to respond quickly and creatively to the pandemic. If we can do this, we can do anything. Start today on the road to equality between women, questioning prejudice both within and around you.