Gender roles in the workplace
Men and women are evaluated differently in the workplace environment; in particular, both genders are ascribed certain descriptive and prescriptive stereotypes. These types of stereotypes have resulted in critical inequalities in the job market, starting from pay inequality, and work-related roles such as leadership positions, promotions, among other pertinent issues. Gender-based stereotypes have different effects on both men and women, the workplace environment has generalized traditional gender roles, thus causing discrimination, especially since men and women are expected to perform and behave according to their gender roles. Men are expected to pursue traditional careers such as medicine, engineering, actuarial science, business, among other ‘masculine’ based professions. Women, on the other hand, are equally expected to pursue traditional female jobs such as nursing, secretaries and administrative assistants, teachers, cashiers, and the like. These gender roles and stereotyping are undermining the individual capabilities of women in particular. While most companies are shunning these gender beliefs the effects are still felt and seen in most organizations.
The described gender roles have critical implications for women’s career advancement compared to men. In a workplace environment, descriptive stereotypes promote gender biasness mainly because, during performance evaluations, women are mostly considered to perform weaker than their male counterparts, especially when performing male gender-typed positions and roles(Heilman). In particular, women, who were observed as being too talkative, aggressive, or abrasive, are often faced with contrary opinions and, in most cases, asked to tone down (Ellevate). While men receive criticism to improve and gain additional skills, women are often asked to step back. In most workplace environments, women who come out strong and have a domineering or controlling personality are often considered less competent for leadership positions (Ellevate). This biasness in performance evaluation is thus, making it difficult for women to rise above their delegated roles to better areas or a better wage gap.
Clearly, Gender inequality in the workplace is affecting how women get hired, trained, and get promoted. Organizations are, however, putting in place relevant organizational policy changes, especially HR practices, which are now being shaped to reduce gender-based discrimination. Besides, companies are making public endorsements that strengthen the authority and capabilities of women working in roles that are categorized based on gender stereotypes (Jim). Lastly, employers are now inclined to use more standard criteria when doing performance evaluations and possible promotions. These changes are changing the narrative of gender biasness and are increasing chances for women to grow in their careers without feeling intimidated or criticized.
To sum up, women encounter discrimination at work without even realizing it. While men are also victims of gender stereotyping, their careers are not affected when compared to women because men are encouraged to pursue higher leadership positions and gain additional skills to boost their value. On the other hand, People expect women to assume their traditional gender roles as ‘helpers ‘even at work, thus appearing to be domineering is received with criticism. I believe women have a role to play in ensuring people do not discriminate against them. They can do this by concentrating on producing the maximum standards of work without focusing on the detrimental assumptions made by other people. Additionally, women can engage in campaigns to push for gender equality and recognition at work.
Work cited.
Ellevate. “Small Ways Leaders Alienate Female Employees Through Gender-Biased Criticism.” Forbes, Forbes Magazine, 3 Mar. 2015, www.forbes.com/sites/ellevate/2015/03/03/small-ways-leaders-alienate-female-employees-through-gender-biased-criticism/#77d7b6596459.
Heilman, Madeline E. “Gender Stereotypes and Workplace Bias.” Research in Organizational Behavior, Elsevier, 20 Nov. 2012, www.sciencedirect.com/science/article/abs/pii/S0191308512000093.
Jim Logan. “The Effects of Gendered Occupational Roles on Men’s and Women’s Workplace Authority.” American Sociological Association, 5 Oct. 2017, www.asanet.org/news-events/asa-news/effects-gendered-occupational-roles-mens-and-womens-workplace-authority.