Introduction
Prejudice is found in every aspect of our lives. Our brains work hard to categorize the things we encounter in order to realize the complex world around us. However, prejudice can cause us to create prejudices against others, which allows us to create serious differences between different populations.
Although prejudice comes in many forms, this article focuses on gender bias and its role in the workplace. We’ll cover what it is, where and when it happens, 13 ways you can reduce gender bias and ultimately create a more diverse and comprehensive workplace. It should be noted that while there is a spectrum of gender identity, we will focus on gender binary-male and female due to barriers to existing literature.
Performance support bias
Performance support bias occurs when employers, managers and co-workers assign more resources and opportunities to one gender (usually male) to another gender. A study has found that among sales employees – who are paid on the basis of performance and commission – women are assigned unfairly lower accounts than men, although women in tech are given equal opportunities to sell. The results are as follows.
Gender bias statistics
To further clarify the role of gender bias in the office, we have collected numerous data on workplace diversity and gender bias:
*42% of women face gender discrimination at work.
*In 2017, 25,000 claims of gender discrimination were filed. You can click here for details of one law firm that works to defend your rights in the workplace.
*In 2018, victims of sexual discrimination received more than $ 148M in complaints payments.
*Of the 14 biggest barriers women face in the workplace, five are related to discrimination and gender bias.
*The chances of employing a male candidate are twice as high for both men and women.
*If there are at least two women candidates in the final poll, women are 79 times more likely to be hired.
*Women with a blind application or audition are 25-46% more likely to be hired.
*Half of the men believe that women are well represented in their company, while 90% of senior leaders are men.
*40% of men and women see double standards against female candidates.
*Men see unconscious prejudice as the first obstacle in women’s careers.
*34% of men and women think that male executives are better at risk assessment.
*Men are 30% more likely to get management roles.
*Women and men demand equal pay increases.
*Women often get a 5% lower wage increase.
*23% of CEOs are women.
4% of C-suites are played by women of color.
*Fortune 500 companies have 6.6% female CEOs.
*0.2% of the CEOs of Fortune 500 companies are women of color.
Gender bias in the workplace
When it comes to this, gender bias can occur at all stages of hiring, hiring and retaining employees. In this section, we are going to break down some of the key areas where gender bias affects candidates and their careers.
Many recruitment strategies are biased.
As we mentioned earlier, managers who hire both men and women are twice as likely as men to hire a woman. During the recruitment process, there may be signs of gender bias, starting with where and how you recruit candidates.
Looking for a job after graduating from college, Erin McKelvey did not receive a single response from employers.
In addition, employers may inadvertently (or intentionally) play an open role with most male candidates on the platform or actively target men through advertisements. In addition to being immoral, know that it is also illegal, which was barely discovered by Facebook in 2018.
Conclusion
While it may be difficult to see big progress, organizations like textmetrics are taking steps to address gender bias in the workplace. If we ever want to reach or get close to gender equality, we need to work hard and tirelessly. The work must be safe and effective for all. Use the seven tips above as a starting point for your organization. As you see how your organization responds, follow the initial steps we provide and develop your own strategy to eliminate gender bias in the workplace and beyond.
