Question

What is the history behind gender stereotyping within the workplace? How does it influence the current culture of workplace diversity regarding gender?

Answer 1

“Women are from Venus, men are from Mars” is a phrase that is often used to explain observed differences in the way women and men think, feel, and act. It conveys the inevitability of such differences by suggesting that men and women originate from planets that are millions of miles apart, implying that they are as inherently different as they would be if they were separate species.

There is no denying that there are differences between men and women in many life domains. The question, however, is to what extent these differences reflect the way men and women essentially are, and to what extent they result from how we think men and women differ from each other because of gender stereotypes. Identifying the nature and content of gender stereotypes clarifies the fact that they not only describe typical differences between men and women, but also prescribe what men and women should be and how they should behave in different life domains.

Even if men and women display similar characteristics, preferences, and ambitions, the different views and stereotypical expectations that we have of them place them in different worlds. Considering the origins and the implications of gender stereotypes helps us understand how these relate to gender differences in society.

A gender stereotype is a generalised view or preconception about attributes, or characteristics that are or ought to be possessed by women and men or the roles that are or should be performed by men and women. Gender stereotypes can be both positive and negative for example, “women are nurturing” or “women are weak”. Gender stereotyping is the practice of ascribing to an individual woman or man specific attributes, characteristics, or roles by reason only of her or his membership in the social group of women or men. A gender stereotype is, at its core, a belief and that belief may cause its holder to make assumptions about members of the subject group, women and/or men. In contrast, gender stereotyping is the practice of applying that stereotypical belief to a person.

Discrimination against women includes those differences of treatment that exist because of stereotypical expectations, attitudes and behaviours towards women. Just to give some examples: - The Special Rapporteur on the rights to food pointed out that stereotype about women’s role within the family leads to a division of labour within households that often result in time poverty for women and lower levels of education. - The CEDAW Committee has highlighted how traditional attitudes by which women a regarded as subordinate to men perpetuate widespread practice involving violence and coercion. - Both CRC and the CEDAW Committee noted that harmful practices are multidimensional and include stereotyped sex and gender-based roles. - The Special Rapporteur on violence against women and the Special Rapporteur on independence of judges and lawyers have stressed that the investigation of cases of violence and the sanctioning of perpetrators are underpinned by patriarchal notions and stereotypes that negatively affect their objectivity and impartiality.

Gender stereotypes reflect the primary importance we attach to task performance when judging men and to social relationships when considering women. Assertiveness and performance are seen as indicators of greater agency in men, and warmth and care for others are viewed as signs of greater communality in women Differences in the emphasis placed on agency versus care are, indeed, visible in the way men and women behave and the life choices they make. Action tendencies and overconfidence in men result in more risky choices (e.g., in sexual behavior, alcohol and drug use, gambling, driving; whereas women are more cautious in these domains. Men and women also tend to work in different occupations and take on different care-taking roles. Social survey and census data show that, across 30 industrialized countries, there is a clear segregation according to gender in occupational roles: Certain occupations (such as policing) are dominated by men, whereas other occupations (such as nursing) are dominated by women Women across different countries and cultures spend more time on household activities than men do, regardless of their employment status. In 2015, an average difference of 50 minutes per day in the time spent on housework was observed between the male and female members of couples living in the United States Furthermore, even though both men and women are willing to incur personal costs to help others, they typically do this in different ways. For instance, men are more likely to engage in emergency rescues (displaying agency), whereas women are more inclined to volunteer for the Peace Corps (indicating communality

When human resources managers hear the term stereotyping, they start thinking about discrimination and harassment issues. There are many cultural and generational differences that take stereotyping over the line to discrimination.

For example, the young cute executive assistant who dresses in short skirts might get compliments and men may even hit on her in the office. They may assume that because she has a bubbly personality that she isn't very smart. These are stereotypes based on gender discrimination.

The same is true of cultural discrimination. The new Korean accountant, John Kim, who eats culturally authentic food could be an easy target for someone who wishes to make fun of his heritage and of his ethnic food choices. There may be no intended harm in the nickname, but unless someone asks John, no one will know if he finds it offensive or no. Chances are that John does find this ethnic joking around offensive, as would many people.

which many may find culturally offensive, as the nickname is using a stereotype and is exaggerating that stereotype, thereby ignoring who John is as a real person. This ignores who he really is, and instead, applies a false image of him. Most people would find such stereotyping very offensive.

Stereotypes can exist at every level of a company's operations. It might be assumed that men can do the heavy lifting and women should type. If only white men, this might seem derogatory to the minority workers or women trying to get promoted. Even joking with a Jewish person that not celebrating Christmas is crazy imparts difference and negativity on the person's identity. All of these examples of stereotyping have adverse effects on the workforce.

Diversity training is how companies prevent stereotyping from becoming a problem. In diversity training, workshops and role-playing review common scenarios that could lead to negative stereotyping situations. As employees go through training, they often realize that their own actions, even innocently acted, are inappropriate. This is a significant part of helping to build a workforce that accepts and understands each other, and appreciates differences in individuals.

From workshops and role-playing, the next step involves team building activities designed for inclusiveness and learning about people different from you. This might be a Friday potluck, where everyone brings a food from their culture. It could be a scavenger hunt or another activity where individuals must work together and build the bonds through teamwork.

When a company is successful in building a diverse workforce that functions as a cohesive team that appreciates individuality, the company reaps rewards. Productivity increases. Employee loyalty increases, and workers are more dedicated in their work performance. In the end, removing the actions and the effects of cultural stereotypes in business helps companies succeed.