Career Development

Mary, a highly competent employee, had achieved great success in her position, but then she could sense a change in her corporation over time. She noticed she was being treated differently than her male colleagues, receiving less recognition for her work, getting passed over for promotions, and being given fewer essential tasks.

At first, she wasn’t sure if gender bias was happening and if it was in her imagination. She decided to pay closer attention to how she was treated and documented suspicious incidents.

Upon documenting various activities, Mary noticed a pattern and realized she was being treated differently because of her gender. Mary was not receiving the same treatment as her male counterparts. For example, she was given fewer responsibilities and opportunities. Mary was also treated with less respect. Her male colleagues were given more recognition for their work, and even when they were working on similar projects, the men were given more resources than she was. Mary also noticed folks making assumptions or comments about gender roles, for example, “You seem to be emotional about that issue.” And “Boy, you worked late last night, aren’t you the workaholic?”

What are two different forms of gender bias?

Gender bias is a form of prejudice or discrimination based on a person’s gender. It can be either overt or unconscious. Overt gender bias is when someone is openly biased against someone based on gender. This bias is usually pronounced and can be verbal or physical harassment. Unconscious gender bias is when someone is unaware they are biased against a person based on gender. This type of bias is more subtle and often occurs without the person realizing it.

Both overt and unconscious gender bias can have a negative impact on individuals, organizations, and society as a whole. Overt gender bias can lead to discrimination in the workplace, educational opportunities, and other areas of life. Unconscious gender bias can lead to a lack of diversity in decision-making and representation in leadership roles. Both types of bias can also lead to a lack of trust and respect among members of society, which can have far-reaching consequences.

What did Mary do as a result of unconscious gender bias?

Mary was worried about bringing the issue to her boss. On the one hand, Mary knew that speaking up would bring attention to the problem of gender bias and help to create change in her organization. On the other hand, she felt intimidated, what if her boss didn’t recognize the situation for what it was? Mary felt there was a risk of retaliation.

Mary decided to speak up and to do so effectively and respectfully. Mary knew that even though it was intimidating, it was also important to let those involved know that their behavior hurt the organization by shutting down creative ideas. Mary decided to speak up when she felt comfortable doing so. She wanted to feel confident that bringing attention to gender bias would not negatively affect her relationship with the person, so her comments were primarily private.

Mary started by asking questions or making statements to challenge the behaviors. For example, she asked, “Why would you assume that I can’t perform that project?” or “How do you think Sally felt when you made that comment?”

Even though it was difficult, Mary felt rewarded for saying something because, in the end, she wanted to create an environment where everyone felt respected and valued. By Mary recognizing and addressing unconscious gender bias at work, Mary did her part in creating a more equitable workplace.

What you should know…

Gender bias is an issue that has been present in the workplace for far too long. It is an issue that can be difficult to recognize and address, especially for those who are not part of the human resources department. However, it is possible for individuals not in HR to recognize and address unconscious gender bias at work.

The first step is to recognize the signs of unconscious gender bias. This can be tricky because it is not always obvious. Some signs to look out for gender-specific include language, such as referring to a group of people as “guys” or “ladies.” Additionally, look out for subtle differences in how tasks are allocated, such as tasks being assigned to men more often than women and vice versa.

Once you have identified unconscious gender bias, the next step is to address the issue. This can be done in a variety of ways. The most important thing is to be open and honest about your concerns. Speak up and let those involved know their inappropriate behavior needs to stop. Additionally, being aware of and challenging your biases when they arise is crucial.

Finally, creating an environment where everyone feels respected and valued is essential. This can be done by ensuring everyone is given equal opportunities and that the workplace is free from discrimination. Additionally, provide training and resources to ensure everyone knows the importance of diversity and inclusion.

By recognizing and addressing unconscious gender bias at work, nonhuman resource individuals can help create a more equitable workplace. By doing so, they can ensure that everyone is treated fairly and given the same opportunities to succeed.

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